Attorneys for Federal Employees — Nationwide

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Today at a Glance

• CFPB furloughs & case transfers to DOJ: Large furlough planned for Dec. 31; know your notice and benefits rights.
• GSA RIF reinstatement push: CR requires agencies to rescind certain RIFs; watch for written notices and back‑pay calculations.
• BOP union lawsuit: AFGE seeks to restore collective bargaining; track representation requests and any denials.

Top Stories:

1. CFPB to Issue Mass Furlough by Year’s End; Enforcement Cases Moving to DOJ

Source: Government Executive — Nov. 20, 2025

TL;DR: CFPB leadership told staff most employees will be furloughed on Dec. 31 and pending enforcement will shift to DOJ’s Civil Division. The move follows months of litigation and a funding shift away from the Federal Reserve stream.

For federal employees, this means:

• Expect a written furlough notice—read the length, status (“excepted” or not), and benefits details.
• Check FEHB/TSP and service credit during any furlough, and save all LES/pay records.
• If your duties move to DOJ, ask in writing how work assignments and supervision will change.

Legal Insight:
Furloughs of 30 days or less follow adverse‑action rules (5 U.S.C. ch. 75; 5 C.F.R. part 752). Longer cuts can trigger RIF procedures (5 C.F.R. part 351). The current continuing resolution (H.R. 5371) bars RIFs through Jan. 30, 2026, so agencies may rely on furloughs instead. Keep your notice, confirm benefits in writing, and review any union/negotiated‑grievance procedures. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

2. Laid‑off GSA Employees Push for Reinstatement Under CR’s RIF Protections

Source: Federal News Network — Nov. 20, 2025

TL;DR: Former GSA employees demand reinstatement, citing the CR’s language voiding certain shutdown‑era RIFs. OPM’s memo told agencies to rescind covered RIF notices within five days and restore status as of Sept. 30.

For federal employees, this means:

• If you received a RIF notice or separation between Oct. 1–Nov. 12, ask HR in writing for your rescission and reinstatement timeline.
• Keep copies of all notices, LES, and back‑pay calculations; verify your grade/step/duty station are restored.
• If your agency hasn’t acted, escalate through your union and track dates.

Legal Insight:
The Nov. 12 continuing resolution (H.R. 5371) voids covered RIF actions in that Oct. 1–Nov. 12 window and directs rescission/reinstatement with back pay. OPM’s CHCO memo implements the law and sets specific notification steps and quick timelines. Preserve every communication, request status updates in writing, and calendar any MSPB/EEO deadlines if your separation isn’t promptly corrected. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

3. BOP Union Seeks Restoration of Collective Bargaining Through New Lawsuit

Source: Federal News Network — Nov. 20, 2025

TL;DR: AFGE’s Council of Prison Locals sued BOP after the agency terminated its CBA, alleging violations of the Administrative Procedure Act and the First Amendment. The case plays out amid recent executive orders excluding agencies from the federal labor‑management statute.

For federal employees, this means:

• If management limits representation, request union presence in writing and save any denials.
• Keep copies of schedules, directives, and overtime/discipline changes during this period.
• Follow your contract’s grievance/ULP procedures where still applicable.

Legal Insight:
The fight centers on the Federal Service Labor‑Management Relations Statute (5 U.S.C. ch. 71), recent exclusions under Executive Order 14251, and the APA’s requirements for reasoned decision‑making. In practice: document requests for representation, ask management to identify the legal basis for changes, and check what parts of your CBA the agency still follows. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Do a 60-Second Paycheck Check

Every Friday (or every payday Friday), take one minute to look at your most recent LES or earnings statement. Not because anything is wrong—but because small mistakes can quietly cost you money, leave, or service credit over time.

Here’s what to glance at:

• Your leave balances — make sure annual and sick leave are doing what you expect.
• Your TSP contributions — check that the percentage is still correct after a change in pay or position.
• Deductions you didn’t expect — insurance, union dues, locality, or retirement.
• Your service computation codes — especially after a promotion, transfer, or detail.

Why it matters:
Most federal personnel issues start with simple administrative errors, not drama or disputes. Catching things early—before tax season, retirement calculations, or year-end leave corrections—saves you time, stress, and sometimes thousands of dollars.

It’s fast, it’s easy, and it protects your future self.