Updated September 24th, 2026

NFFE NEWS

  • NFFE Fights Back on Trump's Pay Freeze - On September 23, 2026, the National Federation of Federal Employees (NFFE-IAM) National President Randy Erwin joined the Federal Workforce Caucus and fellow federal labor union presidents at a press conference demanding Congress give the civil service a pay raise in FY 2027.  President Trump’s alternative pay plan, which imposes a pay freeze on most federal employees under the guise of a “national emergency,” provides federal law enforcement officers with a 3.8% increase and 5-7% for military personnel. Led by Representative James Walkinshaw (D-VA), Rep. Steny Hoyer (D-MD), and Sen. Chris Van Hollen (D-MD), the Federal Workforce Caucus hosted a press conference at the U.S. Capitol to advocate for a 4.1% pay raise for the civil service, as outlined in a bipartisan letter signed by 110 members of Congress.  

    "Federal workers are ordinary, middle-class Americans living in every corner of this great country. Regardless of where you live, they are your friends and neighbors, and like most people, federal employees just want to make a fair living and provide for their families. But for federal employees, that has become harder and harder to do.”

    “If Congress permits the pay freeze President Trump has proposed, in a way that is clearly political retribution for some perceived offense most federal employees had nothing to do with, it will make recruiting and retaining the workforce the American people need next to impossible.”


    “Congress: do the right thing and give all federal employees the pay adjustment they deserve.” 

    -President Randy Erwin, NFFE National

    Updated September 9th, 2026

    Additional Calls to Action


      Updated September 9th, 2026

      Forest Service Council News & Updates

      • USDA Forest Service Reorganization - NFFE joined other USDA unions in filing legal complaint against USDA regarding Agency decision to move forward with reorganization with the U.S. District Court for the Northern District of California on Sept 8th, 2026.  Additionally, a motion was filed as part of this case to issue an injunction and temporary restraining order on reorganization.  Estimated decision to come October 13th, 2026 or a date as decided by court.
      • MOU on USDA Forest Service Reorganization - signed by NFFE FSC and USFS representatives on June 12, 2026.  Signed confirmation of MOU by USDA on June 15, 2026.
      • Telework/Remote Work Arbitration - Decision issued July 10, 2026 with arbitrator deciding Agency violated the Master Agreement (specifically Articles 4, 11, and 31) when it unilaterally cancelled all telework and remote work agreements and committed an unfair labor practice under FS Labor Management Relations Statute.  Following this the Agency issued an appeal in August.  There is an estimated 6-9 month process to decision on appeal.



      December 8th, 2025


      Weather & Safety Leave Policies and Agreements

      Winter weather creates potentially unsafe travel conditions.  The following provides guidance from relevant laws, regulations, policies, and agreements.


      Master Agreement Article 20.6.d,

      Weather and Safety Leave may be granted, in accordance with 5 USC 6329c, 5 CFR Part 630, Subpart P, and consistent with the OPM Governmentwide Dismissal and Closure Procedures. This type of leave may be appropriate when weather or other safety-related conditions prevent employees from safely traveling to, or safely performing work at an approved location due to an act of God, terrorist attack, or other applicable condition.

      1. Ensuring employee safety is the primary consideration when determining whether to close a Forest Service office. Management retains the right to determine the operating status of its facilities. Office closure procedures will be in accordance with Office of Personnel Management (OPM) “Government Wide Dismissal and Closure Procedures.”


      The Telework Enhancement Act of 2010, 

      “requires a written agreement between an agency manager and an employee that outlines the specific work arrangement agreed to.”


      As of January 24, 2025, USDA Memo on Return to Office Policy states,

      “This memorandum withdraws and replaces the policy previously established in Departmental Regulation (DR) 4080-811-002, Telework and Remote Work Programs, dated November 22, 2021, the associated memorandum signed by Secretary Vilsack on March 11, 2021, and any other telework policies and guidance previously issued. In addition, references to these documents are no longer in effect in any other Departmental policy, directive, forms or documents as of January 24, 2025.”


      This means that all telework agreements that were signed prior to January 24, 2025 are no longer in effect and cannot be used for weather-related emergencies or office closures.

      Furthermore, from Master Agreement Article 20.6.d.6,

      “Employees will not be required to complete ad hoc/situational telework agreements simply to avoid granting weather and safety leave during office closures.”


      If an office closure occurs at your duty station, during your scheduled work hours, you should code your time with Descriptor 34 Weather & Safety Leave, Transaction Code 66 Other Leave.


      However, if an employee secured a telework agreement since January 24, 2025 (likely through the Reasonable Accommodation process) Master Agreement Article 31.3.m. applies:

      Short term Unscheduled and Emergency Telework

      1. Provisions related to performing telework during short term office closures (for example, weather-related closures) are covered under Section 5.b of the USDA DR and by Article 20.6.d. Generally, employees with Telework Agreements are not eligible to receive Weather and Safety Leave. Consistent with Article 20.6.d and in accordance with 5 USC § 6329(c), employees will be granted weather and safety leave when weather or other safety-related conditions prevent them from safely traveling to or safely performing work at their normal worksite, their telework site, or other approved location.

      2. Employees under approved Telework Agreements who are working in the office when an early departure is announced due to weather or safety generally may receive weather and safety leave for the amount of time required to commute home, if they complete the remaining time (if any) in their workday either by teleworking or taking leave or other paid time off once they arrive home.