Who Runs the CDC: Science or Politics?
cdc leadership federal employment mindfulness at work mspb appeals whistleblower protection Aug 28, 2025On August 27, 2025, the Department of Health and Human Services announced that Susan Monarez was “no longer director” of the Centers for Disease Control and Prevention. Within hours, her attorneys countered: she never resigned, and only the President—not HHS—has the legal authority to remove her. This detail matters because Monarez is the first Senate-confirmed CDC Director, a status that carries statutory protection. You don’t remove someone in that role with a press release.
Why Senate Confirmation Matters
Most agency leaders serve at the pleasure of the President or cabinet secretary. But a Senate-confirmed role is different. Congress designed those positions to provide a degree of independence and accountability. Removing someone like Monarez requires a clear legal basis. If the White House sidesteps that process, courts—and federal employees—may be left to sort out the fallout. For career civil servants, this uncertainty breeds confusion: who gives lawful direction if leadership is in dispute?
Fallout Inside the Agency
The turmoil didn’t stop with Monarez. At least three top CDC officials resigned the same day, citing frustration that science was being pushed aside for political expediency. These resignations come against a backdrop of ongoing debates over COVID-19 vaccines, resurging measles threats, and even a recent violent attack on CDC’s Atlanta campus. For employees still inside the agency, the question is more than philosophical—it is about whether they can continue their work without being asked to sacrifice professional integrity.
Whistleblower Protections and Federal Employees
This moment highlights a recurring theme across federal service: what happens when politics collides with science and law? For employees who refuse to rubber-stamp directives that contradict public health evidence, whistleblower protections may become their shield. The Whistleblower Protection Act prohibits retaliation against federal employees who disclose a violation of law, gross mismanagement, or a danger to public health and safety. Standing firm, however, often requires careful navigation—what you say, how you frame it, and when you say it can determine whether the law protects you.
A Mindful Takeaway
For federal employees watching this unfold, the lesson is twofold. First, know your rights: leadership changes may ripple down to your desk, and understanding the legal framework can keep you grounded. Second, cultivate resilience. Watching colleagues resign or leadership get pushed out can trigger anxiety and anger. Mindfulness—pausing to notice your breath, acknowledging the stress without letting it dictate your response—can help you stay steady while the legal and political process plays out.
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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