What the Supreme Court’s Trump v. AFGE Order Means for Federal Employees
Jul 09, 2025Federal employees woke up yesterday to urgent news: the Supreme Court lifted the injunction blocking agency Reduction in Force (RIF) plans. Here’s what you need to know to protect your job, your peace of mind, and your legal rights.
Agencies Can Proceed – But RIF Legality Is Still Unresolved
First, understand that the Court’s order allows agencies to resume RIFs immediately. However, it did not decide whether these RIFs are actually lawful. That question remains pending in lower courts. In other words, the green light was procedural, not a final judgment on legality.
Justice Jackson’s Stark Warning
Justice Jackson issued a forceful dissent, calling the decision “hubristic and senseless.” She emphasized the potential devastation: cuts of 93% at NIOSH, half of NOAA, and 83,000 jobs at the VA. Her bottom line: once employees are laid off, the courts cannot “unscramble that egg.” Her words should prompt agencies to tread carefully—and employees to document everything.
Why Other Justices’ Silence Matters
While Justices Sotomayor and Kagan joined the conservative majority in lifting the stay, they clarified that agencies must still follow the law. This is critical: even this Court refrained from suggesting these RIFs are likely legal. Agencies face legal risk if they move forward sloppily. For employees, this means your statutory rights remain fully in force.
What to Expect in the Coming Days
Many agencies—including Interior, Agriculture, and State—had RIF notices drafted and ready. Revised notices could arrive today or later this week. However, agencies may pause to reassess strategy, as the VA has done. Every RIF must comply with Title 5, veterans’ preference, union rights, and strict reduction procedures. Any misstep opens the door to litigation.
Unions and Lawmakers Are Fighting Back
AFGE denounced the ruling as a “blow to democracy,” while Maryland officials warned it threatens essential services. Importantly, other injunctions remain in place at agencies like Education and CDC. The legal landscape is shifting daily, but resistance is active.
Your Immediate Action Plan
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Monitor closely. Watch for RIF notices or revised plans.
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Document meticulously. Save all memos, emails, and workload records.
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Consult counsel. A qualified federal employment attorney can help you strategize proactively. Our firm offers targeted RIF strategy sessions if you seek tailored guidance.
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Maintain your mission. Real-world harm forms powerful evidence in litigation.
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Practice self-care. This is the moment to lean into mindfulness. If you ground yourself in calm clarity, you can navigate any professional storm with resilience.
Bottom Line
The Court opened the gate, but the final outcome is far from decided. Your preparation, your records, and your personal story could shape what happens next—for you and for thousands of fellow federal employees.
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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.