Attorneys for Federal Employees — Nationwide

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Today at a Glance

• IRS office space cuts: Consolidations could change where you report and how often you’re onsite.
• USPS peer support program: New mental health support for Postal law enforcement—know the confidentiality limits.
• OPM union guidance: Some agencies/components may see fast changes to union coverage and processes.

Top Stories:

1. IRS Looks to Shrink Office Space After Losing a Quarter of Its Workforce Last Year

Source: Federal News Network — February 19, 2026

TL;DR: The IRS says it plans to reduce and consolidate office space after major staffing cuts, as part of a broader push to reduce federal leases.

For federal employees, this means:

• You could see office moves, space reductions, or new reporting locations.
• Your commute, schedule, and onsite expectations could change.
• If you’re in a bargaining unit, these changes may trigger union bargaining depending on your situation.

Legal Insight:
If you get a notice about a move, reassignment, or new reporting expectations, save it and ask for details in writing: effective date, duty station, reporting rules, and impacts on telework, parking, or transit. If you’re covered by a union contract, ask your union whether it plans to request bargaining and what timelines apply. Changes like this often move fast once facilities decisions are made. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

2. Postal Service Sets Up Mental Health Peer Support Program For Its Law Enforcement Officers

Source: Government Executive — February 19, 2026

TL;DR: USPS is creating a peer support program for its law enforcement workforce (U.S. Postal Inspection Service) focused on confidential, non-clinical support and training.

For federal employees, this means:

• Some USPS law enforcement employees may have a new support option that is separate from EAP.
• The program may help with stress, but it is not the same as clinical care.
• You should watch for agency guidance on how to access it and what confidentiality limits apply.

Legal Insight:
Peer support programs often have rules about confidentiality and “mandatory reporting” in certain situations. Before sharing sensitive information, ask for the program’s written guidance on confidentiality, recordkeeping, and when information can be shared. If you need leave, accommodations, or medical support, consider putting requests through HR in writing so there’s a clear record. Because discipline and fitness-for-duty issues can move quickly, consider talking with your union and a qualified federal employment attorney.

3. OPM Outlines Next Steps in Carrying Out Trump Orders Against Unions

Source: FEDweek (Federal Manager’s Daily Report) — February 17, 2026

TL;DR: FEDweek reports OPM issued direction for covered agencies to implement executive orders that exclude certain agencies/subdivisions from federal labor-management relations, even while litigation continues.

For federal employees, this means:

• Union coverage and representational rights may change quickly depending on whether your component is covered.
• You may see changes to official time, dues withholding, union access, and grievance routing.
• If you have a pending grievance or representational issue, you should confirm how it will be handled now.

Legal Insight:
This involves the federal labor statute (5 U.S.C. Chapter 71) and the President’s authority to exclude certain agencies/components under 5 U.S.C. § 7103(b). If you are told your status changed, ask for the written basis: which executive order, which component listing, and the effective date. If you have an active grievance, ask in writing what process applies going forward and what deadlines still apply. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Settlements and Last-Chance Agreements

If your agency offers you a settlement or “last-chance” agreement, take a breath before signing. These documents often waive important rights—appeals, grievances, EEO claims—and may set strict conditions where any small misstep leads to removal. Read every clause, especially about resignation, references, and future employment. Ask for the agreement in writing and time to review it; you’re allowed to say, “I need to have someone look at this.” Once you sign, it can be very hard to undo. If an agreement is on the table, our firm can review it with you and explain, in plain English, what you’re giving up and what you’re getting. 

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