Key Updates
Summary
The Director of the OMB Director shall submit a plan to reduce the size of the Federal Government, requiring that agencies may hire no more than one employee for every four employees that depart. Agency heads must adhere to the Federal Hiring Plan outlined in the Executive Order on Reforming the Federal Hiring Process and Restoring Merit to Government Service. Agency heads must also consult the agency's DOGE team lead for new hires and begin reductions-in-force (RIFs) prioritizing non-essential functions and DEI programs. Within 30 days, OPM must issue new rulemaking to revise federal hiring suitability criteria and agency heads must submit reorganization plans to OMB. Within 240 days, the United States DOGE Service (USDS) Administrator must submit a report to the President on this order. Monthly, DOGE team leads must submit hiring reports.
Legal Challenges
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Date Complaint Filed |
February 12, 2025 |
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Venue |
U.S. District Court for the District of Columbia |
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Short Summary |
Section 3(c) of Executive Order 14210 directs agency heads to “promptly undertake preparations to initiate large-scale reductions in force (RIFs) consistent with applicable law” and fire nonessential or probationary employees. Relatedly, the Office of Personnel Management (OPM) instituted its deferred resignation program, which offered federal employees the opportunity to resign and continue to receive pay and benefits until September 30, 2025. Plaintiffs are five labor unions that represent federal employees. They seek declaratory relief, declaring the mass firing of nonessential or probationary employees and the attempts to force resignations via OPM’s deferred resignation program, collectively, unlawful. Plaintiffs also seek injunctive relief, enjoining the implementation of § 3(c), OPM’s directive to terminate probationary employees, and OPM’s implementation of its deferred resignation plan. |
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Related Cases |
Maryland et al. v. U.S. Department of Agriculture et al. (D. Md.) (Case No. 1:25-cv-00748-ABA). |
