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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. Senate Bill Would Nullify Trump Orders Canceling Federal Union Contracts

Senators introduced the Protect America’s Workforce Act, a companion to the House measure that would overturn President Trump’s executive orders directing most agencies to terminate collective bargaining agreements and de-recognize unions. All Senate Democrats and Sen. Lisa Murkowski (R-Alaska) signed on; backers say the orders overreached a narrow national-security carve-out in the Civil Service Reform Act. The bill arrives as a House discharge petition nears the signatures needed to force a vote. For federal employees, this means union coverage could be restored by statute if Congress acts, while agency-level cancellations continue unless and until a law passes. Federal News Network

Legal Insight: 

If your contract was canceled, keep copies of your last CBA, any cancellation notices, and changes to working conditions. You still have rights under the Federal Service Labor-Management Relations Statute (e.g., protection against retaliation for protected activity), even without an active CBA. Monitor union and agency updates for bargaining obligations that may resume if legislation advances. Seek counsel promptly if management implements changes without required notice or interferes with protected activity.

2. Democrats Oppose House Stopgap Plan, Raising Shutdown Risk at Month’s End

Democratic leaders said they will not back the House GOP’s proposed continuing resolution (CR) to fund agencies through November 21, calling it partisan and insufficient on health-care provisions. The bill would generally hold spending flat with limited exceptions, including enhanced security funds for lawmakers and top officials. With at least seven Senate Democrats needed to advance any plan, negotiations remain uncertain as the October 1 deadline approaches. For federal employees, agencies will keep updating contingency plans; if a lapse occurs, expect written furlough or excepted-status notices and strict timekeeping instructions. Federal News Network

Legal Insight:  

Do not work off the clock if furloughed; wait for written direction. Save any furlough or recall notice and follow your agency’s timekeeping and telework rules exactly. Retroactive pay after a lapse is guaranteed by statute, but delays can strain cash flow—document missed pay and benefits adjustments. Contact your union or an attorney immediately if you receive conflicting instructions or are told to perform work without proper authorization.

3. Ousted CDC Leaders Tell Senate RFK Pressured Agency to Fire Career Scientists

Former Centers for Disease Control and Prevention leaders testified that Health and Human Services Secretary Robert F. Kennedy pressured the CDC to dismiss career scientists who did not align with his positions and to pre-approve vaccine policy decisions. The ousted CDC director told senators she was fired after refusing to remove staff “without cause,” while another senior official said scientific independence had been undermined. The allegations highlight ongoing turmoil and potential staffing impacts at HHS public-health agencies. For federal employees, the takeaway is that scientific integrity and whistleblower protections remain central—and employees should know the channels for protected disclosures. Government Executive

Legal Insight:

If you’re asked to take an action that conflicts with law, policy, or scientific-integrity rules, document instructions and use protected channels (agency scientific-integrity office, inspector general, or the U.S. Office of Special Counsel). Avoid sharing nonpublic information outside authorized processes. If you experience retaliation (e.g., reassignment, threats, discipline) after a protected disclosure, note timelines and preserve emails and texts. Seek counsel promptly to preserve OSC, EEO, or grievance deadlines.

Mindful Moment of the Day: 

Pre-Call Micro-Centering for Difficult Conversations 

When you see a caller ID tied to stress—opposing counsel, HR, or a tense supervisor—let it ring twice. In that space, inhale deeply, drop your shoulders, and soften your jaw. This physical release is a cue to your body that you’re safe enough to engage thoughtfully. It often softens your tone and increases the likelihood of a productive, not combative, conversation.