The federal government has offered nearly all 2.3 million civilian employees a deal to resign by Feb. 6 while maintaining pay and benefits until the end of September. As the deadline approaches, agencies are providing sample contract agreements to formalize the offer, raising questions about the legality and clarity of the terms. Some contract details differ from initial communications, specifying that employees who accept the offer will work until Feb. 28 and then be placed on paid administrative leave. Notably, the contracts mention a lack of guaranteed funding for federal agencies beyond March 14, prompting concerns about the sustainability of the extended benefits.

Employees are advised they can seek private sector employment while complying with ethics rules, and they are required to waive rights to legal actions related to their employment or the resignation offer. However, Democratic attorneys general from several states have criticized the offer as misleading and potentially harmful to federal workers. In response, the Trump administration defends the offer as a supportive measure during restructuring, urging employees to consider their options carefully.

Despite assurances from the government, uncertainties remain regarding the long-term financial viability of the extended benefits beyond March. Employees are advised to consult with their unions and legal counsel to make informed decisions about their future. The evolving situation underscores the complexities and implications of the resignation offer on federal employees and the need for clarity and transparency in the process.