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Top Three News Stories:
1. White House Expands Union Bans to More Agencies
A new executive order adds several agencies to the list where collective bargaining must be canceled, including NASA, the National Weather Service and NOAA’s NESDIS, Commerce’s International Trade Administration, the Patent and Trademark Office, and the U.S. Agency for Global Media. The administration again cites a “national security” carve-out in the Civil Service Reform Act. Unions say the move is retaliation and vow more lawsuits. Agencies previously told to end contracts have already begun doing so. Government Executive
Legal Insight:
Even if your contract is canceled, you still have statutory rights. Keep the agency’s notice, any “replacement” procedures, and emails about representational changes. You can still file EEO, OSC whistleblower, or MSPB matters on normal deadlines. Ask HR—in writing—how to raise disputes while litigation continues.
2. Feds’ Main Academy Pauses Most Non-ICE Training Through Year-End
The Federal Law Enforcement Training Centers (FLETC) will defer most courses for agencies not tied to immigration enforcement, rescheduling classes set for Sept. 9–Dec. 31 into fiscal 2026. Leaders say the shift supports onboarding 10,000 ICE Enforcement and Removal Operations hires and 1,000 Homeland Security Investigations hires this year. The pause affects more than 75 partner agencies that rely on FLETC for basic and advanced training. Officials are looking at alternate sites and schedules. Government Executive
Legal Insight:
A training delay can affect certifications, weapons quals, and premium pay. Get updated training orders in writing (new dates, location, and any waivers). If a detail or extended TDY is used to bridge gaps, confirm overtime/LEAP rules and travel reimbursement. Keep copies of all approvals in case pay or quals are later questioned.
3. Fed Governor Lisa Cook Sues to Block Removal, Testing Independence Rules
Federal Reserve Governor Lisa Cook filed suit to stop the administration’s attempt to fire her, asking a court to confirm she remains on the Board. The case turns on whether a president can remove a Fed governor only “for cause” and what counts as cause. A hearing is set quickly, and the outcome could reshape how insulated independent agencies are from day-to-day politics. The White House defends the removal; Cook argues the allegations are pretext. Federal News Network
Legal Insight:
“For-cause” protections still require process. If you face removal or suspension, keep the proposal and decision letters, evidence packets, and your response. Veterans’ or other statutory rights may add steps—ask counsel or your union to check fast deadlines. Don’t rely on verbal explanations; get instructions and bases in writing.
Mindful Moment of the Day:
Appreciation Email
Take 2 minutes to send a brief, sincere thank-you email to a colleague today. Mention something specific: their clear writing, quick help, or good humor. Giving appreciation activates dopamine in your own brain, boosting mood and encouraging pro-social behavior. It’s also contagious—meaning your small gesture could ripple outward and uplift an entire team.
Legal Tip of the Day:
Requesting Reasonable Accommodation? Put It in Writing and Keep a Copy
If you have a medical condition that impacts your ability to do your job, you may be entitled to a reasonable accommodation under the Rehabilitation Act. This could include modified duties, telework, special equipment, or schedule adjustments. Make your request in writing and clearly state how your condition affects your work—and how the accommodation would help. The agency has a duty to engage in an interactive process with you, but they often need a nudge. Document each step. If things stall or you're denied unfairly, you may have legal recourse.
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.
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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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Ninth Circuit May Halt Union Contract Cancellations
Grand Jury Pushback: The “Ham Sandwich” Case That Didn’t Stick
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Deep-Dive Courses for When the Stakes Are Personal
Navigating Reasonable Accommodations: Maximize Telework
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Request accommodations confidently with step-by-step videos, professional templates, and mindfulness tools.
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Federal Employee RIF Masterclass: Protect Your Future
$199 USD
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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