The Federal Employee Briefing for March 7, 2025
Hello and welcome to our latest Federal Employee Briefing! We have built a thriving online community of more than 100,000 followers across TikTok, Instagram, YouTube, Facebook, and LinkedIn to share timely legal insights. In this issue, you’ll find authoritative updates, practical tips, and genuine care for the unique challenges federal employees face. Follow us, stay informed, and help us make a real difference for the federal workforce!
Top Three News Stories:
1. Attorneys File Class Action Appeals Over Mass Federal Worker Firings
Attorneys have initiated class action appeals to a federal board on behalf of thousands of federal workers terminated by President Donald Trump. The appeals argue that these mass firings violated specific regulations, including the requirement to consider employee tenure and performance, and to provide a 60-day advance notice. The objective is to reinstate the affected employees and secure back pay. These actions are separate from ongoing lawsuits against the Trump administration and focus on protecting federal employees from political retaliation. The firings were part of a broader effort by Trump and his adviser Elon Musk to reduce the federal workforce, particularly targeting probationary employees with fewer job protections.
Legal Insight:
Federal regulations mandate that workforce reductions follow specific procedures, including considering employee tenure and performance, and providing adequate notice. Failure to adhere to these protocols can result in legal challenges and potential reinstatement of affected employees. Agencies must ensure compliance with these regulations to avoid allegations of unlawful termination and political retaliation.
2. Coalition of Attorneys General Sue Trump Administration Over Federal Worker Firings
A coalition of 20 state attorneys general has filed a lawsuit against the Trump administration over the dismissal of thousands of probationary federal employees. The lawsuit, filed in a federal court in Maryland, alleges that the administration violated federal regulations by conducting mass terminations without proper notice, which requires a 60-day written notification and informing state governments. The suit seeks to halt further mass firings without the required notice and to reinstate employees terminated since January 20, 2025. The attorneys general argue that these dismissals have caused financial hardship for affected employees and their families, and have compelled states to allocate additional resources to support those impacted.
Legal Insight:
Federal law requires a 60-day advance notice for mass layoffs, as stipulated by the Worker Adjustment and Retraining Notification (WARN) Act. Non-compliance with this requirement can lead to legal action from state authorities and affected employees, potentially resulting in reinstatement and back pay liabilities for the federal government.
3. President Trump Adjusts Approach to Federal Workforce Reduction
President Trump has announced plans to grant more influence to cabinet secretaries and high-level officials in the Department of Government Efficiency's (DOGE) efforts to downsize the federal workforce. Biweekly meetings are scheduled to ensure precise cuts, emphasizing a "scalpel rather than a hatchet" approach. Despite successful cost-cutting measures led by Elon Musk, some cuts have been reversed following backlash, particularly in reinstating regulators at the National Nuclear Security Administration and reversing staff reductions at the CDC's World Trade Center Health Program. Musk, supported by Trump, acknowledged occasional missteps and stressed the importance of retaining valuable workers. The administration aims to finalize a rescission package for Congressional approval to institutionalize savings.
Legal Insight:
Implementing workforce reductions requires adherence to established legal frameworks to ensure that terminations are conducted lawfully and do not disproportionately affect protected employee groups. Engaging with agency leadership in the decision-making process can help mitigate legal risks and promote compliance with federal employment laws.
Mindful Moment of the Day:
The “One Deep Breath Before You Speak” Rule
Ever regret saying something in frustration? Before responding to a stressful situation—whether it’s an email, a meeting, or a coworker—take one deep breath. This micro-pause prevents knee-jerk reactions, giving you the chance to choose clarity over impulse. A single breath can be the difference between escalating a situation and handling it with confidence.
Legal Tip of the Day:
Understand Prohibited Personnel Practices (PPPs)
Familiarize yourself with actions that federal agencies are prohibited from taking against employees, such as discrimination, retaliation for whistleblowing, and nepotism. Knowing these can help you recognize and report violations.
🚨 Federal Employees: Join us Live this Saturday 🚨
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Do you know your rights if you're accused of poor performance or misconduct? Are you clear on the procedural safeguards and legal protections available to you?
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Social Media Recap:
Hey Federal Employees. We just posted our latest insights for federal employees—originally shared on social media—now conveniently available on our blog. We cover timely updates and practical tips to help you navigate employment challenges. Here are our latest posts for your convenience:
Fired on Probation? A Landmark MSPB Ruling Could Change Everything
Think Your Federal Job Is Safe? Think Again.
How VA Employees Can Prepare for the 2025 RIF
Federal Probationary Terminations: What We Know About Class Actions and Individual Challenges
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Your support helps build a stronger, more informed federal workforce. Thanks for spreading the word! đź’™
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