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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. SSA is Denying Excepted Workers’ Time Off and Telework Requests, Seemingly Defying Shutdown Guidance

Nextgov/FCW reports that some Social Security Administration components are denying excepted employees’ requests for episodic telework or time off and instead placing workers in AWOL status, which can lead to discipline and loss of back pay. OPM’s shutdown guidance says agencies should accommodate brief absences for excepted employees with flexibilities like episodic telework or by temporarily placing them in furlough status. SSA disputes the union’s claims and says it is following long-standing procedures, but the reporting cites multiple recent denials and changing requirements for leave. For federal employees, this means if you’re excepted at SSA (or elsewhere) and need time off, you should point to OPM’s written guidance and ask for any denials to be issued in writing. Nextgov

Legal Insight:

Ask for decisions and instructions in writing, and cite the relevant OPM shutdown guidance sections on leave, episodic telework, and brief absences. If management designates you AWOL, respond promptly in writing with any documentation (medical notes, commuting hardship) and request correction where warranted. Check your union contract for procedures and timelines to grieve leave denials or AWOL; if you face discipline or retaliation, consider speaking with counsel because deadlines can be short. Keep copies of all notices, emails, and timekeeping records.

2. Lawmakers Seek to Revise Pay, Benefits For Some Federal Employees Under Shutdown

As the shutdown continues, members of Congress floated several bills to ease the burden on federal workers. One Republican measure (the Shutdown Fairness Act) would provide on-time pay to excepted employees who must keep working, while separate Democratic proposals would grant back pay to certain federal contractors and allow penalty-free TSP hardship withdrawals during extended lapses. The article notes partisan disagreement on scope and timing, and that some excepted groups recently received pay through separate administrative actions. For federal employees, this means potential relief is proposed but not guaranteed—assume the status quo until a bill actually passes and is signed. Federal News Network

Legal Insight: 

Treat these bills as proposals until enacted; plan cash flow accordingly and rely only on formal agency payroll notices. If furloughed, review your state unemployment rules; if excepted and working, keep precise time-and-attendance records for eventual retroactive pay. Talk with TSP only using official channels before any hardship withdrawals, and document any advice you receive. If you receive conflicting directions about pay or status, escalate in writing and consider consulting counsel.

3. Trump Fires Another Inspector General, Raising Fears About Oversight Independence

Government Executive reports that the president removed the Export-Import Bank inspector general without the advance notice to Congress that law requires, part of a broader trend of IG ousters during the term. Lawmakers and watchdog groups warned the move undermines independent oversight across agencies, especially amid the shutdown. The piece also notes funding pressures on the IG community and disruptions to some watchdog websites. For federal employees, this means oversight channels may be strained, but lawful reporting options still exist and should be used when raising waste, fraud, abuse, or safety concerns. Government Executive

Legal Insight:  

You remain protected when making lawful whistleblower disclosures to an IG, your agency's OIG hotline, Congress, or the Office of Special Counsel. Use official channels, avoid sharing sensitive information on personal systems, and keep records of what you reported and when. If you experience threats or retaliation (e.g., reassignment, AWOL, discipline) after a disclosure, contact your union and consider seeking legal advice quickly to preserve remedies.

Mindful Moment of the Day: 

The “One-Minute Walk” Reset    

Feeling mentally fatigued or stuck? Stand and step away from your workspace for a mindful one-minute walk. Pay attention to your steps, your breathing, and the physical shift away from your workspace. Even this brief movement enhances circulation, clears mental fog, and restores fresh perspective, helping you return more focused and less stressed.