Blog Archives | Bell Law Group

Trump Administration Moves Forward with Implementing Schedule F: What Federal Employees Need to Know

As we recently discussed, when President Trump took office earlier this year, one of his first actions was to sign an executive order that revived “Schedule F,” which is now called “Schedule Policy/Career.” While we noted in our prior article that the executive order was being challenged in court, President Trump is now moving ahead with efforts to implement Schedule F (or Schedule Policy/Career) in the federal workforce. As the Associated Press (AP) reported on April 18, 2025: “President Donald Trump has begun making one of the controversial personnel changes for government employees that was spelled out in the conservative Project 2025 blueprint for his second term. “He’s starting the process of reclassifying 50,000 federal employees under what’s known as Schedule F, which can make civil servants into political appointees or other at-will workers, who are more easily dismissed from their jobs.

Competitive Service vs. Excepted Service: Understanding Your Rights As a Federal Employee or Job Applicant

Most federal employees fall into one of two categories—they work in either: (i) competitive service, or (ii) excepted service. This distinction has important implications for federal employees’ and job applicants’ legal rights; and, as a result, it is important to know into which category your job (or your desired job) falls. Competitive Service Positions in the Federal Government Competitive service positions are those for which applicants must go through a competitive application process.

What Types of Disability Accommodations Am I Entitled to in New York?

In New York, employees who have disabilities are entitled to reasonable accommodations under state and federal law. While the Americans with Disabilities Act (ADA) only covers employers with 15 or more employees, the New York State Human Rights Law covers employers regardless of size. Both of these laws include similar protections—and they both allow employees to hold their employers accountable when they fail (or refuse) to meet their legal obligations.

What Types of Religious Accommodations Am I Entitled to in New York?

State and federal laws prohibit most employers in New York from discriminating against their employees based on their employees’ religious beliefs. Along with avoiding discriminatory acts (i.e., firing or refusing to promote an employee based on the employee’s religion), employers must also provide “reasonable accommodations” to employees who request them. As the U.S.

How to Document Discrimination in the Workplace

If you are a victim of discrimination in the workplace, you may be entitled to damages or other remedies. State and federal laws protect employees against discrimination on the job, and there are clear steps employees can take to hold their employers accountable. While Title VII of the Civil Rights Act of 1964 only applies to employers with 15 or more employees, the New York State Human Rights Law applies to all employers regardless of size.

Know Your Rights: What New York Employees Should Know About Pay Transparency

A couple of years ago, New York passed a law that requires pay transparency in employment. While the pay transparency law doesn’t apply to all employers, it applies to most, and penalties apply when employers fail to comply. Here is an overview of what employees in New York should know about their legal rights: New York’s Pay Transparency Law Applies to Employers with Four or More Employees The first thing to know about New York’s pay transparency law is that it applies to employers with four or more employees.