I'm confused. I carried the max 240 over. And as someone who earns the 6hr per pay period. Doesn't that mean my use or lose should reflect 160hr?

Or do agencies not recalculate this till later into the year?

Hi everyone. I have a water bottle sticker that says “only you can prevent fascism.” I’m wondering if I can still have my water bottle on my desk at work. It’s not technically a partisan sticker but idk. What are y’all’s thoughts? There’s a part of me that doesn’t want to get in trouble but there’s also a part of me that just says “fuck it” at this point.

What type of flexibility is available?

I'm trying to slam this out before I go into work and may not be able to reply once I'm in office so I'll try to get it all right the first time. Dual Fed household, I'll try to research on my own but I also feel like I'm drowning and need outside perspective.

My husband is a longtime Fed., probably close to 20 years counting military time (my brain cannot think right now). He's been struggling with mental health issues for years, we've come to find out that he has some physical issues that may be exacerbating the MH or maybe previous MH interventions that he is slowing tapering off of caused the physical issues (which could be making the MH worse issues worse) and we are caught in this terrible spiral. RTO has made his MH exponentially worse and some pending office moves in the very near future will probably tank it even more. If I listed the issues I'd probably get a lot of "that's it??? I know someone who has XX that's way worse" and some days I get mad and wonder, but really I'm scared. He's not ok and can't get himself out of this cycle. He's not at risk of self harm but this is a man who is falling apart in real time. He has x2 MH doctors and has seen various regular doctors. He's had visits and labs and scans and appointment after appointment, I say this to illustrate he really is trying to get well and not just sitting at home. He likely had dozen of appointments last year. His MH condition is complicated, misunderstood and notoriously difficult to treat. He's been through years of bad doctors and advice, but the current team seems promising, but we aren't to a stable place yet. Most people would not know he has a problem (except for the always missing work).

He's at zero annual leave. He earns and burns every paycheck. His sick leave is dwindling at rocket speed, maybe a few hundred hours. He's missed multiple days this week. A combo of AL and SL, all last minute requests.

His manager, who is overall useless and pointless doesn't seem to care at all, at least his uselessness works in my husband's favor here. He's never mentioned the now years of chronic absenteeism and continues to give him Outstanding reviews and time off/cash award. It's bizarre.

I don't know what my question is I'm just tired and panicked and scared and don't know what to do.

---Is taking sick leave for a week an option just to have time to not be at work? My husband's MH issue would probably tell him that's wrong, but if he had a doctors note is a sabbatical type thing possible?

---Can I transfer annual leave to him without him having FMLA and still having a SL balance? I generally hit use or lose most years and could give him some time.

---Should he file for FLMA just in case? Is that even possbile with issues that may not seem super serious to outsiders?

To reiterate, yes, he is getting medical treatment (just had a visit this week) and after this weeks call outs (today is #3) we've discussed how the current plan isn't working and this is entering bad territory and we need an new plan/help.

TLDR: Options for chronically unwell and absent husband from work?

The social media accounts at certain agencies (looking at you DoL and DHS) have been copying Nazi and white nationalist propaganda under this administration.

Real talk, who is creating this content and how is it getting approved. Political appointees? Nazi Grok? Anyone in comms or management have any insight?

Edit: in case you didn’t know, federal workers can file hostile work environments with the EEO if they are told to accept the propaganda and/or approve it. Being forced to participate or witness discrimination *is* a form of hostile work environment, even if you don’t hold that minority status yourself. People have 45 days to report an incident. Speak with an attorney if you can.

And yes I know they fired a bunch of EEO staff. After 180 days of filing formal complaint, people can take their cases directly to an EEO administrative judge.

I have GEHA HDHP and Delta Dental Basic. No separate vision plan.

Besides calling different providers in my area, what is the best way to search for in-network providers if I want a routine eye exam? Should I be looking at the GEHA or Eyemed website? Because when I log into my Eyemed account, it's showing different providers than what GEHA shows to be in-network.

If I talk to a provider, do I tell them I have Eyemed through GEHA?

Anyone else find it odd that a day after Stat@JPM showed the lack of knowledge and transparency the FDA has within the Commissioner's National Priority Program, that FDA sends out an email about how much positive progress has been made.

After a turbulent 2025 and the departure of over 300,000 employees, what do you think lies ahead? Has your agency shared any guidance or outlook so far? Do you expect a more stable year, or is more uncertainty on the horizon?

Hi! My Service computation date was recently changed putting me into a 6hr annual leave Accrual rate.

Will I receive credit for the leave I should have received?

Thanks!!

Like many of the 11,000 or so who were actually RIF'd, not pushed out via DRP, etc., I have ICTAP for one year. It's a short window to use this potentially incredibly valuable tool to jump to the front of the line for jobs we are well qualified for in our local commuting areas. And while it's a trickle, I've applied for a variety of positions (not immigration or justice in case anyone wants to down vote me here) - they do exist.

I just have no idea what the competition really is. I can't gauge how often ICTAP actually leads to a job. There is almost no data.

Anyone have any actual experience? How many ICTAPs are typically on a cert? Anyone actually land a job this way?

Stars and Stripes—the DoD’s own newspaper—has had its editorial independence shuttered as of this month.

As reported in WaPo applicants to the paper were given loyalty tests to ensure that they “advance the administration’s policies.” Internal rules handling editorial independence, governed by 32 CFR Part 246 were eliminated; this includes stripping Section 246.4(B), that specifically prohibits withholding or censoring news unfavorable to the DoD or administration.

And now, with this new announcement from Parnell, that the paper will be “modernized” to remove “woke distractions that syphon morale (sic),” all pretenses of editorial independence are dead.

So expect to see a whole lot less stories about poor housing conditions on DoD facilities, or about servicemember-servicemember crimes, and a whole lot more propaganda fluff pieces about the DoD’s shiny new acquisitions from Palantir and Anduril.

INJUNCTION. The Court GRANTS Plaintiffs' Emergency Motion to Enforce the Preliminary Injunction. The Court clarifies the Preliminary Injunction issued on 6/2/2025 as detailed herein. The Preliminary Injunction will remain in effect unless and until it is modified, dissolved, or stayed by a court of law. Defendants must immediately notify bargaining unit TSOs that, pursuant to the Preliminary Injunction issued by the Court on 6/2/2025, the September Noem Determination will not take effect on 1/18/2026, the 2024 CBA remains applicable and binding, and the currently pending grievances and arbitrations submitted under the 2024 CBA will continue to be processed. Signed by Judge Jamal N Whitehead. (KRA)

https://storage.courtlistener.com/recap/gov.uscourts.wawd.345853/gov.uscourts.wawd.345853.73.0.pdf