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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. Stopgap Spending Bill Clears Senate, Heads to House for Vote
The Senate approved a package combining a short-term CR for most agencies with full-year funding for others, positioning Congress to end the record shutdown once the House acts. The measure passed 60–40 after several Democrats joined Republicans, and it is expected to reach the House floor within days. Reporting notes the deal includes federal workforce provisions tied to back pay and reversing shutdown-related layoffs, which would be finalized only once a bill is enacted. For federal employees, this means watch for the House vote and then agency recall/payroll instructions—your current status stays the same until a law is signed. Government Executive
Legal Insight:
Treat this as a pending bill until enacted. Keep copies of furlough/excepted notices and precise time records for back-pay reconciliation. If/when the bill becomes law, follow written reporting and timekeeping codes and confirm any RIF rescission or placement rights in writing with HR. Where rights or deadlines are unclear during a fast reopening, talk with your union and consider seeking counsel.
2. Senate-Passed Spending Deal Sets VA Staffing Targets Amid Reorganization
The Senate package would fund VA for the full year and set guardrails to prevent deep staffing losses during the department’s reorganization. It directs VA to deliver a staffing model to appropriators within 90 days and to maintain capacity for timely health and benefits services, while protecting critical functions like the Veterans Crisis Line. The bill also ties a portion of EHR funding to performance milestones and reporting. For VA employees, this means near-term hiring and staffing decisions will be bound by specific targets and reporting deadlines if the package becomes law; track local HR guidance on how this affects postings, reassignments, and overtime. Federal News Network
Legal Insight:
If you receive changes to duties, schedules, or work location, ask for them in writing and check them against agency policy and any union contract. For reorganization moves, request written timelines, bump/retreat or priority-placement options (if applicable), and how staffing targets affect your unit. If directives seem inconsistent with the new statutory instructions once enacted, escalate in writing and consider counsel.
3. Senator Accuses Defense Industry of Blocking Congress’ Right-to-Repair Reforms
Sen. Elizabeth Warren pressed the National Defense Industrial Association to stop opposing bipartisan “right-to-repair” provisions in the FY2026 defense policy bill. The provisions would require contractors to provide DoD the technical data and instructions needed to diagnose and repair equipment, reducing vendor lock-in and sustainment costs. Industry argues the language risks IP leakage; lawmakers counter that it boosts readiness and competition. For federal employees, this means DoD civilians in logistics, maintenance, contracting, and program offices could see new rules for acquiring data rights and enforcing repairability in contracts if the bill’s language becomes law. Federal News Network
Legal Insight:
Acquisition and program teams should document how they request and evaluate technical data rights and be prepared to update contract clauses and CDRLs once final NDAA text lands. Contracting officers should coordinate early with counsel on IP/data rights to avoid protests or claims. If you’re directed to use proprietary tools without appropriate rights, ask for written justification and elevate through legal/OSD channels.
Mindful Moment of the Day:
The “Meeting Word” Anchor
Before every meeting today, choose a word that represents how you want to show up: steady, open, thoughtful, solution-oriented. Keep it top of mind as you listen, speak, and make decisions. This simple mental anchor cultivates presence and integrity, even in tense or fast-paced discussions.
Legal Tip of the Day:
Requesting Medical Accommodations
Federal agencies must provide reasonable accommodations for qualified disabilities under the Rehabilitation Act. Request your accommodation in writing, supported by medical documentation. Your agency is legally obligated to engage in an “interactive process” to explore solutions. If they delay, ignore your request, or flatly deny it without alternatives, your rights may be violated. Always document all communications and responses. Legal help can compel compliance and protect your health and career.
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:
Senate Shutdown Deal: What It Means for Federal Employees
First Circuit Upholds Full November SNAP Payments
Federal Employee Open Season 2026: What to Do During the Shutdown
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Deep-Dive Courses for When the Stakes Are Personal
Navigating Reasonable Accommodations: Maximize Telework
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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.
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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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