If you fire them....they will merely take you to court and you will have to have cause-and-reason...too much paperwork, if you ask me.
So, you start in January, with the travel budget cut by 90-percent.
In Feb, you eliminate all travel outside of the US itself.
In March, you direct that for each ten billets that become empty...HR can only hire one single replacement....no matter what grade or profession they are.
In April, you decide to do a building renovation project and temporarily move a quarter of all employees to some building that is half-way to Baltimore.
In May, you bring in a management consulting company to do a business audit and quality review...making everyone participate for at least six to eight weeks.
In July, you introduce a rule that requires all lawyers within the organization to be trained for such-and-such certification (worthless in nature, but it consumes 60 man-hours of their time).
In August, you mandate that the word “toxic” is bad to use and a new word must be used. You start to repeat this procedure every other week.
In September, you cut half of the IT contractor support....so that systems are down longer in the future.
Week by week, you make their future miserable. By the end of the year...at least a quarter of the folks there have resumes out and seeking new employment. By the end of two years....roughly one-third of all employees have left for other jobs. No cost impact to the government....other than wasting their time and making them to do unnecessary work.
Approximately 100,000 of the Dept Energy employees are Contract employees. Not Civil Service employees. The Civil Service employees are about 14,000.
I doubt terminating the contract employees will cause that problem.
Cut and paste post 29?