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The latest article from The American Prospect, titled “VA Secretary Collins: Indifferent to Public’s and Congressional Opposition to His Gutting Veterans’ Care”, sounds the alarm on a growing crisis at the Department of Veterans Affairs. Since his appointment, VA Secretary Doug Collins has pushed through sweeping workforce cuts, canceled critical contracts, and ignored the concerns of frontline workers, lawmakers, and veterans alike.

For those of us in the labor movement, this is more than just a VA issue—it’s a direct attack on the rights of unionized federal employees and a clear example of how privatization and austerity hurt both workers and the communities we serve. Collins’ actions threaten not only the care our veterans depend on, but also the job security and professional integrity of thousands of union nurses, doctors, and staff who make the VA run.

This article is a must-read for every union member who believes in quality public services, respect for the workforce, and the power of collective voice. Our fight to protect veterans’ care is also a fight to defend the dignity of public service workers across the country.

On May 22, 2025, U.S. District Judge Susan Illston issued a preliminary injunction halting the Trump administration’s plan to implement mass layoffs and reorganizations across 22 federal agencies. This decision comes in response to a lawsuit filed by the American Federation of Government Employees (AFGE) and other organizations, challenging Executive Order 14210, which aimed to reduce the federal workforce by up to 260,000 positions. 

Judge Illston’s ruling emphasizes that such sweeping changes require Congressional approval and cannot be executed unilaterally by the executive branch.

The Court therefore ORDERS that federal agency defendants

(1) rescind any RIFs issued pursuant to Executive Order 14210 and

(2) transfer any federal employees who were moved into

administrative leave status to effectuate Executive Order 14210 back

to the status they held prior to being placed on such leave; but the

Court STAYS these two components of retrospective relief for the

duration of any appeal of this injunctive order.

However, the government has appealed this decision to the Ninth Circuit Court of Appeals, signaling that this legal battle is far from over. While the injunction remains in place for now, we must stay vigilant as the appeal process unfolds.

This case highlights the critical importance of union representation and collective action. It’s a clear reminder that when we stand together, we can protect the federal workforce from overreach and ensure our rights are respected.

We will continue to monitor developments and will keep you informed. If you or someone you know has been affected by these actions, please contact your local steward or union representative as soon as possible.

Dear Union Members,

I want to share important information from a recent U.S. Government Accountability Office (GAO) report titled “Telework: Private Sector Stakeholder and Expert Views” (GAO-25-107078), which is especially relevant in light of former President Trump’s proposed blanket return-to-office (RTO) mandate for federal employees.

Key Takeaways from the GAO Report:

• Telework Strengthens Recruitment and Retention:
  Private sector employers report that telework helps attract and retain talent, especially in a competitive labor market. Eliminating telework could severely hurt federal agencies’ ability to keep skilled workers.
• Expands Workforce Participation:
  Telework increases access to employment for people with disabilities, caregivers, older workers, and those in dual-income households. A rigid RTO policy risks reversing this progress on equity and inclusion.
• Workplace Culture Can Be Managed Remotely:
  While some concerns exist about remote work weakening office culture, stakeholders note that these challenges can be addressed through intentional leadership—not mandates.

Why This Matters Now:
President Trump is forcing all federal employees back to physical office spaces with a blanket RTO order. This approach disregards data-driven insights and lessons learned from both the private sector and the pandemic-era federal workforce. The GAO report clearly supports more nuanced, flexible policies that enhance worker well-being, retention, and performance.

Our Position:
We believe decisions about telework should be based on performance, mission needs, and evidence—not political posturing. Your union will continue to fight for policies that reflect the reality of modern work, protect your rights, and ensure federal agencies remain competitive employers.

📄 Read the full GAO report here: https://www.gao.gov/assets/gao-25-107078.pdf

Thank you for your continued commitment and advocacy. If you have questions or concerns, please reach out.

In solidarity,
Gary Locken
Union Steward, AFGE Local 1061

Dear Sisters and Brothers,

On May 9, 2025, President Trump signed an executive order titled “Keeping Promises to Veterans and Establishing a National Center for Warrior Independence.” This directive directly impacts our members working at the West Los Angeles VA Campus and may have broad implications for staffing, operations, and resources.

The executive order designates the West LA VA as a National Center for Warrior Independence, aimed at addressing veteran homelessness by expanding services in housing, healthcare, addiction treatment, and job support. While we fully support efforts to better serve our Veterans, this transformation will require significant coordination, labor input, and safeguards for employee rights.

Key implications for our members:

• Operational Shifts: The re-designation may lead to restructured duties, changes in clinic capacity, or reassignments. We will monitor this closely to protect bargaining unit work and ensure fair treatment.
• Funding Redirection: Federal funds may be reallocated to support this initiative. We will advocate for transparency and insist that staffing levels and workplace safety are not compromised.
• Union Involvement: AFGE Local 1061 will continue to engage with management to ensure labor is at the table during planning and implementation. Employee input is essential to ensuring a smooth and fair transition.

We urge members to stay informed and report any changes or concerns in your work areas. We will provide further updates as the Department of Veterans Affairs releases its 120-day action plan required by the order.

In solidarity,

Gary Locken

AFGE Local 1061

https://www.whitehouse.gov/presidential-actions/2025/05/keeping-promises-to-veterans-and-establishing-a-national-center-for-warrior-independence

I want to bring your attention to a Temporary Restraining Order (TRO) issued by a federal judge on May 6, 2025, which directly impacts not only the Department of Veterans Affairs (VA) but also a broad range of federal agencies.

This TRO is in response to the sweeping implementation of Executive Order 14210 and the associated February 26, 2025 OMB/OPM Memorandum, which threatened collective bargaining rights and job security across the federal workforce.

Key outcomes of the court’s order:

• The VA and other agencies are temporarily barred from taking any actions to implement or enforce Sections 3(c) and 3(e) of Executive Order 14210 or the OMB/OPM memo.
• This includes halting:
  • Approval of Agency Restructuring and Reorganization Plans (ARRPs) or waiver of required Reduction in Force (RIF) notice periods.
  • Any orders from the Domestic Policy Council (DOGE) to reduce staff or eliminate programs.
  • Execution of existing RIF notices, new RIF actions, placing staff on administrative leave, or transferring agency functions.
• The TRO is in effect for 14 days, through Friday, May 23, 2025, unless extended by the court.

Agencies affected by the order include: OMB, OPM, DOGE, USDA, Commerce, Energy, HHS, HUD, Interior, Labor, State, Treasury, Transportation, VA, AmeriCorps, EPA, GSA, NLRB, NSF, SBA, and SSA.

Additionally, the court has ordered OMB and OPM to turn over documents related to ARRPs and RIF waiver requests by 4:00 p.m. PDT on Tuesday, May 13, 2025, and all defendants must file sworn declarations by 3:00 p.m. PDT the same day.

This case—filed by AFGE—is a critical defense of our legal rights, job protections, and bargaining power. We will continue monitoring developments and provide updates as the case moves toward a hearing on a preliminary injunction.

This TRO is a direct result of our union’s commitment to defending your rights. Stay informed, stay involved—and know that your union is fighting for you.

I’m writing to share an article that reflects a deeply troubling shift I’ve observed within the Department of Veterans Affairs—one that I believe deserves urgent attention:

🔗 VA Doctors Resist Trump

In my 27 years of federal service, including 23 with the VA, I have never witnessed a moment as dark as this. The potential politicization of VA healthcare and the marginalization of medical professionals’ voices pose serious risks to the integrity of our mission and the care we provide to veterans.

I share this not as a political statement, but as a call to reflection and awareness. The values that have defined our service—nonpartisan care, clinical integrity, and putting veterans first—are under threat. We must be vigilant and, where necessary, raise our voices to protect them.

Thank you for taking the time to read and consider the implications of this situation.

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While this video may come across as humorous, it’s also deeply alarming. It’s unsettling to see someone so clearly unqualified in charge of a vital American institution like the VA—an agency that millions of veterans rely on for their health and well-being. Leadership at this level demands competence, integrity, and respect for both the mission and the people it serves. This is no laughing matter.

Implosion Eve?
byu/Revolutionary-Lead49 inVeteransAffairs

On May 2, 2025, AFGE’s National VA Council (NVAC) filed its third national grievance against the VA’s Deferred Resignation Program (DRP), this time targeting “DRP 2.0,” a new version of the program launched after the “Fork in the Road” initiative. DRP 2.0 allows VA employees to opt into paid administrative leave until September 30, after which they must either resign or retire. Unlike the previous version, this iteration is open to all employees—including doctors, RNs, rehab counselors, and Veterans Crisis Line staff.

NVAC argues that DRP 2.0 is illegal and bypasses AFGE’s role as the exclusive bargaining representative. The union is seeking to have the program rescinded, for the VA to post a remedial notice, and for full relief to impacted bargaining unit employees (BUEs).

Important: NVAC urges all employees to think carefully before opting into DRP 2.0. Voluntary resignation may be irreversible and could affect your rights, pay, and benefits—especially those tied to RIF protections

Deeply grateful to @RepMikeTurner for standing up for federal workers with principled, thoughtful leadership. Your voice brings hope to countless public servants who show up every day to serve our nation. Thank you for your courage and integrity. 🇺🇸 #FederalWorkers #PublicService #Leadership

The goal of reconciliation should be to reduce overall government spending by eliminating waste, fraud, and abuse and reducing needless and unnecessary spending.

I oppose any and all efforts to reduce federal spending by taking money from the hard-earned pensions of federal… pic.twitter.com/64Ou0dTvDT

— US Rep. Mike Turner (@RepMikeTurner) April 30, 2025

Just a quick heads-up — the OCHCO VA DRP Bulletin has been updated, and the changes take effect April 24, 2025. Please see the updated memo below for all the details:

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Eligibility: Any VA employee (except re-employed annuitants and part-timers) can now submit a DRP request through the Portal.

Employees in occupations listed in Attachment A are also eligible.

All DRP requests will be reviewed for eligibility and approved/disapproved based on the updated procedures and criteria in the Bulletin.

Employees approved for the DRP with signed agreements don’t have to follow return-to-office requirements if their duties allow.

The opt-in period has been extended from April 30, 2025, to May 16, 2025.

Dear Union Colleagues,

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.