President Trump signs Executive Orders adversely affecting Federal Employees and their Unions

Late Friday afternoon, May 25th, President Trump signed 3 Executive Orders that are aimed at limiting Federal Employees’ due process rights and taking steps toward destroying the effectiveness of Federal Employees’ unions. These signed Executive Orders take effect in 45 days (approx. July 8th), unless they are revoked or rescinded.

On May 30th, IFPTE sent a letter to House and Senate leaders, informing them that the three Executive Orders signed by the President on Friday that, “It would be a dangerous abdication of your congressional responsibilities to remain silent …” Read the letter here.

AFEU and IFPTE continue to fight for you and your rights and interests. In reaction to these 3 Executive Orders, on May 30th, IFPTE leaders (AFEU’s “Parent union”) sent a response letter to House and Senate leaders (Paul Ryan, House Speaker; Nancy Pelosi, House Minority Leader; Mitch McConnell Senate Majority Leader; and, Charles Schumer, Senate Minority Leader), informing them that IFPTE believes that, “It would be a dangerous abdication of your congressional responsibilities to remain silent …”.

In further action, on June 13th, 13 unions representing federal employees joined together to file a lawsuit challenging the legality of these 3 Executive Orders.

What can you do?  Call or e-mail your local congressional representatives (off duty, off federal property, on your own phone/computer) now, before these Executive Orders take effect!

The three signed Executive orders are published under the May 25, 2018 date at:

For press articles on this topic, see:


From IFPTE HQ in Washington, DC:

Attached is a summary of three EOs that President Trump signed today.  These can only be described as an attack on the due process rights of federal workers, and an effort to eliminate federal unions.

Here is a summary as we read this:

  • Allow agencies to consider an employee’s past misconduct, even when it’s not relevant to a current situation.
  • Remove progressive discipline.
  • Give employees no more than 30 days’ notice of proposed removals or disciplinary actions.
  • Lower the burden of proof for the employer to take disciplinary action against an employee.
  • Remove seniority as a factor when determining which employees are let go during a reduction in force.
  • Eliminate performance improvement plans, which give employees an opportunity to improve their performance before disciplinary actions are taken against them.
  • Remove the union’s access to all agency resources unless paid for by the union, including office space, meeting rooms, phones, and printers.
  • Cap the use of official time to one hour per bargaining unit employee (from up to three hours currently), requires the reporting of any overages to the President and OPM Director, and requires any overages to be deducted from next year’s allotment.
  • Call for all collective bargaining agreements to be opened for negotiations at the earliest legal date.
  • Prohibit reimbursements for any travel/per diem conducted on official time.
  • Prohibit all lobbying while on official time, even if current collective bargaining agreements allow otherwise.