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

• Mullin Confirmed as DHS Secretary — Sworn In Tuesday: The Senate confirmed Markwayne Mullin 54-45 on Monday. He was sworn in Tuesday. The shutdown is still going. TSA officers are now at a breaking point and selling plasma to pay their bills.

• Interior Recalls Employees It Paid to Do Nothing for Over a Year: Dozens of Interior Department employees placed on involuntary paid leave for DEI-related work in February 2025 have now been called back — to different roles, under a management-directed reassignment.

• DoD Civilian Workforce Describes Conditions as Stressful, Chaotic, and Never-Ending: A Federal News Network pulse poll of 141 current Defense Department employees paints a stark picture of a workforce being asked to do more with far fewer people, during an active military conflict, with morale at historic lows.

Top Stories:

1. Mullin Confirmed as New DHS Secretary — But the Shutdown Continues and TSA Is Now at a Breaking Point

Source: Federal News Network — March 24, 2026

TL;DR: The Senate confirmed Markwayne Mullin as DHS Secretary 54-45 on Monday, and he was sworn in Tuesday. The shutdown that started February 14 is now on day 39. More than 400 TSA officers have quit. Some are selling plasma to cover bills. ICE agents have been deployed to airports as a stopgap. Mullin's stated first priority is getting DHS funded — but no deal has been reached, and Trump said Tuesday he would likely be unhappy with any compromise.

For federal employees, this means:

• A new secretary does not end the shutdown or restore your paycheck. Until Congress passes a funding agreement, DHS employees in excepted status are still legally required to report to work — without pay.
• TSA employees have now missed multiple paychecks and have spent roughly half of fiscal year 2026 under some form of shutdown. Union leaders are calling this unsustainable. If you are one of those employees, that assessment is correct — and your financial and legal situation deserves careful attention before you make any irreversible decision.

Legal Insight:
The Government Employee Fair Treatment Act of 2019 guarantees back pay to all federal employees required to work or furloughed during a lapse in appropriations, once funding is restored. That guarantee does not accelerate your paycheck or protect you from the immediate financial hardship of waiting. If the shutdown has affected your ability to meet MSPB, EEOC, or OSC deadlines, do not assume those deadlines are automatically extended — verify your specific situation with your union or an attorney before acting. Because deadlines can be short and the financial pressure is real, consider talking with your union and a qualified federal employment attorney before taking any action that could affect your employment or your legal rights.

2. Interior Department Recalls Employees It Paid to Do Nothing for Over a Year — Into Different Roles

Source: Government Executive — March 24, 2026

TL;DR: Dozens of Interior Department employees placed on involuntary paid administrative leave in February 2025 — because of their work on DEI and environmental justice issues — have now been recalled to their jobs, more than a year later. They are returning to slightly different roles under a management-directed reassignment. One employee described finding out as producing "hysteria and anger." They were paid full salary for the entire period they were prohibited from working.

For federal employees, this means:

• This is a case study in what involuntary paid administrative leave looks like from the inside — and what it can lead to. These employees were not fired. They were not furloughed. They were paid to stay home and do nothing, for over a year, and now they are being told to come back to different jobs.
• A management-directed reassignment is a personnel action. It can affect your grade, your duties, your location, and your working conditions. In some circumstances, it can be challenged — particularly if it amounts to a demotion in all but name, or if the timing or targeting suggests it is retaliatory.
• If you have been on extended administrative leave and have now received a recall notice or reassignment memo, read it carefully. The language matters. "Management-directed action to promote the efficiency of the service" is a specific phrase with legal implications.

Legal Insight:
Federal employees generally cannot refuse a management-directed reassignment outright without risking separation for insubordination. However, if a reassignment changes your grade or pay, moves you to a significantly different geographic location, or appears designed to punish you for protected activity, you may have rights worth exploring. Employees recalled after extended administrative leave should also confirm that their time on leave counts correctly toward their retirement and benefits — OPM guidance generally holds that paid administrative leave counts as creditable service, but errors in official records do occur. Get a copy of your current SF-50 and any reassignment memo in writing. Because deadlines can be short if you intend to challenge any aspect of a reassignment, consider talking with your union and a qualified federal employment attorney right away.

3. DoD Civilian Employees Describe Conditions as 'Stressful, Chaotic, Never-Ending' as Military Conflict Widens

Source: Federal News Network — March 24, 2026

TL;DR: A Federal News Network pulse poll of 141 current Defense Department civilian employees found that morale has continued to decline over the past month, with most respondents reporting conditions have worsened as U.S. military operations in Iran expand. Employees described staffing levels at a fraction of what they used to be, increasing workloads, funding being redirected toward the conflict, and a workforce that is showing up anyway — but on the edge.

For federal employees, this means:

• If you are a DoD civilian, you are being asked to carry more weight with fewer people in a more volatile operational environment. One employee put it plainly: "We used to have four times the number of people and the workload keeps increasing." That is not a sustainable trajectory.
• Several employees warned that the current morale crisis will have real operational consequences if the U.S. needs to move to a wartime pace. "The workforce will not elevate the level of effort," one employee said. "Leadership has not shown leadership."
• If you are experiencing stress, burnout, or symptoms that are affecting your ability to work or your health, you have options — including disability accommodations, FMLA-equivalent leave protections, and in some circumstances, OPM disability retirement if a medical condition has made it impossible to continue.

Legal Insight:
Federal employees experiencing health conditions caused or worsened by workplace stress — including anxiety, PTSD, or physical conditions aggravated by overwork — may be entitled to reasonable accommodations under Section 501 of the Rehabilitation Act of 1973. If your condition has progressed to the point where you cannot perform the essential duties of your position, you may qualify for OPM/FERS disability retirement. That application process requires medical documentation, agency certification, and timely filing — and the standard is specific to your position, not general disability. If you are struggling and unsure of your options, document your situation in writing and consult your agency's EAP or your physician. Because disability retirement applications have their own deadlines and requirements, consider talking with a qualified federal employment attorney about whether it is the right option for your situation.

Legal Tip of the Day

When You Experience Workplace Discrimination

Discrimination is not always obvious at first. It can show up in patterns—missed opportunities, different treatment, or subtle exclusion. Start documenting specific incidents, including dates, people involved, and what was said or done. Keep records outside of your work system. Timing matters in these cases, and waiting too long can limit options. Southworth PC can help evaluate whether what you’re experiencing meets legal standards and what steps to take next.  

In Case You Missed It