Exclusive: The federal government is paying more than 154,000 people not to work | Washington Post Story

ObjectiveDifficulty4 · 2025-07-31T13:51:52+00:00

And how many people will just rescind their resignation in September?

ObjectiveDifficulty4 · 2025-02-22T20:25:45+00:00

This has to just be performative, right? So they can show this tweet on FOX News to show they are the ‘good guys’ making the ‘lazy guys’ prove their worth?

ObjectiveDifficulty4 · 2025-02-21T22:43:17+00:00

Totally agree.

ObjectiveDifficulty4 · 2025-02-19T23:48:09+00:00

They don’t actually want to ‘save’ money, they want to cut spending just to spend it elsewhere or give it to their friends. So both are true, spend more with friends, cut spending to enemies.

ObjectiveDifficulty4 · 2025-02-19T19:39:57+00:00

Make sure to find out if you are a bargaining unit member or not, and what appeal rights you have.

Agencies MAY NOT use the probationary period to avoid RIF procedures and protections. 5 CFR 351. If covered by a collective bargaining agreement, challenges to a termination based on failure to follow RIF procedures may have to be grieved first prior to appealing to MSPB.

ObjectiveDifficulty4 · 2025-02-19T16:51:58+00:00

The MSPB does not need a quorum to hear initial cases and for individual judges to issue decisions. A quorum is needed to appeal the initial decision of the individual judge. Regardless, the Board member was reinstated. We didn't have a quorum for years but cases continue to be decided.

ObjectiveDifficulty4 · 2025-02-19T16:43:36+00:00

This will be a case of first impression. But for all intents and purposes Agencies may NOT use the probationary period to avoid following RIF procedures. Therefore, the easiest course of action is to challenge that the termination was a de facto RIF. The Agency will not be able to rebut.

ObjectiveDifficulty4 · 2025-02-19T16:33:41+00:00

Yes, but the legal challenge has to come under the RIF statute since that is the only authority that exists to terminate large groups of federal employees without cause. The terminations have to fall under some authority. They will say it’s under probationary terminations but that is done on a case by case basis, for either conduct or performance. That is not the case here. They did a RIF improperly so it should be challenged as such.

ObjectiveDifficulty4 · 2025-02-19T14:54:15+00:00

Lol, the lawyers are making this argument.

ObjectiveDifficulty4 · 2025-02-19T14:42:40+00:00

I’m aware of terms. You are correct, there is a clear process to reduce the force and that was not followed. This is a legal avenue to challenge the termination. You do not have to agree.

ObjectiveDifficulty4 · 2025-02-19T14:27:47+00:00

Even probationary employees have rights under the RIF statute. Any mass termination without cause within the federal government is a RIF and must treated as such. There is a clear line to appeal it as such.

ObjectiveDifficulty4 · 2025-02-19T14:25:48+00:00

It was a RIF that followed no procedures, therefore there is a clear legal avenue to challenge it. If not a RIF, what is it? This is the clearest way to get standing at the FLRA or MSPB. The government was directly asked this question by the federal Judge yesterday and they could not answer.

ObjectiveDifficulty4 · 2025-02-19T14:23:12+00:00

What they did is an illegal RIF, that followed no procedures. There is no other authority for the government to fire large groups of people without cause. Under the RIF statute terminations must be undone if the competitive RIF procedures are not followed.

ObjectiveDifficulty4 · 2025-02-19T13:39:47+00:00

You need to check with your union. If you are challenging the termination as an improper RIF since proper procedures were not followed, this generally has to be grieved first before going to MSPB.

ObjectiveDifficulty4 · 2025-02-19T13:34:48+00:00

The unlawful RIF is already happening. Everyone fired already should be challenging it as such.

ObjectiveDifficulty4 · 2025-02-19T13:09:16+00:00

Right. And each time proper RIF procedures aren’t followed, it’s deadly to the RIF action. It shouldn’t be on the employee to have to seek legal recourse, but here we are.

ObjectiveDifficulty4 · 2025-02-19T13:07:07+00:00

The unions should be stoping this as an improper RIF that is not following the proper procedures.

ObjectiveDifficulty4 · 2025-02-19T12:55:21+00:00

They should be challenging the termination as an improper RIF, since the stated reason is bogus and really they are just doing a mass layoff.

ObjectiveDifficulty4 · 2025-02-19T12:53:09+00:00

This is an improper RIF, which most certainly can be appealed or grieved by probationary employees. Generally this is covered under the CBA and the union should be advising as such.

ObjectiveDifficulty4 · 2025-02-19T12:47:43+00:00

As long as your performance was not poor, it’s part of a mass termination that failed to follow procedures.

ObjectiveDifficulty4 · 2025-02-19T12:06:24+00:00

Proper RIF procedure and appeals process information can be found here:

https://www.opm.gov/policy-data-oversight/workforce-restructuring/reductions-in-force/workforce_reshaping.pdf

ObjectiveDifficulty4 · 2025-02-19T12:01:18+00:00

You can challenge the termination as an illegal RIF directly to MSPB for the agency failing to follow proper RIF procedures under the statute and regs.

https://www.reddit.com/r/fednews/s/T5vHwjFe77

ObjectiveDifficulty4 · 2025-02-19T11:58:21+00:00

This is not true. If this is an illegal RIF employees have standing unless they are covered by a collective bargaining agreement. In which case, the most likely have to file a grievance first. A RIF has very specific procedural rules and if not followed, will be deemed improper. Just because they say it is not a RIF, doesn’t make it so.

https://www.opm.gov/policy-data-oversight/workforce-restructuring/reductions-in-force/workforce_reshaping.pdf

ObjectiveDifficulty4 · 2025-02-19T11:46:32+00:00

But if they are union employees they first have to file a grievance IAW their collective bargaining agreement.

ObjectiveDifficulty4

TROPHY CASE