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

• FY26 “minibus” adds reorg guardrails — Could slow or limit large staffing cuts and relocations, but you still need to watch HR notices.

• Arbitrator rejects “EO overrides contract” argument — A reminder that union rights may still apply in some cases, and deadlines still matter.

• OPM tightens offsite work expectations — More monitoring and more in-person work unless you have a documented exception.

Top Stories:

1. FY26 “Minibus” Spending Package Adds Limits on Big Reorganizations

Source: Federal News Network — January 5, 2026

TL;DR: Lawmakers released a three-bill FY 2026 spending package that pushes back on deep cuts and adds new guardrails on agency reorganizations. The package would require advance notice to appropriators for major moves, like large staffing reductions or relocating offices and employees.

For federal employees, this means:

• Big reorganizations (like large staffing cuts or relocations) may face more oversight and notice requirements.
• You should still watch for official HR announcements—funding talks and timelines can change quickly.
• Employees at agencies like Justice, Commerce, Interior, Energy, EPA, NSF, and NASA may see impacts first.

Legal Insight:
Appropriations bills can limit what agencies are allowed to do with their funding. If you hear about an office closure, relocation, or staffing cut, ask HR for the written basis (what authority they are using) and save every notice—especially anything showing your position, duty station, and effective date. If you’re in a bargaining unit, check your union contract and ask whether notice and bargaining requirements apply before changes happen. If a RIF (Reduction in Force) or relocation is on the table, deadlines can be short—consider talking with your union and a qualified federal employment attorney.

2. Arbitrator Says Union Executive Orders Don’t Outrank Federal Labor Law

Source: Government Executive — January 6, 2026

TL;DR: A federal arbitrator refused to dismiss a grievance tied to Scott Air Force Base, rejecting the Defense Department’s argument that union-related executive orders required ending arbitration. The arbitrator said executive orders rank below federal statutes and that his authority comes from the contract and federal labor law.

For federal employees, this means:

• If you’re covered by a union contract, your grievance and arbitration rights may still apply in some situations.
• Don’t assume deadlines stop just because an agency says an executive order changed the rules.
• Follow your union’s filing instructions closely and keep proof of what you submitted and when.

Legal Insight:
The main law here is the Federal Service Labor-Management Relations Statute (5 U.S.C. Chapter 71), which governs collective bargaining for most federal employees. The story also relates to actions excluding some employees from labor-management programs on “national security” grounds, which agencies may use to pause bargaining or dispute steps. If you’re told “the EO cancels the contract,” ask (in writing) what process applies to you and keep a copy of the agency’s response. Because grievance and arbitration timelines can be short, consider talking with your union and a qualified federal employment attorney.

3. OPM Updates Telework/Remote Guidance and Emphasizes Monitoring

Source: Fedweek — January 6, 2026

TL;DR: OPM revised its offsite work guidance to reflect broad restrictions on telework/remote work and to stress closer monitoring where offsite work is still allowed. The guidance says routine work should generally be done full-time, in person, with limited exceptions (including reasonable accommodations and other documented “compelling” reasons).

For federal employees, this means:

• If you telework or work remotely, you may see tighter oversight and more pressure to report in person.
• If you need an exception, you may have to document it through your agency’s formal process—not informal emails.
• Your duty station, agreement terms, and written supervisor instructions may matter more than ever.

Legal Insight:
Telework/remote rules often tie back to governmentwide guidance and agency policy, and sometimes to union bargaining requirements and reasonable accommodation rules. If you believe you qualify for an exception (for example, a disability/medical accommodation), use your agency’s reasonable accommodation process and keep copies of what you submit. Also keep your telework/remote agreement, position description, and any written instructions about reporting requirements, because these details can affect pay, location rules, and disputes. If your agency changes your work status quickly, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Read Every Notice Like It Matters 

Letters titled “Proposal,” “Decision,” or “Notice of Right to File” are more than just paperwork—they start clocks running. When you receive a notice about performance, discipline, or appeal rights, read it carefully the same day and note any response or appeal deadlines on a personal calendar. Keep a personal copy at home. Do not assume a supervisor’s verbal reassurance overrides the written letter. If a notice is confusing or feels more serious than you expected, our office can help you understand what it really means before you decide how to respond. 

In Case You Missed It