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’s proposed SES program changes: If you’re aiming for SES, expect more standardized rules and tighter assessments.
• GAO workforce data: Congress and agencies now have fresh “staffing loss” numbers they may use to justify major changes.
• USDA consolidation/relocations: Big moves can trigger short timelines, union bargaining, and hard choices for employees.

Top Stories:

1. Proposed SES Reforms: Outside Watchdogs Want Tighter Guardrails

Source: Federal News Network — February 25, 2026

TL;DR: OPM is moving forward with proposed changes to SES candidate development programs. A major good-government group says the details need stronger guardrails so the process stays merit-based.

For federal employees, this means:

• If you’re applying or being nominated for SES, expect more standardized, governmentwide program requirements.
• Pay close attention to how your agency uses “executive assessments” and other screening steps.
• A rule like this can change how candidates are evaluated, even if your agency’s process looks “normal” today.

Legal Insight:
This is federal rulemaking under OPM’s SES Candidate Development Program regulations. If you’re in the pipeline, save copies of vacancy announcements, selection criteria, assessment instructions, and any written feedback. If the criteria seem to change midstream, ask HR in writing what standard is being applied and where it is published. Because deadlines can be short for challenges tied to selections, reassignments, or related retaliation concerns, consider talking with your union and a qualified federal employment attorney.

2. GAO Details Which Workers Agencies Lost—and Why It Matters Now

Source: Government Executive — February 25, 2026

TL;DR: GAO released detailed data on federal workforce changes from the first half of 2025, including separations, hiring, and use of a deferred resignation program.

For federal employees, this means:

• If your office is short-staffed or being reorganized, leadership may cite this data to justify staffing decisions.
• Expect “workforce numbers” to show up in planning memos, reorg briefings, and budget arguments.
• These reports can shape future hiring limits, reorganizations, and RIF planning—even if nothing changes overnight.

Legal Insight:
GAO reports don’t change your rights by themselves, but they often drive policies that do. If your agency cites workforce data to support a change that affects you, ask for the underlying documents and keep copies of notices, org charts, position descriptions, and any “business case” memos. If you’re facing a directed reassignment, reduction in duties, or performance pressure tied to “workforce reshaping,” document how the change affects your workload and expectations in real time. Because deadlines can be short for MSPB/EEO/union grievance paths, consider talking with your union and a qualified federal employment attorney.

3. USDA Consolidation and Relocations: Watch for Formal Notices and Short Timelines

Source: Government Executive — February 25, 2026

TL;DR: USDA is clearing employees from a Washington HQ building and continuing a broader plan to consolidate space and relocate positions away from the National Capital Region.

For federal employees, this means:

• If you’re in affected USDA components, expect formal notices and possible directed reassignments.
• These moves can trigger union bargaining obligations and strict timelines for decisions.
• If you decline a move, the downstream risk can include removal or RIF-type outcomes depending on how positions are structured and abolished.

Legal Insight:
Large reorganizations can affect relocation benefits, bargaining rights, reporting dates, and what happens if you request a hardship consideration or reasonable accommodation. If you receive a notice, save the full notice and attachments and ask HR in writing about reporting dates, relocation benefits, and your options. If you’re bargaining-unit, contact your union early—timing and process rules matter. Because deadlines can be short when relocations turn into removals or RIF-related actions, consider talking with your union and a qualified federal employment attorney.

Mindful Moment of the Day

Mindful Boundaries With Pings and Dings 

Constant Teams pings, texts, and email dings can keep your brain in a jumpy, half‑distracted state all day. Choose one or two short “notification‑off” blocks in your day—maybe 20–30 minutes—where you silence alerts, take a grounding breath, and focus on one task. Notice the urge to check anyway, like an itch, and practice not scratching it for just a little while. You train your attention the way you’d train a helpful service dog: gently, consistently, and with lots of patience.