Raven Rock Bunker Gets Switched to Bigger Pay Area—Finally Fair?

2026-19222, Employment in the Excepted Service

The Office of Personnel Management is updating rules for excepted service jobs, including special hiring paths and administrative law judge appointments. These changes make hiring clearer and fairer, keep veterans’ rights safe, and modernize how some jobs convert to career positions. If you work in or apply for these jobs, check out the new rules and share your thoughts by November 17, 2026!

2026-18828, Shared Certificates and Pooled Hiring Actions

Starting October 15, 2026, federal agencies can team up better when hiring by sharing job candidate lists, making the process faster and smoother. This change helps agency leaders work together using shared certificates for both competitive and excepted service jobs. If you’re involved in federal hiring, get ready for easier collaboration and send your feedback by November 16, 2026!

2026-18800, Reduction in Force; Correction

The Office of Personnel Management fixed a mistake in a recent rule about job cuts and career help for federal workers. They accidentally removed important details about who counts as 'displaced' when facing job loss. This correction, effective September 15, 2026, puts those details back so employees know when they qualify for special support during layoffs.

2026-16687, Differential Pay for Prescribed Wildland Fire Activities

Starting September 14, 2026, federal employees who work on planned wildland fires will get a 25% pay boost for their risky fireline duties. This new rule affects General Schedule and Federal Wage System workers who help control these fires, making their tough jobs a bit more rewarding. It’s a win for firefighters who keep our forests safe with planned burns!

2026-15650, Suitability Action Appeals

The Office of Personnel Management (OPM) is issuing final regulations to revise how an applicant, appointee, or employee may appeal a suitability action taken under 5 CFR part 731. OPM will replace the Merit Systems Protection Board (MSPB) as the adjudicative agency for such appeals. The change will streamline suitability action appeals procedures, thereby improving the efficiency, rigor, and timeliness by which OPM and agencies resolve challenges to suitability actions and ensure the integrity and efficiency of the service.

2026-15666, Reduction in Force Appeals

The Office of Personnel Management (OPM) is issuing final regulations to revise how an employee may appeal a furlough of more than 30 days, separation, or demotion by a reduction-in-force (RIF) action. OPM will replace the Merit Systems Protection Board (MSPB) as the adjudicative agency for such appeals. The rule establishes a uniform, record-based OPM appeal process; clarifies the appellant's burden; requires production of the complete agency record; preserves collateral statutory remedies; and applies prospectively to improve timeliness, consistency, and cost-effectiveness while maintaining administrative review.

Previous: 2026-03798, Private Health Insurance; Transparency in Coverage; Extension of Comment Period

The government is giving folks more time to share their thoughts on new rules about health insurance price transparency. If you’re involved with private health insurance—like companies, workers, or everyday people—this means you have until March 2, 2026, to comment. This extra week helps make sure everyone’s voice is heard before any money or coverage changes happen.

Next: C1-2025-19864, Equal Credit Opportunity Act (Regulation B)

The Equal Credit Opportunity Act (Regulation B) update makes sure lenders can’t say or show anything that might scare you away from applying for credit based on things like your race, religion, or marital status. It also clarifies how lenders should fairly evaluate your credit application without discrimination. These changes affect banks, credit unions, and anyone applying for credit, helping keep the process fair and clear starting soon after the final rule is published.