DHS Management-Directed Reassignments: What to Do Now
dhs reassignments eeo retaliation federal employment mindfulness at work mspb appeals Oct 10, 2025Hundreds of DHS employees were just told to accept rapid reassignments to border and immigration posts—or risk removal. That includes CISA cyber defenders, FEMA staff in storm season, and TSA and Coast Guard personnel. If you received a Management-Directed Reassignment (MDR), here’s how to respond with clarity instead of panic.
What an MDR Is—and Isn’t
An MDR is a management tool. Agencies may reassign you, even outside your commuting area, when there’s a bona fide mission need. If you refuse, they can propose removal. But “can” is not “anything goes.” The reassignment cannot be a pretext to punish or force attrition. You’re entitled to clear written notice and a reasonable report date. In practice, a one-week “accept now” ultimatum followed by roughly 60 days to uproot is aggressive—scrutinize it.
Reasonable Timelines and Required Process
Read the notice line-by-line. Confirm duty station, series/grade, pay, effective date, and relocation benefits. Ask—in writing—for clarification where details are vague. If the reporting timeline collides with real constraints (childcare transitions, lease obligations, scheduled surgeries), request an extension and propose specific alternative dates. Paper the record; reasonableness is judged by facts you document now.
Union Rights Still Matter
If you’re in a bargaining unit, management retains the right to reassign, but your union can bargain over procedures and appropriate arrangements (e.g., notice periods, telework transition, training, relocation logistics). Alert your steward immediately. If DHS skipped impact-and-implementation bargaining, that process issue can be leverage—even if the reassignment proceeds.
Disability, Medical, and Family Hardship
For disabilities, promptly request reasonable accommodation tied to your functional limitations (e.g., telework, phased reporting, alternate duty location). Attach medical support that connects limitations to the requested accommodation. For serious medical/family hardships, ask for temporary extension or alternative placement and provide corroboration. Timing is critical; submit before you miss a deadline.
Retaliation and Whistleblower Concerns
If you recently engaged in protected EEO activity, whistleblowing, or other protected conduct, flag it immediately, in writing. Preserve the notice, emails, and a contemporaneous log of conversations. You may have options with MSPB (adverse action/constructive removal), OSC (whistleblower retaliation), or through EEO channels. Deadlines are short—treat them as hard stops.
Mission Impact Cuts Both Ways
For CISA, FEMA, and other mission-critical teams being pulled mid-operation, document concrete impact: projects paused, incident coverage gaps, hurricane response staffing shortfalls. The “efficiency of the service” standard isn’t one-directional; rushed reassignments that degrade core missions can support legal challenge and negotiation.
Your First 48 Hours
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Don’t sign acceptance or refusal on the spot. 2) Calendar every deadline. 3) Request needed accommodations or extensions in writing. 4) Loop in your union and counsel. 5) Gather the paper trail—notice, org charts, performance history, prior protected activity, and mission-impact evidence. MDRs are real, but they’re not a blank check.
Legal Disclaimer: The information provided in this article is for informational purposes only and should not be construed as legal advice. While I am a federal employment attorney, this post does not create an attorney-client relationship. Every situation is unique, and legal outcomes depend on specific facts and circumstances.
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