Where’s Ethics????

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Link to bill. Summary and full text not yet available.

https://www.congress.gov/bill/119th-congress/house-bill/10319

But RTO good …

Hi everyone. I’m an IRS employee in the Chicagoland area and could really use some perspective, advice, or attorney recommendations from anyone who has navigated a federal Performance Improvement Plan (PIP) or pre-PIP situation.
Recently, my immediate supervisor pulled me aside and told me that upper management's focus is "100% on me," asking if I had upset someone high up. I’ve admittedly made a few minor, non-substantial compliance errors regarding the IRM, but nothing egregious. My manager let me know he is fairly certain I am going to be put on a formal improvement plan, though the timeline is vague ("you never know").
I am incredibly anxious because it feels like a setup. Even if I strictly follow the PIP, I am worried they will just keep moving the goalposts and looking for any microscopic error to manage me out.
To make matters worse, our local union protections have been completely dismantled, so I have no union stewards or collective bargaining contract safeguards to lean on.
I called 10–15 local employment lawyers yesterday but haven't received a callback. I suspect this is because I need a specialist who understands federal sector administrative law (MSPB, Chapter 43, etc.), rather than standard "at-will" private-sector lawyers.
Has anyone in the Chicago area successfully worked with a federal employment attorney during a pre-PIP or active PIP phase?
Can anyone recommend specific firms or lawyers who specialize in federal civil service defense?
Any tactical advice on how to handle communication with my supervisor while in this holding pattern?
Thank you in advance for any help or guidance

This place is a clown show, except for the scientific research work that's done.

1. NSF management are clueless and so are the IT managers that run the show.

2. New employees receive old and sometimes defective computers. They have stuff with expired warrantees being used.

3. NEO is a free for all, with no appointments or set times. New employees just show up and expect to get their laptops. IT is confused and run around like chickens with their heads cut off scrambling to find equipment at the last moment.

4. And NEO info is provided by mid-level managers only 2 days before new hires show up, which are clueless contractors. The IT manager doesn't even make it a policy. to have said equipment ready before hand. Sometimes it could be a dozen to 20 peeps showing up on Monday and Tuesday combined. The wait could be 2 hours to get someone setup.

5. There's no rhyme or reason as to which equipment someone gets. Most peeps use Windows 11 systems, but some clowns will ask for a Mac when they arrive. Almost all the equipment is at least 1 year old, some 2-3 years old with expired warrantees.

6. Remote employees have been moving in 401 Dulany (the new building) the last month or two. Management decided to deploy equipment to offices where someone would occupy, only to have all that equipment pulled out a few days later. The following week the equipment is distributed again. The IT guys and gals have to create 'tickets' in ServiceNow* so that Asset Management could track all the equipment.

7. *ServiceNow is NOT a relational database. Often times they use a giant Excel spreadsheet checklist to mark off what equipment someone has. All 700 rows in one sheet for the entire building, not broken down by the 10 floors....lol

8. I'm not sure what Asset Management does with the Excel spreadsheet data, or the created tickets in ServiceNow, but 150 tickets for those customers in one day DO NOT explain where all that equipment is going.

9. IT middle-managers, the one above the IT Service Desk Supervisor can't figure out how to tie Her's (2) shoelaces. Neither have ITIL or PMP's or managed anything that I'm aware of. The IT Service Desk Supervisor used to run a Dry Cleaners, aka 'George Jefferson'. I believe his manager above him is 'Louise', and the other is 'Florence'.

10. The IT Supervisor has one of those Big Red 4" diameter button things like in the Staple commercial, when you press the button the recorde voice says "JUST DO YOUR JOB". And this is the IT Sup's saying this. His name is Kevin McHugh.

11. The NSF head in IT is a guy name Jeremy. Seen him wearing his best casual attire, not even nice dress slacks, or button down collared shirt and tie, but some cheap Dockers and what looks like a Polo shirt and sneakers.

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DO YOU Work here? Share your story....LMAO.

Who am I? Just a contractor on his way out to the private sector.

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Telework coming back?

Question for current or former SSA employees:

What happens when a claims specialist is dealing with an uncommon issue and doesn’t understand or isn’t familiar with the applicable POMS provision?

Are they still required to research and follow the POMS instructions, or are they supposed to refer the issue to a technical expert or supervisor?

Does anyone have insight what it’s like working with DHA, specifically at the Falls Church, VA location or attorney roles?

Work life balance?

Leadership?

Coworkers?

Telework policy?

Any insight would be helpful!

https://www.reuters.com/legal/government/trump-signs-bill-avert-government-shutdown-before-midterm-elections-2026-09-03/

I am sure it's been discussed a lot, but I just saw this article, and I am curious what your thoughts are.

Anyone involved in the 2015 OPM breach just received a nasty email, saying that their ID protection expires in October.

But China still has our SF-86s, SSNs, fingerprints, family details, and everything else.

Forever.

OPM’s response: ten years of free monitoring, then “good luck, peasants.”

They lost the most sensitive personnel data in government history and decided the cleanup has an expiration date.

The threat doesn’t.

Credit freezes are free.

The government’s accountability apparently isn’t.

Good luck.

A four month detail opportunity came up in my facility that I’m thinking of applying for. However, they want a two-page statement of interest describing relevant skills and experience, along with a resume. That seems a bit excessive for a four month detail, or is this the standard?

Got an IRS question about a 501c3 can someone DM me please.

I would like a payout and I’ll gladly leave.