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Today at a Glance

• DoD unions: Secretary Hegseth ordered termination of most collective bargaining agreements department-wide, giving agencies 24 hours to comply.
• FLRA lawsuit: Eight unions representing 1 million+ employees sued to block a rule transferring union election authority from career regional directors to political appointees — effective April 23.
• Forest Service: Chief Schultz told Congress the agency will proceed with its HQ move to Salt Lake City and closure of 57 research stations with or without congressional approval.

Top Stories:

1. Hegseth Orders Department-Wide Termination of DoD Union Contracts

Source: Government Executive — April 16, 2026

TL;DR: In an April 9 memo, Defense Secretary Pete Hegseth directed the termination of all DoD collective bargaining agreements within 24 hours, with limited exceptions for police, security guards, firefighters, and four Federal Wage System installations exempted last year. Government Executive Unions with existing court injunctions — IFPTE and the Federal Education Association — are spared. Government Executive AFGE, which represents the bulk of DoD civilians, is not. AFGE National President Everett Kelley called the move "cowardly," noting DoD civilians have exercised union rights for 50 years across multiple administrations and wartime.

For federal employees, this means:

• DoD civilians without injunction protection lose negotiated procedures governing discipline, scheduling, telework, and workplace safety — effective immediately.
• Employees retain individual statutory rights (MSPB appeals, EEO complaints, whistleblower protections), but lose the negotiated grievance process that resolved most disputes faster.
• Retention risk is real — DoD's civilian workforce includes engineers, cyber professionals, and analysts with private-sector alternatives.

Legal Insight:

EO 14251 relies on 5 U.S.C. § 7103(b)(1), which allows the president to exclude agencies or subdivisions from collective bargaining when national security requires it. Courts in prior challenges at other agencies have split on whether that authority is being applied consistently with statutory and constitutional limits. Employees should preserve copies of existing CBAs — those documents may become relevant in future litigation or if the order is reversed.

2. Eight Unions Sue to Block FLRA Rule Giving Political Appointees Control of Union Elections

Source: Government Executive — April 17, 2026

TL;DR: AFGE and seven other unions filed suit in the U.S. District Court for the District of Massachusetts to block an FLRA interim final rule, set to take effect April 23, that transfers authority over bargaining-unit determinations, union elections, and decertification petitions from career regional directors to the FLRA's three-member board of political appointees. Government Executive The unions allege multiple APA violations, arguing the FLRA bypassed notice-and-comment rulemaking and labeled substantive changes as "procedural" to fast-track implementation. Government Executive FLRA's own dissenting member, Anne Wagner, called the changes the biggest overhaul of representation case processing in 43 years.

For federal employees, this means:

• If the rule takes effect April 23, union election petitions and bargaining-unit questions go to political appointees rather than career adjudicators.
• The rule also eliminates the two-tier review process (regional director decision → board appeal) that has been in place since 1983.
• A TRO or preliminary injunction could freeze the rule before April 23 — watch for emergency filings this week.

Legal Insight:
Under 5 U.S.C. § 553, agencies generally must publish proposed rules and solicit public comment before finalizing them. The APA's "good cause" exception allows an agency to skip that step only when notice-and-comment is "impracticable, unnecessary, or contrary to the public interest." Courts are skeptical when agencies label rules as procedural to avoid this requirement — especially when the rule has clear economic and operational consequences for affected parties.

3. Forest Service Chief: Reorganization Will Proceed With or Without Congress

Source: Federal News Network — April 17, 2026

TL;DR: Forest Service Chief Tom Schultz told the House Appropriations Committee that the agency will move its headquarters to Salt Lake City and close 57 of its 77 research facilities, with about 500 employees required to relocate — roughly 1.5% of its 30,000 workforce. Federal News Network NFFE says the reorganization actually affects approximately 6,500 employees once regional office closures and research station shutdowns are counted, and that relocations will almost certainly push some employees to quit. National Federation of Federal Employees Congress rejected a similar consolidation plan last cycle. The agency has already lost roughly 5,900 employees — about 16% of its workforce — through buyouts, layoffs, and early retirements.

For federal employees, this means:

• Employees in the Portland, Atlanta, and Milwaukee regional offices face facility closures and reassignment to Utah, Colorado, or New Mexico — exact duty stations still TBD.
• Washington-based employees should expect relocation guidance in the coming weeks; about 260 of 350 D.C.-area staff are expected to move.
• The union (NFFE) has received Article 11 notices and will bargain over impact and implementation — that process can affect timelines, relocation benefits, and separation options.

Legal Insight:
Under 5 U.S.C. § 7106(b)(2)–(3), management-directed reassignments are a management right, but agencies must bargain over the impact and implementation with the exclusive representative. Employees who receive reassignment notices should immediately confirm whether their union has initiated bargaining — an agency that implements a mass reassignment before completing bargaining obligations may be committing an unfair labor practice under 5 U.S.C. § 7116(a)(5). Separately, employees declining a directed reassignment may be treated as resigned — if you think you may have a case, consider consult an attorney before refusing.

Legal Tip of the Day

When You Receive Counseling or a Written Warning 

Early discipline may seem minor, but it can build a record over time. These documents often become part of a larger narrative. Respond thoughtfully if given the opportunity, and keep copies of everything. Note any inaccuracies or missing context. Even informal actions can matter later.

In Case You Missed It

A few quick hits from our recent videos and posts:

HHS RIF Appeals: When Agency Statements Undermine Legality

USAID Contractor Ruling: Why “Bad Faith” Matters

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