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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. VA Backs Down on Mass Layoffs, Will Cut 30,000 Jobs Through Attrition Only  

After weeks of criticism, the Department of Veterans Affairs announced it will shrink its workforce by 30,000 positions—about half the original target—solely through hiring freezes, deferred-resignation offers and early-retirement incentives. Nearly 17,000 employees have already departed since January, and another 12,000 are expected to leave by September 30. Secretary Doug Collins said the revised approach “eliminates the need for reductions-in-force,” though employee groups argue morale has already taken a hit and question the long-term impact on veteran services. Lawmakers on both sides of the aisle continue to press VA for details on how remaining staff and programs will be protected. Reuters

Legal Insight: 

Rank-and-file VA employees should note that attrition-based downsizing does not trigger the formal RIF procedures that guarantee placement rights, priority re-employment, and appeal avenues.
Where early-out authority is invoked, ensure CSRS/FERS annuity estimates reflect credit for unused sick leave and any special-rate pay. Finally, employees facing involuntary reassignment or detail during this transition may still contest actions that appear retaliatory or violate whistleblower protections—timely documentation is key.

2. OPM Gives Employees More Time to Weigh in on Fast-Track Firing Proposal  

The Office of Personnel Management on July 7 quietly extended the public-comment window for its proposed “suitability and fitness” regulations until July 18. The draft rule would allow agencies to summarily remove employees—without the ordinary 30-day notice—if they are accused of certain misconduct or deemed “unsuitable” for federal service. OPM says the changes will streamline discipline and protect mission integrity; employee advocates counter that the rule erodes due-process safeguards and could be misused to target whistleblowers or dissenters. The extension follows heavy pushback from unions, good-governance groups, and several state attorneys general. Federal News Network

Legal Insight:

Every comment counts: substantive objections lodged during notice-and-comment become part of the administrative record and can frame future court challenges under the Administrative Procedure Act. Employees, unions, and professional associations should highlight potential conflicts with existing Chapter 75 removal procedures, constitutional due-process concerns, and disparate-impact risks. If the rule is finalized, agencies would still bear the burden of showing “suitability” grounds, and employees could appeal to MSPB—but tighter timelines will demand faster responses and early representation.

3. Agencies’ Explanations for Implementing Labor‑Management Executive Order Run a Wide Gamut

On July 7, Federal News Network published internal agency documents revealing how 23 agencies responded to President Trump’s March executive order that suspended collective‑bargaining rights at designated “national‑security” agencies. While most complied with the requirement to halt union-dues withholding, few made meaningful efforts to curtail official time, cancel negotiated procedures, or dissolve existing agreements. Many requested clarity or delays, and at least one temporarily paused implementation. The report shows that even within the administration, agencies differed in their willingness or ability to execute sweeping labor changes ahead of a court-imposed injunction. Federal News Network

Legal Insight:

Agencies must restore all pre‑order bargaining terms—including dues withholding, official time, grievance procedures, and contract provisions—as the preliminary injunction remains in effect. Employees who experience discontinued official time or denied representation should document these changes and consult their unions immediately, as such actions may contravene 5 U.S.C. § 7114 and constitute unfair labor practices. If management claims national‑security necessity to limit labor relations, it should provide concrete evidence during FLRA proceedings. Continued or future attempts to implement executive-order measures before the injunction is lifted could expose agencies to contempt findings and mandate back pay.

Mindful Moment of the Day: 

Mindful Commuter      

Whether you drive, ride Metro, or transition from one room to another at home, treat the first and last five minutes of your commute as mindfulness time. Notice the motion of your body, the feel of the steering wheel, the rhythm of your footsteps. Avoid checking your phone. These small rituals signal the brain to transition between roles—professional and personal—helping you set boundaries that protect your mental energy.