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FEMA CORE Non-Renewals: When Disaster Response Shrinks Quietly

disaster response federal employment fema core mspb appeals term appointments Jan 02, 2026

For many FEMA CORE employees with January NTE dates, this week has landed with a familiar, sinking feeling. It is not just fear of job loss—it is the deeper sting of being treated as expendable after doing some of the most demanding federal work in government. At the same time, every American should be paying attention. When FEMA’s workforce contracts abruptly, disaster response does not become more “efficient.” It becomes slower, thinner, and less reliable.

CNN is reporting that DHS has begun issuing non-renewal notices to FEMA CORE employees whose terms are expiring now. The initial wave is reportedly about 50 people, and CORE positions make up roughly 40% of FEMA’s workforce. DHS has stated this is not a new policy. But for employees being told they are out within days, policy labels offer little comfort.

Why “Non-Renewal” Is Not the Same as a RIF

A formal Reduction in Force is disruptive, but it is structured. RIF rules require advance notice, competitive procedures, and placement rights. Non-renewal of a term appointment avoids those safeguards entirely. When an agency allows a term to expire, it can shrink its workforce without ever saying the word “RIF.”

That distinction matters. If an employee hears, “Your term is ending and will not be extended,” with minimal explanation or runway, that is not a clerical error. It is the process working exactly as designed.

CORE Employees Are Not “Temporary in Practice”

CORE status does not mean marginal work. These employees staff disasters at the front end and the back end—long after media attention fades and communities are still rebuilding. Sudden losses in this workforce slow recovery timelines and strain the remaining staff. The operational risk is real, even if the paperwork makes the cuts look routine.

Legal Protections Still Apply

Term-limited does not mean unprotected. Even when an agency chooses not to renew a term, it cannot discriminate, retaliate, or punish protected activity. If leadership characterizes the action as “normal end-of-term management,” the documentation should reflect consistency across similarly situated employees. Selective non-renewals raise questions that deserve careful review.

Practical Steps to Take Immediately

This is general information, not individual legal advice, but several steps can help employees protect themselves:

Pull and save the SF-50 to confirm appointment type and NTE date.
Preserve all emails, attachments, and messages related to renewal or non-renewal.
Request written notice of non-renewal and the exact effective date.
Pay attention to timing and context, especially if protected activity occurred recently.

When something feels retaliatory or discriminatory, early consultation with a qualified federal employment attorney matters.

A Bigger Question for the Public

If non-renewal can function as a quiet RIF without RIF protections, what does that mean for disaster readiness? If CORE employees are the backbone of FEMA’s response, what happens to communities when that backbone is cut without transparency? Workforce decisions made in silence rarely stay invisible once the next disaster hits.

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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