By John Q. Hosedrinker 
A federal judge temporarily halted mass firings at the Consumer Financial Protection Bureau (CFPB) after a whistleblower alleged that a Department of Government Efficiency (DOGE) employee, Gavin Kliger, forced staff to work 36 consecutive hours to expedite the process, disregarding a court-ordered assessment. Kliger, who boasts of leaving a high-paying Silicon Valley job, allegedly berated employees and ignored the requirement for individual assessments before termination. This action resulted in the dismissal of approximately 1,500 to 1,700 CFPB employees, leaving only a handful to manage the agency’s responsibilities. The judge’s intervention highlights concerns over the speed and legality of the layoffs.
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A declaration filed in court paints a disturbing picture of Gavin Kliger, a “DOGE member” and employee of the Consumer Financial Protection Bureau (CFPB), accused of subjecting federal workers to a grueling 36-hour shift punctuated by screaming fits. The allegation stems from a reduction-in-force (RIF) operation Kliger oversaw, where he allegedly pressured his team relentlessly to finalize pink slips for numerous fired employees by a strict deadline.
The intense pressure reportedly manifested as Kliger shouting at employees he perceived as working too slowly, labeling them “incompetent.” This behavior, described in a sworn declaration submitted by a former CFPB employee who used a pseudonym to protect their identity, created an undeniably hostile work environment. The employee’s fear of potential retaliation underscores the alleged severity of the situation.
This incident raises serious questions about Kliger’s management style and the overall working conditions at the CFPB during this RIF. The claim that Kliger directed staff to disregard court-mandated individual assessments for each layoff adds another layer of concern, implying a potential disregard for legal processes and worker rights.
Kliger’s youth – he’s reportedly a 25-year-old Berkeley graduate – further fuels the outrage expressed by many. The contrast between his perceived inexperience and the alleged aggressive management tactics highlights a potential disconnect between his actions and appropriate professional conduct. Adding to the public’s outrage is the fact that Kliger reportedly boasts of leaving a seven-figure Silicon Valley job to work for DOGE.
Adding fuel to the fire are Kliger’s controversial social media posts. The documented online activity reveals a troubling pattern of engagement with figures known for white supremacist and misogynistic views. This raises concerns about his potential biases and their potential influence on his actions at the CFPB. Such associations cast a long shadow on the already tense situation, reinforcing the picture of a deeply problematic working environment.
The sheer number of employees affected – a reported 1,500 to 1,700 – adds weight to the accusations. The testimony of Jason Brown, an assistant director at the CFPB’s office of research, further emphasizes the gravity of the situation. Brown’s account details the near-total decimation of senior staff with no consultation regarding the office’s ability to maintain its statutory duties. This lack of consultation suggests a profound lack of concern for the long-term implications of the layoffs, further compounding the already intense criticism.
The 36-hour work stretch itself is a point of considerable contention. Many commentators view it as a form of workplace abuse, highlighting the potential for burnout and negative health impacts on the employees. The pressure to complete the task within such a demanding timeframe is perceived as inhumane and unreasonable. This element serves to amplify the criticism surrounding Kliger’s actions.
The legal implications of Kliger’s actions are substantial. The deliberate disregard for a court order is not only unprofessional but potentially illegal. This will likely be a central point of contention in any subsequent legal proceedings. The potential for civil liability underscores the severe nature of the situation and the long-term consequences Kliger may face.
The public response has been swift and largely critical. Many commenters express outrage at Kliger’s behavior and the lack of accountability. The narrative emerging points towards a clash between the perceived culture of a fast-paced, high-pressure tech environment and the more traditional norms of federal government service. The incident has sparked discussions about workplace rights, the need for stronger protections for federal employees, and the potential for unchecked power within organizations, particularly when combined with controversial social views. The incident serves as a stark reminder of the potential for abuse of power, and the importance of responsible management practices within all workplaces, regardless of industry.