Attorneys for Federal Employees — Nationwide

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Today at a Glance

• Workforce cuts highlighted by White House: Expect more pressure on staffing, reorganizations, and performance scrutiny.

• Education Department relocations/details: “Moving people” can happen quickly—get instructions in writing.

• New bill on violent-crime convictions: It’s proposed (not law yet), but it signals where Congress may go.

Top Stories:

1. White House Highlights Federal Workforce Cuts

Source: Federal News Network — January 20, 2026

TL;DR: A new report and public comments frame 2025 as a major year of federal workforce shrinkage, with debate about what that means for government operations.

For federal employees, this means:

• You may see higher workloads and more “do more with less” pressure.
• You may see reorganizations or shifting duties, sometimes with little warning.
• You may see more focus on performance and “accountability” as agencies try to show results with fewer people.

Legal Insight:
When agencies reduce staffing or reorganize, your rights often depend on your appointment type, union/bargaining status, and the process the agency uses (like a reorganization or RIF rules). Save copies of any notices, emails, or new performance expectations. If your workload changes, raise concerns in writing and keep a clean record of what you were assigned and when. Because deadlines can be short in RIF, discipline, MSPB, EEO, and OSC matters, consider talking with your union and a qualified federal employment attorney.

2. Education Starts Moving Employees as Congress Questions Authority

Source: Government Executive — January 20, 2026

TL;DR: The Education Department has started physically moving employees to other offices (including other agencies), even as Congress questions whether the plan has legal authority.

For federal employees, this means:

• Your agency may use details, relocations, or interagency moves during major changes.
• You may face commute and workspace changes even if pay and duties stay the same at first.
• You may have uncertainty about who supervises you and how you’ll be evaluated—which can create risk if expectations are unclear.

Legal Insight:
Details and relocations can trigger union/bargaining issues for bargaining-unit employees and can raise reasonable accommodation or hardship concerns depending on your situation. Ask for clear written answers to: where you report, who rates you, whether duties change, and whether your schedule/telework rules change. Save the written directive and confirm time-and-attendance expectations in writing. If the move creates a medical or caregiving hardship, consider promptly requesting an accommodation and document each step of the process. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

3. New Bill Would Require Firing Certain Federal Employees Convicted of Violent Crimes

Source: FedSmith — January 19, 2026

TL;DR: Proposed legislation would bar certain individuals convicted of violent crimes from federal employment and would require termination within a set timeframe if enacted.

For federal employees, this means:

• This is not law yet, but it signals possible changes to hiring and continued employment rules.
• If you work in HR, security, or hiring, you may see more attention to suitability rules and criminal-history policies.
• If you are personally affected by criminal-history issues, the key is not guessing—watch the official text and agency guidance.

Legal Insight:
Bills do not change your rights until they pass and are implemented, but they can shape how agencies think about suitability and discipline. If your work touches hiring or clearances, track the actual bill text and any official guidance—not just summaries. If an agency tries to act without proper authority, your best protection is a clear record: save notices, document dates, and ask for the stated legal basis in writing. Because deadlines can be short in suitability, adverse-action, or clearance-related matters, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Spotting Retaliation After You Speak Up 

If you’ve filed an EEO complaint, made a protected disclosure, or reported misconduct, pay attention to what happens next. Not every change is retaliation, but sudden negative reviews, schedule changes, exclusions from meetings, or new disciplinary actions soon after you speak up can be red flags. Track the timing and nature of these changes in your work journal and save related emails. The sequence of events often matters as much as the events themselves. Because retaliation cases are very fact-specific, our firm can help you evaluate whether what you’re experiencing may be retaliation and what options you may have. 

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