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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. Over 100,000 Federal Workers Expected to Resign in Largest Mass Exit Ever

The Guardian and other outlets reported that more than 100,000 federal employees are expected to formally resign under the Trump administration’s deferred-resignation program, a massive exodus equivalent to the largest in U.S. history. The program allows employees to remain on payroll without performing full duties until September 30 in exchange for resigning early. For many federal workers, participation in this program presents risks and uncertainty. Questions remain about the legality of withholding work obligations, whether pay obligations will be honored, and how such a mass transition could disrupt mission continuity and staffing levels across agencies. The scale of the resignations may also create cascading gaps in institutional knowledge, backlog in workloads, and increased pressure on remaining staff. The Guardian

Legal Insight:

The “deferred resignation” program’s legal foundation is contested, especially re: obligations under the Antideficiency Act (no unfunded obligations) and the requirement that employees perform work if paid. Employees considering the program should seek HR and legal counsel and maintain clear records of any issued communications. They should also review union or collective bargaining guidance, as agreements may influence implementation.

2. Bureau of Prisons Ends Collective Bargaining for Nearly 35,000 Staff

The Federal Bureau of Prisons (BOP) announced it is terminating its collective bargaining agreement with its workforce, eliminating union representation for about 35,000 employees. BOP Director William K. Marshall III defended the move as necessary for improving safety and morale, though union leaders argue it threatens worker rights, job security, and oversight amid chronic staffing strains. For those working within BOP, the change could mean reduced leverage in negotiating conditions, pay, or dispute resolution. It may also signal precedent for other agencies targeted by the administration’s efforts to reshape labor relations in the federal workforce. AP News

Legal Insight: 

Under the Federal Service Labor-Management Relations Statute (5 U.S.C. chapter 71), most federal employees have rights to union representation and collective bargaining over conditions of employment. Removing those rights—even partly—may invite legal challenges. Affected employees should track changes in their agency’s workplace rules, consult union counsel (if still organized), and preserve documentation of prior bargaining agreements.

3. Funding Stopped for Three Key Climate Adaptation Centers Under Interior

The Trump administration has ceased funding for three U.S. Geological Survey (USGS) Climate Adaptation Science Centers situated in the South Central, Northeast, and Pacific Islands regions. These centers support research on climate resilience—such as flood mapping, wildfire tracking, and ecosystem adaptation—and their closure is delaying projects, halting travel and publication support, and threatening staff continuity. Federal scientists and researchers working in climate and natural resource agencies may face career disruptions, canceled projects, or reassignment. The sudden cut raises uncertainty about mission continuity and potential loss of institutional knowledge in areas critical to disaster resilience and environmental policy. The Washington Post

Legal Insight:  

Many climate science roles are subject to merit system protections, scientific integrity policies, and administrative law safeguards. Affected employees should confirm whether their positions are being formally abolished or temporarily suspended and whether reassignments comply with applicable regulations. Seek input from legal or ethics offices before accepting major changes.

Mindful Moment of the Day: 

Shutdown Stress Reset 

When headlines or agency emails hint at a possible shutdown, pause with feet grounded and hands on your thighs. Take five breaths—in for four counts, hold one, out for six. The longer exhale quiets stress signals and steadies your thinking. Instead of spiraling into “what ifs,” you’ll approach next steps—like reviewing HR guidance or talking to your union—with clarity and calm.