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Our online community now tops 150,000 federal workers and supporters across TikTok, Instagram, YouTube, Facebook, and LinkedIn. Each briefing distills the day’s most consequential developments, adds clear-eyed legal analysis, and pairs it with mindfulness tools that keep you steady no matter how turbulent the news cycle becomes. If this newsletter helps you stay informed, please pass it on: https://fedlegalhelp.com/newsletter. Your advocacy broadens the protective circle for every federal employee.
Top Three News Stories:
1. HHS Ends Union Recognition for Thousands of Employees
The Health and Human Services Department canceled multiple union contracts and said many employees are no longer in bargaining units. The change affects staff at CDC, FDA, NIH, ASPR, and ACF’s Office of Refugee Resettlement, among others. HHS said the move follows a White House order; unions called it unlawful and are preparing challenges. The shift comes as CDC also issued final termination notices to hundreds of employees. Federal News Network
Legal Insight:
Even if a contract ends, statutory rights still exist. You can file EEO complaints, whistleblower disclosures, and MSPB appeals on normal timelines. Save any agency notice changing your bargaining status and any “replacement” procedures. If you used official time or union processes, keep those records in case you need to show what rules applied.
2. Trump Expected to Issue 2026 Federal Pay Freeze Plan by Aug. 31
The president must publish an “alternative pay plan” by Aug. 31 to block large automatic locality increases under the Federal Employees Pay Comparability Act. Guidance and budget documents point to a proposed pay freeze for 2026; Congress has not added competing language. After the plan is issued, an executive order in December would implement it unless Congress acts. For now, agencies are planning around the White House’s freeze posture. Government Executive
Legal Insight:
Pay policy can change late in the year. Watch for the formal alternative pay plan and, later, the December pay order. If you’re budgeting leave cash-out or retirement, keep your HR and finance emails—they help if numbers change. Supervisors should avoid promising future pay levels until final rules post.
3. DoD Asks Civilian Employees to Volunteer for ICE/CBP Details
The Pentagon invited Defense Department civilians to apply for temporary duty supporting DHS at ICE and CBP. Details can last up to 180 days, with deployment possible within 96 hours after approvals. Roles include admin, logistics, planning, and case processing; reimbursement terms vary by agreement. About 500 civilians had already signed up, officials said. Federal News Network
Legal Insight:
A detail changes who directs your work, not who employs you. Get the memo of understanding in writing (pay, overtime, travel, housing, and who reimburses what). Check whether duty station or hazard conditions affect premium pay. Keep copies of approvals and timesheets in case of later disputes.
Mindful Moment of the Day:
Inbox One-Breath Rule
The next time you read a frustrating or high-stakes email, don’t reply right away. Instead, take one deep breath in through your nose, and exhale slowly through your mouth. This calms your nervous system and helps prevent reactive responses. Studies show that people who pause before responding in writing are perceived as more composed and trustworthy—important traits for those in public service and advocacy.
Legal Tip of the Day:
Facing Removal, Demotion, or a Suspension Over 14 Days? You May Have the Right to Appeal
When a federal agency proposes an adverse action—like removal, demotion, or a suspension of more than 14 days—most employees have the right to respond and appeal. You can usually challenge the final decision at the Merit Systems Protection Board (MSPB), but only if you file within **30 days**. These cases are serious, often career-defining, and the outcome can depend on how well you respond to the proposal letter. You don’t have to face it alone—an experienced attorney can help you draft a compelling reply and plan your next move strategically.
Important Announcement: New RIF Appeal Resources Now Available
Before we dive into today's briefing, we want to quickly highlight new resources we've created specifically for federal employees facing Reduction-in-Force (RIF) actions. Given the challenging situation many federal workers now face, we've developed three tailored options to help you successfully appeal your RIF before the Merit Systems Protection Board (MSPB):
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DIY Online Course (Bronze Level): Step-by-step video modules, proven templates, and strategic guidance to help you confidently file your own MSPB appeal. $199.
👉 Enroll Here -
DIY Course + One-on-One Strategy Sessions (Silver Level): After enrolling in the DIY course, schedule private strategy sessions ($350/hour, up to three sessions) to personalize the course materials to your specific case.
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Full Attorney Representation (Gold Level): Professional legal advocacy for high-stakes RIF cases, beginning with a confidential consultation ($350) to outline your strongest arguments and next steps. Retainers start at $5,000.
👉 Schedule Your RIF Strategy Consult
We designed these solutions to empower you—regardless of your budget or your case's complexity. Take action today to protect your federal career and future.
In Case You Missed It:
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Deep-Dive Courses for When the Stakes Are Personal
Navigating Reasonable Accommodations: Maximize Telework
$199 USD
Request accommodations confidently with step-by-step videos, professional templates, and mindfulness tools.
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Federal Employee RIF Masterclass: Protect Your Future
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Secure your career during a Reduction in Force (RIF) with clear video lessons, actionable checklists, and stress-management techniques.
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Need Personalized Advice?
A federal job moves fast—and so do the deadlines to fight discrimination, retaliation, potential discipline, or a removal. If you are interested in seeing if we can help you, one short, confidential call with Southworth PC might be able to help. The consultation is free, you speak with an attorney (not a screener), and our hybrid-retainer model caps your up-front costs until we win or settle.
We litigate before the EEOC, MSPB, and OSC nationwide, drawing on decades of inside knowledge of agency tactics. Protect your rights before the next deadline closes.
👉 Schedule Your Free Consultation Today
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Disclaimer:
This newsletter is for informational purposes only and does not constitute legal advice or create an attorney-client relationship. Southworth PC provides these insights to help federal employees better understand their rights and navigate workplace developments, but every situation is unique. If you are facing a specific employment issue, you should consult a qualified attorney to discuss the facts of your case. While we aim to ensure the accuracy of legal interpretations at the time of publication, changes in law or policy may affect how the information applies to your circumstances. We’re proud to stand with federal employees—and we’re here when it matters most.
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