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Top Three News Stories:

1. Shutdown Poised to Drag Into Next Week as Layoff Threat Looms

The Senate again failed to pass a short-term funding bill, making it likely the shutdown will continue into the following week. Agencies warned that alternative funding sources (like fee or carryover accounts) could run out, increasing furloughs. The White House continued signaling potential agency RIFs, while Hill leaders remained far apart on a deal. What it means for federal employees: Expect continued furloughs/excepted work with delayed paychecks if the shutdown persists into mid-October; RIF talk is intensifying but remains agency-specific and process-bound. Government Executive

Legal Insight:

During a shutdown, excepted employees must work; furloughed employees must not. A RIF, if pursued, still requires notice, retention ranking, and appeal rights—shutdown does not erase those steps. Track your time and status instructions in writing and keep copies of any RIF or furlough notices. If you receive a RIF notice or inconsistent instructions about duty status or pay, consult counsel promptly to protect appeal timelines.

2. Furloughs Hit Federal Employees Exempt From Shutdown, Laid-Off Staff Told to Keep Working

At GSA, some employees normally insulated from shutdowns (because of the Acquisition Services Fund) were nevertheless furloughed, and some previously laid-off staff mistakenly received “keep working” notices. Sources said parts of FAS and PBS were given specific furlough targets, and mix-ups also appeared at State. GSA’s contingency plan still describes most of its workforce as exempt due to non-appropriated funds, but the situation is fluid as agencies reassess. What it means for federal employees: If you receive conflicting status notices (exempt/excepted vs. furloughed), get clarification in writing and do not work if told you are non-excepted. Federal News Network

Legal Insight: 

Working while furloughed can create timekeeping and pay problems; follow written status instructions and keep copies. If you were laid off earlier and receive a directive to work, flag the error to HR immediately and do not perform duties until your status is corrected. Mislabeling can affect benefits and back pay—document everything. Consider speaking with counsel if directions are unclear or if you’re pressured to work while in furlough status.

3. Agency Shutdown Messaging Draws Hatch Act, Antideficiency Act Challenges

Public Citizen filed multiple complaints with the Office of Special Counsel alleging agencies used partisan messages on official websites during the shutdown. A separate nonprofit asked GAO to examine whether those messages violate the Antideficiency Act as prohibited “publicity or propaganda.” Lawmakers also pressed OSC to investigate. What it means for federal employees: Do not post, email, or share partisan messaging in an official capacity; violating the Hatch Act can trigger investigation and discipline even during a shutdown.  Federal News Network

Legal Insight:  

Using official resources for partisan messaging is risky; stick to neutral, factual notices approved by your agency. If you’re directed to disseminate language that appears political, ask for written instructions and cite Hatch Act limits; elevate through ethics or OGC. The GAO/ADA angle underscores that appropriated (or shutdown-limited) resources cannot be used for partisan purposes. Seek counsel if you are asked to post or forward political content using government systems.

Mindful Moment of the Day: 

Inbox Gatekeeping in High-Volume Weeks 

Before opening your email during a busy week, ask yourself, “What is my purpose for opening this right now?” That question shifts you from reactive scrolling to intentional triage. With purpose in place, you’re less likely to get swept into low-priority threads. This preserves energy for the matters that truly require your expertise.