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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. White House Begins Detailing Shutdown Plans, Including Mass Firing Option

Reuters reports that as the federal funding deadline nears, the Trump administration has begun issuing internal shutdown plans that for the first time include the possibility of permanent layoffs (rather than only furloughs). The Office of Personnel Management reiterated that while hiring is suspended in a lapse, activities relating to reductions in force (RIFs) may continue; agencies are also sharing lists of which groups might be furloughed or cut if a shutdown occurs. For federal employees, this represents a turning point: the transition from temporary shutdown measures to structural personnel cuts means workers in non-“essential” roles could lose not only pay but their positions entirely. Employees should be alert to agency notices on RIFs, retention registers, or appeals options. Pay, benefits, and reemployment rights could vary according to whether one’s position is designated excepted, furloughed, or slated for elimination. Reuters

Legal Insight:

The Antideficiency Act (31 U.S.C. § 1341) limits government spending during funding lapses, but does not authorize termination of personnel per se. Any RIF must follow 5 C.F.R. part 351 procedures, including proper notice (at least 60 days in many cases), application of retention registers, service computation, and veterans’ preference. Employees should closely review SF-50s, check their rights to displacement or bumping, and preserve all written communications before any adverse action.

2. 41% of HHS Workforce to Be Furloughed in Shutdown Scenario

Reuters reports that in a potential government shutdown, 41 percent of the Department of Health and Human Services (HHS) workforce—about 32,460 of some 79,700 employees—would be furloughed. Within HHS, 64 percent of CDC staff and 75 percent of NIH personnel would be placed on furlough, severely curtailing public health and research operations. Essential services such as Medicare, Medicaid, and FDA inspections would mostly continue, with FDA retaining 86 percent and CMS retaining 53 percent of staff. Federal employees in HHS and its subagencies should prepare for pay interruptions, service interruptions, and uncertain return-to-work timing. Research timelines and grant projects may be delayed or suspended. Staff may also be reassigned to maintain minimal essential operations. Reuters

Legal Insight: 

Under the Antideficiency Act (31 U.S.C. § 1341), agencies must restrict operations to activities authorized by law or deemed essential, meaning many functions classified as “non-excepted” must halt. Employees designated as “excepted” must continue work without pay until Congress authorizes funding. Employees should know whether their position is “excepted” or subject to furlough and the criteria used, and should retain records (e.g., SF-50s) in case pay or reemployment questions arise.

3. Court Blocks Layoffs at Voice of America — 532 Positions Saved for Now

A federal judge in Washington, D.C. has temporarily enjoined the Trump administration’s planned elimination of 532 full-time positions at the U.S. Agency for Global Media, which oversees Voice of America (VOA). The ruling responds to a lawsuit alleging the layoffs would violate an earlier injunction requiring VOA to maintain its broadcasting mission. For VOA and USAGM staff, this is a critical reprieve. It prevents immediate terminations and gives staff and unions time to litigate the legality of the cuts. However, uncertainty continues—if the court later allows the layoffs, employees could once again face job loss. AP News

Legal Insight:  

If your position was targeted, it's essential to monitor legal proceedings and union actions. While § 7106 reserves management rights, changes affecting bargaining-unit employees may trigger a duty to bargain over impact and implementation under §§ 7114–7117. Employees should also document communications from management and union leadership, since any adverse action later must still satisfy procedural and due process requirements.

Mindful Moment of the Day: 

Grounding During Uncertainty

When uncertainty feels overwhelming, anchor your awareness in the present: feel the chair under you, the soles of your shoes, or the pen in your hand. Inhale slowly, exhale even slower, labeling silently: “grounded … steady.” Neuroscience shows that interoceptive focus (attention on body sensations) quiets the amygdala and steadies judgment. With your body settled, you’re better positioned to navigate evolving guidance without panic.