@sfbann71.bsky.social
Yep, that’s the play. Will we put up with it?
19.11.2025 00:33 — 👍 1 🔁 0 💬 0 📌 0👇🏼👇🏼👇🏼Bingo
04.11.2025 13:59 — 👍 2502 🔁 541 💬 58 📌 9
christ almighty what is this guy doing
www.washingtonpost.com/politics/202...
Sounds about right to me.
18.10.2025 23:27 — 👍 2151 🔁 476 💬 15 📌 13Donald Trump is way less popular than he wants you to believe.
And you are significantly more powerful than he wants you to think.
“Star Trek” premieres 59 years ago today.
“It was an attempt to say that humanity will reach maturity and wisdom on the day that it begins not just to tolerate — but take a special delight in — differences in ideas ..”
- Gene Roddenberry #RIP
@georgetakei.bsky.social
Free the DC sandwich guy!
14.08.2025 15:13 — 👍 1022 🔁 241 💬 60 📌 19Remember
08.07.2025 00:09 — 👍 1 🔁 0 💬 0 📌 0
10.06.2025 15:32 — 👍 5051 🔁 1672 💬 119 📌 101
✌🏾💙🇺🇲✊🏾🙌🏻
16.06.2025 03:03 — 👍 3113 🔁 646 💬 21 📌 17
14.06.2025 00:52 — 👍 13 🔁 5 💬 4 📌 0
An advance look at “On Parade,” David Plunkert’s cover for next week's issue. #NewYorkerCovers
13.06.2025 14:34 — 👍 25395 🔁 6342 💬 869 📌 414
Happy TACO TUESDAY to all those who celebrate!
#Yum 😋
![YOU HAVE RIGHTS!
What Federal Employees Should Know about Reductions in Force (RIFs)
Your Rights
Generally speaking, for non-SES, executive-branch employees, your agency must:
● Provide 60 day’ advance notice of a RIF (though that can be reduced to 30 days based
on “not reasonably foreseeable circumstances.”) 5 C.F.R. § 351.801.
● For any bargaining-unit employees, provide the union with at least 60 days’ notice of any
RIFs, and more if a collective-bargaining agreement requires it
● Set a “competitive area” defining the organizational unit being cut and a “competitive
level” defining the types of jobs being cut; RIFs must target positions, not people.
● Make a “retention list” that ranks workers based on their tenure, veterans preference,
length of service, performance, and other criteria to decide who is terminated.
● Provide these rights to probationary employees as well as non-probationary employees.
● Provide severance pay: 1 week of pay for years of civilian service, 2 weeks for years >
10, plus an increase if you’re over 40
● Allow employees whose functions are transferred to a different competitive area to
transfer to those jobs
What To Do
● Before RIF Notice: Organize your coworkers, discuss strategies with them, keep your
union informed, download your eOPF folder, and consider what allies you can gather to
fight on your and your coworkers’ behalf.
● When you get a RIF Notice:
○ Ask the person who sent you the RIF notice and your HR representative in
writing for the retention register and check it thoroughly. Here is sample language
that you can use:
■ “Hi, my name is [NAME]. I just received a Reduction in Force notice,
dated [DATE]. Please send me the retention register that the Department
of Labor has compiled that applies to my competitive area and
competitive level immediately, along with any other information to which I
am entitled under 5 C.F.R. Section 351.505.
○ If they don’t give the retention register to you, FOIA it …](https://cdn.bsky.app/img/feed_thumbnail/plain/did:plc:j7ih5hnishq4ccdmqmb4ot7o/bafkreignwj2v5zstyj6zmlo6lxpklzrirs56txl6qgza5raizhkgyjx5iu@jpeg)
YOU HAVE RIGHTS! What Federal Employees Should Know about Reductions in Force (RIFs) Your Rights Generally speaking, for non-SES, executive-branch employees, your agency must: ● Provide 60 day’ advance notice of a RIF (though that can be reduced to 30 days based on “not reasonably foreseeable circumstances.”) 5 C.F.R. § 351.801. ● For any bargaining-unit employees, provide the union with at least 60 days’ notice of any RIFs, and more if a collective-bargaining agreement requires it ● Set a “competitive area” defining the organizational unit being cut and a “competitive level” defining the types of jobs being cut; RIFs must target positions, not people. ● Make a “retention list” that ranks workers based on their tenure, veterans preference, length of service, performance, and other criteria to decide who is terminated. ● Provide these rights to probationary employees as well as non-probationary employees. ● Provide severance pay: 1 week of pay for years of civilian service, 2 weeks for years > 10, plus an increase if you’re over 40 ● Allow employees whose functions are transferred to a different competitive area to transfer to those jobs What To Do ● Before RIF Notice: Organize your coworkers, discuss strategies with them, keep your union informed, download your eOPF folder, and consider what allies you can gather to fight on your and your coworkers’ behalf. ● When you get a RIF Notice: ○ Ask the person who sent you the RIF notice and your HR representative in writing for the retention register and check it thoroughly. Here is sample language that you can use: ■ “Hi, my name is [NAME]. I just received a Reduction in Force notice, dated [DATE]. Please send me the retention register that the Department of Labor has compiled that applies to my competitive area and competitive level immediately, along with any other information to which I am entitled under 5 C.F.R. Section 351.505. ○ If they don’t give the retention register to you, FOIA it …
![date of [DATE YOU RECEIVED RIF NOTICE] and an effective date of[DATE NOTICE SAYS RIF IS EFFECTIVE]. In particular, I would like to
receive any retention registers compiled for the Reduction in Force for which I received the attached notice. Please provide this information as soon as possible. For bargaining unit employees, file grievances over any failure to inform the union, lack of notice, placing employees on administrative leave without cause, or mistakes in the retention register.
● After RIF Notice: Challenge errors before the Merit Systems Protection Board (MSPB)
or via union grievance. Continue to come to work if they have RIF’d you unlawfully.
Stay in touch with your colleagues.
Additional Resources
● Reductions in Force (RIFs): An Overview (QR code below)
● Rise Up: Federal Workers Legal Defense Network (QR code below)
● How to Seek Compensation for Mental Health Conditions caused or aggravated by a
Federal Employer - CFPB Union (QR code below)
YOU ALSO HAVE THE RIGHT TO FREE SPEECH!
As long as you speak in your personal capacity about a matter of public concern and your
speech does not interfere with your job, you can generally say what you want. Click the last QR
code above for a presentation explaining federal employee free speech rights.
● Your union representatives](https://cdn.bsky.app/img/feed_thumbnail/plain/did:plc:j7ih5hnishq4ccdmqmb4ot7o/bafkreihhy4m6oxpikownyvu5mo2bxgvxx6gyx2iuxsuih4qwbipiriltii@jpeg)
date of [DATE YOU RECEIVED RIF NOTICE] and an effective date of[DATE NOTICE SAYS RIF IS EFFECTIVE]. In particular, I would like to receive any retention registers compiled for the Reduction in Force for which I received the attached notice. Please provide this information as soon as possible. For bargaining unit employees, file grievances over any failure to inform the union, lack of notice, placing employees on administrative leave without cause, or mistakes in the retention register. ● After RIF Notice: Challenge errors before the Merit Systems Protection Board (MSPB) or via union grievance. Continue to come to work if they have RIF’d you unlawfully. Stay in touch with your colleagues. Additional Resources ● Reductions in Force (RIFs): An Overview (QR code below) ● Rise Up: Federal Workers Legal Defense Network (QR code below) ● How to Seek Compensation for Mental Health Conditions caused or aggravated by a Federal Employer - CFPB Union (QR code below) YOU ALSO HAVE THE RIGHT TO FREE SPEECH! As long as you speak in your personal capacity about a matter of public concern and your speech does not interfere with your job, you can generally say what you want. Click the last QR code above for a presentation explaining federal employee free speech rights. ● Your union representatives
🚨 We want to get this flyer out to DOL employees who have been RIFed but many of them are on administrative leave instead of in the building. If you know any feds who need this info, please share it with them!
Important info on what to do after receiving a RIF notice (alt text included) ⬇️⬇️
Happy Wednesday #Bluesky 🦋
#TeamCarney #Canada 🇨🇦
#TeamCanada #CanadaProud #CanadaStrong #ElbowsUp
Have a Wonderful Day ☕️ ☕️
To be effective, our opposition to today's abuses must run alongside a clear picture of what we are actually for - and how everyday life could be better with different leadership.
07.05.2025 15:18 — 👍 22417 🔁 5048 💬 721 📌 374
05.05.2025 15:07 — 👍 33031 🔁 9601 💬 1329 📌 685
Trump, the so-called dealmaker, now wants to delay Medicare from negotiating drug prices.
Eli Lilly charges Americans $1,080 for the diabetes drug Mounjaro when the same drug can be purchased for $200 in Japan and $520 in the U.K.
Is this what Trump means by America First?
15.04.2025 00:51 — 👍 1393 🔁 255 💬 13 📌 12
This is chilling.
08.04.2025 04:12 — 👍 1 🔁 0 💬 0 📌 0He’s always been self employed and he’s bankrupt his businesses several times.
07.04.2025 21:45 — 👍 4 🔁 0 💬 0 📌 0
Protest sign that says "PROTECT DUE PROCESS"
It warms my civ-pro-professor heart.
05.04.2025 18:39 — 👍 467 🔁 67 💬 5 📌 0Our elected legislators let him do it!
06.04.2025 19:25 — 👍 0 🔁 0 💬 0 📌 0
31.03.2025 17:37 — 👍 10000 🔁 2940 💬 316 📌 182
🤬
30.03.2025 15:29 — 👍 31 🔁 2 💬 1 📌 0Instead of stealing Greenland from Denmark, let’s steal some of their policies.
In Denmark:
- Health care and college are free.
- The starting wage is $22/hr.
- Paid parental leave is 1 year.
- Paid vacation is 6 weeks.
- All workers get pensions.
