...on everything.

There are bump and retreat rights so the person getting laid off is the one with the least experience or service time. The person you are trying to lay off or fire isn't necessarily the one who will be leaving.

Some may be full time GS employees but in “temporary”positions, they’re easier to RIF. Some may be considered permanent. Some might be contractors.

Career civil servants would have bump and retreat rights.

If you are in temporary duty assignment (TDY), you revert back to your old position/grade and series.

If you were hired in a ladder position, i.e., 5/7/9 and haven't achieved the target grade, for ex GS 9, you might be vulnerable.

Contractors have no protections, but I'd imagine there would be contract termination costs.

Back during BRAC, there were rumors, maybe even planning, for a RIF at my command, but it never happened, I suspect, because it was so complex.

I was talking about GS temporary appointments. New positions (like maybe DEI) can initially be set up as temporary appointments, they can be renewed year-to-year until they are made permanent or not renewed. Or they use them to evaluate a new hire until making them permanent, or Congress may have only funded the positions for a few years so they are always temporary appointments.

The point just was, they can get rid of temporary appointments pretty quickly since they don’t have much protection.

you knew the risks.

how many of those being let go voted for the guy.

Didn't vote for the idiot.

Coming up with a "mechanism" to get rid of Federal employees not guilty of anything except doing their jobs might take some time.

He’s doing what he said he would do, but this is just unbelievable.

I hope those employees are able to be reassigned and not RIF’d.

who were already accounted for in the current budget (including whatever was in the C.R.) so doing a "RIF" before a final budget/appropriation is in place, seems to be illegal.

I remember the RIFs of the past during the "do more with less" era, where the budget was cut, you had attrition, and then all kinds of reclassifications, early outs, etc., before someone was actually "laid off".

But Congress needed to provide the authority.

To go to grad school. There was a program for displaced DOD workers (military, civilian or even contractors) if you left and got retrained. It was a great program but I'm sure it doesn't exist anymore.

although they often had an "expiration" period (or sunsetted), and other than intransigent GOPers in Congress, there's nothing stopping them from creating similar "transition" type options.

I remember during the '90s when they rolled out GPRA -

S.20 - Government Performance and Results Act of 1993

There were times in my office where we initiated "team-building" efforts and even spent weeks trying to come up with a name for a particular "Team".

You were RIF'd, resigned or whatever. You had the opportunity to get training in the environmental field and could go to school full time on the Government's dime, and got to work at an institution for up to half time. I learned a lot about Superfund sites and brownfields remediation. Don't work in that arena anymore, but if I needed to I guess I could.

Isn't "free-dumb" great! Just think of what they saved by not having to pay union dues.

And, for Civil Servants that voted for this piece of amphibian shit, the Greeks have a saying;

"Kala Na Pathis"

"Good for you"

whether AFGE or NTEU, etc.



AFGE

or one's in the offing.

Now, in private business a lot of people relocated away from high-cost areas with salaries adjusted to cost of living in high-cost areas because they could 'telecommute' and maybe in-person commute 1-2 days a week. But doing it 5 days a week might be something they're unwilling to do. (And reports are some managers in companies that have started to require it are bucking their orders and saying that they really don't much care and aren't enforcing it. Eventually that might get them canned.)

The guess is some employees will just stay sat down and quit. (Since there's no need to get up and quit if you're already home.)

But then if an employee says 'no' and doesn't quit, guess what? Start termination proceedings. For cause.

We'll see if that bit of prognostication actually happens.

I misread the title of the Act as the "Telework Eisenhower Act".

To bed with me!!!

I wonder if we'll get DEI STASI armbands or something?

https://www.nytimes.com/live/2025/01/22/us/trump-news

They could just encode it on a PIV card or CAC and you wouldn't even know!

🙄