Attorneys for Federal Employees — Nationwide

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Today at a Glance

• VA union contract restored by a federal judge — 320,000 VA workers may get back rights they lost in August 2025, but the government is expected to appeal.
• SSA employees win telework ruling — An arbitrator ordered Social Security to restore work-from-home options, but the agency is fighting back.
• The federal workforce shrank 10% last year — Nearly 238,000 jobs disappeared in 2025. If you're in a hard-hit agency, know your rights before the next wave.

Top Stories:

1. Federal Judge Orders VA to Restore Union Contract for 320,000 Workers

Source: FedWeek — March 14, 2026

TL;DR: A federal judge ordered the VA to immediately bring back its union contract with AFGE—including all the local agreements and side deals that go with it. VA management had canceled the contract in August 2025 on orders from the White House. The judge found that canceling the contract was largely done to punish the union for speaking out, which is illegal.

For federal employees, this means:

• If you're a VA employee in an AFGE bargaining unit, your union contract protections—including grievance rights and agreed-upon working conditions—should be back in effect.
• This is a temporary court order, not a final ruling. The government is almost certain to appeal, so the situation could change again.
• Talk to your local AFGE rep to find out which specific protections are being restored and when.

Legal Insight:

This ruling is based on two legal arguments: (1) the government can't punish a union just for speaking out against its policies—that's a First Amendment violation, and (2) the agency can't cancel a contract arbitrarily without a solid legal reason. A preliminary injunction like this doesn't end the case—it just means the judge thinks the union is likely to win and that waiting for a full trial would cause real harm to workers. If your working conditions changed after August 6, 2025, write down what changed and when. Keep any emails or notices from your agency. Because this case is still moving through the courts and deadlines in grievance matters can come up fast, consider reaching out to your union and a federal employment attorney.

2. Arbitrator Orders SSA to Bring Back Telework for AFGE Employees

Source: Government Executive — March 12, 2026

TL;DR: A neutral arbitrator ruled that the Social Security Administration broke its own union contract when it took away work-from-home rights last year. The ruling says SSA must restore telework—generally about two days per week—for AFGE-represented employees. SSA is fighting it.

For federal employees, this means:

• If you're an SSA employee covered by the AFGE bargaining agreement, you may eventually get telework back—but not necessarily right away.
• SSA said it "strongly disagrees" with the ruling and is appealing to the Federal Labor Relations Authority (FLRA), which currently has a majority appointed by the Trump administration.
• Don't count on this being permanent. The FLRA could overturn the ruling.

Legal Insight:
When an arbitrator rules on a union contract dispute, either side can appeal that decision to the Federal Labor Relations Authority (FLRA)—the agency that oversees federal labor law. The FLRA can throw out the ruling if it finds it conflicts with the law. That's important here because the FLRA's current leadership leans toward the administration's position. In the meantime, save a copy of your current telework agreement and any messages your agency has sent you about telework changes. Ask your union steward whether the restoration order applies to you and when it takes effect. Because things can change quickly and deadlines in grievance cases are strict, consider talking to your union and a qualified federal employment attorney if your individual situation has been affected.

3. The Federal Government Lost 238,000 Workers in 2025 — Is Your Agency Next?

Source: Pew Research Center — March 13, 2026

TL;DR: A major new report based on official government data shows the federal workforce shrank by more than 10% in 2025—the largest peacetime decline in memory. The Education Department lost nearly half its staff. USAID lost more than 90%. The White House has said more cuts are coming.

For federal employees, this means:

• Agencies that have already lost a lot of workers are likely to face more reorganizations, heavier workloads, and possibly another round of layoffs (called RIFs—Reductions in Force).
• If you're at a heavily affected agency like Education, State, or USAID, now is the time to get your records in order—not after you receive a notice.
•  The administration has made clear this isn't over. Staying informed and prepared is the best thing you can do right now.

Legal Insight:
When an agency does a formal layoff (a RIF), federal law generally requires at least 60 days' written notice before you're separated. Once you receive that notice, you typically have 30 days to appeal to the Merit Systems Protection Board (MSPB) if you think the agency didn't follow the rules. Three things affect whether you get to keep your job in a RIF: your years of service, your performance ratings, and your veterans' preference status. Now is a good time to pull copies of your position description, your last three performance ratings, and your service computation date—ask HR if you don't have them. Because RIF and MSPB deadlines can be very short, consider talking with your union and a qualified federal employment attorney before things move quickly.

Legal Tip of the Day

Security Clearance Concerns: Don’t Guess

If you hold a clearance or sensitive position, small issues—financial problems, foreign contacts, arrests, or undisclosed conduct—can grow if handled poorly. Don’t “fix” the problem by omitting information or guessing on forms or during interviews. Instead, gather accurate records and answer clearly and honestly. If you receive a notice about a clearance review or are asked to respond to concerning issues, treat it as serious as any discipline proposal. Because clearance matters are high stakes and highly technical, our office, which represents federal employees facing clearance risk, can help you approach them strategically from the start. 

In Case You Missed It

A few quick hits from our recent videos and posts:

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VA Mental Health Staffing Crisis and Veteran Rights

4 Signs a Federal PIP May Be Pretextual

Forced Distribution Ratings and Federal Law

Need Help with Discipline or Performance?