“What Did You Do This Week?” – The Bureaucratic Nightmare That Sent Federal Employees Into a Frenzy

A futuristic office scene featuring Elon Musk in a suit, sitting at a high-tech workstation. He stares at the screen with an intense, authoritative expression. The glowing text overlay reads: 'What did you do this week?'

Anything interesting hit your inbox this weekend?

Nothing says "competent workforce management" like a weekend email from U.S. Office of Personnel Management (OPM) demanding that 2.3 million federal employees submit bullet points of their accomplishments.

And the best part? Even the government doesn’t know what to do.

Some agencies: “Reply immediately.”
Others: “DO NOT REPLY.”
NOAA: National Oceanic & Atmospheric Administration: “Maybe reply, maybe don’t? We’ll get back to you Monday.”

It’s a choose-your-own-adventure, but every ending involves getting yelled at.

Why is this happening?

Because Elon Musk—a man who spends more time posting memes than running his companies—has apparently been put in charge of federal workforce management. His grand strategy? A mass email. And nothing says ‘productive workforce’ like an email from your new billionaire overlord.

Which is adorable because absolutely no one is reading all these emails.

🔹 That’s 11.5 million bullet points.
🔹 If printed, 700,000 filing cabinets of bureaucratic joy.
🔹 At best, this is going straight into a Microsoft Excel sheet that an intern will delete in three weeks.

But wait, it gets better.

Musk implied that failure to respond = resignation.

Which is, in legal terms...completely illegal.

OPM literally said mass email responses must be explicitly voluntary. Yet here we are, wondering if silence will get people removed from payroll.

Meanwhile, employees are being told to CC their managers. Because nothing builds trust like looping in your boss on an email you don’t understand.

So what’s the right move?

Some agencies handled this beautifully:

The Washington Post reports:

U.S. Secret Service almost had agents send: “This week, I accomplished 100% of my job. Also, I exceeded expectations.”

Meanwhile, a U.S. Geological Survey (USGS) Survey employee simply replied:"I categorically refuse."

Which, frankly, is the energy we all need.

If you’re a federal employee caught in this mess, just copy-paste this:

To: Elon Musk, OPM, and whoever is pretending to be my boss this week

Subject: RE: What did I do last week?

Hello,

Last week, I accomplished 100% of my required duties, as outlined in my position description.

✅ I supported critical government operations.
✅ I successfully maintained employment, despite this nonsense.
✅ I did not accidentally leak classified information to a billionaire.
✅ I watched in horror as my inbox became a battlefield of conflicting instructions.
✅ I exceeded expectations by not rage-quitting over this email.

Please do not hesitate to reach out if you’d like to waste more taxpayer-funded bandwidth on this charade.

Best,
A Federal Employee Who is Definitely Real and Not a Bot™

So let’s recap:
🎯 This is dumb.
🎯 The government doesn’t know what to do.
🎯 Elon Musk should not be running OPM.
🎯 And the only rational response is to mock this until it disappears.

The Midnight Deadline That Could Change the Federal Workforce Forever

Demonstrators rally during a protest against U.S. President Donald Trump and the actions he has taken in the first weeks of his presidency, outside of the Department of Labor (not pictured) in Washington, U.S., February 5, 2025.

As Tom Petty famously said, "You can stand me up at the gates of hell, I won't back down."

This morning, like every other federal employee, I received another email reminding me that time is almost up. The so-called "Fork in the Road" buyout offer—a forced choice that feels anything but voluntary—expires tonight.

This isn’t just another bureaucratic reshuffling. It’s an existential crisis for public service.

For more than a decade, I have proudly served as a federal employee, working across multiple administrations, and several agencies. I've advocated for healthcare with the U.S. Department of Health and Human Services (HHS), promoted innovation at the USPTO, and today I fight for the American worker at the U.S. Department of Labor. Now, that career—like those of thousands of my colleagues—hangs in the balance, not because of performance or budget constraints, but due to a politically motivated purge of the federal workforce.

And I’m not alone.

“If you have to send us 10 emails saying this is totally not a scam… then it’s probably a scam,” David Casserly told POLITICO.

Federal employees across agencies have voiced our concerns: we do not trust this offer.

There is no legal certainty that severance will be paid past March 14, when current government funding expires. Meanwhile, those who refuse the buyout face an implicit threat of future layoffs. Messaging from U.S. Office of Personnel Management (OPM) has been inconsistent, shifting policies and timelines in ways that appear designed to create confusion.

The irony? The very people being targeted for removal are the backbone of government efficiency.

Career civil servants do not take these jobs for money or prestige. We do this work because we believe in it. We are committed to upholding the rule of law, ensuring that government services run smoothly, and protecting the most vulnerable members of our society. We are the employees processing Social Security claims, enforcing labor laws, and ensuring accessibility in federal programs. Yet, we are now treated as obstacles to be removed.

So, what happens tomorrow?

For those of us refusing the buyout, we brace for retaliation. The Department of Government Efficiency met with Labor Department leadership yesterday, and the message was clear: this is only the beginning. We do not know if access to federal systems will be revoked overnight. We do not know if mass terminations are imminent. What we do know is that this administration is determined to eliminate career public servants, and it is not being subtle about it.

But we are still here. And we are not backing down.

If you are a federal worker—or if you know one—check in, reach out, and offer support. No matter what happens after midnight, we must stand together.

“Did You Do Anything Related to DEI?”—The Question That’s Destroying Federal Careers

The Education Department headquarters in Washington on Jan. 15.

I’ve spent over a decade in federal service, working across multiple administrations. I’ve proudly served my country, navigating shifting policies, political climates, and leadership changes. But what’s happening now? It’s not just a shift. It’s an erasure—one that’s putting careers, rights, and fundamental American values on the line.

If you’ve ever attended a DEI training, served on an affinity group, or simply advocated for fairness, you might be next.

This administration isn’t just eliminating DEI programs—it’s purging people. At least 50 Department for Education employees have been placed on leave, yet “almost none of them worked in jobs directly related to DEI,” according to The Washington Post. Their crime? Being associated with diversity efforts in any way.

That’s the threshold for being removed from service.

This isn’t just about diversity training—it’s about who belongs in the federal workforce at all. The U.S. Office of Personnel Management (OPM) sent a mass email giving employees a “choice”: resign now with a deferred resignation package or risk losing your job without guarantees.

A U.S. Department of Justice worker summed it up perfectly to POLITICO “It felt like we were being asked to swear allegiance to a new form of government.”

DEI isn’t a radical concept—it’s the very promise of this country.

We have fought, legally and morally, to build a system where opportunity isn’t dictated by race, gender, ability, or background. And yet, this administration is doing everything it can to undo that progress.

They aren’t just removing DEI from federal offices—they’re erasing it from history. Government websites with EEOC information were taken down for days, making it harder for employees to even report discrimination .

For those of us with disabilities, this isn’t theoretical. I’ve advocated for policies that make federal spaces more accessible—not just for myself, but for millions of Americans who need those same protections.

So when people say “DEI is dead”, as Trump recently did , I hear something else: “People like you don’t belong.”

But here’s the thing: we’re still here. And we are not going quietly.

Federal employees—especially those of us from historically excluded backgrounds—are exhausted. We’re being pushed out, threatened, and told we don’t matter. But the truth is, we are the backbone of this government. Career staff keep the country running regardless of who is in office. We have institutional knowledge that no executive order can erase.

So if you’re reading this, check on your friends in government. We are holding on by a thread. We need allies. We need people to speak out. We need each other.

And if you’re in the private sector thinking, “This won’t affect me”? Think again. Because when DEI disappears from government, it emboldens companies to follow suit. And when institutional knowledge is lost, we all pay the price.

Trump’s DEI purge targets federal workers who did not work in DEI

The War on DEI: What It Means for Disability Advocacy in the Federal Workforce

The image shows a close-up of a document titled "Termination of Employment" placed on a wooden desk. To the side, there is a partial view of a keyboard and a yellow-tinted pair of eyeglasses resting on a closed book.

The federal government is currently experiencing a period of significant change in areas such as Diversity, Equity, and Inclusion, return-to-office mandates, and executive orders that directly affect federal policies. As a long-time federal employee, I find myself closely observing these developments and working to adapt—just like many of you. This is undoubtedly a time of uncertainty for federal workers, and understandably so. Recent rollbacks in DEI programming, elimination of related roles, and the enforcement of RTO mandates are reshaping the workplace landscape at a rapid pace.

For me, these changes feel personal. As someone with a disability—navigating chronic pain, a visual impairment, and reliance on assistive technology—this shifting landscape poses significant challenges. The pace of change is unsettling, but it’s important to acknowledge that much remains unknown. While the push for these policy changes is concerning, full implementation will take time. Many of the fears we face today may not materialize immediately.

Despite the uncertainties, one thing remains clear: we all share a responsibility to uphold the humanity of our workplaces. Whether as colleagues or leaders, it’s on us to ensure that everyone—regardless of ability—can succeed in the roles they were hired to fulfill. While DEI initiatives and remote work policies are evolving, some measures remain stable for now.

The current RTO memo includes language that supports remote work as a reasonable accommodation for employees with disabilities. This provision is a step in the right direction. However, the future of Schedule A—a hiring authority designed to bring individuals with disabilities into federal service—is less certain. While Schedule A has its limitations, it has served as a vital pathway into federal employment for many. For now, it remains intact, offering a glimmer of stability amidst the changes.

As federal employees, it’s easy to feel overwhelmed by the uncertainty and rapid shifts happening around us. But it’s important to take a moment to reflect and breathe. We are still in the early days of this administration, and much of what is being proposed will require time to take shape. The federal government’s processes are famously slow-moving, and significant changes often face bureaucratic resistance and legal challenges before they can be fully implemented.

This doesn’t diminish the real fears and concerns many of us are feeling. The anxiety around job security, workplace accessibility, and the future of DEI initiatives is valid and deeply felt. However, it’s also important to recognize that the laws protecting disabled workers have been hard-won and will not be easily undone. Legal safeguards and advocacy efforts remain powerful tools in preserving workplace equity.

As we navigate these turbulent times, let us move forward with care, grace, and resilience.

Remote Work Isn’t a Perk—It’s a Lifeline for Disabled Federal Employees

People walking past the Department of the Treasury building, a historic structure with large columns and engraved signage, on a chilly day with some leaves scattered on the ground.

For more than a decade as a federal employee, I’ve been proud to serve the public. I’ve earned awards, glowing reviews, and built a career I love. But here’s the truth: my success wouldn’t have been possible without telework. As a disabled professional managing multiple disabilities, remote work is more than a convenience—it’s a lifeline. It enables me to thrive in an environment that meets my needs and eliminates barriers that might otherwise exclude me. Now, all of that progress is at risk.

The Wall Street Journal's John McCormick and Te-Ping Chen report on the newly envisioned Department of Government Efficiency effort to mandate full-time in-office work is alarming. Elon Musk and Vivek Ramaswamy, leading this charge, have made it clear that they expect resignations, with Ramaswamy predicting as many as 25% of federal workers could leave. To them, this might sound like trimming bureaucracy. In practice, this is a targeted assault on equity and inclusion.

Telework gave disabled employees the chance to participate in record numbers, eliminating barriers like long commutes and inaccessible environments. Meg O'Connell, PHR of Global Disability Inclusion, LLC explained it best to HR Brew ™️'s Kristen Parisi: “People with disabilities have what they need in their homes. They don’t have to ask for accommodation [because] they’ve already built out their space.” Why dismantle a system that works?

While many argue in-person work fosters collaboration, the private sector is proving otherwise. Glassdoor’s CEO Christian Sutherland-Wong told Fortune, “The biggest benefit we’ve seen…is being able to tap into talent all around the U.S. and the globe.” If companies like Glassdoor see remote work as a future-driven solution, why is the government pushing outdated practices?

This isn’t just about where we work; it’s about who gets to work. Forcing disabled employees back into offices undermines principles of diversity, equity, inclusion, and access. Policies like DOGE’s mandate send a clear message: “We don’t trust you or value your contributions unless we see you at a desk.” As Dannie Lynn Fountain, DBA, EA, SPHR, CDR of Google said, these practices are “still disability discrimination.”

The pandemic proved remote work’s transformative potential. It shattered barriers for disabled workers and redefined productivity. Now, that progress is being reversed. The stakes couldn’t be higher—not just for me but for all of us. Are we building workplaces of the future or clinging to systems that exclude?

Remote work empowered me to thrive, but it also redefined what’s possible for our workforce. Let’s not let fear of change erase that progress. Inclusion is more than a checkbox; it’s a commitment to creating workplaces where everyone can succeed.

Musk, Ramaswamy Want Federal Workers in the Office Full Time. There’s a Hitch.

Project 2025 and America’s Choice: What Trump’s Reelection Means for Disability Rights and DEI

Black background with white text reading 'What's at Stake for Civil Rights: Project 2025,' framed by a gradient border transitioning from purple to blue to pink.

For many in the disability community, the outcome of this election is a profound blow. It's a stark reminder that this is not an anomaly; it's a deliberate choice by the electorate. As disability advocates, we must confront this reality, grieve its implications, and prepare for the arduous journey ahead.

Diversity, Equity, and Inclusion efforts are essential for creating spaces where all people, including disabled individuals, can thrive. Yet, with Project 2025’s clear intent to politicize the federal workforce, these efforts face a direct threat. The plan to replace nonpartisan civil servants with political loyalists doesn’t just jeopardize the integrity of government agencies; it also poses a serious risk to any DEI initiatives within the federal government. When leadership is handpicked to fit a rigid ideological mold, DEI initiatives—particularly those that protect marginalized groups—become targets for dismantling.

For disabled federal employees like myself, this change isn’t abstract. It could mean the erosion of inclusive hiring practices, the rollback of workplace accommodations, and a shift toward a culture that prioritizes conformity over diversity. By undercutting DEI, the federal government risks creating a hostile environment for all who rely on its protections, effectively shutting the door on years of progress in fostering an equitable workplace.

Moreover, Project 2025 aims to politicize the federal workforce by replacing nonpartisan civil servants with loyalists. This shift could transform agencies like the U.S. Department of Justice from protectors of civil rights into enforcers of a singular ideology, jeopardizing the rights of marginalized communities.

In 2016, we told ourselves, "This isn't who we are." Today, we must face the hard truth: This is who we are. Our society has twice chosen a path that marginalizes, excludes, and actively silences people like us. As Scaachi Koul wrote for Slate Magazine, "This is a country where half the population is content in its hatred of women, of queer people, of brown and Black people, of anyone who comes to the United States from a poorer country."

Acknowledging the pain doesn't mean we give up. We have work to do, even if it's uphill, exhausting, and heartbreaking. But we have to begin by mourning what we've lost—the hope for a more inclusive future, the belief that our voices mattered, and that progress was possible. We may be in the crosshairs, but we are not powerless. We are still here, advocating, fighting, and demanding that our nation's policies reflect everyone's needs, not just those who conform to a narrow idea of "American."

So let's grieve today, gather strength, and prepare for what comes next. Tomorrow, we continue the work, not because it's easy, but because it's necessary.

Snapshots of Service: Pico's Dedication Amidst a Career of Change

Pico stands behind the American flag for his professional portrait at the US Department of Labor

As I sit at my desk, the hum of assistive technology filling the room, I'm reminded of the many challenges and triumphs I've faced as a disability advocate and federal employee. My early days at the U.S. Department of Health and Human Services (HHS) saw me promoting the newly minted Obamacare, a transformative period in our nation's healthcare landscape. Later, at the USPTO, I was fiercely protecting intellectual property, ensuring the sanctity of innovation and creativity. Today, I promote the impactful mission of the U.S. Department of Labor, protecting our nation's workforce.

Yet, amidst these professional milestones, there's been a constant, loyal presence by my side for the past decade - my service dog, Pico.

September marks National Service Dog Month, a time to honor the incredible animals that transform lives daily. Pico, a graduate of Canine Companions®, joined me after my tenure at HHS. As a wheelchair user with a visual impairment, navigating the world can be daunting. But with Pico, every challenge becomes surmountable. His unwavering support, especially in the workplace, has been nothing short of amazing.

Invisible disabilities, like my chronic pain, often go unnoticed. But Pico sees it all. He senses my discomfort, offering solace with a nuzzle or a comforting presence by my side. He's more than just a service dog; he's a confidant, a protector, and a never-ending source of comedy.

Recently, thanks to the talented Shawn Moore, Pico and I had a moment that encapsulated our journey. As the camera clicked, capturing Pico in his full professional glory, I felt a swell of pride. It was a moment of recognition, not just for Pico's service but for every service animal that has made a difference in someone's life.

To Pico, I say, "Thank you." Thank you for your unwavering service, for the moments of joy, and for the challenges we've overcome together. Here's to many more years of partnership, advocacy, and making a difference.

Join me in celebrating National Service Dog Month. Share your stories, honor these incredible animals, and let's continue the conversation on the importance of accessibility and inclusion in every workspace.