83,000 Layoffs? VA’s Troubling Plan – And How the Union is Fighting Back

Layoff Fears Are Growing – But VA Bargaining Unit Employees Have Powerful Protections

You’ve probably heard the troubling news – the VA is planning wide-scale layoffs that could impact tens of thousands of employees. But what you may not know is that bargaining unit employees at the VA have some of the strongest job protections in the federal government – protections that make it far more difficult for the agency to carry out these job cuts. These safeguards didn’t happen by chance—they were fought for and won at the bargaining table by dedicated union leaders who understood the importance of protecting VA employees from unfair layoffs.

We Owe a Debt of Gratitude to the National VA Council

Thanks to Alma Lee, President of the National VA Council (NVAC), and her negotiating team, Article 28 of our Master Agreement provides some of the strongest job protections against unfair Reductions in Force (RIFs) in the federal government.  Beyond existing laws, they secured additional contractual safeguards that make it even harder for the VA to carry out mass layoffs.

Because of their efforts, the VA cannot simply layoff employees at will.  The agency must follow strict rules, and any failure to do so can result in employees being reinstated with full back pay and interest.  AFGE Local 17 will ensure these hard-won protections are enforced every step of the way.

The VA’s Plan to Cut Tens of Thousands of Jobs

The Department of Veterans Affairs (VA) is moving forward with a plan to eliminate up to 83,000 jobs – a reduction so massive that it could cripple services for Veterans and leave thousands of employees without jobs.  An internal VA memo confirms that these widespread layoffs are coming, with no part of the agency spared.

The VA is setting a target to slash staffing levels back to 2019 numbers, erasing years of progress, especially after the passage of the PACT Act, which expanded benefits and healthcare for Veterans.  If these layoffs move forward, they will not only harm employees but also severely impact Veterans who depend on VA services.

This is the reality we are facing.

But here’s what the VA isn’t telling you: these job cuts are not as easy as they want you to believe.

The VA Can’t Simply Layoff Thousands of Employees – There Are Rules

A Reduction in Force (RIF) is not a simple process.  The VA must follow strict federal laws and contractual obligations, especially those outlined in Article 28 of the Master Agreement, which Alma Lee and her team fought hard to negotiate.

If the VA fails to follow these rules, employees can be reinstated with full back pay, including interest.

Some of the major obstacles the VA faces in conducting a legal RIF include:

• Union notification and delay requirements – The VA must provide at least 90 days’ notice to the Union before making any RIF-related decisions. They cannot inform employees before informing the Union.
• Hiring freezes and reemployment rights – Before conducting a RIF, the VA must freeze hiring and give priority to affected employees for open positions. If they ignore these rules, the RIF can be overturned.
• Strict retention and reassignment rules – The VA cannot just pick and choose who stays and who goes. Employees with higher retention standing must be prioritized for reassignment within their commuting area.
• Detailed employee notifications and job placement assistance – Employees are entitled to individualized notifications, job search assistance, and two years of priority consideration for reemployment. If the VA fails to do this properly, we will challenge them.

These are not small technicalities – they are significant legal roadblocks that could prevent these layoffs from ever happening if challenged correctly.

AFGE Local 17 is Ready to Take Action

While management may try to downplay these obstacles, we know the truth – and we are ready to fight.

• We will challenge every violation of the RIF process.
• We will hold the VA accountable for every misstep.
• We will file a class action grievance on behalf of employees who may be affected.

And thanks to your union dues, we have the resources to take this fight as far as it needs to go – including arbitration or federal court if necessary.

Stay Informed, Know Your Rights, and Stand Together

AFGE Local 17 will be hosting a podcast within the next two weeks featuring a legal expert on RIFs to explain your rights, what to expect, and how the Union is fighting back.  This will be an opportunity to get answers to your questions directly from an expert who understands the law and what the VA must do to carry out these layoffs legally.

If you receive any notification regarding a RIF, contact us immediately.  Do not assume the VA is following the rules – our legal team is ready to challenge any mistakes.  The stronger we are, the harder it will be for the VA to push these cuts through.  Your membership strengthens our ability to fight back and protect jobs.

The VA wants you to believe this is a done deal – that layoffs are inevitable and you should just accept it. Don’t. RIFs are incredibly difficult to do correctly, and if the VA makes mistakes, we will stop them in their tracks.

If you’re worried, you’re not alone. But you don’t have to fight this battle alone. AFGE Local 17 is already fighting for you.

For updates, support, or to report concerns, contact AFGE Local 17 today.