President Donald Trump began his second term in office on January 20, 2025. Many speculated about what his first big move would be as president, but it seems that he quickly took many far-reaching actions. Of course, his immigration policies have been hard to ignore, as has his attempt to halt Medicaid, and his vows regarding impending tariffs.
However, he has also launched a swift attack on worker’s rights. Immediately, President Trump instituted a hiring freeze at the federal level, which completely halted existing government employees’ abilities to receive promotions or transfers that were already in the works, plus resulted in the recission of pending job offers or interview processes for many.
Perhaps even more shockingly, President Trump issued an executive order attacking DEI programs on the federal and private levels, halting certain federal DEI programs, ordering all federal DEI employees to be placed on leave, and targeting private companies with DEI programs. The President made it clear that he wishes “to combat illegal private-sector DEI preferences, mandates, policies, programs, and activities.” However, his characterization of DEI as “illegal” is highly misguided. As my colleague Kalandra Wheeler pointed out, “equity levels the playing field. Being against equity means denying the fact that systemic discrimination exists and refusing to take meaningful steps to dismantle it. This denial reinforces privilege for some while sustaining barriers for others—effectively upholding discriminatory practices.”
In response, major companies began to immediately rescind their DEI programs—such as Target, Facebook, and McDonalds. This is highly disappointing. DEI programs ensure that those without generational wealth or connections have the opportunity to sit at the table and share their skills that otherwise would go unnoticed and unappreciated. The absence of them means far less demographic diversity, but also diversity in skills, worldviews, and ideas—all things that make a workplace dynamic and worthwhile, and make businesses successful.
Next, Trump dismissed key officials from the National Labor Relations Board, including General Counsel Jennifer Abruzzo, Deputy General Counsel Jessica Rutter, and Gwynne Willcox. Doing so left the Board without a quorum, deeming it unable to issue decisions and adjudicate complaints before it. Just this past Monday, however, he appointed William Cowen as acting NLRB General Counsel to fill that vacancy, but that still leaves the Board with a quorum.
Then, President Trump removed two of the three Democratic commissioners on the EEOC. With them gone, there is no longer a left-leaning vote at the EEOC, and there are only two commissioners left. Trump also removed EEOC general counsel Karla Gilbride, who was nominated for that position by President Biden. Alongside these abrupt terminations, all mentions of sexual orientation and gender identity discrimination as illegal activity were stripped from government websites. Some have since been restored, but with a banner that reads, “The information on this webpage is being reviewed for compliance with the law and executive orders and will be revised.” On February 4, Andrew Rodgers was appointed by the President to serve as acting General Counsel.
And perhaps most shockingly, federal employees were faced with the news that mass position eliminations are imminent. On January 28, 2025, most federal employees received an email presenting a deferred resignation offer, claiming that if they resign effective immediately, they could receive eight months severance. However, for those who elect not to resign, the government (via the Office of Personnel Management) went on to say, “we cannot give you full assurance regarding the certainty of your position or agency but should your position be eliminated you will be treated with dignity and will be afforded the protections in place for such positions.” However, outlets have reported that there have been acknowledgments that agencies don’t have guaranteed funding past March, so people may not even receive the eight months of severance—or even more than a full month. This is an unparalleled development, as reductions in force in the federal sector are heavily regulated, as is any ordinary termination. The last largescale reduction in force in the federal sector was under Reagan, and even then, it was not on the scale that the current administration proposes.
Unsurprisingly, many legal challenges to this administration’s policies have already been filed. It will be many months—if not years—before the results of these challenges are known.
Yet again, we are living in unprecedented times. If you have been feeling uneasy, you are not alone.
It can be exhausting and overwhelming, especially when it feels like drinking from a firehose. That’s why it is so important to have community. Get involved with a local organization that does work you believe in. Participate in a protest. Know that your voice still matters, even when it feels like it does not. And please, above all: remember to take care of yourself. Log off the internet for awhile if that’s what’s best for you, spend some time in nature, watch a movie. But wake up tomorrow ready to fight again, because the fight is far from over.
And to be completely clear: workplace discrimination is still illegal. My colleague Cameron Hansen wrote a great blog about the current state of workplace discrimination laws that you can read here.
Are you experiencing workplace discrimination or retaliation? Call me in Dallas today or one of my talented colleagues in Houston or Austin.