Federal Discipline Overhaul: What You Must Know
discipline changes federal employment mindfulness at work opm guidance pips Sep 09, 2025For decades, federal employees relied on progressive discipline as a safeguard. It required managers to start small—warnings, short suspensions—before escalating to removal. That system is now gone. Agencies can skip directly to firing without first giving lesser penalties. For employees, this means the margin of safety has narrowed dramatically. If you once counted on a warning or a brief suspension before removal, that cushion no longer exists.
Performance Plans Shrunk to 30 Days
Performance Improvement Plans (PIPs) were designed to give employees a fair chance to improve—typically 60 to 90 days. OPM’s new policy cuts that window to just 30 days. A single month is often not enough to secure training, navigate bureaucratic hurdles, or address systemic barriers beyond your control. The new reality: even high performers who stumble briefly could face removal before they can realistically recover.
The End of Clean Record Settlements
Equally troubling is OPM’s ban on clean record settlements. These agreements once allowed employees to resolve disputes without carrying a permanent black mark. Without them, any disciplinary action—removal, demotion, or suspension—travels with you to every future job application, security clearance review, and background check. A mistake that might have been settled discreetly is now a lasting stain.
Why This Matters for Equity
Unions like AFGE have argued that these changes are not just unfair, but potentially unlawful, especially where they conflict with collective bargaining agreements. More importantly, the risk of unchecked bias increases. Data already show that Black employees, employees with disabilities, and caregivers face higher rates of discipline. Stripping away safeguards means these groups will likely feel the brunt of the changes first.
A Mindful Path Forward
These shifts can trigger real fear: the sense that a single misstep could end a career. Mindfulness reminds us to notice that fear without letting it dictate our choices. Grounding yourself in the present moment—through breathwork or simple awareness—can reduce reactivity and help you respond strategically rather than impulsively. Use that clarity to document your work, stay alert to policy changes, and lean into union or legal resources where available.
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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