Attorneys for Federal Employees — Nationwide

Nearly 200,000 federal workers and supporters follow our updates across TikTok, Instagram, YouTube, Facebook, and LinkedIn. Each briefing gives you the three stories that actually matter to your job, plain‑English legal guidance, and one short practice to protect your peace of mind. If it helps you, forward it to a colleague—new readers can subscribe at https://fedlegalhelp.com/newsletter. 

Today at a Glance

• OPM final rule on hiring college students: Agencies may use a clearer pipeline to bring in student hires—and convert them later.
• Education Department reassignments: Program moves and staff reassignments may trigger new duty stations, new supervisors, and new timelines.
• Interior “modernization” push: New tools and new metrics may come with staffing pressure and changing expectations.

Top Stories:

1. OPM Finalizes Rule Revamping Federal Hiring of College Students

Source: Government Executive — February 18, 2026

TL;DR: OPM finalized a rule that makes it easier for agencies to hire post-secondary students and, in some cases, convert them after graduation. This creates a more standard pathway, with eligibility rules and pay limits.

For federal employees, this means:

• Agencies may fill some entry-level needs through student hiring programs instead of (or alongside) traditional competitive hiring.
• If you’re competing for openings, ask how the agency plans to announce vacancies and whether current employees can apply.
• If you’re a student employee, your paperwork matters for future conversion and eligibility.

Legal Insight:
This is an OPM regulation that agencies will apply through their delegated hiring processes. If you think student hiring is changing staffing in your office, ask HR in writing what authority they are using and how jobs will be posted for competitive consideration. If you’re a student employee, keep your SF-50, the vacancy announcement, and any conversion or term documents in a safe place. If you suspect retaliation or discrimination played a role in a selection decision, save emails and calendar the key dates. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

2. Education Department Moving Ahead With Reassignments to Other Agencies

Source: Federal News Network — February 17, 2026

TL;DR: Education is continuing agreements to shift programs and reassign employees to other agencies, even after Congress funded the department and included language restricting certain reorganizations and relocations.

For federal employees, this means:

If you are in a component that is being reshuffled, you may see HR actions that change your supervisor, duties, reporting chain, duty station, or telework posture. Those changes can affect your work life and may trigger union bargaining obligations or strict timelines depending on what the agency does.

Legal Insight:
Big reorganizations often involve agency authority limits, appropriations restrictions, and—if you are in a bargaining unit—union notice-and-bargaining requirements. If you are affected, ask for the reassignment notice, an updated position description, and a written explanation of what is changing (and when). Save the emails, org charts, and any “transition” documents as they roll out. If a duty station or commute is changing, document the details right away, because those facts can drive your options later. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

3. Interior’s Modernization Push May Come With New Expectations

Source: FedScoop — February 18, 2026

TL;DR: Interior is pursuing modernization efforts, including automation in contracting workflows, while also facing pressure to “do more with less.” The story ties this to workforce reductions and shifting processes.

For federal employees, this means:

Modernization can mean new tools, new workflows, and new metrics—sometimes on top of staffing strain. That can change how your work is judged and what “good performance” looks like in practice.

Legal Insight:
When expectations change, your best protection is good documentation. Save new SOPs, guidance memos, training materials, and any new performance metrics. If workload expands or tools change, raise training or resource needs in writing early and keep copies. If you are in a bargaining unit, check whether workflow or tech changes require notice and bargaining under your CBA. Because deadlines can be short if performance concerns or discipline follow, consider talking with your union and a qualified federal employment attorney.

Mindful Moment of the Day

Protecting Your Calm During Nearby Drama 

When voices rise in the hallway or a heated conversation erupts near your workspace, your body can react even if you’re not involved at all. Notice any tightness or jitters and take a few quiet breaths, focusing on the feeling of the chair under you or your hands on the desk. If you can, gently redirect your eyes to a neutral spot—like a calendar or a plant—so you’re not pulled into “watch mode.” You’re allowed to protect your own nervous system, even if the office energy around you is loud.