When arguing a legal principle in an effort to obtain a benefit for a Federal or Postal Employee, effective advocacy sometimes requires two prerequisites: discretion and the recognition that “process” is sometimes as important as the “substance” of an argument.
An IRS employee was unsuccessful in making a case that the agency’s actions against her amounted to unlawful retaliation for her discrimination complaint.
This is part two of Steve Oppermann’s article on “Veterans Chalk up Wins at MSPB and Court” and a string of wins for veterans in recent cases.
What is the result of achieving a “Minimally Acceptable” performance rating?
For Federal and Postal employees, disability retirement benefits exist as part of their “employment package.” This is a benefit that can become very important. The process of obtaining disability retirement is not simple. Here are some basics about this employment benefit.
An immigration official caught up in an incident where three fellow officers injured an illegal alien during a raid remains fired from his agency following review of his case in which he contended he was a whistleblower.
The author recaps FedSmith stories that its authors couldn’t have made up had they tried all year. These stories require no suspension of belief by the reader. All are provably true.
As Agencies prepare to bargain a new labor agreement, careful attention should be paid to the expired or expiring contract.
In this final article in a three part series, the author explores the thought processes and considerations an Agency Deciding Official must use to render a decision and have it sustained on appeal. This framework is drawn from the law as evolved by the Merit Systems Protection Board since it came into existence in 1979.
The charges in this case sound like a scenario from an action adventure novel but the Army was not impressed. The specifications leading to this employee’s removal included failing to turn over a weapon, not getting permission to fly in a restricted military airspace and disobeying air traffic control. The MSPB and a federal court were not impressed either and the employee stays fired.
