United States District Court
Northern District of California
AMERICAN FEDERATION OF GOVERNMENT EMPLOYEES, AFL-CIO, et al.,
Plaintiffs,
v.
UNITED STATES OFFICE OF PERSONNEL MANAGEMENT, et al.,
Defendants.
No. C 25-01780 WHA
Highlights:
On February 13 OPM communicated with the heads of several federal agencies in a private conference call. Neither the participants nor the contents of that call are directly in the record.
The next day, OPM sent an email to federal agencies’ chief human capital officers (and their deputies) stating:Over the past several days, agencies have worked to review, clean up, and finalize their lists of probationary employees they wish to keep, and wish to terminate, and begin taking action.
We have asked that you separate probationary employees that you have not identified as mission-critical no later than end of the day Monday, 2/17. We have attached a template letter. The separation date should be as soon as possible that is consistent with applicable agency policies (including those in CBAs)….
The large-scale termination of probationary employees from myriad federal agencies followed. Plaintiffs contend that those employees were terminated at the direction of OPM….
In response to inquiries by the terminated employees, NSF’s chief management officer, Micah Cheatham, stated that “[w]e were directed last Friday [February 14] by OPM to terminate all probationers except for a minimal number of mission critical probationers” (id. at 18). Asked if NSF had attempted to negotiate with the administration to minimize the number of terminations, Cheatham responded: “There’s no negotiation” ….We were told by OPM it was the agency’s discretion whether to remove probations or not. We chose to retain them all” (id. at 17). But “late Friday night,” “[t]hey told us that they directed us to remove probationers” (ibid.). “[T]here was no limited discretion. This is not a decision the agency made. This is a direction we received.”
Plaintiffs further allege that OPM ordered agencies to use template notices — supplied by OPM — to implement the ordered terminations, and that those templates falsely premised the en masse terminations on individual performance….Each stated that the recipient was fired because “[t]he Agency finds, based on your performance, that you have not demonstrated that your further employment at the Agency would be in the public interest”…
On February 14, a probationer terminated by the Foreign Agricultural Service asked USDA’s deputy chief human capital officer by email about the “specific details of my performance that were evaluated and found to be insufficient” (Blake Suppl. Decl., Exh. A at 1). The response: “[A]gencies were directed to begin providing termination notices . . . and directed [sic] the use of a specific template and language for the notice beginning immediately upon OPM notification”….And our actions are being watched by OPM. So that’s, again, something else that’s unprecedented. . . . Everything we do is scrutinized. Everything is being looked at twice. Any changes that are made in our system that show any type of action that has been deemed impermissible, we have to respond to why it happened….
As many as 200,000 probationary federal employees are at risk of termination (Br. at 19). Those already terminated rank somewhere in the tens of thousands (ibid.). OPM and the federal agencies involved have not disclosed the number or identity of those terminated (even to their unions).
The ongoing, en masse termination of probationary employees across the federal government’s agencies has sown significant chaos. By way of example, Major General (Ret.) Paul Eaton states that the termination of over 1,000 employees across the VA has crippled the agency’s administration of the Veterans Crisis Line…When functioning as intended, the VCL offers our veterans, who suffer from high rates of post-traumatic stress disorder and suicide, 24/7 mental health care in moments of crisis (ibid). Don Neubacher, formerly the Superintendent at Yosemite National Park, states that the ongoing firing of National Park System probationers will inflict immediate, foreseeable harm onto our national parks and the habitats and animals therein (Neubacher Decl.)….
Plaintiffs in this action fall into two groups. First, the union plaintiffs: American Federation of Government Employees, AFL-CIO (AFGE); American Federation of Government Employees Local 1216; American Federation of Government Employees Local 2110; American Federation of State County and Municipal Employees, AFL-CIO; and United Nurses Associations of California/Union of Health Care Professionals, AFSCME, AFL-CIO. Second, the organizational plaintiffs: Main Street Alliance, Coalition to Protect America’s National Parks, Western Watersheds Project, Vote Vets Action Fund Inc., and Common Defense Civic Engagement….
Plaintiffs’ motion for a TRO seeks an order enjoining defendants from taking any actions to effectuate OPM’s probationary employee termination directive….
Plaintiffs are likely to succeed on their ultra vires claim. No statute — anywhere, ever — has granted OPM the authority to direct the termination of employees in other agencies. “Administrative agencies [like OPM] are creatures of statute. They accordingly possess only the authority that Congress has provided.”… Congress’s statutory scheme grants to each agency head the authority to manage their own affairs, including the hiring and firing of employees….
The same is true of OPM. Congress has vested its director with the authority to “secur[e] accuracy, uniformity, and justice in the functions of the Office,” “appoint[] individuals to be employed by the Office, and “direct[] and supervis[e] employees of the Office.”… But that’s it. OPM did not have the authority to direct the firing of employees, probationary or otherwise, in any other federal agency.
OPM concedes that it lacks the authority to direct firings outside of its own walls and argues, instead, that it “did not direct agencies to terminate any particular probationary employees based on performance or misconduct, and did not create a ‘mass termination program’” — it merely “asked agencies to engage in a focused review of probationers based on how their performance was advancing the agencies’ mission, and allowed them at all times to exclude whomever they wanted”…
Plaintiffs, meanwhile, have mustered a mountain of evidence that points in the other direction, from a broad range of federal agencies: “In accordance with direction from OPM . . . all DOD Components must terminate the employment of all individuals who are currently serving a probationary or trial period” (DOD), “[t]here was direction from the Office of Personnel Management” (VA), “agencies were directed to begin providing termination notices . . . immediately upon OPM notification” (USDA), “that was something that was directed from OPM” (IRS), “[w]e were directed last Friday by OPM” (NSF), “[t]hey told us that they directed us to remove probationers” (NSF) (emphases added). A full accounting is above. The weight of the evidence supports plaintiffs’ contention that OPM exceeded the bounds of its authority by unlawfully directing the mass termination of probationary employees across a wide range of federal agencies….
[T]he evidence supports the contention that OPM’s direction to other agencies fell outside its limited statutory authority….
OPM’s direction to the other agencies constituted a final agency action for the purposes of the APA. Plaintiffs have marshalled significant evidence from numerous agencies stating that they were acting at the direction of OPM….
Plaintiffs are also likely to show that the OPM directive was an arbitrary and capricious action….The key fact here is that the template letters sent from OPM to the directed agencies stated: “[T]he Agency finds, based on your performance, that you have not demonstrated that your further employment at the Agency would be in the public interest”… First, it is unlikely, if not impossible, that the agencies themselves had the time to conduct actual performance reviews of the thousands terminated in such a short span of time…“Reliance on facts that an agency knows are false at the time it relies on them is the essence of arbitrary and capricious decisionmaking.”….
Rules are subject to the notice and comment process prior to enactment…OPM’s January 20 memo and February 14 email are likely to constitute a “rule” under the APA…It is beyond cavil that they did not go through notice and comment rulemaking….
First, it is likely that the undersigned lacks jurisdiction to hear the union plaintiffs’ claims for the reasons stated in recent denials of similar claims made by unions representing federal employees….
[T]he Federal Labor Relations Authority (“FLRA”), a three-member agency charged with adjudicating federal labor disputes, reviews matters including negotiability and unfair labor practice disputes. When reviewing unfair labor practice complaints, the FLRA resolves whether an agency must bargain over a subject, violated the duty to bargain in good faith, or otherwise failed to comply with the Statute.
Direct review of the FLRA’s decisions is available in the courts of appeals….
If an agency takes a final adverse action against an employee — removal, suspension for more than 14 days, reduction in grade or pay, or furlough for 30 days or less — the employee may appeal to the Merit Systems Protection Board (“MSPB”). The MSPB may order relief to prevailing employees, including reinstatement, backpay, and attorney’s fees. Probationary employees, however, generally do not enjoy a right to appeal to the MSPB. Employees may appeal final MSPB decisions to the Federal Circuit, which has exclusive jurisdiction over such appeals. This statutory review scheme, too, is exclusive, even for employees who bring constitutional challenges to federal statutes….
The union plaintiffs and their members must adjudicate their claims through the FLRA and MSPB. The union plaintiffs’ claims “are the vehicle by which they seek to reverse the removal decisions, to return [members] to federal employment, and to [collect] the compensation they would have earned but for the adverse employment action.”… That the FLRA or MSPB may lack the authority to adjudicate the union plaintiffs’ constitutional and APA claims does not constitute a foreclosure on all meaningful judicial review: Those issues can be “‘meaningfully addressed in the Court of Appeals’ that Congress [has] authorized to conduct judicial review.”…
But a claim brought by Western Watersheds Project (WWP), for example, against OPM, alleging that the latter issued an unlawful, arbitrary and capricious rule that undermined the BLM’s ability to respond to WWP’s FOIA requests, does not feature a federal employee, their union representative, or their federal employer (in this example BLM). The plaintiff’s injury — frustration of its ecological mission — is equally ill-suited to adjudication by a labor board. True, the termination of a federal employee remains embedded within the dispute: WWP’s injury, it argues, occurred because OPM demanded, unlawfully, that the probationary employees at BLM be terminated. That, standing alone, is not enough to bring a claim within the scope of the statutory schemes created for the resolution of bargaining disputes and employee claims. Asked to provide a single example of a claim brought by a third party, against a third party, that had been administratively channeled via Thunder Basin, OPM could not. Such a rule would stretch that doctrine too far.
In sum, it is unlikely that this Court has jurisdiction over the union plaintiffs, but it likely does have jurisdiction to hear the claims of the organizational plaintiffs. This order moves to consider whether the latter group has standing….“Aesthetic and environmental well-being, like economic well-being, are important ingredients of the quality of life in our society, and the fact that particular environmental interests are shared by the many rather than the few does not make them less deserving of legal protection through the judicial process.”…
The National Park Service has terminated close to 1,000 newly hired employees…Based on my experience as a park Superintendent, the termination of so many NPS employees at once will have an immediate adverse impact on the parks and park visitors. For example, at Yosemite, the park will likely have to stop specific functions and close park areas. There is no way to accommodate current visitation levels without additional staff support during the upcoming peak season. When there was a partial government shutdown in 2018, visitors trashed scenic viewpoints, defecated outside locked restrooms and trampled sensitive ecological areas with their vehicles and dogs. The park receives annual visitation of over 4 million people….
Some of the likely, imminent harms laid out above have already come to pass. A member of the Coalition reported this week that they and their party were forced to abandon a trip to Joshua Tree National Park because the Black Rock Nature Center, which ordinarily provides shelter and commodes to the public, remained unstaffed and closed well after its scheduled opening time …
The Coalition has standing. Its members’ continued use and enjoyment of our national parks will likely be, and in at least one case already has been, injured by the terminations that have taken place at the National Parks Service.
Main Street Alliance likewise has representational standing. …A February 20 letter from the Ranking Member of the Senate Committee on Small Business and Entrepreneurship to the Administrator of the SBA cited reporting that hundreds of probationary SBA employees had been terminated across the country and stated that “through our own investigation and public reporting, we have learned that the fired employees included those supporting disaster assistance and oversight of loan programs”…. Some members who already have entered into contracts with the expectation of obtaining timely loan guarantees “are likely to be on the hook for expenses owed to contractors and suppliers without the ability to pay amounts owed”….
The Western Watersheds Project (the Project)….The Project has standing to challenge OPM’s directive to fire probationary employees at BLM and the U.S. Fish and Wildlife Service. Erik Molvar, a wildlife biologist formerly employed by the U.S. Forest Service and Army Corps of Engineers, and now the Project’s Executive Director, states that it “is a non-profit environmental conservation group that works to influence and improve public lands management”…
First, the Project has shown actual harm, namely that its ecological mission has been perceptibly impaired by the termination of employees at the BLM:…
Plaintiff VoteVets has standing. VoteVets is a “non-partisan, non-profit organization” that has “nearly 2 million supporters . . . with whom it regularly communicates about issues affecting veterans, including the operations, programs, and services available through the U.S. Department of Veterans Affairs”… The VA has “dismissed over 1,000 probationary employees,” “rais[ing] concerns about potential staffing shortages and the quality of care provided to veterans”… This shortage “has overwhelmed existing supervisors and affected the VCL’s ability to provide timely assistance to veterans in crisis.”…
Plaintiff Common Defense likewise has standing…Responding to members questions, and working to determine what answers we can give to those members, diverts resources from Common Defense’s advocacy mission and core priorities, including working to expand ballot access at the state level, advancing initiatives to address climate change, and training and educating members….
OPM directed mass firings and plaintiffs each likely will be (or have been) injured as a result. Plaintiffs have each established a sufficient causal link between the mass termination of employees at the implicated agencies, and the imminent, foreseeable, and in some cases actual injuries that they face….
The partial closure and degradation of national parks constitutes likely, irreparable harm due to both environmental injury and loss of access…
Loss of access to essential government services also constitutes likely, and in some cases actual, irreparable harm. For example, the Veterans Crisis Line — an indispensable resource for our veterans in times of crisis — has been “overwhelmed” and its ability to provide care diminished for lack of staff… Its failure to meet the needs of our veterans presents the further likelihood of tragic results….
Finally, plaintiffs face irreparable harm because they have diverted significant or even all present resources to responding to the hardships created by the mass termination of probationary employees …
OPM’s assertion, meanwhile, that “[p]laintiffs have produced no credible evidence that terminations of federal employees have caused a disruption in critical government services” (ibid.) is refuted by the record, discussed at length in this memorandum’s consideration of standing….“The preservation of the rights in the Constitution and the legality of the process by which government agencies function certainly weighs heavily in the public interest.”…
Based on the foregoing, the Court granted the following relief at the close of the February 27 argument: That OPM’s January 20 memo, February 14 email, and all other efforts to direct the termination of employees at NPS, BLM, VA, DOD, SBA, and NSF are illegal, invalid and must be stopped and rescinded. That OPM must communicate that decision to those agencies by the next day, February 27….
This memorandum amends the bench order to address two errors (the inclusion of the NSF, and the exclusion of FWS). The Court’s TRO is accordingly AMENDED to the following:
It is ORDERED that:
OPM’s January 20 memo, February 14 email, and all other efforts by OPM to direct the termination of employees at NPS, BLM, VA, DOD, SBA, and FWS are unlawful, invalid, and must be stopped and rescinded.
OPM shall provide written notice of this order to NPS [National Park Service], BLM [Bureau of Land Management], VA [Veteran's Affairs], DOD [Department of Defense], SBA [Small Business Administration], and FWS [Fish & Wildlife].
-- United States District Court, Northern District of California, AMERICAN FEDERATION OF GOVERNMENT EMPLOYEES, AFL-CIO, et al., Plaintiffs, v. UNITED STATES OFFICE OF PERSONNEL MANAGEMENT, et al., Defendants. No. C 25-01780 WHA. MEMORANDUM OPINION AND ORDER AMENDING TRO. WILLIAM ALSUP
MEMORANDUM OPINION AND ORDER AMENDING TRO
STATEMENT
On January 20, 2025, Acting Director of the Office of Personnel Management Charles Ezell, defendant, issued a memo to department and agency heads directing them to identify all employees serving probationary periods by January 24, and to “promptly determine whether those employees should be retained at the agency.” Probationary employees are those who have served less than one year in the competitive service or less than two in the excepted service.
On February 13 OPM communicated with the heads of several federal agencies in a private conference call. Neither the participants nor the contents of that call are directly in the record.
The next day, OPM sent an email to federal agencies’ chief human capital officers (and their deputies) stating:
Over the past several days, agencies have worked to review, clean up, and finalize their lists of probationary employees they wish to keep, and wish to terminate, and begin taking action.
We have asked that you separate probationary employees that you have not identified as mission-critical no later than end of the day Monday, 2/17. We have attached a template letter. The separation date should be as soon as possible that is consistent with applicable agency policies (including those in CBAs).
(Dkt. No. 37-1).
The large-scale termination of probationary employees from myriad federal agencies followed. Plaintiffs contend that those employees were terminated at the direction of OPM.
Dr. Andrew Frassetto, for example, was hired as a program director at the National Science Foundation on September 9, 2024 (Frassetto Decl. ¶3). Dr. Frassetto and over 100 other NSF employees were terminated en masse during a Zoom meeting on February 18 (id. ¶ 10; Evans Decl. ¶28). A time-stamped transcript of that meeting, generated by an automated closed captioning system, is attached to Dr. Frassetto’s declaration (Exh. B). In response to inquiries by the terminated employees, NSF’s chief management officer, Micah Cheatham, stated that “[w]e were directed last Friday [February 14] by OPM to terminate all probationers except for a minimal number of mission critical probationers” (id. at 18). Asked if NSF had attempted to negotiate with the administration to minimize the number of terminations, Cheatham responded: “There’s no negotiation” (id. at 25).
In fact, when the NSF officials orchestrating the firings were confronted by the terminated probationers, they stated that “[ u]p until Friday [February 14]. Yes. We were told by OPM it was the agency’s discretion whether to remove probations or not. We chose to retain them all” (id. at 17). But “late Friday night,” “[t]hey told us that they directed us to remove probationers” (ibid.). “[T]here was no limited discretion. This is not a decision the agency made. This is a direction we received” (id. at 12) (emphasis added).
Plaintiffs further allege that OPM ordered agencies to use template notices — supplied by OPM — to implement the ordered terminations, and that those templates falsely premised the en masse terminations on individual performance. The Department of Agriculture, National Science Foundation, Federal Aviation Administration, Department of Veterans Affairs, and Department of Health and Human Services each issued substantially similar letters (Bachelder Decl., Exh. 1; Evans Decl., Exh. B; Ronneberg Decl., Exh. 1; Schwarz Decl., Exh. A). Each stated that the recipient was fired because “[t]he Agency finds, based on your performance, that you have not demonstrated that your further employment at the Agency would be in the public interest” (ibid. (emphasis added)). The empty template provided to DOD by OPM likewise declares — despite empty “[NAME]” “[TITLE]” and “[ORGANIZATION]” fields — that “the Agency finds, based on your performance, that you have not demonstrated that your further employment at the agency would be in the public interest” (Schwarz Decl., Exh. D).
Dr. Frassetto is again illustrative. In a February 13 performance review — five days before he was terminated “based on [his] performance” — Dr. Frassetto’s supervisor reported:
[H]is role [is] mission critical. Dr. Frassetto has been an outstanding program director, and he has taken the lead role in overseeing this important and complicated portfolio for the division. Dr. Frassetto came to NSF with a unique skill set in interdisciplinary scientific research . . . . He has already demonstrated an outstanding ability to balance the various aspects of his job responsibilities and is highly effective at organizing and completing all his work in an accurate and timely manner.
. . .
Dr. Frassetto’s work on this portfolio has been outstanding and he has brought important experience to the role and has demonstrated highly competent project management and oversight. He is a program director who has needed minimal supervision and eagerly seeks special assignments at higher levels of difficulty. He has been an outstanding contributor to the division, directorate, and agency.
(Frassetto Decl., Exh. A).
The NSF officials who fired Dr. Frassetto (and over 100 of his peers) via Zoom on February 18 stated: “The cause comes from boilerplate we received from OPM. The cause says that the agency finds based on your performance that you have not demonstrated that your further employment at the agency would be in the public interest” (Frassetto Decl., Exh. B at 21).
On February 26, 2025, Civilian Personnel Policy Council members at the Department of Defense (DOD) stated by email: “In accordance with direction from OPM, beginning February 28, 2025, all DOD Components must terminate the employment of all individuals who are currently serving a probationary or trial period” (Schwarz Decl., Exh. C at 1).
Tracey Therit, chief human capital officer for the VA, testified under oath at a congressional hearing before the House Committee on Veterans Affairs on February 25:
RANKING MEMBER TAKANO: So nobody ordered you to carry out these terminations?
You did it on your own?
MS. THERIT: There was direction from the Office of Personnel Management.
(Walls Decl. (Reply), Exh. A at 8).
On February 14, a probationer terminated by the Foreign Agricultural Service asked USDA’s deputy chief human capital officer by email about the “specific details of my performance that were evaluated and found to be insufficient” (Blake Suppl. Decl., Exh. A at 1). The response: “[A]gencies were directed to begin providing termination notices . . . and directed [sic] the use of a specific template and language for the notice beginning immediately upon OPM notification” (id. at 2).
In a “town hall” for IRS employees on February 21, the IRS’s chief human capital officer (CHCO) stated:
I’m not sure why it’s happening . . . . Regarding the removal of the probationary employees, again, that was something that was directed from OPM. And even the letters that your colleagues received yesterday were letters that written by OPM, put forth through Treasury, and given to us . . . . I cannot explain to you why this has happened. I’ve never seen OPM direct people at any agency to terminate.
(Lezra Decl., Exh. A at 4–5).
The IRS had to “get permission” to make even minor alterations to the template OPM termination letter:
There was a modification because we created our own email box for employees to send questions to HR directly after they separate. We felt it was important to have an avenue of communication open for them if they had questions about their final paycheck, or benefits, or leave payouts. So we did get permission to add that email in there.
(id. at 4–5). The IRS CHCO continued:
And our actions are being watched by OPM. So that’s, again, something else that’s unprecedented. . . . Everything we do is scrutinized. Everything is being looked at twice. Any changes that are made in our system that show any type of action that has been deemed impermissible, we have to respond to why it happened.
(id. at 3–4).
A termination letter received by a probationer at the Bonneville Power Administration (within the Department of Energy) stated: “Per OPM instructions, DOE finds that your further employment would not be in the public interest. For this reason, you are being removed from your position with DOE and the federal civil service effective today” (Schwarz Decl., Exh. B at 10 (emphasis added)).
As many as 200,000 probationary federal employees are at risk of termination (Br. at 19). Those already terminated rank somewhere in the tens of thousands (ibid.). OPM and the federal agencies involved have not disclosed the number or identity of those terminated (even to their unions) (ibid.).
The ongoing, en masse termination of probationary employees across the federal government’s agencies has sown significant chaos. By way of example, Major General (Ret.) Paul Eaton states that the termination of over 1,000 employees across the VA has crippled the agency’s administration of the Veterans Crisis Line (Eaton Decl. ¶¶ 8–9). When functioning as intended, the VCL offers our veterans, who suffer from high rates of post-traumatic stress disorder and suicide, 24/7 mental health care in moments of crisis (ibid). Don Neubacher, formerly the Superintendent at Yosemite National Park, states that the ongoing firing of National Park System probationers will inflict immediate, foreseeable harm onto our national parks and the habitats and animals therein (Neubacher Decl.). The Western Watershed Project, meanwhile, has already had its ecological mission frustrated, as terminations at BLM have rendered that agency unable to respond to the Project’s FOIA requests (Molvar Decl. ¶ 7).
* * *
Plaintiffs in this action fall into two groups. First, the union plaintiffs: American Federation of Government Employees, AFL-CIO (AFGE); American Federation of Government Employees Local 1216; American Federation of Government Employees Local 2110; American Federation of State County and Municipal Employees, AFL-CIO; and United Nurses Associations of California/Union of Health Care Professionals, AFSCME, AFL-CIO. Second, the organizational plaintiffs: Main Street Alliance, Coalition to Protect America’s National Parks, Western Watersheds Project, Vote Vets Action Fund Inc., and Common Defense Civic Engagement.
Plaintiffs filed a complaint for declaratory and injunctive relief on February 19, 2025 (Dkt. No. 1). Four days later, on February 23, they filed an amended complaint and moved for a temporary restraining order (Dkt. Nos. 17, 18).
First, plaintiffs argue that OPM directed federal agencies to fire probationary employees, and that the action was an ultra vires act because it exceeded the scope of OPM’s statutory authority, intruded upon the statutory authority of the individual federal agencies and their heads, violated the Civil Service Reform Act’s (CSRA) provisions governing agency terminations based on performance and reductions in force (RIFs), and violated the General Authority to Employ enacted by Congress (Dkt. No. 17 at 25–26). Second, plaintiffs argue that the OPM directive to terminate probationary employees constituted a final agency action that violated the APA because it exceeded the agency’s statutory or constitutional authority, was otherwise unlawful, was arbitrary and capricious, and did not undergo the necessary notice and comment process (id. at 26–30).
Plaintiffs’ motion for a TRO seeks an order enjoining defendants from taking any actions to effectuate OPM’s probationary employee termination directive.