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

• Workforce overhaul debate in Congress — Policy changes may move fast; protect your records and status.
• DHS partial shutdown stalemate — Confirm your work/pay status and follow timekeeping instructions closely.
• Telework as a disability accommodation — Agencies may reassess; be ready to document and use the interactive process.

Top Stories:

1. Workforce Cuts and “Schedule Policy/Career” Debate Intensifies

Source: Federal News Network — February 16, 2026

TL;DR: Lawmakers held a public hearing-style event about major workforce changes and the push to reduce headcount. It raises real questions about job protections and how quickly policies could shift.

For federal employees, this means:

• If your job is labeled “policy-influencing” or your agency starts “mapping” positions, your rights and appeal options could change.
• If your agency updates your position description (PD) or sends a notice about classification changes, save it and ask HR for details in writing.
• Don’t assume Congress action means immediate change—hearings can signal direction, but they don’t automatically change your rights.

Legal Insight:
This connects to OPM’s “Schedule Policy/Career” rule, which could change how certain roles are treated and what due process applies. If you get any notice about reclassification, keep copies and ask: what is my new status, what protections remain, and what appeal routes apply? If you’re in a union, ask what parts of your contract still protect you and what the union recommends you do next. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

2. DHS Partial Shutdown: No Clear End in Sight (Yet)

Source: Federal News Network — February 16, 2026

TL;DR: Lawmakers remain stuck on DHS funding issues. DHS employees may be either working as “excepted” or furloughed, depending on role and component.

For federal employees, this means:

• If you’re at DHS, confirm whether you are excepted, exempt, or furloughed—and try to get that confirmation in writing.
• Follow your agency’s time-and-attendance instructions exactly. Don’t rely on rumors or “what we did last time.”
• Even outside DHS, you may see mission delays if your work depends on DHS support (travel, contracting, operations, coordination).

Legal Insight:
Shutdown rules can change quickly and vary by agency/component. Keep screenshots or PDFs of official guidance you receive, and document any instruction you’re given to work when your status is unclear. If you think you’re being misclassified or pressured into improper work, raise the concern through your supervisor chain, HR, and your union (if covered), and keep records. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

3. New Guidance: Telework as a Reasonable Accommodation

Source: FedSmith — February 13, 2026

TL;DR: OPM/EEOC guidance explains when telework can be a reasonable accommodation for disability and how agencies may review or change existing accommodations.

For federal employees, this means:

• If you have (or may request) telework as a disability accommodation, expect agencies to ask for support and to re-check whether telework is still needed.
• Agencies should still do an individualized review—not a blanket “no telework” rule.
• If your telework accommodation is rescinded and you don’t return, you could face AWOL or discipline, even if you also have EEO options.

Legal Insight:
This is grounded in the Rehabilitation Act (using ADA standards) and the federal reasonable accommodation process. Keep your accommodation paperwork organized, respond promptly to requests for medical documentation, and push for the interactive process (your limitations → essential job duties → workable options). If your agency wants to change or end telework, ask for the reason, what evidence they used, and what alternative accommodation(s) they are offering—preferably in writing. If you believe the process is being rushed or handled as a blanket denial, preserve emails and calendar deadlines; because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

Mindful Moment of the Day

Telework, Timekeeping, and Off-the-Clock Work

Telework and flexible schedules can be great, but they also create timekeeping risks. Make sure you clearly understand your approved tour of duty and any overtime or credit hour rules. Never work “off the clock,” respond to work emails while on approved leave, or adjust your time card to “help” your supervisor without written guidance. If you’re non-exempt, even “just 15 minutes” of unpaid work can become an issue later—for you and the agency. If you’re being pressured to fudge your hours or feel discipline brewing over timekeeping, our firm can help you navigate the situation before it gets worse. 

In Case You Missed It