IFPTE President Calls OPM Resignation Offer "Reckless"
President Matthew Biggs spoke to NPR this week in response to the Trump Administration’s Office of Personnel Management’s (OPM) unprecedented offer to most of the nation’s 2.1 million federal workers to resign, while telling those who reject the offer that, “we cannot give you full assurance regarding the certainty of your position…”. IFPTE responded by urging members to, “Reject OPM "Offer" of “Deferred Resignation”.
__________________________________________________
See the IFPTE guidance to Locals below (including OPMs original resignation request), and hear NPR’s All Things Considered report that includes IFPTE’s perspective.
__________________________________________________
To All IFPTE Federal Locals:
IFPTE Urges Members to Reject OPM "Offer" of “Deferred Resignation”
IFPTE is aware of and has received numerous questions regarding the “Fork in the Road” email (which is included at the bottom on this email) from the email hr@opm.gov (an email address that is itself currently the subject of a lawsuit).
The email in question was sent to federal employees yesterday around 5 pm Eastern Time. IFPTE asks federal locals to recommend that their bargaining unit employees remain calm regarding the requested “deferred resignations” and refrain from responding to the email because of significant unanswered questions and concerns regarding the facts.
Specifically, the email offers federal employees the option to accept the “deferred resignation” through February 6. However, it excludes “immigration enforcement and national security, and those in any other positions specifically excluded by your employing agency.” This language is vague and leaves plenty of discretion to agencies. In addition, it is unclear whether the administration would follow through on any promise of 8 months of paid administrative leave for employees.
Moreover, this email was sent from an OPM email address to a list that was recently set up to communicate directly with federal employees without providing the required prior notice to any agency HR or labor relations. As a result, a recently filed lawsuit alleges that OPM failed to conduct the required Privacy Impact Assessment when setting up an email system to communicate directly with all federal employees (see attachment).
Right now, we have more questions about this email and the “deferred resignation program” than answers. We know of no underlying policy nor any authority under which OPM is offering “deferred resignation.” We ask you to use trusted non-work emails and other methods of communication to tell BUEs not to “resign” and accept the terms of the “deferred resignation program.”
We are working with our union partners, allied organizations, and Congressional Committees with jurisdiction over federal workforce issues to examine the legality and appropriateness of this email and the accompanying OPM guidance. We will keep you apprised as this issue develops. In the meantime, please let us know of any information you hear on the ground.
Final note: Finally, Our email here to the IFPTE distribution list was sent only to non-work emails, so if others in your Local did not receive this email it means that we do not have their personal email addresses. Please encourage them to provide us with their personal email addresses, as we will only be communicating with Federal Locals on most matters moving forward through personal email addresses. Please fill out this form here so that you are sure to be on the new distribution list, and so that you can also receive our federal news clips and updates distribution we will be sending out regularly. You can also send your personal email address to mbiggs@ifpte.org as well and you will be added to the list.
In Solidarity,
Matt and Gay
__________________________________________________
From: HR <hr@opm.gov>
Sent: Tuesday, January 28, 2025 2:26 PM
Subject: [Non-DoD Source] Fork in the Road
Importance: High
During the first week of his administration, President Trump issued a number of directives concerning the federal workforce. Among those directives, the President required that employees return to in-person work, restored accountability for employees who have policy-making authority, restored accountability for senior career executives, and reformed the federal hiring process to focus on merit. As a result of the above orders, the reform of the federal workforce will be significant.
The reformed federal workforce will be built around four pillars:
1) Return to Office: The substantial majority of federal employees who have been working remotely since Covid will be required to return to their physical offices five days a week. Going forward, we also expect our physical offices to undergo meaningful consolidation and divestitures, potentially resulting in physical office relocations for a number of federal workers.
2) Performance culture: The federal workforce should be comprised of the best America has to offer. We will insist on excellence at every level — our performance standards will be updated to reward and promote those that exceed expectations and address in a fair and open way those who do not meet the high standards which the taxpayers of this country have a right to demand.
3) More streamlined and flexible workforce: While a few agencies and even branches of the military are likely to see increases in the size of their workforce, the majority of federal agencies are likely to be downsized through restructurings, realignments, and reductions in force. These actions are likely to include the use of furloughs and the reclassification to at-will status for a substantial number of federal employees.
4) Enhanced standards of conduct: The federal workforce should be comprised of employees who are reliable, loyal, trustworthy, and who strive for excellence in their daily work. Employees will be subject to enhanced standards of suitability and conduct as we move forward. Employees who engage in unlawful behavior or other misconduct will be prioritized for appropriate investigation and discipline, including termination.
Each of the pillars outlined above will be pursued in accordance with applicable law, consistent with your agency's policies, and to the extent permitted under relevant collective-bargaining agreements.
If you choose to remain in your current position, we thank you for your renewed focus on serving the American people to the best of your abilities and look forward to working together as part of an improved federal workforce. At this time, we cannot give you full assurance regarding the certainty of your position or agency but should your position be eliminated you will be treated with dignity and will be afforded the protections in place for such positions.
If you choose not to continue in your current role in the federal workforce, we thank you for your service to your country and you will be provided with a dignified, fair departure from the federal government utilizing a deferred resignation program. This program begins effective January 28 and is available to all federal employees until February 6. If you resign under this program, you will retain all pay and benefits regardless of your daily workload and will be exempted from all applicable in-person work requirements until September 30, 2025 (or earlier if you choose to accelerate your resignation for any reason). The details of this separation plan can be found below.
Whichever path you choose, we thank you for your service to The United States of America.
*********************************************************************
Upon review of the below deferred resignation letter, if you wish to resign:
1) Select “Reply” to this email. You must reply from your government account. A reply from an account other than your government account will not be accepted.
2) Type the word “Resign” into the body of this reply email. Hit “Send”.
THE LAST DAY TO ACCEPT THE DEFERRED RESIGNATION PROGRAM IS FEBRUARY 6, 2025.
Deferred resignation is available to all full-time federal employees except for military personnel of the armed forces, employees of the U.S. Postal Service, those in positions related to immigration enforcement and national security, and those in any other positions specifically excluded by your employing agency.
DEFERRED RESIGNATION LETTER
January 28, 2025
Please accept this letter as my formal resignation from employment with my employing agency, effective September 30, 2025. I understand that I have the right to accelerate, but not extend, my resignation date if I wish to take advantage of the deferred resignation program. I also understand that if I am (or become) eligible for early or normal retirement before my resignation date, that I retain the right to elect early or normal retirement (once eligible) at any point prior to my resignation date.
Given my impending resignation, I understand I will be exempt from any “Return to Office” requirements pursuant to recent directives and that I will maintain my current compensation and retain all existing benefits (including but not limited to retirement accruals) until my final resignation date.
I am certain of my decision to resign and my choice to resign is fully voluntary. I understand my employing agency will likely make adjustments in response to my resignation including moving, eliminating, consolidating, reassigning my position and tasks, reducing my official duties, and/or placing me on paid administrative leave until my resignation date.
I am committed to ensuring a smooth transition during my remaining time at my employing agency. Accordingly, I will assist my employing agency with completing reasonable and customary tasks and processes to facilitate my departure.
I understand that my acceptance of this offer will be sent to the Office of Personnel Management (“OPM”) which will then share it with my agency employer. I hereby consent to OPM receiving, reviewing, and forwarding my acceptance.
*********************************************************************
Upon submission of your resignation, you will receive a confirmation email acknowledging receipt of your email. Any replies to this email shall be for the exclusive use of accepting the deferred resignation letter. Any other replies to this email will not be reviewed, forwarded, or retained other than as required by applicable federal records laws.
Once your resignation is validly sent and received, the human resources department of your employing agency will contact you to complete additional documentation, if any.
OPM is authorized to send this email under Executive Order 9830 and 5 U.S.C. §§ 301, 1103, 1104, 2951, 3301, 6504, 8347, and 8461. OPM intends to use your response to assist in federal workforce reorganization efforts in conjunction with employing agencies. See 88 Fed. Reg. 56058; 80 Fed. Reg. 72455 (listing routine uses). Response to this email is voluntary. Although you must respond to take advantage of the deferred resignation offer, there is no penalty for nonresponse.