NTEU Chapter 228, Germantown, MD

06/11/2026

NTEU Continues Fight to Protect Merit-Based Civil Service

The National Treasury Employees Union (NTEU) is actively advocating for Executive Branch employees affected by the Schedule F policy. NTEU is firmly committed to pursuing litigation to ensure that federal employees continue to be hired and retained based on merit and skill, not partisan affiliation, so the American people receive reliable government services.

The Administration has escalated efforts to strip federal workers of congressionally granted rights, focusing on reclassifying certain positions to Schedule F—a new employment category designed to make it easier to dismiss employees. An official order has now transferred an unspecified number of employees to Schedule F, and as a result, litigation over this initiative will proceed.

There is confusion about the reach of the Executive Order. Some reports suggest all GS-13 to GS-15 positions are affected, but in reality, the order primarily targets senior employees who influence agency policy. If you do not influence agency policy or make agency policy decisions, but your job has been slated for Schedule F, contact your union office immediately.

This reclassification strips nonpartisan employees of traditional civil service protections, converting them into at-will employees subject to dismissal without the usual procedural safeguards or appeal rights. While some sources suggest that this impact extends to all GS-15 positions, the Executive Order should only mandate that agencies transfer senior, policy-influencing roles—primarily at the GS-13 to GS-15 levels—to Schedule F.

With the Administration’s order now in effect, making it easier to terminate these employees, NTEU’s litigation will continue. The union remains steadfast in defending a merit-based federal workforce and ensuring that government services are delivered by skilled, nonpartisan professionals.

The Administration continues to focus on trying to strip federal workers of the rights that Congress gave them instead of letting them do the jobs that the American people count on them to do. Now that the Administration has officially ordered the transfer of an untold number of employees to Schedul...

06/11/2026

Dues Direct Link

NTEU will continue to advocate for you, but we need your help. Supporting your union and paying your dues through DUES Direct is vital for protecting your workplace rights and benefits. Here’s why:

Whenever your agency proposes changes to workplace policies—such as performance measures, telework options, training, or other working conditions—your union steps in to represent your interests through a process called “Impact and Implementation (I&I) bargaining.” This negotiation ensures that any changes are fair and that your voice is heard.

By paying your dues, you help keep NTEU strong and effective. Your support empowers union leaders to advocate for you, challenge unfair policies, and secure better working conditions. DUES Direct makes your support seamless, so your union can focus on protecting your rights without interruption.

If you have not received your DUES Direct link, contact me ASAP, it is vital to protecting your workplace rights and benefits.

We believe federal employees deserve to be treated with dignity and respect.

06/10/2026

Strong Voices

Federal unions remain active and continue to advocate for all federal employees. If you have not received your DUES Direct Link, please contact me as soon as possible so I can assist you promptly.

Federal employees need a strong voice. Paying your dues helps NTEU continue advocating on your behalf.

Employees should never be forced to work in an unhealthy environment or fear retaliation, demotion, or reprisal for voicing concerns. The Whistleblower Protection Act (WPA) and federal unions help safeguard these rights. Every workplace deserves a clear and safe path for employees to speak up and be heard. We must continue to fight for equality instead of accepting the status quo.

In conversations with federal employees—both managers and staff—many have expressed concerns about their future, work environment, and performance evaluations, despite their strong commitment to safeguarding America and its people. Some hesitate to file grievances, even when unfairly rated or mistreated, while others prefer to stay under the radar. These concerns underscore the need for more effective support systems and safer channels for employees to raise issues.

Federal government union duties focus on collective bargaining, workplace representation, and contract enforcement for federal employees. The NTEU operates under the Civil Service Reform Act of 1978.

The primary statutory duties and responsibilities of federal sector unions include the following:

* Exclusive Representation: Unions must represent every member of their bargaining unit, regardless of dues payment or active membership status.

* Collective Bargaining: Unions negotiate working conditions, health benefits, hours, vacation, and safety practices. Base compensation is generally not subject to negotiation, as it is governed by General Schedule laws and other federal statutes.

* Grievance Processing: Union representatives assist employees with administrative and negotiated grievance procedures, particularly in response to unjust disciplinary actions or workplace disputes.

* Statutory Enforcement: Unions monitor agencies to ensure compliance with labor laws, labor agreements, and agency policies. When agency management violates these standards, the union can file an Unfair Labor Practice (ULP) with the Federal Labor Relations Authority

NTEU represents employees in 38 federal agencies and offices.

06/10/2026

Remember - The National Treasury Employees Union (NTEU) is still active

Under 5 U.S.C. Chapter 71, federal civilian employees have the statutorily protected right to form, join, or assist a union, or to refrain from such activities. Unlike private-sector counterparts, federal unions cannot bargain over wages, benefits, or retirement, and strikes are strictly prohibited. [1, 2, 3]

Core Federal Union Rights & Laws

Federal employees operate under the Civil Service Reform Act with the following key provisions:

Right to Representation: According to 5 U.S.C. § 7114, unions granted exclusive recognition are the sole representatives for the employees in their unit. They have the right to negotiate collective bargaining agreements and represent employees in grievances. [1, 2]

Scope of Bargaining: Bargaining is generally limited to "conditions of employment". This includes items like personnel policies, working hours, and safety practices. It does not include base pay or government-wide benefits. [1, 2, 3]

Management Rights: Under 5 U.S.C. § 7106, federal agencies retain exclusive authority to determine their own mission, budget, organization, and number of employees. Management also retains the right to hire, assign, and fire employees.[1, 2, 3, 4, 5]

Official Time: 5 U.S.C. § 7131 permits federal employees acting as union representatives to use paid "official time" to conduct union business, such as investigating grievances, if reasonable and in the public interest. [1]

Who is Covered?

The law applies to most non-postal federal executive branch employees. However, 5 U.S.C. § 7103 excludes several entities from these union rights. Employees in the FBI, CIA, NSA, the Government Accountability Office, the Secret Service, and the Tennessee Valley Authority generally do not fall under this labor-management statute. [1, 2]

For further details regarding how federal unions operate, you can review the full 5 U.S.C. Subchapter II or visit the Federal Labor Relations Authority resources. prelim@title5/part3/subpartF/chapter71&edition=prelim" rel="ugc" target="_blank">https://uscode.house.gov/view.xhtml?path=/prelim@title5/part3/subpartF/chapter71&edition=prelim

06/10/2026

NTEU Dues Direct Link

It is crucial that you continue to support federal unions. This is important for several reasons, even considering the unique restrictions federal unions face compared to their private-sector counterparts:

1. Protection of Employee Rights: Federal unions provide a formal structure for employees to address workplace concerns, unfair treatment, or policy violations. They ensure due process and representation in disciplinary actions, grievances, and appeals.

2. Collective Voice on Workplace Conditions: While federal unions cannot bargain over wages or benefits, they play a crucial role in negotiating “conditions of employment”—including workplace safety, schedules, leave policies, telework arrangements, and other daily work matters. This collective bargaining helps improve the quality of federal workplaces for everyone.

3. Checks and Balances on Management: Federal unions act as an important check on agency management, ensuring that employee interests are considered in policy decisions. They help hold management accountable to fair procedures and transparent communication.

4. Advocacy and Official Time: Union representatives use “official time” to advocate for employees, investigate complaints, and work towards fair resolutions—all while being compensated. This system is designed to support productive labor-management relations and prevent costly disputes.

5. Statutory Protections: Federal law (5 U.S.C. Chapter 71) guarantees the right to organize, join, or assist a union, without fear of retaliation. This legal backing means unions are a secure avenue for employees seeking support or wishing to improve their workplace.

6. Promotion of Fairness and Equity: Unions help ensure that federal employment practices are consistent, equitable, and based on merit, rather than favoritism or arbitrary decisions. This leads to a more just and effective public service.

7. Broader Impact: A strong union presence can help shape agency culture, promote diversity and inclusion, and ensure that government workplaces reflect the values of public service.

In summary: Supporting a Federal Union means supporting your right to representation, a collective voice in the workplace, and a system that promotes fairness, transparency, and accountability for all federal employees—even within the statutory limits of federal labor law.

NTEU represents employees in 38 federal agencies and offices.

06/10/2026

The National Treasury Employees Union continues its fight to Protect Merit-Based Civil Service.

The National Treasury Employees Union (NTEU) strongly opposes the Schedule Policy/Career move and urges all affected employees to stay informed and engaged.

Last week, the President signed an executive order transferring approximately 8,000 employees into a new excepted service category called Schedule Policy/Career. This order allows the administration to more easily dismiss these employees, raising serious concerns about job security and due process protections.

Department of Energy (DOE) employees: If you believe your position has been incorrectly categorized, act quickly to protect your rights. If your role has been impacted by the Schedule Policy/Career changes and you do not make agency policy decisions, please notify me as soon as possible—your job should not be included in the Schedule Policy/Career category. Employees at other Executive Branch federal agencies should promptly inform their union representative if impacted.

NTEU is committed to defending your rights and ensuring you have access to fair representation and due process. However, under the executive order, affected employees will lose critical due process rights, including advance notice of removal from federal service and the right to appeal these decisions.

This change undermines decades of progress toward a professional, nonpartisan federal workforce and sets a dangerous precedent for future administrations. The competitive, merit-based civil service was established in 1883 to end the spoils system, which awarded government jobs based on political loyalty rather than merit. This executive order undermines the Civil Service Reform Act and the Constitution’s due process protections by converting career civil service positions into political appointments, threatening the integrity of federal employment.

NTEU will continue to advocate for all federal employees, working to ensure that merit—not politics—determines who serves the American people. “The administration continues to focus on stripping federal workers of the rights granted by Congress, instead of allowing them to serve the American people,” said NTEU National President Doreen Greenwald.

In addition to challenging this unlawful order, NTEU is partnering with allies on Capitol Hill to advance legislation that would permanently safeguard civil service rights for all federal employees.

We believe federal employees deserve to be treated with dignity and respect.

06/02/2026

Pay your NTEU Dues - NTEU cannot WIN without YOU!

Why Federal GS Employees Should Support Unions?

Did you receive a 5.2% pay raise in 2024? The National Treasury Employees Union (NTEU) advocated for an 8.7% average pay raise for federal employees in 2024.

Did you know the NTEU played a pivotal role in advocating for the Federal Subsidy for Energy Employees Transit (SEET) and the Federal Flexible Spending Account Program (FSAFEDS)? These initiatives, along with other benefits, were brought to the administration’s attention by the NTEU and were ultimately approved. Furthermore, the NTEU has been instrumental in securing other significant federal initiatives, including pay increases and expanded benefits.

If you depend on the SEET Program, FSAFEDS, and other federal benefits, it’s crucial to support and express your gratitude to the NTEU. The union has successfully defended and expanded these initiatives for all federal employees, not just those in bargaining units.

NTEU has secured several major legal and labor victories for federal employees, including blocking the unilateral cancellation of telework, preventing government shutdown layoffs, and defending collective bargaining rights.

This is why it is essential to continue paying your NTEU dues, even if your agency has removed or deleted your recurring payroll deduction. NTEU tirelessly advocates for all federal GS employees—whether you are in management or part of the bargaining unit, you benefit from NTEU’s ongoing efforts.

We encourage you to stand with us and support the union that has delivered tangible results: improved health care, pay increases, and the establishment of FSAFEDS. Job security is another core NTEU achievement. Even when job security feels uncertain, NTEU has protected employees. For example, DOE probationary employees were immediately reinstated thanks to NTEU’s efforts. In April 2025, when employees faced the DRP, NTEU was prepared to advocate for anyone at risk of a RIF—and we would have succeeded. The DRP was implemented because agencies knew NTEU would challenge unethical RIP processing and likely prevail.

Recently, NTEU urged the administration to ease telework restrictions in response to rising gas prices, further demonstrating our commitment to your daily needs.

Additionally, the union is seeking an increase in gas reimbursement rates to help offset the impact of the ongoing conflict with Iran, which continues to disrupt global oil supplies and drive up employee costs.

Key victories include:

Telework & Return-to-Office (RTO) Protections: An arbitrator ruled that the Department of Health and Human Services (HHS) committed an unfair labor practice by terminating telework and remote work agreements. The union's win reaffirmed that negotiated telework rights in existing union contracts supersede broad presidential return-to-office directives.

Blocking Reductions in Force (RIF): NTEU successfully secured preliminary injunctions to halt the administration from executing mass layoffs and eliminating jobs during government shutdowns, protecting the careers of nonpartisan civil servants.

Collective Bargaining Defenses: NTEU has fought and won multiple arbitrations against agencies (such as HHS and the USPTO) for unfair labor practices, successfully invalidating policies where management attempted to bypass union contracts, impose restrictions on official union time, or negotiate in bad faith.For comprehensive updates on your specific agency or to check ongoing labor battles, visit the National Treasury Employees Union portal.

A federal court has extended its order barring the Trump administration from firing federal workers because of the government shutdown as litigation filed by labor unions proceeds.

06/02/2026

NTEU Urges Trump Administration to Ease Telework Restrictions as Gas Prices Surge

The union is also seeking an increase in gas reimbursement rates, as the ongoing conflict with Iran continues to disrupt global oil supplies.

The National Treasury Employees Union (NTEU) on Thursday called on the Trump administration to support federal workers facing soaring gas prices, as the U.S. conflict with Iran threatens to enter its third month.

Since the effective closure of the Strait of Hormuz—following U.S. military strikes in February—the average price of gas has risen from under $2.81 per gallon in January to $4.56 as of Thursday.

In two letters sent Thursday, NTEU National President Doreen Greenwald urged agency leaders to shield federal employees from rising fuel costs by reversing Trump’s rollback of telework for most federal workers and by approving a mid-year increase in gas reimbursement rates for official travel.

In a letter to OPM Director Scott Kupor, Greenwald argued that reinstating telework would help mitigate the impact of higher gas prices for all Americans. She recommended agencies restore workplace flexibility at least until average gas prices fall below $3.00 per gallon.

“Telework not only saves the government money through reduced leasing and energy expenses and increased productivity, but it also reduces traffic congestion and saves employees time and money on commuting,” Greenwald wrote. “It benefits even those who cannot telework by easing commute times and fuel demand, helping to curb rising fuel costs for everyone. Requiring all employees to work in person in federal offices—despite many jobs having been performed remotely for years—imposes a significant financial burden when gas prices are this high, especially for those in rural areas farther from their worksites.”

Greenwald also called on the administration to drop its proposed pay freeze for federal civilian employees next year, advocating instead for a “fair” pay increase to help workers manage rising energy and living costs.

In another letter to IRS CEO Frank Bisignano, Greenwald requested a mid-year boost to the government’s mileage reimbursement rates for official travel.

While the General Services Administration sets federal reimbursement rates for travel and lodging, these are capped by the IRS’s maximum rate for deductible fuel expenses. The IRS has raised these caps mid-year three times since 2000, most recently in 2022.

“This is a matter of fairness and basic equity for all Americans,” Greenwald wrote. “Failing to increase the mileage reimbursement rate as fuel costs rise shifts unreimbursed business expenses onto employees and places unnecessary financial strain on all workers who rely on their vehicles for work, including federal employees.”

The union also called for an increase in gas reimbursement rates as the president’s war against Iran continues to disrupt the world’s oil supply.

05/29/2026

Help Fight Against Unlawful NDAs on All Federal Employees

The Office of Personnel Management (OPM) is proposing a sweeping draft nondisclosure agreement (NDA) that agencies could use for current employees and new hires. Please consider submitting comments opposing this latest anti-employee, anti-union effort.

OPM’s proposal is unnecessary because there are already laws in place barring disclosure of classified information. It is unconstitutional because it infringes on federal employees’ Free Speech rights. It is unfair because it is vague and overbroad. And it violates employees’ rights because they can be fired if they refuse to sign.

NTEU will be submitting comments against the draft NDA. NTEU encourages you and your fellow workers to likewise submit comments.

Comments are due no later than June 26, 2026. OPM’s full proposal can be found herehttps://www.govinfo.gov/content/pkg/FR-2026-05-27/pdf/2026-10471.pdf

To file comments,

Click on “https://www.regulations.gov/commenton/OPM-2026-0100-0004

You can simply type in your comment or attach a document.

You may submit comments anonymously
You may submit any comments you want, and you should put them in your own words and add any particularized concerns that you have, but some suggestions are:
I oppose the administration’s effort to restrict the rights of federal employees that are protected by the First Amendment.

Existing laws and regulations already protect our nation's secrets.
Civil servants are dedicated and diligent, and there is neither need nor justification for any federal employees, whether new or existing, to be required to sign a blanket NDA.

05/28/2026

Administration proposal to have all federal workers sign NDAs.

As NTEU National President Doreen Greenwald has emphasized, there is simply no valid basis for imposing such broad requirements on federal employees. Our nation's existing laws already provide robust protection for sensitive information, ensuring that our secrets remain secure without the need for additional agreements.

Mandating these new non-disclosure agreements could have far-reaching and unintended consequences. Not only might they preemptively chill speech protected under the First Amendment, but they also risk discouraging whistleblowing—an activity that is legally protected and absolutely vital for transparency and accountability. Such agreements could create an atmosphere of fear, dissuading employees from raising legitimate concerns when they arise.

For these reasons, the NTEU has made it clear that they will oppose any effort to require federal employees to sign additional non-disclosure agreements and stand firmly against this flawed proposed regulation. Personally, I believe it is crucial to protect both the integrity of our national security and the rights of federal workers.

It’s also important to remember that federal employees are not permitted to strike or represent themselves on Capitol Hill in their official capacity, which makes union advocacy indispensable. Unions are the backbone of ensuring that our interests and rights are heard and protected—especially in challenging times like these.

If you are a GS employee, I strongly encourage you to support the union and join us in advocating for federal employees. Your involvement matters, and together, we can make a meaningful impact and ensure our voices are heard.

The nondisclosure agreement is necessary because of “unauthorized disclosures” about government activities to the media, according to the draft notice.