Attorneys for Federal Employees — Nationwide

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Today at a Glance

• Court ruling on collective bargaining order: The injunction is gone, so agency changes may move faster.
• Navy workforce review: A broad review could lead to reorganizations, reassignments, or RIF activity.
• Treasury ends certain union contracts: IRS and Fiscal Service bargaining-unit employees may see fast policy shifts.

Top Stories:

1. Appeals Court Lifts Injunction Blocking Collective Bargaining Rollback

Source: Federal News Network — February 26, 2026

TL;DR: A federal appeals court removed a court order that had been stopping a major labor-related executive order. The lawsuit is not over, but the “pause button” is off for now.

For federal employees, this means:

• If your agency or component is covered, your agency may move faster to change work rules without bargaining.
• Your union may be pushing back quickly (including more court action), so the situation can change again.
• Watch for written notices about “changes in conditions of employment,” contract changes, or new workplace policies.

Legal Insight:

This ruling is about a preliminary injunction—it is not the final word on whether the executive order is legal long term. The issue ties to the federal labor law and a national-security exclusion authority (5 U.S.C. § 7103(b)(1)). If you receive a notice or policy change, save it and ask HR in writing whether your bargaining unit is covered and what procedures apply now. If you are a steward or affected employee, track dates because contracts, grievances, and policy changes can trigger short timelines. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

2. Navy Begins Major Organizational Review that Could Reshape the Civilian Workforce

Source: Federal News Network — February 27, 2026

TL;DR: The Navy launched a departmentwide review that could drive big restructuring and potential workforce reductions. Early work includes gathering data and building impact statements, with an initial report due in March.

For federal employees, this means:

• If you’re a Navy civilian, expect near-term requests for data and possible restructuring proposals.
• This type of review can lead to reorganizations, directed reassignments, buyouts/early-outs, or RIF steps.
• If changes start rolling out, you may need to act quickly to protect your rights and options.

Legal Insight:
A “review” can turn into formal personnel actions with different rules and deadlines. Keep your key records handy: recent SF-50s, your position description, performance ratings, and any written notices about changes. If you submit “impact statements” or workforce information, keep a copy of what you provided. If you receive a reassignment, relocation, or RIF-related notice, calendar deadlines immediately and request the basis and supporting documents in writing. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

3. Treasury Terminates Union Contracts for Some IRS and Bureau of the Fiscal Service Employees

Source: AP News — February 27, 2026

TL;DR: Treasury ended certain collective bargaining agreements at IRS and the Bureau of the Fiscal Service. Unions oppose the move and litigation is still ongoing.

For federal employees, this means:

• If you are in an affected bargaining unit, you may see rapid changes in workplace rules and procedures.
• Grievance processes, union time, and “past practice” protections may shift depending on what Treasury puts in place next.
• Court actions could still change what happens, so don’t assume the first notice is the final outcome.

Legal Insight:
The real impact depends on your unit, any court limits, and what new policies are issued next. Ask for clear, written guidance on what happens to grievances, negotiated procedures, and day-to-day work rules. Save the contract termination notice, any implementation memos, and any new policy documents. If you are facing discipline or a major change during this transition, communicate with HR and your union in writing and keep copies. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Responding to Proposed Discipline

A proposal to suspend or remove you is not the end of the road, but your response window is usually short. Read the proposal carefully, gather documents and emails that support your side, and write a calm, factual response that addresses specific allegations. Don’t argue every minor detail; focus on the big points, context, and mitigating factors like medical issues or past strong performance. Ask whether you may respond in writing, in person, or both. Because these responses can shape the final decision and any appeal, our office can help you craft an effective response tailored to your situation. 

In Case You Missed It

A few quick hits from our recent videos and posts:

 Are EEOC and MSPB Still Fair for Feds?

 Telework Accommodation and Disability-Based Commute Barriers

 Stop Doom-Scrolling: A Reset for Federal Employees

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