Brought to you by Southworth PC—Attorneys for Federal Employees

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. As a Shutdown Looms, Agencies Offer No Public Plans Spelling Out Who Would be Furloughed

With a potential lapse eight days away, many agencies have yet to publish contingency plans detailing which employees would be furloughed and which would remain on the job. Historically, the Office of Management and Budget posted updated plans centrally, but those documents were removed earlier this year and have not been restored. The lack of public, up-to-date plans leaves employees uncertain about status and operations if funding lapses. For federal employees, this means you should monitor internal emails and portals closely and be prepared for short-notice instructions on duty status, timekeeping, travel, and telework. Government Executive

Legal Insight:

You cannot work if furloughed unless you receive a written recall; excepted employees must follow timekeeping directions precisely. Save copies of any notices and guidance, and clarify conflicting instructions in writing. Back pay after a lapse is guaranteed by statute, but document missed pay and benefit issues for later correction. Seek counsel or union assistance immediately if you’re ordered to work without authorization, misclassified, or face discipline tied to shutdown status.

2. Pentagon Bans Vendors From Using China-Based Personnel on DOD Cloud Systems

The Defense Department tightened its cybersecurity rules for cloud providers, adding a ban on using China-based personnel to work on Pentagon systems and requiring detailed audit logs of foreign engineers’ activity. The update follows reporting that China-based staff had maintained sensitive U.S. government systems for years, and it clarifies that only personnel from “non-adversarial countries” may support DOD cloud operations, with technically qualified U.S. supervisors. The policy also directs providers to keep a verifiable “digital paper trail” of maintenance work. For federal employees, this means contracting, security and IT teams should expect vendor staff changes, stricter access tracking, and potential schedule adjustments as providers align with the new rules. Nextgov

Legal Insight: 

Program managers and CORs should confirm contracts and task orders reflect the new personnel and logging requirements, and request written remediation plans from vendors if staffing includes ineligible locations. Coordinate with security (e.g., ISSO/CISO) to review who has privileged access, and ensure foreign national access complies with agency policy and DFARS-style clauses. Document exceptions in writing and elevate conflicts immediately; do not approve ad-hoc “workarounds.” Seek counsel if a vendor resists changes or if legacy language in your contract appears inconsistent with current security directives.

3. Lawmakers Move to Expand Hazard Pay Coverage for Federal Wildland Firefighters

A new House bill would broaden when federal wildland firefighters can receive hazard pay, which currently applies mainly during active fire incidents. The proposal aims to cover other high-risk situations such as prescribed burns and training jumps, which lawmakers say pose comparable dangers but do not qualify today. The measure comes as agencies continue to grapple with retention and pay equity for fire personnel. For federal employees in fire programs, this signals potential changes to pay eligibility categories and timekeeping codes if Congress enacts the expansion. Federal News Network

Legal Insight:  

Until any change becomes law, follow your agency’s current hazard-pay rules and coding guidance. Keep accurate duty logs describing conditions and tasks, since documentation will determine eligibility once policies shift. Ask HR and your timekeeper—in writing—how prescribed-burn or training assignments should be recorded today and whether retroactive adjustments would be possible if a law changes mid-season. Consult counsel or your union if you believe hazardous duties are being assigned without appropriate pay differentials or safety protocols.

Mindful Moment of the Day: 

Form-Filling Flow State

When completing repetitive forms, sync your breath with your pen or keystrokes—inhaling as you begin a section, exhaling as you finish it. This rhythm transforms routine work into a calming practice. Instead of battling monotony, you train focus and steadiness. This quiet efficiency often shows in fewer errors and faster completion.