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Top Three News Stories:

1. EPA to Slash Workforce by 23 Percent and Shutter its Office of Research and Development

The Environmental Protection Agency will drop from about 16,100 employees to roughly 12,400 through a mix of buyouts, the current RIF, and a third round of deferred‑resignation incentives that closes July 25. Administrator Lee Zeldin said the move will “refocus on applied solutions,” but the downsizing also abolishes the Office of Research and Development, a 1,500‑person unit that produced studies on PFAS chemicals and respiratory illness. Lawmakers and public‑health groups warned the cuts could slow long‑term toxic‑exposure research. Reuters

Legal Insight: 

RIF separations must follow the government‑wide rules on notice and retention standing; employees in abolished ORD positions remain eligible for priority placement elsewhere in EPA. Those who accept buyouts face a five‑year hiring bar unless they repay the incentive. Anyone on detail to disaster duties should confirm that duty status in their e‑OPF before registers are frozen, as it can affect retention credit. Employees in competitive titles should receive bump‑and‑retreat offers where available and can appeal errors to the MSPB within 30 days of the effective date.

2. MSPB Judge Certifies Class Action for Interior Employees Removed During 2025 Downsizing

A Merit Systems Protection Board administrative judge on July 18 allowed roughly 580 former Interior Department probationary staff to proceed as a class, alleging their 2025 removals violated RIF regulations and veterans’ preference. The decision streamlines adjudication of claims that the agency used flawed performance data and created improperly narrow competitive areas to hit head‑count targets. Interior has 30 days to seek Board review of the certification. Reuters

Legal Insight:

Class certification means individual appellants need not file separate cases to preserve back‑pay claims; however, anyone wanting different relief (such as reinstatement to a unique position) may still pursue an individual appeal. If the class ultimately prevails, members could receive retroactive reinstatement or lump‑sum damages without separate filings. Agencies facing similar suits should preserve retention registers, notices, and algorithmic selection tools—missing documentation can trigger default judgment. Claimants must keep contact information current with class counsel to ensure they receive any settlement or remedial notice.

3. Congress Eyes Government‑Wide AI Training Program for Federal Employees

A bipartisan House proposal directing OPM and GSA to create standardized artificial‑intelligence literacy courses across agencies. The bill, introduced by Reps. Khanna and Fitzpatrick, would task the Federal Acquisition Institute with drafting curricula and give agencies flexibility to add mission‑specific modules. Sponsors said the rapid adoption of generative AI tools demands baseline competence so employees can “use, not fear,” the technology. Federal News Network

Legal Insight:

Mandated training would become “duty time” under 5 U.S.C. § 4109, so employees should not be charged leave to attend. If agencies require certification, the cost must generally be borne by the agency, not employees. Unions may bargain over scheduling and workload impact; management cannot unilaterally assign after‑hours modules without negotiation. Staff handling sensitive or classified data should confirm that any AI platform used in the coursework has been cleared under agency IT‑security protocols before uploading documents or prompts.

Mindful Moment of the Day: 

The 'Name & Reframe' Thought Exercise      

When a difficult thought arises—‘I’ll never get through this backlog’—pause and name it: ‘That’s an overwhelming thought.’ Labeling thoughts activates parts of the brain involved in regulation, not reactivity. Then reframe with something actionable: ‘I’ll tackle one email thread at a time.’ This technique gives you space between stimulus and response, and space is where resilience grows.