I’m writing this post to raise serious concerns about a new and troubling policy direction from the Department of Veterans Affairs (VA). On April 23, VA Secretary Doug Collins announced an agency-wide investigation into perceived anti-Christian bias. Employees are being asked to report incidents such as denial of religious exemptions, disciplinary actions for displaying Christian symbols, or even being expected to participate in procedures that may conflict with their beliefs. https://www.military.com/daily-news/2025/04/23/va-asks-employees-report-anti-christian-bias-it-launches-agency-wide-investigation.html
While no one disputes the importance of religious freedom, this initiative feels less like a fair policy and more like a deeply hypocritical move — essentially a “DEI” program built solely to protect conservative Christians.
Here’s why this policy is troubling:
Selective Protection: It prioritizes one faith group, ignoring the diversity of religious and non-religious beliefs in our workplace — from Muslims, Jews, Hindus, and Buddhists to atheists, agnostics, and humanists.
Weaponized Reporting: Encouraging employees to report colleagues based on vague and subjective perceptions opens the door to retaliation, overreach, and mistrust.
Undermining Real Inclusion: Real diversity, equity, and inclusion means everyone is protected — not just those who align with a particular religious or political ideology.
Erosion of Union Solidarity: This policy risks dividing coworkers, shifting our focus from collective action and mutual respect to finger-pointing and ideology policing.
And I want to speak plainly here — as a Veteran who uses the VA for my own health care, I know firsthand how much we Veterans and our families depend on a strong, healthy VA system. That system only works when it’s built on the merit, professionalism, and dedication of the staff — not favoritism, political agendas, or forced ideological conformity.
If we care about Veterans, we must care about the integrity of the people who serve them. That means pushing back against any policy that creates fear, division, or inequality in our ranks.
Let’s stand together. Let’s demand fairness for all employees. Let’s protect the mission of the VA by protecting each other.
In solidarity,
Gary
P.S. I found this video to be both humorous and informative, while also raising concerns. I recommend watching.
I stand firmly in solidarity with our union siblings during this incredibly challenging time. The news that AFGE is proceeding with layoffs that could potentially eliminate between 60% and 75% of the Local 2-represented staff is deeply concerning. These vital employees, including legal, lobbyists, and other professional administrative staff, are indispensable in combating the current administration’s destructive efforts.
While I acknowledge that AFGE may be grappling with severe financial difficulties, I share the concern that these cuts are disproportionately affecting professional administrative staff, the very individuals who ensure our union’s smooth functioning and the progress of our legal endeavors. These workers are indispensable to our mission, and every effort should be made to safeguard their jobs.
It’s clear that AFGE hasn’t considered all possible ways to reduce spending. I believe we should reassess our priorities and focus on protecting union jobs above all else. The staff represented by Local 2 are essential to any potential success. I urge President Kelley and the NEC to collaborate with Local 2 and find more sensible and innovative solutions that align with our shared labor movement values while maximizing our ability to fight back through legal, lobbying, and cutting-edge communication efforts. Cutting the BUEs represented by Local 2 is an unwise and costly decision that will put us in a weak position.
As a proud AFGE member, I join those advocating for transparency, fairness, and accountability. The strength of our union hinges on how we treat our members and making tough decisions that lead to the most effective and vital means of fighting back. Please do not cut our professional administrative staff!
Please contact and AFGE leadership and let them know that cutting professional administrative staff should be the LAST RESORT and LAST STAFF to consider being cut.
Everett Kelley, National President (202) 639-6455 (phone) (202) 639-6490 (fax)
Eric Bunn Sr., National Secretary-Treasurer 202-639-6438 (phone) 202-639-6437 (fax)
Kendrick Roberson, National Vice President for Women and Fair Practices (202) 639-6416 (phone) (202) 639-4107 (fax) kendrick.roberson@afge.org
District 12 National Vice President Email: Mario.Campos@afge.org Office: (760) 233-7600
The Defendants’ Motion to Dismiss in United States Department of Defense v. AFGE argues that the federal government’s lawsuit—seeking a declaratory judgment to pre-approve termination of collective bargaining agreements (CBAs) based on a new Executive Order—should be dismissed for three key reasons:
1. Lack of Article III Standing
The government filed the lawsuit before the Executive Order was made public.
Defendants argue there was no actual legal controversy at the time of filing because the unions hadn’t even seen the order yet.
The government is seeking “legal certainty,” not resolving a real dispute, which does not meet constitutional requirements for a federal case.
2. Improper Venue
Many of the defendant unions are located outside of Texas, and some (like AFGE District 10) are not even legal entities that can be sued.
The lawsuit involves national unions and issues that are not specific to the Western District of Texas.
3. Misuse of the Declaratory Judgment Act
The government is trying to preemptively block expected union lawsuits, which undermines the purpose of the Declaratory Judgment Act.
A related lawsuit challenging the same Executive Order was already filed in California (AFGE v. Trump), making this case duplicative and unnecessary.
The motion asks the court to dismiss the case on jurisdictional and discretionary grounds, emphasizing that the federal government cannot use the courts to greenlight policy actions in advance, especially before affected parties even know what those actions are.
American Federation of Government Employees, AFL-CIO, et al. v. United States Office of Personnel Management (OPM), et al. .
Background:
In early 2025, the OPM directed federal agencies to terminate thousands of probationary employees. The OPM’s communications emphasized that such terminations could occur without triggering appeal rights to the Merit Systems Protection Board. Agencies were instructed to identify probationary employees and proceed with terminations using provided templates, with deadlines set for mid-February 2025.
Court’s Findings:
The OPM’s directive was found to unlawfully usurp the authority of individual federal agencies to manage their personnel.
The mass terminations were executed without proper legal authority and due process.
Evidence indicated that agencies acted under pressure from the OPM, citing its instructions in termination letters.
Current Order:
The court granted provisional relief to the union plaintiffs acknowledging the unlawful nature of the OPM’s actions and the resultant harm to employees and agencies.
As you know, AFGE National and other federal unions have sued the Trump Administration over the unlawful, retaliatory executive order that attempts to strip collective bargaining rights from more than 1 million federal workers under the guise of “national security.” This includes bargaining unit employees at the Department of Veterans Affairs, with the exception of police officers, firefighters, and security guards.
VA Secretary Doug Collins was delegated authority in Executive Order 14251, Exclusions from Federal Labor-Management Relations Programs, allowing him to identify VA subdivisions that did not perform “national security” work, thereby permitting employees to retain collective bargaining rights under the coverage of the Federal Service Labor-Management Relations Statute. Secretary Collins had until April 11, 2025, to exercise this authority by publishing an order in the Federal Register.
Earlier today, VA published the order in the Federal Register. Secretary Collins continued the anti-union crusade of the Trump Administration and used his authority to only permit collective bargaining by non-AFGE unions, including:
Laborers International Union of North America (LIUNA);
Western Federation of Nurses and Health Professionals (WFNHP);
Veterans Affairs Staff Nurse Council (VASNC) Local 5032 at the VA Medical Center Milwaukee, WI;
International Association of Fire Fighters (IAFF-99) at the VA Medical Center, Little Rock, AR;
United Nurses Association of California/Union of Healthcare Professionals (UNAC/UHCP) at the VA Medical Center, Loma Linda, CA;
Teamsters Union Local 115 at the Department of Veterans Affairs Medical Center, Coatesville, PA;
International Brotherhood of Electrical Workers (IBEW) Local 2168 at the Cheyenne WY VA Medical Center;
International Association of Machinists and Aerospace Workers, (IAMAW) Local 1998 at the VA National Cemetery of the Pacific in Honolulu, HI.
Obviously, it makes no sense whatsoever that VA employees represented by AFGE are supposedly engaged in national security work, while those same employees represented by other unions are not. Nurses represented by AFGE perform the same patient care duties as nurses represented by other unions. The same logic applies to cemetery workers, electricians, and more. None of these employees perform “national security work.” Secretary Collins’ order is indefensible and unlawful.
AFGE and NVAC will fight this order and take swift action to defend our rights. In recent weeks, bipartisan groups in the House of Representatives and the Senate have called on President Trump to rescind EO 14251. Bipartisan legislation aimed at restoring collective bargaining rights for unionized federal employees has also been introduced. Please click here to urge your Member of Congress to support H.R. 2550, the “Protect America’s Workforce Act.”
IMPORTANT: VA Locals should continue to enforce the Master Agreement and file grievances or unfair labor practices, as appropriate. Lastly, please encourage all members to join eDues https://join.afge.org/L1061
We have received word, through a VA congressional liaison, that starting April 25, 2025, the Agency (VA) will cease processing 124,000 union members through payroll deductions. The VA will continue to process police officers, firefighters, and security guards.
VA STATEMENT:“As of the April 25 payday, VA willstop withholding union dues from employees’ paychecks. The decision comes in response to President Trump’s executive order excluding certain federal agencies from labor-management relations programs. More than 370,000 VA employees are in positions subject to a collective bargaining agreement, and this decision will affect the roughly 124,000 of those employees whose union dues are automatically deducted from their VA pay checks. This move will not impact the roughly 2,000 VA police officers, firefighters or security guards whose union dues are deducted from their VA pay checks. Moving forward, VA employees are free to contribute to unions on their own, but VA will not automatically deduct union dues from employees’ paychecks except for the positions referenced above.”
On April 7, 2025, a coalition of unions, including the American Federation of Government Employees, filed a request for a temporary restraining order in a San Francisco federal court to block President Donald Trump’s recent executive order eliminating collective bargaining rights for many federal employees.
Lawsuit alleges union-busting executive order is retaliation against labor unions that have challenged the administration’s illegal workplace actions
WASHINGTON – Labor unions representing federal government workers across the country are suing the Trump administration over the president’s attempt to override the law through executive order and strip more than one million federal government employees of their union rights.
The lawsuit, filed in the U.S. District Court for the Nothern District of California, alleges that Trump’s executive order is a retaliatory attempt to punish federal employee unions that have been engaging in constitutionally protected speech. Unions have repeatedly scored court victories after suing in opposition to actions taken by the Trump administration targeting federal workers.
The new complaint cites a White House fact sheet that specifically referenced a statement made by the lead plaintiff, the American Federation of Government Employees (AFGE), which represents more than 820,000 federal employees.
Additionally, the lawsuit alleges that the Trump administration overbroadly applied the national security exemption to eliminate collective bargaining rights for over a million workers whose primary functions are not related to national security. Those employees work at agencies and departments like the Department of Veterans Affairs, Environmental Protection Agency, Food Safety and Inspection Service, and several others.
The lawsuit was filed by Bredhoff and Kaiser. Other plaintiffs joining AFGE in the lawsuit are the American Federation of State, County, and Municipal Employees (AFSCME), National Association of Government Employees (NAGE-SEIU), National Federation of Federal Employees (NFFE-IAM), National Nurses United (NNU), and Service Employees International Union (SEIU), who collectively represent more than 950,000 federal employees.
“AFGE is not going to be intimidated by a bully who is throwing a temper tantrum because our union is beating them in the court of law and in the court of public opinion,” AFGE National President Everett Kelley said. “Federal employees have had the right to join a union and bargain collectively for decades – through multiple wars, international conflicts, and a global health emergency during President Trump’s first term. During all that time they served the American people with honor and distinction. No one, including President Trump, ever suggested unions were a national security concern. Trump’s newest order to revoke union rights is a clear case of retaliation. But I’ve got news for him: we are not going anywhere.”
“Federal workers and all AFSCME members have been making their voices heard in court and on the streets to protect public services and their jobs. They won’t let billionaires raid our communities without consequence – and that’s why they’re facing retaliation,” said AFSCME President Lee Saunders. “The extremists in this administration have made their contempt for public service workers clear and know that stripping collective bargaining rights means stripping away their power. We are filing this lawsuit to stop this illegal effort to silence those who speak out and protect free speech for all working people.”
“President Trump’s unlawful order isn’t just an attack on federal workers—it’s an attack on the public. NAGE members make sure veterans get the care they deserve, support our military, protect our environment, and keep our government running. By stripping away their rights, this administration is deliberately weakening public services and putting political loyalty ahead of skill and experience,” said NAGE National President David J. Holway. “If this order stands, the ones who will suffer most are the American people.”
“America’s public service workers don’t work for profits, politics, or for glory – they serve our nation. The President’s unlawful executive order attacking federal unions is not only an attack on a million federal workers, but is a direct attack on all workers who seek a collective voice to bargain for a better future,” said April Verrett, president of the two-million member Service Employees International Union (SEIU). “This is blatant retaliation against brave workers who dared to exercise their First Amendment rights to criticize this administration’s authoritarian overreach. The labor movement stands in solidarity, and we will not let this administration’s union-busting tactics silence us.”
“The VA nurses rely on collective bargaining to advocate for patient safety and ensure the best care for our veterans – most of whom are over 45 years old, and many of whom have a disability. Without these bargaining rights, we risk retaliation for speaking up and holding our employers accountable. Our veterans deserve nurses who can fight for their care without fear,” said Nancy Hagans, RN, president of National Nurses United (NNU). “This latest move by the administration is a clear attempt to intimidate us for standing up against its efforts to dismantle and privatize the VA, which studies have shown is a better place for veterans to receive care compared to the private sector. We will not be silenced by this bully behavior.”
“This is the most significant assault on collective bargaining rights we have ever seen in the United States,” said Randy Erwin, National President, National Federation of Federal Employees (NFFE-IAM). “It is clear that this executive order is retaliation for federal unions fighting back against the Trump Administration’s attempts to dismantle the civil service. This is yet another direct attack by the President not only on federal employees, but also veterans, working families, and the very fabric of our democracy. However, federal workers’ collective bargaining rights are protected by law and President Trump does not have the right to unilaterally eliminate them. NFFE and our allies are confident the rule of law will be upheld and the critical rights of working people will be protected.”
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The American Federation of Government Employees (AFGE) is the largest federal employee union, representing more than 820,000 workers in the federal government and the government of the District of Columbia. For the latest AFGE news and information, visit the AFGE Media Center.
The American Federation of State, County and Municipal Employees’ (AFSCME) 1.4 million members provide the vital services that make America happen. With members in communities across the nation, serving in hundreds of different occupations — from nurses to corrections officers, child care providers to sanitation workers — AFSCME advocates for fairness in the workplace, excellence in public services and freedom and opportunity for all working families.
The National Association of Government Employees (NAGE-SEIU) represents over 125,000 public and private sector workers across the country, including 75,000 Federal employees. Individuals who work tirelessly to keep our communities running; from keeping the lights on and water clean, highways safe, and State & Federal Governments running, to providing essential EMS care and community protection services, NAGE members set the standard of service. For more information, please visit nage.org
Established in 1917, the National Federation of Federal Employees is America’s first union representing civil service federal employees. NFFE represents approximately 110,000 federal employees in 35 departments and agencies government-wide. NFFE is affiliated with the International Association of Machinists and Aerospace Workers, AFL-CIO. For more information, go to www.nffe.org.
The Service Workers International Union (SEIU) unites 2 million diverse members in the United States, Canada and Puerto Rico. SEIU members working in the healthcare industry, public sector and property services believe in the power of joining together on the job to win higher wages and benefits and to create better communities while fighting for a more just society and an economy that works for all of us, not just corporations and the wealthy. Learn more at www.seiu.org
Bredhoff & Kaiser PLLC is one of the nation’s preeminent law firms devoted to empowering workers and the institutions that advocate for them.
🚨ONLY 9 DAYS LEFT! Take Action to Protect VA Workers’ Rights! 🚨 #CallCollins
The Trump administration previously issued an executive order that would strip collective bargaining rights from over 300,000 VA employees—an attack on veterans, caregivers, and public servants who dedicate their lives to serving those who served our country.
Who Is Being Excluded?
Section 2 of the executive order explicitly excludes essential personnel, including:
Police Officers
Firefighters
Security Guards
These are the very individuals who protect and serve our VA facilities every day, and their rights are now at risk. Local 1061 represents many of these excluded personnel, and we must stand together to protect their rights.
More Exclusions Are Possible
Even more alarming, Section 4 of the executive order gives VA Secretary Collins the authority to exclude additional workers from collective bargaining rights. This section allows the Secretary of Veterans Affairs and the Secretary of Defense to suspend bargaining rights for any additional employees they choose—simply by certifying that applying the Federal Service Labor-Management Relations Statute would be inconsistent with national security.
This means that doctors, nurses, and other bedside caregivers—who have nothing to do with national security—could be stripped of their collective bargaining rights at any time. It is clear that providing medical care to veterans is not a national security issue, and this order is being used to attack VA employees and their workplace protections.
🚨 ONLY 9 DAYS LEFT! 🚨 Secretary Collins has the authority to exempt the vast majority of VA employees from this executive order that illegally strips collective bargaining rights from federal workers.
TAKE ACTION NOW!
We need YOU to call your members of Congress TODAY and urge them to tell VA Secretary Collins to issue an order certifying that the provisions of the Federal Service Labor-Management Relations Statute can be applied to VA employees.
The recent return-to-office (RTO) mandate for VA mental health professionals, including those at the Greater Los Angeles (GLA) VA, raises serious concerns about patient confidentiality and the quality of care for veterans. Many VA facilities do not have sufficient private spaces for mental health providers, forcing clinicians to conduct sensitive therapy sessions in shared or open environments. This directly conflicts with ethical guidelines from the American Psychological Association (APA) and Health Insurance Portability and Accountability Act (HIPAA) requirements, both of which mandate the protection of patient confidentiality.
The APA has already voiced concerns about the impact of RTO mandates on patient privacy. Without secure and private spaces, veterans may feel uncomfortable seeking or continuing mental health care, which could negatively affect their well-being. Additionally, conducting therapy in non-confidential environments increases the risk of HIPAA violations if sensitive patient information is overheard or exposed.
To uphold ethical standards, ensure compliance with privacy laws, and provide high-quality care for veterans, GLA mental health workers should be exempt from the RTO requirement. Remote work allows providers to maintain confidentiality, foster trust with patients, and continue delivering effective mental health support without unnecessary disruptions.
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