The Federal Employee Survival Blog

Your go-to resource for navigating job uncertainty, protecting your rights, and staying ahead of federal workplace changes. Get the latest insights on policy shifts, legal updates, discipline defense, EEO protections, and career-saving strategies—so you’re always prepared, never blindsided.

📌 Stay informed. Stay protected. Stay in control.

When Courts Call Out Agency “Starvation” Tactics

administrative law cfpb federal employment mindfulness at work workplace rights Jan 06, 2026

Federal employees often sense when something at work feels off—when “budget issues” start looking less like routine management and more like a strategy to make an office fail. A recent ruling involving the Consumer Financial Protection Bureau (CFPB) offers a clear example of how courts analyze that instinct and why intent still matters under the law.

The Case: Manufacturing a Funding Crisis

Russell Vought, while serving as acting head of the CFPB, publicly stated that the agency had been stripped down to minimal staff and that leadership expected it to shut down within months. These were not leaked emails or anonymous allegations; they were public statements. At the same time, a lawsuit was already pending, and a federal court had ordered that the CFPB could not be “choked out of existence.”

Despite that order, Vought filed a notice suggesting the agency might face a funding lapse. The justification rested on a Department of Justice Office of Legal Counsel memo asserting that because the Federal Reserve was not operating at a profit, CFPB funding could not flow—and that the acting director had no obligation even to request it. The effect would have been simple: no formal abolition, no vote in Congress, just starvation.

Why the Judge Rejected the Argument

Judge Amy Berman Jackson called this maneuver what it was: a manufactured crisis. The statute creating the CFPB had not changed. The Federal Reserve’s authority to fund the agency had not changed. The court’s injunction had not changed. What had changed, in her view, was the administration’s determination to eliminate an agency Congress created “with the stroke of a pen.”

Most importantly, the court refused to ignore leadership’s stated goals. Judge Jackson quoted Vought’s own words about wanting the CFPB gone and said it would be “foolhardy” to pretend those statements were irrelevant. When an official announces an intent to dismantle an agency, courts are not required to accept later claims that the dispute is merely technical or neutral.

A Key Takeaway for Federal Employees

This ruling matters far beyond the CFPB. It highlights a familiar playbook: freeze hiring, cancel contracts, create uncertainty around funding, and describe the resulting chaos as prudent management. For employees inside the agency, it feels destabilizing and personal. From the outside, it is framed as budgeting.

The court’s response offers reassurance. Judges do look at patterns. They do consider public statements. And they do intervene when leadership tries to accomplish indirectly what the law does not allow directly. A memo cannot be used to sidestep a court order, and executive discomfort with an agency’s mission does not erase congressional intent.

A Mindful Perspective in Unsettling Times

For federal employees asking, “Is this even legal?” the answer is that the question itself is reasonable. Feeling unsettled does not mean overreacting; it often means accurately perceiving risk. Mindfulness in this context is not about ignoring reality but about observing it clearly—separating lawful management from actions that cross into sabotage.

Courts cannot fix every problem, but this decision shows that the legal system still recognizes abuse of process when it sees it. That recognition can be a stabilizing anchor in moments when the workplace feels deliberately destabilized.

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.

THE FEDERAL EMPLOYEE BRIEFING

Your Trusted Guide in Uncertain Times

Stay informed, stay protected. The Federal Employee Briefing delivers expert insights on workforce policies, legal battles, RTO mandates, and union updates—so you’re never caught off guard. With job security, telework, and agency shifts constantly evolving, we provide clear, concise analysis on what’s happening, why it matters, and what you can do next.

📩 Get the latest updates straight to your inbox—because your career depends on it.

You're safe with me. I'll never spam you or sell your contact info.