Attorneys for Federal Employees — Nationwide

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Today at a Glance

• Schedule F is back (for real this time): OPM briefings say thousands of policy-related jobs could be reclassified.

• House forced to vote on restoring union rights: A discharge petition guarantees a floor vote.

• Education Department begins staff reassignments: The “soft launch” of a much larger restructuring.

Top Stories:

1. Final Schedule F Regulations Are Almost Here - Leaked Final Drafts

Source: Government Executive — Nov. 18, 2025

TL;DR: OPM told agency HR leaders that many long-standing civil service protections are “unconstitutional overcorrections,” and that tens of thousands of higher-graded policy, legal, regulatory, and communications roles could be shifted into Schedule F.

For federal employees, this means:

• If your job is labeled “Schedule F,” you may keep the same duties—but lose major appeal rights.
• This is aimed mostly at policy-facing GS-12 to GS-15 roles, not clerical or frontline jobs.
• Any email or notice about “review for Schedule F” needs to be saved immediately.

Legal Insight:
The original 2020 Schedule F order eliminated MSPB appeal rights for affected roles before it was revoked. GAO later confirmed just how much due process those employees would have lost. If your job is being reviewed now, keep copies of your PD, SF-50s, and HR emails. Ask HR in writing: “What appeal rights and grievance options will still apply?” And remember—once a proposed removal, reassignment, or RIF drops, MSPB, OSC, and EEO deadlines move fast. If you get a notice, talk to your union and consider reaching out to a federal employment attorney quickly.

2. House Must Now Vote on Restoring Union Rights

Source: Government Executive — Nov. 18, 2025

TL;DR: A bipartisan group of House members signed a discharge petition forcing a vote on H.R. 2550, the bill that would overturn Trump’s executive orders removing collective bargaining rights from more than a million federal workers.

For federal employees, this means:

• There is now a guaranteed vote—but nothing changes until the bill actually passes.
• Agencies that lost bargaining rights or had contracts cancelled could see them restored if the bill becomes law.

Legal Insight:
Under the Federal Service Labor-Management Relations Statute, most federal employees are entitled to union representation. The recent executive orders carved whole agencies out of that framework. H.R. 2550 would reverse that. If your unit lost union rights, follow your union updates closely and save any management notices about bargaining-unit changes. If you have a pending grievance or ULP, confirm whether it continues moving or is paused. And if you’re facing discipline or a proposed action, don’t assume this legislation will save the day—RIFs, removals, and suspensions can still move quickly in the meantime.

3. Education Department Begins Reassignments

Source: Federal News Network — Nov. 18, 2025

TL;DR: ED has begun a “soft launch” of reassigning staff and programs to other agencies like Labor, HHS, Interior, and State. Layoffs aren’t happening yet, but shutdown-era RIFs could appear again in early 2026.

For federal employees, this means:

• Any ED employee—or receiving-agency employee—could see reassignment notices, duty-station changes, or early RIF signals.
• Treat every reorganization email or “voluntary reassignment” discussion as important documentation.

Legal Insight:
ED’s core programs were created by Congress, and many legal groups argue they can’t be shut down or moved around through executive action alone. But for employees, the law that matters most shows up in the notice you’re handed: Title 5 rules, RIF procedures, and your union contract. Read every reassignment or RIF letter carefully. Calendar deadlines. Save everything—including emails about “temporary” moves. If you’re told to relocate, downgrade, or accept a reassignment, ask HR in writing whether it’s permanent and how pay, grade, and duties will change. If you receive a RIF or downgrade, MSPB and grievance deadlines are short—don’t wait to get advice.

Legal Tip of the Day

Your EEO Clock Is Shorter Than You Think

Federal employees generally have 45 days from the date you learn about discrimination, harassment, or a harmful personnel action to contact an EEO counselor. The clock starts when you know—not when your supervisor finally puts something in writing. Make a simple timeline: dates, people, what happened, and any emails or texts. Small details matter. If you’re unsure whether something triggers the deadline, assume the clock is already running and check with an EEO counselor or an attorney sooner rather than later.