Attorneys for Federal Employees — Nationwide

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Today at a Glance

• Congress bills on pay, hiring, and buyouts: Several proposals could affect hiring rules and separation options—nothing final yet, but worth tracking.

• Education Department reassignments continue: Work and staff are moving across agencies—expect shifting supervision, duties, and systems access issues.

• FLRA nominee fight + backlog: The Senate confirmation process could affect how quickly union-related cases move.

Top Stories:

1. Congress Advances Bills Touching Pay, Hiring, and Buyouts

Source: Federal News Network — February 17, 2026

TL;DR: House Oversight advanced a set of bills that could affect federal hiring, buyouts (VSIP), and future pay discussions, including a proposed 2027 raise. These are proposals—not final changes yet.

For federal employees, this means:

• Don’t assume anything changes today—these are bills that still must pass and be signed.
• If you’re in cyber/IT, watch for shifts toward skills-based hiring (less focus on degrees).
• If your agency is talking about reshaping the workforce, buyout authority (VSIP/VERA) may become more relevant—track HR updates closely.

Legal Insight:
Bills often signal what agencies may prepare for, even before anything becomes law. If your agency mentions buyouts, reassignments, or workforce “restructuring,” ask HR in writing what authority is being used and what deadlines apply. Keep copies of position descriptions, qualification determinations, and any buyout offers. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

2. Education Department Moves Forward with Reassigning Employees and Programs

Source: Federal News Network — February 17, 2026

TL;DR: Education is continuing agreements that shift staff and program work to other agencies—even though Congress funded Education through FY 2026 and included limits on using funds for certain relocations or reorganizations.

For federal employees, this means:

• Expect changing reporting lines and confusion about “who your supervisor is” during transitions.
• Expect possible system access delays (accounts, networks, workflows) that can affect performance expectations.
• Your duties may shift—document what you are told to do, and by whom.

Legal Insight:
Reassignments and details can create risk around performance standards, position descriptions, telework expectations, and later claims that your work “changed.” If you are being detailed or your work is being moved, ask for the written authority, expected duration, duty station, and who signs your performance plan. Save detail orders, emails about access problems, and any new expectations that show up midstream. If working conditions change and you’re in a bargaining unit, check your union contract and raise bargaining issues through the union where appropriate. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

3. Unions Oppose Nominee for FLRA General Counsel Amid Case Backlog

Source: Government Executive — February 17, 2026

TL;DR: Federal unions urged the Senate to reject a nominee for FLRA General Counsel, a role that helps move unfair labor practice (ULP) cases forward. The article notes a backlog that may be affected by whether and how the Senate fills the position.

For federal employees, this means:

• If you rely on the union process, timelines can be affected by leadership vacancies and enforcement priorities.
• If you have an active dispute, assume delays are possible and protect your record now (emails, notices, grievance steps).
• Don’t wait until the last minute—missing a filing deadline can be fatal.

Legal Insight:
Federal labor rights are largely governed by 5 U.S.C. Chapter 71 and the FLRA’s case procedures. If you’re in a bargaining unit and dealing with a workplace dispute, put key requests and objections in writing and involve your union early. Keep copies of grievances, ULP filings, settlement communications, and any new policy that changes working conditions. Calendar deadlines and do not assume extensions. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Social Media and Talking About Work

What you post on social media can follow you into the office. Avoid posting about ongoing disputes, coworkers, supervisors, or investigations, even in “private” groups; screenshots travel fast. Never use government equipment or time to post about workplace conflicts. If you discuss agency matters publicly, be clear you’re speaking in your personal capacity and not on behalf of the government, and know there may be limits based on your role. Removing a post after the fact may not undo the damage. If you’re worried that a past or current post could put your job at risk, our office can discuss your options confidentially.

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