Attorneys for Federal Employees — Nationwide

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Today at a Glance

• OPM’s new workforce data tools: More visibility into staffing and bargaining-unit trends may drive faster changes at agencies.
• FEMA staffing reductions: Term/non-renewal decisions and workforce “capacity planning” can move quickly—get clarity in writing.
• NOAA probationary reversals: If you’re rehired or reinstated, your paperwork and pay/benefits corrections matter.

Top Stories:

1. OPM Data Overhaul Reveals Deeper Federal Workforce Insights

Source: Federal News Network — January 8, 2026

TL;DR: OPM rolled out updated federal workforce data tools meant to be faster and more transparent than older systems. The reporting says the new data shows big shifts in staffing and bargaining-unit coverage.

For federal employees, this means:

• Expect more workforce trend data (hiring, staffing levels, bargaining-unit coverage) to be visible to leadership and used in decisions.
• If your office announces changes tied to “data,” ask what is changing and when.
• If your bargaining-unit status or workplace procedures seem to change, ask HR (in writing) what process applies now.

Legal Insight:
Workforce data can drive real workplace changes—like reorgs, workload shifts, or changes in how disputes are handled. If anything important changes (processes, status, reporting structure), ask for the rule or guidance behind it and keep a copy. Save your SF-50s, emails announcing changes, and union notices. Because deadlines can be short in federal workplace disputes, consider talking with your union and a qualified federal employment attorney.

2. Concerns Mount Over FEMA Staff Reductions

Source: Federal News Network — January 8, 2026

TL;DR: FEMA issued non-renewal notices to 50 CORE employees as terms ended in early January. The story also reports internal emails about broader workforce “capacity planning,” including draft targets described as pre-decisional.

For federal employees, this means:

• If you’re in a term, temporary, or disaster-response role, confirm your appointment end date and renewal status now.
• Ask (in writing) about funding expectations and what the agency plans for your position.
• Keep copies of any non-renewal notice, and don’t assume “routine” means “no rights.”

Legal Insight:
Non-renewals, terminations, and RIFs can follow different rules depending on your appointment type and bargaining status. Keep a complete file: the notice, SF-50s, position description, and any emails tied to workforce planning that affect your job. Ask HR (in writing) what review, grievance, or appeal options apply, and whether you are covered by a union contract. Because deadlines can be short in RIFs and adverse actions, consider talking with your union and a qualified federal employment attorney.

3. A Fresh Start: NOAA Reinstates Some Probationary Employees it Already Fired Twice

Source: Federal News Network — January 7, 2026

TL;DR: NOAA reinstated some probationary employees who had been laid off, highlighting how federal personnel actions can change quickly. The story describes employees being rehired, terminated, and rehired again, with pay impacts in at least some cases.

For federal employees, this means:

• If you are probationary or recently separated, track every official action—especially SF-50s and written notices.
• If you return to duty, verify your pay, leave, and benefits right away.
• Keep a timeline of what happened and when, in case you need to correct records later.

Legal Insight:
Probationary employees often have fewer appeal rights than tenured employees—but you still have protections (including protections against discrimination and certain prohibited personnel practices). Keep a complete set of documents: offer letter, probationary start date, termination notice, reinstatement notice, and all SF-50s. When you return, double-check that payroll, leave balances, service dates, and benefits enrollment were corrected accurately. Because deadlines can be short for workplace claims, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Use Check-Ins to Protect Yourself

Don’t wait for an annual review to find out you’re “not meeting expectations.” Ask your supervisor for regular check-ins and request that key expectations or new assignments be put in writing (even a short email recap works). After a meeting, you can send a polite follow-up: “Here is my understanding of today’s guidance…” and save that email. This creates a record of what you were told to do and when. If your mid-year feedback doesn’t match past guidance, our firm— which only represents federal employees, not agencies—can help you assess whether something more is going on.

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