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. Agencies Days from Shutdown With No Public Contingency Plans

With less than a week before FY 2026 begins, agencies still have not posted their shutdown contingency plans on the usual White House/OMB page, which is currently blank. That leaves unclear how many employees at each agency would be excepted, furloughed or exempt if appropriations lapse. The article notes that agencies removed older plans earlier this year and have not re-posted updates, while unions and good-government groups warn of operational and economic fallout. For federal employees, this means you may not yet know your status in a lapse—monitor agency direction closely and prepare for instructions on excepted work or furlough. Federal News Network

Legal Insight:

During a shutdown, the Antideficiency Act bars non-excepted employees from working, and “excepted” employees must continue working without pay until funding resumes; by law, back pay is guaranteed after the lapse ends. FEHB stays in force; do not volunteer to work if you’re furloughed, and keep copies of any written orders or timesheet guidance. If you believe your status (excepted vs. furloughed) is wrong, or you’re directed to perform work outside permitted categories, seek counsel or contact your union. Review OPM’s shutdown furlough guidance so you know timelines, pay rules, and what to expect.

2. Interior Moves to Implement Layoffs; RIF Lists Being Prepared

Interior Department HR staff are finalizing reduction-in-force (RIF) lists, with significant layoffs expected as soon as mid-October, according to documents and employee accounts. The department previously paused planned cuts after a court injunction, but the Supreme Court later cleared the way, and Interior is now proceeding while also consolidating functions. Some staff working on RIFs reportedly signed NDAs; Interior is coordinating with OPM and using an automated tool to calculate “retention standing.” For federal employees at DOI (and potentially other agencies considering RIFs), this signals that official RIF notices could come soon and you should review your service dates, veterans’ preference, and performance records. Government Executive

Legal Insight: 

A RIF must follow OPM’s rules at 5 C.F.R. part 351, including competitive areas/levels and retention factors (tenure, veterans’ preference, service, performance), and it requires a written notice outlining your assignment and appeal rights. Many employees have bump/retreat rights and may be eligible for CTAP/ICTAP, severance, or discontinued service retirement; act quickly to meet any deadlines. Check your retention register data for accuracy and keep copies of all records. If you receive a RIF notice or disagree with your placement, consult counsel promptly to assess MSPB appeal timelines and options.

3. Judge: Firing of 17 Inspectors General was Unlawful, But No Reinstatement

A federal judge held that the mass removals of 17 agency inspectors general early this year violated the Inspector General Act’s notice and rationale requirements. The court declined to reinstate the former IGs, reasoning that the president could remove them again after providing the required 30-day notice and that some successors have been confirmed. Plaintiffs may still pursue back pay. For federal employees, IG offices remain in place (often with acting or newly confirmed leaders), and OIG hotlines and investigations continue—use normal channels for disclosures and cooperation. Federal News Network

Legal Insight:  

Whistleblower protections remain in force regardless of who occupies the IG post; you can still report waste, fraud, and abuse to your OIG or to OSC. If you’re contacted in an investigation, cooperate and preserve records; if you fear retaliation, document events and seek counsel. This decision does not change employee rights to confidentiality in protected disclosures. If your case involves sensitive disclosures or potential retaliation, talk to an attorney or your union representative.

Mindful Moment of the Day: 

End-of-Project Gratitude Circle

Before closing the final file on a months-long case or policy rollout, jot down three specific people who helped make it possible. Take one breath for each name, picturing their contribution. This simple act strengthens oxytocin pathways, which improve trust and cooperation in future collaborations. It also reframes the project as a collective achievement, reducing the tendency to carry sole ownership of any unresolved pieces.