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We’d like to give you some updates on the Deferred Resignation Program (DRP) here at Goddard. We’ve heard back on what exactly the July 25th deadline means. July 25th at 11:59 p.m. ET is the last date/time to apply/opt in for DRP, VERA, and VSIP. Guidance from HR is that “For those that wait to apply at the last minute, we will work quickly to get them approved and then they must have their agreements signed by July 29.” We would still recommend giving them a day or two in case there is a last second rush. Our last update on the number of Goddard civil servants who have joined the program via the 'Message and Updates from the Center Director' from June 17th is 447 people having signed up.
The OCHCO website states that one of the benefits of the DRP program is exemption from the in-office mandate, and the contract itself says, “Employee shall ….. be exempt from any return-to-office requirements.” However, we have been informed that the Director of Code 500, Segrid Harris, has told supervisors and employees that she will not sign any timesheets that have telework listed on them from employees in the DRP. When we questioned Goddard Management about this, we were told this was not their understanding. According to Management, work schedules should be worked out between employees and supervisors, tailored to what works best for both. This would imply that the exemption on return-to-office is in place if you have been approved for the DRP, despite what we had heard previously from Code 500, and there is no requirement for you to come into the office. The latest you would be allowed to take administrative leave is August 15th, unless you can make the argument that you are in a critical position. This is a high bar, it has to be signed off on by the Directorate head, the Center Director, and all the way up to the NASA Administrator level. The bottom line is opting in / signing up must be done by July 25th, signed off by July 29th, administrative leave must be taken (except in rare cases) by August 15th – the exact date decided in coordination with your supervisor and resignation or retirement must be taken by January 9, 2026 at the latest. By the administrative leave date all equipment, travel cards, P-cards, and government sponsored passports must be turned in. While on DRP, salary, benefits, etc. will be as normal, even when one is on administrative leave, until your resignation or retirement. Also, it is up to the individual to go through the retirement process, it does not happen automatically on the retirement date that was chosen. We received information from NASA Goddard HR clarifying how the new Deferred Resignation Program (DRP), Voluntary Seperation Incentive Payment (VSIP) programs and potential Reduction in Force (RIF) may impact Pathways Interns. We are sharing those questions and answers below.
GESTA has confirmed via communications with Goddard’s Labor Relations Officer and via the information shared with the center workforce in the recent town hall that the Agency has given each NASA center the authority to convert Pathways interns to term positions and to extend Term employees' terms for up to two years. This current authority is despite the current government “hiring freeze”.
Like all of you, we are trying to learn the details of these new Deferred Resignation Program (DRP), Voluntary Seperation Incentive Program (VSIP) and Voluntary Early Retirement Authority (VERA) program and evaluate them in the context of a potential future Reduction in Force (RIF). We are committed to sharing any information we find in the coming weeks. In the meantime, the following Office of the Chief Human Capital Officer (OCHCO) Sharepoint information sites are available:
NASA Deferred Resignation Program Sharepoint NASA VERA and VSIP Sharepoint And you can sign-up for Workforce Workshops about these programs. The application window for these programs is open and will close on July 25th. GESTA does want to reiterate one of our primary concerns about the DRP program, which is that, as in the prior program version, the NASA DRP contract template includes language waiving certain rights, including “Employee waives any and all claims relating to Employee’s employment with NASA, including all rights to file any other complaints with, or appeals to the Equal Employment Opportunity Commission, the Merit Systems Protection Board or other administrative fora, and civil litigation arising out of matters or events prior to the execution of this Agreement…” As before, GESTA recommends employees considering this offer consult a federal labor lawyer. If you missed the Center town hall on Monday June 16th, further information on these programs was shared by Center management at that time. A few areas captured from the town hall are below. Federal employee unions in partnership with local governments and Democracy Forward won a significant ruling in a lawsuit against the current Reductions In Force (RIFs) actions that are taking place across federal agencies. U.S. District Judge Susan Illston ruled on May 22nd in a preliminary injunction that “agencies may not conduct large-scale executive branch reorganization without partnering with Congress”. The ruling temporarily stops 21 federal agencies from implementing any further RIF actions and from separating those who may have already received RIF notice and are in administrative leave status. Although NASA is not one of the agencies listed in the lawsuit, the legal grounds appear to also apply to any NASA RIF implemented without sufficient involvement from Congress. The Trump administration appealed this preliminary ruling but that appeal was denied. You can read the press-releases from Democracy Forward, the non-profit leading the lawsuit with additional details and links to the lawsuit and ruling documents: ICYMI: Judge Blocks Trump’s Unlawful Dismantling of Government Agencies Judge Deals Significant Blow to Unconstitutional Reorganization of Federal Government Appeals Court Allows Block On Administrations Unlawful Reorganization of the Federal Government to Continue According to US Code Title V Part III, Subpart D Chapter 55 Subchapter IX, Severance Pay is an entitlement for some employees upon involuntary separation from their government position which may occur during a Reduction in Force (RIF). The question is who qualifies and how much severance pay are they entitled to? Will I be entitled to severance pay if I do not take a potential second Deferred Resignation Program (DRP), Voluntary Early Retirement (VERA), or a Voluntary Separation Incentive Pay (VSIP) offer and then I get “RIFed”?
 We'd like to make our GESTA members aware of a free legal resource for federal employees. The American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) has recently partnered with Democracy Forward, We The Action, Civil Service Strong, and other organizations to launch Rise Up: Federal Workers Legal Defense Network. Their purpose is to connect federal workers to a network of thousands of lawyers who can provide free legal support. GESTA members are encouraged to visit workerslegaldefense.org to connect with a lawyer or to view their compilation of legal resources on timely topics such as Reduction in Forces (RIFs) and whistleblower protections.
We'd like to make everyone aware that Travel Compensatory Time (TCTE) and Time Off Awards (TOA) will NOT be paid out in the case of a Reduction in Force (RIF). Compensatory Time (CTE) might be paid out. Annual Leave (AL) and Earned Credit Hours (CRE) will be paid out. To avoid forfeiting any of your leave in the case of a RIF, GESTA recommends you consider using up any TCTE and TOA leave first. WebTADS allows (with approval) for time card adjustments to be made to past pay periods, which could be used to switch prior use of AL to TOA. If you would like to do so, you may want to so sooner rather than later. GESTA has heard from colleagues at NASA Headquarters who were "RIF-ed" who tried to make time card adjustments after they were notified, but their requests were denied.
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