Trump 2.0 EO Breakdown

Schedule Political/Career (PC) Executive Order

Soundbites:

1. “This action will transform the professional civil service into an army of political appointees loyal to Trump, not their mission.”
2. “It dismantles the merit-based civil service, jeopardizing professionalism and impartiality.”

Key Details:

• Creates a hiring authority in the excepted service (Schedule PC) for policy-influencing decisions.
• Could make hundreds of thousands of non-partisan roles into at-will positions.
• Purports to remove due process protections and collective bargaining rights.

Legal Analysis:
Nothing in this Executive Order, as written, should abrogate existing collective bargaining agreements (CBAs), which remain in full force and effect. If agencies attempt to violate CBAs, unions should notify their Districts, Councils, and AFGE National. Members are encouraged to comply and grieve to ensure rights are upheld.

President Kelley:
“This order is a blatant attempt to corrupt the federal government by removing protections for workers, making them answerable only to one man.”

Return to Worksite Directive

Soundbites:

1. “Telework isn’t new—over half of federal employees never worked remotely, even during the pandemic.”
2. “Smart telework enhances productivity, recruitment, and retention. Rolling it back disrupts operations and progress.”

Key Details:

• Directive allows agencies discretion in implementation, with no specific timeline.
• Hybrid schedules negotiated in contracts remain binding.

Legal Analysis:
This directive does not, as written, violate collective bargaining agreements. Hybrid telework schedules detailed in CBAs remain legally binding. Should agencies implement policies contrary to CBAs, unions must notify their Districts, Councils, and AFGE National, comply, and grieve.

President Kelley:
“This directive undoes decades of workplace progress. Rather than regressing, we urge the administration to focus on improving government programs for the public.”

Federal Hiring Freeze Memorandum

Soundbites:

1. “The federal workforce hasn’t grown since the 1970s, while the U.S. population has skyrocketed.”
2. “Freezing hiring worsens workforce shortages and skills gaps, undermining vital services.”

Key Details:

• Freezes civilian hiring for up to 90 days, with exceptions for national security and public safety roles.
• Prohibits outsourcing to circumvent the freeze.

Legal Analysis:
The hiring freeze does not, on its face, abrogate CBAs. However, agencies’ implementation must align with negotiated agreements. If violations occur, unions should escalate to their Districts, Councils, and AFGE National, ensuring compliance and filing grievances as necessary.

President Kelley:
“This isn’t about efficiency—it’s about chaos and targeting patriotic Americans. These actions only harm the services the public relies on.”

Targeting DEI Programs

Soundbites:

1. “Merit-based systems require fairness for all, ensuring opportunity regardless of background.”
2. “Federal agencies have the lowest gender and racial pay gaps because hiring decisions are based on ability, not bias.”

Key Details:

• Ends all DEI initiatives and reviews federal employment practices for compliance with the EO.
• Risks undermining workplace equity and military readiness, as per defense leaders.

Legal Analysis:
The EO’s directive to review employment practices must comply with existing CBAs. If agencies attempt to implement changes that conflict with CBAs, unions should notify their Districts, Councils, and AFGE National, comply, and grieve to uphold the negotiated terms.

President Kelley:
“DEI programs promote fairness and build a workforce that mirrors America’s diversity. Their elimination jeopardizes progress and inclusivity.”

Lawsuit Against DOGE

Soundbites:

1. “Fairness, accountability, and transparency—these are at the heart of our lawsuit.”
2. “Federal employees aren’t the problem; they are the solution. Excluding them threatens good governance.”

Key Details:

• DOGE’s composition excludes federal employees’ voices, violating the Federal Advisory Committee Act.
• AFGE and partners demand fair representation and transparency in government decision-making.

Legal Analysis:
While this lawsuit focuses on transparency and accountability, it is also critical for agencies to honor CBAs. If DOGE-led initiatives infringe on CBA terms, unions should escalate issues to their Districts, Councils, and AFGE National, comply, and grieve.

President Kelley:
“This fight is about fairness and integrity. Federal employees’ voices are crucial to decisions affecting their work and public service.”

Reforming Federal Hiring

Soundbites:

1. “Replacing objective criteria with vague ideals is a path to cronyism. Federal jobs should go to the most qualified, not the most connected.”
2. “Merit-based hiring ensures federal employees serve the public, not political interests.”

Key Details:

• Proposes subjective hiring criteria tied to “American ideals” and “efficiency,” undermining the current merit-based system.

Legal Analysis:
This EO, as written, does not eliminate protections afforded under CBAs. Should agencies adopt hiring practices inconsistent with CBAs, unions must escalate issues to their Districts, Councils, and AFGE National, comply, and grieve to protect merit-based hiring systems.

President Kelley:
“The federal government already hires and promotes exclusively on the basis of merit. The results are clear: a diverse federal workforce that looks like the nation it serves, with the lowest gender and racial pay gaps in the country. We should all be proud of that.”