Elie Honig, a former federal prosecutor and legal analyst, has drawn attention to a striking similarity between Donald Trump’s approach to federal workers and his notorious tactics in the real estate business. According to Honig, Trump’s strategy follows a familiar pattern—making big promises, avoiding accountability, and leveraging power dynamics to his advantage, often at the expense of those who trusted him.
In his real estate career, Trump became infamous for refusing to pay contractors after they had completed their work. Small business owners, construction companies, and independent contractors found themselves fighting uphill legal battles after Trump claimed dissatisfaction with their services to justify non-payment. Many of these contractors were forced to settle for a fraction of what they were owed, or in some cases, received nothing at all. Trump’s aggressive legal team and deep financial resources made it difficult for smaller businesses to sustain prolonged court battles.
Honig suggests that this same manipulative playbook is now being applied in Trump’s dealings with federal workers. The former president’s administration reportedly pressured employees into taking “voluntary” resignation packages with promises of continued pay through specific periods. However, these promises often lacked legal clarity and were built on shaky foundations. Federal employees, much like Trump’s former contractors, found themselves in vulnerable positions—faced with life-altering decisions based on uncertain commitments.
This tactic mirrors the same dynamic Trump used in business: making bold commitments, knowing that many individuals won’t have the resources to fight back if those promises are broken. It’s a power move that banks on intimidation, legal complexity, and financial exhaustion.
Adding to the controversy, lawsuits have been filed challenging the legality of Trump’s authority to restructure or dismantle federal agencies without congressional approval. The U.S. Constitution grants Congress the power of the purse, meaning that significant decisions involving federal funds and agency structures require legislative consent—not just executive orders. Critics argue that Trump’s attempts to bypass these legal requirements threaten the balance of power in the government.
Many federal employees now find themselves in limbo, unsure whether they can trust the administration’s promises. The legal battles could take months or even years to resolve, leaving workers financially and emotionally strained in the meantime.
Honig’s comparison highlights a broader theme in Trump’s leadership style. Whether in business or politics, he relies on aggressive tactics, legal loopholes, and confrontational strategies. His approach often involves pushing the boundaries of what is legally or ethically acceptable, daring his opponents to challenge him in court. By the time legal decisions are made, the damage is often already done.
This strategy may have served Trump well in the corporate world, where financial settlements and drawn-out lawsuits are part of the game. However, when applied to the federal government, the stakes are much higher. Real people’s livelihoods, careers, and financial security are on the line, and the ripple effects can impact entire communities.
While Trump’s business practices might have been seen as shrewd or cutthroat in the real estate world, applying the same tactics to federal governance has far-reaching consequences. It’s not just about contracts and profits—it’s about public trust, government stability, and the well-being of American workers.
Honig’s analysis serves as a reminder that leadership isn’t just about making deals; it’s about honoring commitments, respecting legal boundaries, and prioritizing the people who rely on those in power. As legal battles continue to unfold, one thing remains clear: Trump’s playbook may not have changed, but the cost of using it in the public sector is being felt by countless federal workers caught in the crossfire.
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