LIUNA Local 1776

04/21/2026

***UPDATE***

🔥🔥FROM BUSINESS MANAGER BEN BANCHS🔥🔥

Ben gives his take on the latest regarding notices about Union Contracts being canceled and what’s going on. He also talks about dues paying members and the Union’s ability to operate.

To sign up for dues go to:

https://local1776.org/membership-portal

04/20/2026

***DoD Orders Agencies to Terminate Union Contracts***

Good morning,

You may have received a notice from your respective state/territory (similar to the one in the image below from Michigan) that they have basically terminated their contract with LIUNA and that you are no longer a bargaining unit employee. Each state/territory we represent sent us a similar notice last week.

BLUF: The states/territories are acting on orders they received from DoD in Washington. This order to cancel collective bargaining impacts all of DoD, not just the National Guard.

Our position is that this is an illegal order because IAW our individual contracts (see Section 3.6 or 3.7 of your respective Union contract) the only entity that can actually terminate our CBA is the Federal Labor Relations Authority (FLRA). For that reason, we responded to each state/territory (see below) telling them as much and informing them that if they don’t rescind the notice then we will file an Unfair Labor Practice (ULP) with the FLRA. They have 15 days to comply. If they don’t (which they’re not going to) then that triggers our ability to file a ULP, which we certainly will.

In the mean time, stay tuned. We are still here, we have not gone anywhere. We will provide an update as soon as we have more to report. Below is our response to the notice sent last week:

In response to your notice, we refer you to the CBA.

IAW Section 3.7:

Section 3.7 – Termination of Agreement

1. This Agreement may also be terminated by mutual consent of both Parties, or at any time it is determined and established by the FLRA that the Union is no longer entitled to Exclusive Recognition.

We would never agree to terminate the CBA. So, until the FLRA determines that the Union is no longer entitled to exclusive recognition then the CBA is controlling.

You need to rescind the memo and if you believe the EO gives you the authority to terminate the CBA then you must file a petition with the FLRA.

You have 15 days to do the above. Failure to do so will result in a ULP IAW Section 6.5 of the CBA.

If you're filing with the FLRA then you know that the CBA is not terminated until the FLRA issues a decision.

The law is clear: an agency cannot unilaterally withdraw recognition from an FLRA-certified exclusive representative, and the EO does not grant you such authority or supersede applicable federal statutes. The agency must continue to recognize and bargain with the union unless and until the FLRA issues a decision changing or revoking the certification.

Referenceas:

1. 5 USC Sec. 7111(f)(1): Once a labor organization is certified as the exclusive representative, that certification remains in effect until the FLRA revokes or amends it. Agencies have no independent authority to declare a union defunct or to stop recognizing it. Even if an agency believes the union is no longer functioning, it must continue to recognize and bargain until the FLRA rules otherwise.

2. FLRA Case Law:

a. The FLRA has repeatedly held that an agency commits an unfair labor practice if it stops recognizing a union without an FLRA decision (U.S. DOJ, INS, 9 FLRA 253 (1982));

b. An agency may not withdraw recognition absent an FLRA determination; doing so violates 5 USC Sec. 7116(a)(1) and (a)(5) (Department of the Army, HQ Fort Dix, 53 FLRA 287 (1997));

c. The FLRA reaffirmed that only the FLRA can determine whether a union is defunct or no longer the exclusive representative (U.S. Department of the Navy, Naval Facilities Engineering Command, 14 FLRA 702 (1984));

3. FLRA Representation Regulations – 5 CFR Part 2422 - These regulations make clear that:

a. Only the FLRA can resolve a question concerning representation.

b. Agencies must continue to recognize the union unless and until the FLRA issues a decision altering the certification.

Bottom Line: The agency is legally obligated to continue recognizing LIUNA Local 1776 and to honor the existing collective bargaining agreement unless the FLRA issues a formal decision stating otherwise. Any unilateral withdrawal of recognition would constitute an unfair labor practice.

02/02/2026

Lasted on Current “Shutdown”

We’ve gotten calls this morning about whether employees are required to report to work. Unless you have been specifically told not to come to work then you should report for your regular shift.

Regarding whether we are in a shutdown, as of right now, a partial government shutdown is already underway and includes the Department of Defense. The Senate passed a bipartisan funding package, but the House won’t vote until Monday or Tuesday, so DoD funding has officially lapsed. DoD civilians are affected immediately through furloughs or unpaid excepted work, though back pay is guaranteed once the shutdown ends.

11/17/2025

Quick Q&A: DFAS Out-of-Cycle Back Pay Message – What DoD Civilians Need to Know (Nov. 17, 2025)

Context: Thousands of DoD civilians (including excepted and furloughed) are receiving a message from DFAS about a one-time lump-sum back pay for the 43-day shutdown. It’s normal and expected — here’s the plain-English version.

Q: When will I actually get the shutdown back pay?�
A: DFAS is running a special out-of-cycle payroll this week for the three missed pay periods (Oct 4, Oct 18, Nov 1). Most people will see the money hit their bank accounts Wednesday–Friday this week (Nov 19–21). Some may see it as early as Tuesday night.

Q: Will I get a separate Leave & Earnings Statement (LES) for this money?�
A: No separate LES. The entire lump sum will appear on your next regular LES (probably Dec 1 or Dec 15) in the “Retroactive Earnings” section as “Special Pay” so the system doesn’t pay you twice.

Q: What deductions WILL come out of the lump sum?�
A: Everything that normally comes out of your paycheck:

• Federal/state/local taxes
• OASDI (Social Security) & Medicare
• Retirement (CSRS/FERS)
• FEHB health premiums
• FEGLI life insurance
• TSP (regular + catch-up) and TSP loans
• Union dues, child support, tax levies, charity, etc.�→ Taxes are calculated per original pay period, using your current W-4 settings.

Q: What deductions will NOT come out now and will hit later?�
A: These will be caught up on future regular paychecks:

• Dental/Vision (FEDVIP)
• Long-Term Care
• FSA (healthcare or dependent care)
• Military service deposits
• Some garnishments (alimony, certain child support)

Q: I owe back health premiums — will those come out of the lump sum?�
A: Yes — all missed FEHB premiums for October and November will be deducted from this payment (sometimes spread over multiple pays if the amount is huge).

Q: I got unemployment (UCFE) — do I have to pay it back?�
A: Yes. Your state unemployment office will send you a notice later. Most agencies will automatically deduct the amount you received and send it to the state so you don’t have to write a check.

Q: My timecard still looks wrong — what do I do?�
A: Fix it NOW in ATAAPS (or tell your timekeeper). DFAS is pulling whatever is currently certified. Once they run the out-of-cycle pay, late corrections become a manual pain.

Q: Will this mess up my taxes or TSP for 2025?�
A: No — everything shows up in 2025 earnings and will be on your 2025 W-2. TSP contributions and limits are based on when the money is paid, so you’re fine.

Bottom line: This is your full shutdown back pay coming faster than normal. It’s taxed and deducted like regular pay (minus a few items that catch up later). Check your bank account mid-to-late this week!

For questions: Call your local DFAS Customer Service Rep or payroll office listed on myPay.

You made it through the longest shutdown ever — money is finally on the way! 💰
�

11/13/2025

***UPDATE********************************

OPM Official Guidance on re-opening the government:
https://www.opm.gov/chcoc/latest-memos/employee-pay-leave-benefits-and-other-human-resources-programs-affected-by-the-lapse-in-appropriations/

*******************************************
Quick Q&A Update: How the End of the 2025 Government Shutdown Affects Federal Employees (as of Nov. 13, 2025)

Context: The 43-day shutdown, the longest in U.S. history, ended on Nov. 12 when President Trump signed a bipartisan continuing resolution (CR) funding most agencies through Jan. 30, 2026 (full FY2026 funding for VA, Agriculture, and legislative branches).

This overrides Trump admin threats to withhold back pay or mass firings, restoring stability for ~2M federal employees. Furloughed (~1.4M, unpaid leave) and excepted (~800K, worked without pay) workers now face a return to normalcy, though backlogs and financial recovery will take time. Here’s the specific impact, based on OPM, OMB, and agency guidance.

Q: How does this affect return to work?�
A: Furloughed employees must report to duty stations today, Nov. 13 (or as directed by your agency), per OMB’s Nov. 12 memo ordering a “prompt and orderly” reopening. Excepted workers transition seamlessly. Agencies like HHS, Commerce, and NASA sent emails late Nov. 12 instructing returns; check email/SMS for details. Expect backlogs—e.g., processing delays in HR/payroll or mission work. Remote/hybrid setups resume per pre-shutdown policy. If you can’t report (e.g., travel issues), notify HR immediately to avoid AWOL status.

Q: What about back pay?�
A: All employees get full retroactive pay (salary, overtime, differentials, allowances) for Oct. 1–Nov. 12—no interest, but guaranteed under the 2019 Government Employee Fair Treatment Act (GEFTA), reaffirmed in the CR despite OMB’s earlier memo.

Timing varies by agency:
—Many (e.g., air traffic controllers) get 70% within 24-48 hours (by Nov. 14-15).
—Others (e.g., GSA, OPM) by Nov. 15; full amount in 1-2 pay cycles (mid-Dec.). �
Deductions (e.g., health premiums, TSP) apply; repay UCFE unemployment if claimed. Monitor pay stubs—contact Payroll/HR for issues.

Q: Does this impact job security and RIFs?�
A: Yes—the CR reverses all ~4,200 mid-shutdown RIF notices (e.g., at HHS, Treasury, EPA), reinstating affected employees with back pay and no service breaks. Employees stay on paid administrative leave until formal recall. No new RIFs allowed through Jan. 2026, providing short-term protection against workforce cuts. This is a small win for employees, but the Jan. deadline risks future instability.

Q: What about benefits and leave?�
A: Coverage (FEHB health, TSP, life insurance) resumes uninterrupted; deferred premiums deduct from back pay (spread if needed). Furlough time doesn’t charge leave balances—you accrue as if working. Use accrued leave if needed for catch-up. Travel reimbursements (e.g., PCS moves) process post-reopening.

Q: Any financial or long-term effects?�
A: Immediate relief eases stressors (e.g., food banks, creditor forbearance), but recovery varies—some missed two full paychecks + partial. No bonuses except proposed $10K for non-absent air traffic controllers (details TBD). Long-term: Potential Jan. shutdown if no budget; document impacts for union grievances. Contact creditors to end hardship plans.
Tips: Log in to systems today (gov email/devices reactivated). Unions offer support hotlines. Celebrate—you endured the longest shutdown ever!

For more:
• OMB Return Memo: whitehouse.gov
• OPM Back Pay Guide: opm.gov
• GovExec Summary: govexec.com

11/10/2025

Quick Q&A Update: What the 2025 Shutdown Compromise Means for Federal Employees

Context: The bipartisan Senate deal, advanced on Nov. 9, 2025, aims to end the 40+ day shutdown with a continuing resolution (CR) funding the government through Jan. 30, 2026, for most agencies (full FY2026 funding for VA, Agriculture, and legislative branch). It overrides Trump admin attempts to withhold back pay or enact mass firings, prioritizing worker protections amid the historic impasse.

Here’s what it specifically means for ~2M federal employees—furloughed (unpaid leave) or excepted (worked without pay)—once passed and signed (likely by week’s end).

Q: What does the compromise mean for back pay?�
A: All furloughed and excepted employees will receive full retroactive back pay at their standard rates (including overtime, differentials, and allowances) for the shutdown period, as mandated by the 2019 Government Employee Fair Treatment Act (GEFTA)—overriding the Trump admin’s earlier memo suggesting it wasn’t automatic for furloughed workers. No interest accrues, but pay should issue in the next 1-2 pay cycles post-reopening (e.g., by mid-Dec.). Deductions (e.g., health premiums, TSP loans) will be reconciled from back pay.

Q: How does it address job security and firings?�
A: The deal unwinds over 4,000 reductions-in-force (RIF) notices issued during the shutdown (e.g., at HHS, Treasury, EPA), reinstating affected employees with back pay and no break in service. It blocks all agencies from implementing new RIFs through January 2026, providing short-term protection against mass layoffs. Laid-off workers remain on paid leave status until reinstated.

Q: What about benefits and leave?�
A: Benefits (e.g., FEHB health insurance, TSP contributions, life insurance) continue uninterrupted, with any deferred premiums deducted from back pay (possibly spread out). 9 Leave accrual resumes normally post-shutdown—no losses from furlough time. The CR rejects Trump’s proposed cuts (e.g., to USDA programs), stabilizing funding for employee-related operations.

Q: Are there any conditions or risks for employees?�
A: No major conditions—back pay and reinstatements are unconditional under the deal. However, the CR only funds through Jan. 30, risking another shutdown if no full budget passes, potentially repeating the cycle. If you received unemployment (UCFE), repay it from back pay to avoid overpayments. Contact HR/unions for personalized guidance.

Q: When will employees return to work?�
A: Furloughed workers should prepare to return immediately upon signing (likely Nov. 11-13), with agencies providing recall instructions. Excepted employees continue seamlessly. Full operations may take days to ramp up (e.g., backlog clearance).

For more:

• GovExec Deal Details: govexec.com
• Politico Coverage: politico.com
• OPM Shutdown Guidance: opm.gov

11/03/2025

Quick Q&A Update: Unemployment Benefits for Federal Employees During the 2025 Shutdown

Context: As the Oct. 1, 2025, government shutdown enters its 34th day (Nov. 3), ~750,000 furloughed federal employees have missed two paychecks and may qualify for Unemployment Compensation for Federal Employees (UCFE) to bridge the gap. Excepted workers (working without pay) aren’t eligible, as they’re not “unemployed.” Back pay remains guaranteed under the 2019 Government Employee Fair Treatment Act (GEFTA) for all affected employees once funding resumes—despite OMB’s controversial memo. Here’s what furloughed workers need to know about filing for unemployment, based on DOL, OPM, and state guidance.

Q: What should federal employees know if they file for unemployment?�
A: Furloughed employees can apply for UCFE through your state’s unemployment office (where your duty station is located, not where you live). Benefits replace ~50% of your salary (state-dependent; e.g., max $444/week in DC, $430 in MD, $378 in VA), paid weekly or biweekly after a possible 1-week waiting period. Key steps:

1. File Promptly: Use your agency’s SF-8 form (Notice to Federal Employee About Unemployment Compensation) for proof of furlough—get it from HR. Apply online/via phone; expect 2-3 weeks for processing due to shutdown delays in wage verification (agencies must confirm your federal salary).

2. Weekly Certification: File claims weekly, certifying you’re able and available for work (no job search required during shutdown).

3. Eligibility Tips: You’re “unemployed through no fault of your own.” Benefits are taxable (except in 6 states: AL, CA, MT, NJ, PA, VA); report them on taxes. Delays are common—~20,600 claims filed in first 3 weeks, but only a fraction approved yet.

4. Potential Issues: Some states struggle with federal wage data; contact your union (AFGE/AFSCME) for help. If denied, appeal within 30 days.

Q: Will employees have to pay back unemployment benefits?�
A: Yes, you’ll likely need to repay any UCFE received for the shutdown period once you get back pay—it’s not a gift, as you can’t be paid twice for the same time. Under DOL rules (TEN 02-25), back pay creates an “overpayment,” and states will notify you post-shutdown (via mail or UI portal). Repayment options:

• Lump Sum or Plan: Pay in full by deadline or set up installments (e.g., via myEDD in CA). No interest in most states, but delays could lead to collection (e.g., tax refund offsets, wage garnishment).

• Agency Offset: Many agencies (e.g., in GA) deduct UI amounts directly from your back pay and reimburse the state—automatic and seamless.

• No Penalty if Timely: Repay promptly to avoid overpayment fees or future UI ineligibility. If back pay is delayed (e.g., due to OMB disputes), some states offer waivers, but it’s rare.

Q: How will unemployment affect back pay once the government reopens?�
A: Back pay (full salary + benefits accrual) is issued in your first post-shutdown paycheck, unaffected by UI claims—it’s a separate entitlement under GEFTA. However:

• Deductions for Repayment: Expect UI overpayments subtracted from back pay (if your agency handles it) to settle with the state—no net loss beyond what you already received.

• Timing: Back pay could arrive 1-2 pay cycles after funding (e.g., by mid-Dec. if resolved soon). UI repayments follow shortly after.

• No Double-Dip: The system ensures equity—UI tides you over, but back pay “corrects” it. If OMB withholds back pay (illegal per experts), UI repayment could be paused via appeals/union suits.

Tips: File now if needed, but weigh the hassle—many skip it due to repayment certainty and low amounts. Explore alternatives like credit union loans (e.g., Navy Federal’s 0% shutdown advances) or food banks. Track everything; contact your state UI agency for personalized guidance. Shutdowns end—back pay is coming!

For more:
• DOL UCFE Guide: dol.gov
• OPM Shutdown Resources: opm.gov
• State Finder: servicelocator.org (UI offices)
• GovExec Overview: govexec.com

10/31/2025

From the website:

“As the federal budget impasse continues, thousands of workers are missing their paychecks through no fault of their own. This situation is stressful for federal employees and their families, who rely on this pay to meet their everyday needs. The pain extends to the employees of federal contractors and their families. Unemployment compensation is available. Claimants must apply for unemployment insurance benefits in their state. A federal employee’s last official duty station determines the state in which the employee may submit an unemployment insurance application. Benefit amounts and duration vary by state.”

As the federal budget impasse continues, thousands of workers are missing their paychecks through no fault of their own. The following resources can help workers navigate unemployment benefits, insurance and more.

10/15/2025

‼️Quick Q&A Update: Did a Judge Issue an Order to Stop Firing Federal Employees During the 2025 Shutdown?

Context: As the Oct. 1, 2025, government shutdown drags into its third week (now Oct. 15), the Trump administration began issuing Reduction-in-Force (RIF) notices to over 4,000 federal workers across agencies like HHS, Treasury, and EPA, citing the funding lapse as justification. Unions (AFGE, AFSCME) sued, arguing this violates the Administrative Procedure Act, Antideficiency Act, and RIF regulations (5 CFR Part 351), as shutdowns don’t authorize new mass firings—only pre-planned ones. While no National Guard employees have appear to be affected, we are keeping an eye on things. In the meantime, here’s the latest.

Q: Did a judge issue an order to stop firing employees?

A: Yes, on Oct. 15, 2025, U.S. District Judge Susan Illston (Northern District of California) issued a temporary restraining order (TRO) blocking the Trump administration from issuing new RIF notices or implementing existing ones during the shutdown.     During a hearing, she called the actions “illegal,” “arbitrary and capricious,” and an abuse of the shutdown for political pressure, noting the “human cost that cannot be tolerated.”    The TRO halts firings across affected agencies until a full hearing (likely by Oct. 23), giving unions time to argue for a preliminary injunction.

Q: What led to this order?

A: Unions filed suit on Sept. 30, preemptively challenging OMB Director Russ Vought’s threats to use the shutdown for RIFs targeting “Democrat-aligned” programs.   On Oct. 7, Judge Illston ordered the administration to disclose layoff details by Oct. 10.   A DOJ filing revealed ~4,100 notices issued Oct. 10 (e.g., 1,446 at Treasury, 1,100+ at HHS), prompting the unions’ emergency TRO request.    The judge sided with plaintiffs, finding likely irreparable harm and procedural violations (e.g., no 60-day notice, improper shutdown work on RIFs).  

Q: Is this permanent, and what happens next?

A: No—it’s temporary (up to 14 days initially, extendable). The administration plans to appeal to the 9th Circuit.   A full merits hearing could lead to a broader injunction. Similar past rulings (e.g., Illston’s May 2025 block of executive-order firings) were appealed but highlighted legal vulnerabilities.   If upheld, affected employees get reinstatement, back pay, and damages; illegal firings violate merit principles (5 U.S.C. § 2301).

Q: What should affected employees do?

A: Don’t report for RIF processing— the order pauses it. Contact your union (AFGE/AFSCME) for case updates and support. Document notices; if fired pre-order, appeal via MSPB (30 days) or union grievance. Back pay remains guaranteed under GEFTA, despite White House rhetoric. 

For more:

• NPR Coverage: npr.org
• Guardian Report: theguardian.com
• CNBC Analysis: cnbc.com
• OPM RIF Guidance: opm.gov

A win for workers—courts are checking this power grab. Stay vigilant!

10/14/2025

Quick Q&A Update: Can Federal Employees Request Debt Relief During the 2025 Shutdown?

Context: The ongoing government shutdown (effective Oct. 1, 2025) has furloughed ~2 million federal employees or required them to work without pay, raising concerns about managing debts like mortgages, student loans, or credit cards. Recent guidance from the Consumer Financial Protection Bureau (CFPB) and posts on X highlight options for requesting relief from creditors. Below is a concise answer for a shareable format like a Facebook post, addressing whether federal employees can seek delays in penalties or interest due to non-payment during the shutdown.

Q: Can federal employees ask creditors to delay penalties or interest due to the shutdown?

A: Yes, federal employees (furloughed or excepted) can request relief from creditors for missed payments caused by the shutdown’s pay disruption. While creditors aren’t legally required to grant relief, many offer accommodations under CFPB guidance and industry practices, especially for federal workers with guaranteed back pay under the 2019 Government Employee Fair Treatment Act (GEFTA). Options include deferred payments, waived late fees, or paused interest accrual, depending on the creditor’s policies. Examples:

- Mortgages/FHA Loans: HUD encourages lenders to offer forbearance or payment plans; contact your servicer early.

- Student Loans: Federal loan servicers (e.g., Nelnet, MOHELA) may grant forbearance or deferment; interest may still accrue unless waived.

- Credit Cards: Major issuers like Chase or Capital One often waive late fees or offer payment plans for affected feds—call to negotiate.

- Other Debts: Utilities, auto loans, or personal loans may allow skips or reduced payments; check your contract or call.

Q: How do I request relief?

A:

1. Contact Creditors ASAP: Call or email your lender/servicer, explain you’re a federal employee impacted by the shutdown, and request relief (e.g., “skip-a-pay,” fee waivers, or forbearance).

2. Provide Proof: Offer your SF-50 (employment form) or furlough notice (SF-8). Mention GEFTA’s back pay guarantee to assure repayment.

3. Document Everything: Note dates, names, and terms agreed upon. Follow up in writing if possible.

4. Check Hardship Programs: Many banks (e.g., Navy Federal, USAA) have specific relief for feds—some even offer 0% interest loans during shutdowns. [4]

5. Avoid Scams: Only deal with your creditor directly; beware of third-party “debt relief” offers.

Q: Is it legal for creditors to deny relief?

A: Yes, creditors aren’t obligated to grant relief unless specified in your contract or by law (e.g., SCRA for active-duty military). However, CFPB encourages “good faith” accommodations, and most lenders comply to avoid reputational or regulatory scrutiny. If denied, escalate to a supervisor or file a CFPB complaint at consumerfinance.gov.

Q: Will this hurt my credit?

A: If creditors agree to relief (e.g., forbearance), missed payments shouldn’t be reported to credit bureaus. Confirm terms in writing to avoid surprises. If wrongly reported, dispute with Equifax, Experian, or TransUnion.

Tips: Act fast—contact creditors before missing payments. Back pay is coming—stay proactive!

For more:

• CFPB Shutdown Guidance: consumerfinance.gov
• OPM Shutdown FAQs: opm.gov
• HUD Mortgage Relief: hud.gov
• Federal News Network: federalnewsnetwork.com

Don’t let the shutdown stress you out—reach out to creditors and know your rights!