Know your rights: FAQs about federal employment

Frequently Asked Questions (FAQs)

We've received many questions about your rights as federal employees. You can find answers to some initial questions below, and check back for updates as more information becomes available.

Reduction in Force

1. Does the CFPB have a RIF plan?
According to representatives of CFPB Management, there is no such plan in place and there wouldn't be unless/until a new Director requested it and such a request is signed off by CFPB Legal.

2. Would an RIF include severance pay?
Federal employees separated from their positions as part of an RIF would likely be eligible for severance. The severance payment would be calculated according to a complex formula and can be estimated using a worksheet found on the OPM website. 

Remote work/Telework

1. Can a new Director remove current designations for positions designated 100% telework eligible or remote eligible?
NTEU’s view is that the existing agreement does not provide a procedure for revoking designations. If CFPB seeks to create such a procedure, they must notify NTEU and brief us, and give employees the opportunity to bargain over such a change in working conditions.

Such a change is even then likely not eligible to be bargained over over the next 4 years as the topic is covered by the existing telework/remote work agreement. CFPB would need to wait until it expires to propose such changes.

2. Can management relocate outside of the DC-HQ?
Dodd-Frank specifically requires the Bureau to have a “principal office” in DC and permits (but does not require) the Director to establish regional offices. 12 U.S.C. § 5491(e)

Trial/probationary period employees

1. How do I know if I am in my probationary period or not?

CBA Article 40 Section 1 states: “In accordance with law, employees in the competitive service will serve a probationary period of one (1) year.  Employees in the excepted service will serve a trial period of two (2) years, unless the employee is a preference eligible veteran pursuant to 5 U.S.C. Section 2108, in which case the trial period will be one (1) year.”

Double-check your SF-50 in HR Connect to make sure your official records accurately reflect your status! We’ve heard multiple reports of employees still being marked tenure code 2 ("conditional") rather than code 1 ("permanent") despite being well past their probationary period. Human Capital has acknowledged the error and agreed to update records to fix it.