A reduction in force notice gives a federal employee very little time to understand what happened and what can still be done about it. For workers across Washington, D.C., Maryland, and Virginia, the right attorney can check whether the agency followed the rules and whether an appeal is worth filing. This list puts Mundaca Law first and adds four other DMV-area firms that work with federal employees, so readers have a practical starting point for their own research.
The five firms covered here are:
- Mundaca Law
- Shaw Bransford & Roth P.C.
- The Federal Practice Group
- Federal Employee Legal Services Center
- Harris Federal Law Firm
What is a federal RIF, and how quickly do you need to act?
A reduction in force (RIF) is the formal process federal agencies use to eliminate or downgrade positions because of budget cuts, reorganization, or lack of work. It is governed by the Office of Personnel Management’s regulations at 5 CFR Part 351, and the deadlines begin running as soon as a notice arrives.
Agencies generally must give at least 60 days’ written notice before a RIF separation. OPM can approve a shorter period, but never less than 30 days. Where you land on the retention register depends on tenure group, veterans’ preference, length of service, and performance ratings, applied in that order. A single mistake, such as uncredited military service or a missing rating, can change who keeps a job and who doesn’t.
Employees who are separated or downgraded usually have 30 calendar days from the effective date to appeal to the Merit Systems Protection Board (MSPB), the independent agency that hears these cases. Those covered by a union contract may need to choose between an MSPB appeal and the negotiated grievance procedure, and that election is generally binding. The wave of agency reorganizations that began in 2025 put these rules to the test for thousands of DMV workers, which is a good reason to get a legal review early rather than late.
1. Mundaca Law
Mundaca Law is a DMV firm practicing employment law, business law, and federal employee law, led by Francisco E. Mundaca, Esq., Founding Partner. For federal workers facing a RIF or layoff, the firm can review the notice and the retention register, look for errors in competitive area or competitive level assignments, and advise on whether an MSPB appeal or a grievance is the better path.
A RIF usually raises questions that go beyond the separation itself. Mundaca Law can help employees sort through severance pay, which under 5 U.S.C. ยง 5595 is calculated using years of service and age, along with discontinued service retirement eligibility and priority placement programs such as the Career Transition Assistance Plan (CTAP). If a RIF looks like it was used to push someone out because of discrimination, whistleblowing, or other protected activity, the firm can assess whether those claims belong in the appeal.
Because the firm also handles private-sector employment and business matters, it is positioned to help people who are thinking about contracting, consulting, or starting their own company after leaving federal service.
2. Shaw Bransford & Roth P.C.
Shaw Bransford & Roth P.C. is a Washington, D.C.-area law firm that represents federal employees in workplace matters. Anyone considering the firm can review its website or request a consultation to confirm how its current services apply to RIF and layoff situations.
3. The Federal Practice Group
The Federal Practice Group is a firm whose work centers on federal employment issues. Employees can reach out directly to ask about its approach to reduction in force cases and its current availability.
4. Federal Employee Legal Services Center
The Federal Employee Legal Services Center works with government employees on job-related legal problems. As with any firm, it makes sense to confirm during an initial conversation whether RIF appeals are part of its present practice.
5. Harris Federal Law Firm
Harris Federal Law Firm focuses on legal issues affecting federal employees. Prospective clients should ask about fees, expected timelines, and experience with cases like theirs before deciding.
What should you ask a lawyer before hiring one for a RIF case?
Start with experience. Ask how many RIF appeals the attorney has handled before the MSPB and whether they have reviewed retention registers and competitive level determinations in detail. These cases turn on paperwork, and someone who knows where agencies tend to make errors will spot them faster.
Ask about cost next. Some firms bill hourly, some offer flat fees for a case review, and some combine the two. Get the arrangement in writing. It also helps to ask what the attorney needs from you on day one, which typically includes the RIF notice, your SF-50s, recent performance appraisals, and your DD-214 if you claim veterans’ preference.
Moving forward after a RIF notice
A RIF notice starts a clock, and most of an employee’s leverage sits in the first few weeks after it arrives. Gathering your personnel records, noting every deadline, and having a qualified attorney examine the agency’s process can make the difference between accepting a flawed decision and correcting it. Even when an appeal isn’t the right move, informed advice on severance, retirement, and placement rights can shape what comes next.
If you have received a RIF notice or expect one, contact Mundaca Law to schedule a consultation and have your situation reviewed before the appeal window closes.
Attorney Advertising. This article provides general information and is not legal advice. The order in which firms appear is not a ranking of quality, and prior results do not guarantee a similar outcome.
