Welcome to the Federal Employee Briefing by Southworth PC - attorneys for federal employees. Our online community has grown to over 120,000 federal employees and followers across TikTok, Instagram, YouTube, Facebook, and LinkedIn—united by timely legal insights and genuine care for workplace challenges, plus passionate legal and social advocacy to back those who back America. In today’s briefing, you'll get authoritative updates, practical strategies, and mindful guidance designed specifically for your federal career. Join us to stay informed, empowered, and supported. Thank you everyone for your support! We are grateful!
Top Three News Stories:
1. Mass Layoffs Initiated at Health and Human Services (HHS) Affecting 10,000 Employees
The Trump administration has commenced extensive layoffs within the Department of Health and Human Services (HHS), resulting in the termination of approximately 10,000 employees across various agencies, including the Food and Drug Administration (FDA), Centers for Disease Control and Prevention (CDC), and National Institutes of Health (NIH). This restructuring, led by Health Secretary Robert F. Kennedy Jr. and supported by the Department of Government Efficiency (DOGE) under Elon Musk, aims to streamline operations and reduce spending. However, the abrupt nature of these layoffs has raised concerns about the potential impact on public health initiatives and the country’s ability to respond to health emergencies. Employees reported discovering their terminations upon finding their security badges deactivated. Fortune
Legal Insight:
The implementation of mass layoffs within federal agencies must adhere to established legal frameworks, including the Reduction in Force (RIF) procedures outlined by the Office of Personnel Management (OPM). These procedures mandate that agencies provide affected employees with adequate notice, consider factors such as tenure, veteran status, and performance, and offer opportunities for reassignment where possible. The sudden deactivation of security badges without prior notice may violate these protocols, potentially exposing the administration to legal challenges from employees and unions. Furthermore, the significant reduction in workforce could impede the agencies’ statutory obligations to protect public health, raising questions about compliance with legislative mandates.
2. Federal Judge Blocks Firing of Intelligence Agency Employees Involved in Diversity Programs
A federal judge has issued an injunction preventing the Trump administration from terminating over a dozen employees from intelligence agencies who were involved in diversity, equity, and inclusion (DEI) programs. The administration had sought to eliminate these positions as part of broader efforts to reduce government staffing. The court’s decision mandates that the affected employees be allowed to seek reassignment or appeal their dismissals in accordance with existing labor regulations. AP News
Legal Insight:
This ruling underscores the importance of due process rights for federal employees, even amid administrative efforts to restructure or downsize. The decision highlights that terminations must comply with procedural safeguards, including the right to appeal and protections against wrongful dismissal. Additionally, the focus on employees involved in DEI programs raises potential concerns about discriminatory practices, which are prohibited under federal employment laws. Agencies must ensure that personnel decisions do not disproportionately affect employees based on their involvement in protected activities or programs.
3. Deferred Resignation Programs Reintroduced Amid Workforce Reductions
Several federal agencies, including the Departments of Agriculture, Defense, Energy, Transportation, Housing and Urban Development, the Small Business Administration, and the General Services Administration, have reinstated deferred resignation programs. These programs offer employees the option to voluntarily resign in exchange for continued pay and benefits for a specified period. The initiative is part of broader efforts to manage workforce reductions and is presented as an opportunity for employees to transition out of federal service on their terms. Federal News Network
Legal Insight:
Deferred resignation programs must be carefully structured to comply with federal employment laws and regulations. While they offer a voluntary avenue for workforce reduction, agencies must ensure that participation is genuinely voluntary and free from coercion. Additionally, these programs should not be used to circumvent RIF procedures or to target specific groups of employees, which could lead to claims of discrimination or unfair labor practices. Transparency in the terms and conditions of such programs is essential to maintain trust and uphold legal standards.
Mindful Moment of the Day:
The “One-Minute Walk” Reset
Feeling mentally fatigued or stuck? Stand and step away from your workspace for a mindful one-minute walk. Pay attention to your steps, your breathing, and the physical shift away from your workspace. Even this brief movement enhances circulation, clears mental fog, and restores fresh perspective, helping you return more focused and less stressed.
Legal Tip of the Day:
Challenging Wrongful Termination in Federal Employment
Federal employees have strong protections against wrongful termination beyond the private sector. Removals that violate due process, are retaliatory, discriminatory, or breach merit system principles can and should be contested. If facing termination, immediately consult experienced counsel, document agency actions meticulously, and understand your options to effectively challenge wrongful termination.
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Social Media Recap:
Hey Federal Employees! Our newest insights—fresh from social media—are now live on the blog. Check out today’s timely updates and practical tips to confidently navigate your federal employment challenges. Here's what's new:
Can a President Strip Union Rights? NTEU Pushes Back With a Lawsuit
No Reasonable Expectation of Privacy: A Reminder to Federal Employees
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