AFGE Local 2391

AFGE Local 2391 Federal Employee Union representing U.S.

Department of Labor bargaining unit employees (BUEs) in California, Nevada, Arizona, Hawaii, Oregon, Washington, Idaho, Alaska and Guam

Congratulations to the newly elected leadership of American Federation of Government Employees (AFGE) District 12 follow...
06/01/2026

Congratulations to the newly elected leadership of American Federation of Government Employees (AFGE) District 12 following this weekend’s District 12 Caucus.

• Mario Campos, National Vice President
• Rafael Rivera, Fair Practices Coordinator
• Angel Toral, Women’s Coordinator

Thank you for stepping forward to lead, represent, and advocate for federal employees across District 12. Your leadership arrives during a critical time for the labor movement and the federal workforce.

Wishing all of you success as you continue building solidarity, strengthening representation, and fighting for workers’ rights.

06/01/2026

Congrats to NVP Campos!

The article focuses on how cuts tied to DOGE and the Trump administration are hitting mine safety agencies and workers, ...
05/30/2026

The article focuses on how cuts tied to DOGE and the Trump administration are hitting mine safety agencies and workers, despite public messaging about supporting coal miners.

Key points from the reporting:

• The administration reportedly cut staff and closed offices within the Federal Mine Safety and Health Review Commission, known as FMSHRC.
• Commissioner Moshe Z. Marvit was fired and later filed a lawsuit challenging the termination as unlawful.
• The Pittsburgh office closure reduced access for miners in Appalachia, where coal mining remains concentrated.
• The article argues these cuts weaken enforcement and delay resolution of mine safety disputes and retaliation complaints filed by miners.
• Labor and safety advocates warn the reductions increase risks in one of the country’s most dangerous industries.

The broader concern centers on a contradiction between political rhetoric and policy actions. Public statements emphasize support for coal workers, while agency reductions affect the systems responsible for mine inspections, safety enforcement, black lung protections, and worker retaliation cases.

Recent reporting and interviews from coal country reinforce those concerns:

• Former miners and mine safety experts warned that staffing cuts and office closures at mine safety agencies raise the chances of another major disaster.
• The article notes black lung disease remains a major issue in Central Appalachia, with advocates arguing weakened oversight will worsen conditions.
• Critics argue independent labor and safety agencies are being reduced quietly after DOGE’s formal shutdown.

The political impact matters because coal communities often hear promises about protecting mining jobs. This reporting shifts attention toward whether miners themselves are being protected on the job through enforcement, inspections, and independent review systems.

In one fell swoop, the Trump administration took an axe to the agency tasked with handling legal disputes around mine worker safety. It could signal even deeper cuts to worker protections coming down the pike.

We protect the miners! Let MSHA do their jobs!
05/30/2026

We protect the miners! Let MSHA do their jobs!

Coal mining is already one of the most dangerous jobs in the country. Now, the Trump administration has taken aim at a little-known federal agency that helps enforce miners’ safety rights.

The Federal Mine Safety and Health Review Commission lost 16 workers and its Pittsburgh office in one day. Kim Kelly reports advocates fear the cuts could be a preview of deeper attacks on mine safety enforcement.

https://inthesetimes.com/article/trump-coal-miners-doge-fmshrc

OPM is again proposing to eliminate “time-in-grade” restrictions for many federal employees seeking promotions.If you wa...
05/29/2026

OPM is again proposing to eliminate “time-in-grade” restrictions for many federal employees seeking promotions.

If you want to do something submit a comment in the link provided.

Under the proposal, competitive service GS employees in grades GS-5 and above would no longer need to wait 52 weeks in their current grade before becoming eligible for promotion. Instead, agencies would focus more on qualifications, performance, skills, and readiness for higher-level work.

OPM argues the current rule is outdated and creates unnecessary barriers to advancement. The agency says removing the waiting period would:

• Give managers greater flexibility in promotions
• Reward high-performing employees faster
• Improve recruitment and retention
• Align federal advancement practices more closely with the private sector
• Shift promotion decisions toward merit and demonstrated ability rather than time served

The “time-in-grade” rule has existed since the 1950s and was originally created to prevent overly rapid promotions within the federal workforce. OPM now says modern qualification standards and merit system protections make the restriction unnecessary.

Federal employee groups and unions will likely closely examine how agencies apply promotions if the rule becomes final, especially as other proposed OPM changes continue to increase emphasis on performance ratings and management discretion.

The proposal is currently open through the federal rulemaking process and has not yet taken effect.

The Office of Personnel Management (OPM) proposes eliminating the Time-in-Grade (TIG) restriction on advancement to competitive service positions in the General Schedule. Currently, employees in competitive service General Schedule positions in grades 5 and above must serve 52 weeks in grade...

OPM is proposing a government-wide nondisclosure agreement for federal employees aimed at stopping unauthorized leaks of...
05/28/2026

OPM is proposing a government-wide nondisclosure agreement for federal employees aimed at stopping unauthorized leaks of internal government information. Agencies would have discretion to require both current and new employees to sign the agreement.

According to OPM, the proposal targets disclosure of:
• Internal agency operations
• Personnel matters
• Procurement information
• Pre-decisional and deliberative materials
• Internal policy discussions and rulemaking documents

Unlike the existing SF-312, which applies to classified information, the proposed NDA would apply far more broadly to routine internal government communications. Critics argue the language is vague and could create a chilling effect across the federal workforce.

OPM states the proposal preserves lawful whistleblower disclosures to Congress, Inspectors General, and oversight entities. Labor unions and transparency advocates remain concerned about how agencies might interpret “confidential government information” in practice.

Potential consequences discussed in reporting include:
• Disciplinary action
• Removal from federal service
• Civil penalties
• Criminal penalties for unauthorized disclosures

Federal employee communities reacted strongly online. Many raised concerns about transparency, accountability, and retaliation against employees who expose misconduct or policy concerns.

OPM is considering a government-wide nondisclosure agreement aimed at stopping leaks and unauthorized disclosures. Expect lawsuits to follow quickly.

05/28/2026

Asking for a friend….

Would you sign an NDA?

Rising gas prices are putting added financial pressure on federal employees across the country.NTEU is urging agencies t...
05/27/2026

Rising gas prices are putting added financial pressure on federal employees across the country.

NTEU is urging agencies to expand telework flexibility, pointing out that agencies already have discretion under existing policy to approve exceptions and alternative work arrangements.

Federal employees proved remote work succeeds. Expanded telework reduces commuting costs, lowers congestion, and helps employees continue serving the public effectively.

Agencies should use every available flexibility to support the federal workforce during rising living costs.

Rising gas prices in recent months “is placing an especially hard burden on federal employees, whose income has not kept up with the cost of living and

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