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Attorney General William Tong today joined a coalition of ten other attorneys general warning federal employees about the Trump administration’s “deferred resignation” program, which offers federal employees pay through September 30, 2025, if they resign by February 6th.

Tong and the coalition alleged the program was "misleading."

More than 5,000 federal employees live in Connecticut.

“This so-called ‘buyout’ is yet another misleading and disturbing effort by the Trump/Musk Administration to intimidate workers and dismantle critical government services. I urge all federal employees—especially the 5,000 federal workers living here in Connecticut—to be deeply suspicious of this untrustworthy offer,” said Attorney General Tong, without citing any specific reasons to be suspicious.  

On January 28th, the Office of Personnel Management (OPM) sent an email to millions of federal employees detailing a new deferred resignation program.

Employees were told that if they accept the offer and resign, they would continue receiving all pay and benefits, and be exempt from in-person work requirements until September 30th.

OPM sent another email to federal employees on January 30th, reiterating the offer and urging them to find “higher productivity” jobs outside of government. The OPM emails instructed employees that they have until February 6th to decide to remain in their position or resign under the deferred resignation program, and warned that those who did not resign were not guaranteed to keep their jobs.  

Immediately following OPM’s email, unions representing federal employees warned their members against accepting the offer. The American Federation of Government Employees, the largest federal employees union, released information for its members warning them that employees who accepted the offer were not guaranteed its benefits. The National Federation of Federal Employees similarly warned its members against accepting the offer.

Joining Attorney General Tong in issuing the warning to federal employees are the attorneys general of Arizona, California, Delaware, Hawaii, Maryland, Michigan, Minnesota, New Jersey, New York, and Washington.

Employees who decline to take the "fork in the road" should be aware that the new "reformed" federal workforce will be built around four pillars, per OPM:

1. Return to Office: The substantial majority of federal employees who have been working remotely since Covid will be required to return to their physical offices five days a week. Physical offices will also undergo meaningful consolidation and divestitures, potentially resulting in physical office relocations for a number of federal workers.
2. Performance culture: The federal workforce should be comprised of the best America has to offer. Performance standards will be updated to reward and promote those that exceed expectations and address in a fair and open way those who do not meet the high standards which the taxpayers of this country have a right to demand.
3. More streamlined and flexible workforce: While a few agencies and even branches of the military are likely to see increases in the size of their workforce, the majority of federal agencies are likely to be downsized through restructurings, realignments, and reductions in force. These actions are likely to include the use of furloughs and the reclassification to at-will status for a substantial number of federal employees.
4. Enhanced standards of conduct: The federal workforce should be comprised of employees who are reliable, loyal, trustworthy, and who strive for excellence in their daily work. Employees will be subject to enhanced standards of suitability and conduct as we move forward. Employees who engage in unlawful behavior or other misconduct will be prioritized for appropriate investigation and discipline, including termination.

OMG is making no promises about "the certainty of your position or agency" but does promise to be fair in the event that an employee's job or agency is eliminated.

Anyone who resigns under the program will retain all pay and benefits, regardless of daily workload, and will be exempted from all applicable in-person work requirements until September 30, 2025.

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