Posts tagged OPM
Vernuccio Op-ed: Trump Reveals True Cost of Federal Collective Bargaining
February 23, 2026 // Bottom line: Taxpayers are spending hundreds of millions of dollars a year, not on core government functions, but simply dealing with federal labor unions. What, exactly, are they bargaining over? For the most part, federal unions can’t bargain over wages or benefits. Instead, as my organization has found, taxpayers are funding negotiations that neither benefit federal workers nor have anything to do with serving the public. Case in point: One federal union bargained with the government over whether employees could wear spandex to work. The union argued that wearing spandex was a fundamental right. Taxpayers covered the cost of such absurd discussions.
You paid $181 million for union bosses to negotiate against you in 2024, but the Trump administration is doing something about it
February 19, 2026 // Even the “usual” topics of labor-relations negotiations are not part of federal bargaining. As Molly Conway, who served as Chief of Staff to the Department of Labor in the first Trump administration, wrote in a primer for the Institute for the American Worker: Management rights and any matters “specifically provided for by Federal statute” are not bargainable. This includes pay, health insurance, retirement, and certain workplace insurance (e.g., workers’ compensation, unemployment insurance), among others. [citations omitted]
OPM’s Final “Schedule Policy/Career” Rule is Published
February 17, 2026 // On February 6, 2026, the U.S. Office of Personnel Management (OPM) finalized its rule, Improving Performance, Accountability, and Responsiveness in the Civil Service, aka the “Schedule Policy/Career” rule, for federal employees in policy-influencing positions. Roles under this designation will be merit-based but at will and filled by presidential administrations instead of through the civil service system so that agencies can act quickly when serious performance or conduct failures arise. The rule takes effect March 9, 2026.
OPM directs agencies to move forward with ending collective bargaining
February 16, 2026 // An additional “frequently asked questions” document that OPM updated Thursday details various changes agencies should make to comply with Trump’s orders revoking collective bargaining. The guidance, for one, tells agencies to revise federal employees’ personnel files to reflect that they are no longer in a bargaining unit. It also directs agencies to cancel ongoing arbitration proceedings and unfair labor practice (ULP) charges in cases where collective bargaining is being rescinded. OPM said agencies are also allowed to “disregard” union grievances for bargaining units or federal employees that the president has deemed no longer eligible for collective bargaining. Additionally, OPM said agencies should “withdraw” from ongoing union negotiations in cases where collective bargaining is being canceled. Impacted agencies should reclaim office space and resources that were being used for official time, OPM added.
Federal employees put into revived ‘Schedule F’ category may lose loan aid, pay incentives
February 12, 2026 // Supplemental guidance from the Office of Personnel Management clarified that Schedule Policy/Career positions will, for the most part, no longer be eligible for student loan repayment options, nor will they be able to receive recruitment, retention or relocation incentives. The forthcoming benefits changes for Schedule Policy/Career employees align with what Schedule C employees and other political appointees already see.
Breaking: Government Report Reveals Over $180 Million Spent on Taxpayer-funded Collective Bargaining Costs
February 10, 2026 // The report details the scope and cost of taxpayer-funded collective bargaining activities across the federal government for Fiscal Year 2024. Federal agencies reported approximately $181.6 million in collective bargaining-related expenses paid by American taxpayers. Such spending included time devoted to negotiations, grievances, and arbitration, and related costs such as travel and office space- detailed expenses previously unknown to the public. I4AW’s Vinnie Vernuccio released the following statement: “I applaud OPM for shining a light on the cost of collective bargaining. Now we can begin to closely examine these expenses and allow the public to determine whether or not these costs are a justified use of taxpayer money.”
OPM Issues Final Rule Which Allows Agencies to Remove Workers Who Refuse to Implement the will of the American People
February 6, 2026 // I4AW’s commentary was referenced or quoted seven times in the final rule! The rule, called “Improving Performance, Accountability and Responsiveness in the Civil Service,” authorizes agencies to move policy-influencing positions into Schedule Policy/Career, which will “allow agencies to quickly remove employees from critical positions who engage in misconduct, perform poorly, or obstruct the democratic process by intentionally subverting Presidential directives.” Institute for the American Worker submitted a formal comment when the proposed rule was first announced, providing arguments on the need for accountability regarding obstructive government workers.
Education IT, tech employees lose union protections
February 4, 2026 // Legal challenges to the order are still playing out in court. The Trump administration maintains the president has the authority to end collective bargaining rights under the 1978 Civil Service Reform Act, which exempts national security roles from union protection.
Congress guarantees furloughed feds’ back pay despite continued White House maneuvering
February 3, 2026 // The Office of Personnel Management removed citations of the 2019 Federal Employee Fair Treatment Act from its shutdown guidance last month, as the Trump administration continues to insist that the law guaranteeing all federal employees back pay after a shutdown doesn’t.
Trump lauds ‘tremendous’ federal workforce cuts. Good government group calls them ‘disturbing.’
January 21, 2026 // Going forward, the Trump administration is looking to make further changes for the federal workforce, including overhauls to the probationary period and federal hiring processes, as well as performance management and senior executive development. OPM’s Kupor said the upcoming changes will make government “leaner,” while making federal employees more results-oriented, accountable and efficient.