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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. Agencies Warn Staff About Social-Media Posts After Charlie Kirk Killing

Multiple agencies cautioned employees that mocking, celebrating or otherwise unprofessional posts about the killing of conservative activist Charlie Kirk could violate conduct rules; several employees were reportedly placed on administrative leave pending review. The warnings referenced professionalism standards and “core values,” with agencies including the Department of Homeland Security, the U.S. Coast Guard, the Secret Service and the Department of Veterans Affairs signaling potential discipline. The story underscores how off-duty online speech can be scrutinized when it affects the workplace or agency mission. For federal employees, this means personal social-media activity can lead to inquiry or adverse action if it is deemed disruptive, harassing, or contrary to agency policy. Government Executive

Legal Insight: 

Before posting, review your agency’s social-media and conduct policies and the ethics rules at 5 C.F.R. part 2635. If management contacts you about a post, save screenshots and messages, do not delete evidence, and request the policy basis in writing. You generally have a right to respond to a proposed action within a set deadline—use it and consider a concise written reply. Seek union or legal counsel right away if you’re placed on leave, issued a proposal, or believe protected speech or EEO rights are implicated.

2. Judge Rules OPM’s Mass Probationary-Firing Directive Unlawful; Agencies Must Fix Records

A federal judge found that the Office of Personnel Management unlawfully directed agencies to fire about 25,000 probationary employees in February. The court did not order reinstatement, citing recent Supreme Court guidance, but directed 19 agencies to correct the affected workers’ records by November 14 and barred similar future directives. The ruling recognizes the directive’s illegality while leaving employment status unchanged for now. For federal employees, especially those separated this year, the decision could help with record corrections that affect future hiring, references, and benefits calculations. Reuters

Legal Insight:  

If you were affected, promptly request your personnel file (eOPF) and SF-50s and verify agencies correct any notations by the court’s deadline. Record fixes may influence eligibility for rehire, service credit and background checks even without reinstatement. If you believe your separation also involved discrimination, retaliation or other prohibited personnel practices, note those deadlines (EEO/OSC/MSPB) and consult counsel quickly. Keep all correspondence and consider a short written request asking HR to confirm completion of the record update.

3. IRS Shifts to Seasonal Hiring for Customer-Service Roles, with Fewer Protections

The Internal Revenue Service is pivoting from expected full-time hiring to more than 2,150 frontline hires for the coming filing season, over 70% of which are seasonal positions capped at four years. The change follows significant attrition in taxpayer services and could affect continuity and service levels at IRS campuses. Seasonal appointments typically have fewer job protections and different benefits rules than permanent roles. For applicants and current federal employees considering a move, the fine print on appointment type, conversion potential, and separation rules now matters more than ever. Federal News Network

Legal Insight:

Read the vacancy announcement carefully for appointment type (seasonal, temporary, or term), probationary period, and any conversion language. Non-permanent roles usually carry narrower appeal/RIF rights and may limit within-grade increases and benefits; keep copies of the posting and your offer letter to protect your rights. Ask HR—in writing—about training obligations, schedule stability, and how furloughs or early end-dates are handled. Seek counsel if promised terms change after onboarding or if classification/appointment status appears misrepresented.

Mindful Moment of the Day: 

Hallway Transition Anchor     

After a high-stakes meeting, resist the urge to mentally replay it as you walk to your next commitment. Instead, focus on the mechanics of each step—heel strike, roll, lift. Treat the hallway as a moving meditation, letting the last meeting’s residue drop away. This clears cognitive space so you arrive to the next conversation fully present.