The Civil Service Reform Act (CSRA) of 1978 is What Provides Federal Workers With Job Protections and Dictates How Their Terminations Should Be Done

[NewsVine_Mariyam]

UPDATED TO INCLUDE MISSING TEXT

So I was not aware that Civil Service workers, specifically those employed by the Federal government are not at-will employees. And while I knew that there are certain things that employers should and should not do when terminating a worker, I was not aware that federal workers have such robust job protections, which is great for the worker and what makes the WAY Trump/Musk et al are going about their "downsizing" of the workforce so distressing.

Once a federal employee passes probation, they gain certain job protections under the Civil Service Reform Act (CSRA) of 1978 and cannot be fired at will. Instead, the termination process must follow due process and legal standards.

Requirements for Terminating a Federal Employee (Post-Probation)​

1. Valid Cause for Termination
   Federal employees can only be terminated for specific reasons, such as:
   
   • Misconduct (e.g., insubordination, criminal behavior, policy violations)
   • Poor performance (documented failure to meet work expectations)
   • Reduction in force (RIF) (job elimination due to budget cuts or restructuring)
   • Medical inability to perform duties
2. Progressive Discipline & Performance Improvement Plan (PIP)
   
   • If termination is due to poor performance, agencies are generally required to provide:
     • Notice of deficiencies
     • A chance to improve (Performance Improvement Plan or PIP)
     • Guidance and support for improvement
   • If the employee fails the PIP, the agency can initiate termination.
3. Formal Notification & Opportunity to Respond
   
   • Employees must receive a written noticeoutlining:
     • The reasons for termination
     • The evidence supporting the decision
     • Their right to respond (usually within 30 days)
   • Employees have the right to rebut allegations and present mitigating factors.
4. Right to Appeal
   
   • Most career federal employees can appeal their termination to the Merit Systems Protection Board (MSPB).
   • If the employee believes the termination was based on discrimination, retaliation, or a violation of due process, they can file a claim with the:
     • Equal Employment Opportunity Commission (EEOC)
     • Office of Special Counsel (OSC)
     • Federal Labor Relations Authority (FLRA) (for unionized workers)
5. Final Decision & Separation
   
   • If the agency proceeds with termination after the response period, they issue a final decision.
   • The employee may be removed from service or, in some cases, placed on administrative leave during the appeal process.

Bottom Line​

Unlike private-sector employees (who are often “at-will”), federal employees cannot be fired arbitrarily. The process is designed to prevent political retaliation and ensure fairness, but it does allow for termination when justified.

 

[DGS49]

Reduction in Force. End of discussion.

Do you really think Trump just did this without consulting Legal?

 

[Concerned American]

Reduction in Force. End of discussion.

Do you really think Trump just did this without consulting Legal?

Misconduct---policy violations as well.

 

[Oddball]

We're broke....You're fired....Leave the stapler.

 

[Concerned American]

We're broke....You're fired....Leave the stapler.

I'm taking my red stapler!

 

[JGalt]

So I was not aware that Civil Service workers, specifically those employed by the Federal government are not at-will employees. And while I knew that there are certain things that employers should and should not do when terminating a worker, I was not aware that federal workers have such robust job protections, which is great for the worker and what makes the WAY Trump/Musk et al are going about their "downsizing" of the workforce so distressing.

Once a federal employee passes probation, they gain certain job protections under the Civil Service Reform Act (CSRA) of 1978 and cannot be fired at will. Instead, the termination process must follow due process and legal standards.​

Requirements for Terminating a Federal Employee (Post-Probation)​

1. Valid Cause for Termination
   Federal employees can only be terminated for specific reasons, such as:
   
   • Misconduct (e.g., insubordination, criminal behavior, policy violations)
   • Poor performance (documented failure to meet work expectations)
   • Reduction in force (RIF) (job elimination due to budget cuts or restructuring)
   • Medical inability to perform duties
   • If termination is due to poor performance, agencies are generally required to provide:
     
     • Notice of deficiencies
     • A chance to improve (Performance Improvement Plan or PIP)
     • Guidance and support for improvement
   • If the employee fails the PIP, the agency can initiate termination.

Bottom Line​

Unlike private-sector employees (who are often “at-will”), federal employees cannot be fired arbitrarily. The process is designed to prevent political retaliation and ensure fairness, but it does allow for termination when justified.​

Yes they can be fired arbitrarily. Trump just did it. .

 

[Thinker101]

So I was not aware that Civil Service workers, specifically those employed by the Federal government are not at-will employees. And while I knew that there are certain things that employers should and should not do when terminating a worker, I was not aware that federal workers have such robust job protections, which is great for the worker and what makes the WAY Trump/Musk et al are going about their "downsizing" of the workforce so distressing.

Once a federal employee passes probation, they gain certain job protections under the Civil Service Reform Act (CSRA) of 1978 and cannot be fired at will. Instead, the termination process must follow due process and legal standards.​

Requirements for Terminating a Federal Employee (Post-Probation)​

1. Valid Cause for Termination
   Federal employees can only be terminated for specific reasons, such as:
   
   • Misconduct (e.g., insubordination, criminal behavior, policy violations)
   • Poor performance (documented failure to meet work expectations)
   • Reduction in force (RIF) (job elimination due to budget cuts or restructuring)
   • Medical inability to perform duties
   • If termination is due to poor performance, agencies are generally required to provide:
     
     • Notice of deficiencies
     • A chance to improve (Performance Improvement Plan or PIP)
     • Guidance and support for improvement
   • If the employee fails the PIP, the agency can initiate termination.

Bottom Line​

Unlike private-sector employees (who are often “at-will”), federal employees cannot be fired arbitrarily. The process is designed to prevent political retaliation and ensure fairness, but it does allow for termination when justified.​

Misconduct ought to cover it.
- mismanagement especially of governmental or military responsibilities
- intentional wrongdoing specifically : deliberate violation of a law or standard especially by a government official
- improper behavior

 

[Contumacious]

the Civil Service Reform Act (CSRA) of 1978 a

did not Amend Article II - The President is the Constitutional Head of the Executive Branch not the legislature or the Courts

 

[Scoutster]

Reduction in Force. End of discussion.

Do you really think Trump just did this without consulting Legal?

 

[JGalt]

Reduction in Force. End of discussion.

Do you really think Trump just did this without consulting Legal?

Seeing how the US Attorney General is the President's main legal advisor in matters pertaining to the country, I think we have this sewn up and double-stitched.

 

[NewsVine_Mariyam]

Reduction in Force. End of discussion.

Do you really think Trump just did this without consulting Legal?

Part of what I posted was missing so I updated it.

Of course I believe that Trump consulted Legal, that hasn't meant anything thus far. Trump does what he wants to do, even when that action is unlawful, criminal or actionable.

Do you not agree or care that workers have protection? Do you care that Trump/Musk et al have trampled all over many of the federal worker's rights?

 

[Independent thinker]

UPDATED TO INCLUDE MISSING TEXT

So I was not aware that Civil Service workers, specifically those employed by the Federal government are not at-will employees. And while I knew that there are certain things that employers should and should not do when terminating a worker, I was not aware that federal workers have such robust job protections, which is great for the worker and what makes the WAY Trump/Musk et al are going about their "downsizing" of the workforce so distressing.

Once a federal employee passes probation, they gain certain job protections under the Civil Service Reform Act (CSRA) of 1978 and cannot be fired at will. Instead, the termination process must follow due process and legal standards.

Requirements for Terminating a Federal Employee (Post-Probation)​

1. Valid Cause for Termination
   Federal employees can only be terminated for specific reasons, such as:
   • Misconduct (e.g., insubordination, criminal behavior, policy violations)
   • Poor performance (documented failure to meet work expectations)
   • Reduction in force (RIF) (job elimination due to budget cuts or restructuring)
   • Medical inability to perform duties
2. Progressive Discipline & Performance Improvement Plan (PIP)
   • If termination is due to poor performance, agencies are generally required to provide:
     • Notice of deficiencies
     • A chance to improve (Performance Improvement Plan or PIP)
     • Guidance and support for improvement
   • If the employee fails the PIP, the agency can initiate termination.
3. Formal Notification & Opportunity to Respond
   • Employees must receive a written noticeoutlining:
     • The reasons for termination
     • The evidence supporting the decision
     • Their right to respond (usually within 30 days)
   • Employees have the right to rebut allegations and present mitigating factors.
4. Right to Appeal
   • Most career federal employees can appeal their termination to the Merit Systems Protection Board (MSPB).
   • If the employee believes the termination was based on discrimination, retaliation, or a violation of due process, they can file a claim with the:
     • Equal Employment Opportunity Commission (EEOC)
     • Office of Special Counsel (OSC)
     • Federal Labor Relations Authority (FLRA) (for unionized workers)
5. Final Decision & Separation
   • If the agency proceeds with termination after the response period, they issue a final decision.
   • The employee may be removed from service or, in some cases, placed on administrative leave during the appeal process.

Bottom Line​

Unlike private-sector employees (who are often “at-will”), federal employees cannot be fired arbitrarily. The process is designed to prevent political retaliation and ensure fairness, but it does allow for termination when justified.

Well, the courts have given Trump permission to go ahead.

 

[MarathonMike]

Part of what I posted was missing so I updated it.

Of course I believe that Trump consulted Legal, that hasn't meant anything thus far. Trump does what he wants to do, even when that action is unlawful, criminal or actionable.

Do you not agree or care that workers have protection? Do you care that Trump/Musk et al have trampled all over many of the federal worker's rights?

Do you have proof that he has terminated any Federal employee arbitrarily and without cause? Furthermore, I had a very long successful career in the private sector and NEVER had any layoff protections. Sounds like the CSRA was a law invented to bloat the Government.

 

[Concerned American]

Trump does what he wants to do, even when that action is unlawful, criminal or actionable.

Seems that you are selectively aware of unlawful, criminal and actionable acts when it comes to Biden. He was guilty of possessing and insecurely storing confidential US docs. He was guilty of disregarding and attempting to circumvent direct SCOTUS rulings re: student loan forgiveness. He was responsible for the unnecessary deaths of 13 US military members. Maybe you should try to be a little less hypocritical in your evaluation of political figures.

 

[1srelluc]

There are few protections from a RIF.

 

[MarathonMike]

Seems that you are selectively aware of unlawful, criminal and actionable acts when it comes to Biden. He was guilty of possessing and insecurely storing confidential US docs. He was guilty of disregarding and attempting to circumvent direct SCOTUS rulings re: student loan forgiveness. He was responsible for the unnecessary deaths of 13 US military members. Maybe you should try to be a little less hypocritical in your evaluation of political figures.

Selective outrage and denial is a common trait among Trump/Musk/MAGA haters. Fortunately the majority of people seem to able to see the world basically as it is, not how it has to be based on feelings.

 

[Mac-7]

UPDATED TO INCLUDE MISSING TEXT

So I was not aware that Civil Service workers, specifically those employed by the Federal government are not at-will employees. And while I knew that there are certain things that employers should and should not do when terminating a worker, I was not aware that federal workers have such robust job protections, which is great for the worker and what makes the WAY Trump/Musk et al are going about their "downsizing" of the workforce so distressing.

Once a federal employee passes probation, they gain certain job protections under the Civil Service Reform Act (CSRA) of 1978 and cannot be fired at will. Instead, the termination process must follow due process and legal standards.

Requirements for Terminating a Federal Employee (Post-Probation)​

1. Valid Cause for Termination
   Federal employees can only be terminated for specific reasons, such as:
   • Misconduct (e.g., insubordination, criminal behavior, policy violations)
   • Poor performance (documented failure to meet work expectations)
   • Reduction in force (RIF) (job elimination due to budget cuts or restructuring)
   • Medical inability to perform duties
2. Progressive Discipline & Performance Improvement Plan (PIP)
   • If termination is due to poor performance, agencies are generally required to provide:
     • Notice of deficiencies
     • A chance to improve (Performance Improvement Plan or PIP)
     • Guidance and support for improvement
   • If the employee fails the PIP, the agency can initiate termination.
3. Formal Notification & Opportunity to Respond
   • Employees must receive a written noticeoutlining:
     • The reasons for termination
     • The evidence supporting the decision
     • Their right to respond (usually within 30 days)
   • Employees have the right to rebut allegations and present mitigating factors.
4. Right to Appeal
   • Most career federal employees can appeal their termination to the Merit Systems Protection Board (MSPB).
   • If the employee believes the termination was based on discrimination, retaliation, or a violation of due process, they can file a claim with the:
     • Equal Employment Opportunity Commission (EEOC)
     • Office of Special Counsel (OSC)
     • Federal Labor Relations Authority (FLRA) (for unionized workers)
5. Final Decision & Separation
   • If the agency proceeds with termination after the response period, they issue a final decision.
   • The employee may be removed from service or, in some cases, placed on administrative leave during the appeal process.

Bottom Line​

Unlike private-sector employees (who are often “at-will”), federal employees cannot be fired arbitrarily. The process is designed to prevent political retaliation and ensure fairness, but it does allow for termination when justified.

According to your info trump can fire government workers even if they have not committed a crime

Its called a “reduction in force”