Clean record agreements for federal employees in light of Presidential Executive Order 13839 (EO) still exist given the right circumstances. There is significant confusion over this EO which attempts to bar clean or clear records, which is confusing for both federal agencies and federal employees. Federal agencies themselves often disagree with what the EO actually means and when it is applicable to settlement of cases. The negotiation of clear records for federal employees in the right situations is still viable and complies with the EO. Hopefully, this article will provide some context for how the EO and negotiations can still factor into settlements for federal employees.
This is an article regarding the Equal Employment Opportunity (EEO) mediation process for federal employees. Our law firm represents federal employees in discrimination, harassment, retaliation and sexual harassment cases before the Equal Employment Opportunity Commission (EEOC) and/or individual federal agency EEO offices. Many retaliation, discrimination or sexual harassment cases that are filed through the EEO process proceed to mediation, but each has slightly different processes and procedures depending on a federal employee’s individual federal agency employer.
This article discusses the EEOC mediation process and the potential benefits associated with engaging in that process for both parties involved.
The 2019 primaries and 2020 national elections are approaching soon. Our law firm often represents and defends federal employees in Hatch Act violation cases. The Hatch Act was meant to curtail partisan political involvement for federal employees. There are certain restrictions that prohibit certain political conduct, both on-duty and off-duty. As these elections approach, this article is meant to help federal employees avoid the problems of committing potential Hatch Act violations. Continue reading →
The Federal workforce is presently undergoing significant changes in size. Many federal agencies are shifting their workforce into other areas. In some instances, this has led to the Federal government to provide incentives for Federal employees to retire early. This article focuses on these incentives and considerations in accepting early retirement.
We have have been asked about the federal government shutdown over the past few weeks by federal employees, and those that are affected by it. We have represented thousands of federal employees over the years.
One of the more usual types of federal employee retirement matters that our firm handles involves the representation of federal employees in the disability retirement process before various federal agencies and the Office of Personnel Management (OPM). Federal employees thinking about filing for disability retirement should consider the following issues as they debate whether or not to proceed with an application for disability retirement.
We represent and defend medical professionals before the Department of Veterans Affairs (VA) through the Disciplinary Appeals Board (DAB) process, nationwide. The DAB is a unique hearing process and counsel is needed by a physician, nurse or other medical professionals when a disciplinary case like this is pending. This article discusses the DAB process as it currently exists.Continue reading →
We represent federal employees in Merit Systems Protection Board (MSPB) appeals. In other articles we go into more depth about various individual aspects of the MSPB appeals process, but this article focuses on a general summary of what to expect during the MSPB appeals process. There are sometimes some differences between appeals, but for the most part the major parts of the appeals process follow below. Continue reading →
This article discusses federal employee probationary rights. Probationary employee rights can be a confusing subject for most federal employees. The rights that these types of employees have can also be unclear or not fully explained by federal agencies to employees. This article hope to clear this area of law up for federal employees that may be in their probationary status.
We represent and advise congressional employees in the filing of Congressional Office of Compliance (OOC) complaints against congressional agencies / employers under the Congressional Accountability Act of 1995 (CAA). Given the recent news accounts involving congressional employees and their sexual harassment claims, it is important for congressional employees who have been harassed to obtain legal counsel to advise and/or represent them given the complexity of the congressional process. There are specific guidelines for filing and adjudicating a complaint under the CAA. Our law firm has handled CAA cases since 1999.
Furthermore, in light of recent news it is highly likely that there will be many more claims involving sexual harassment and/or retaliation under the CAA from congressional staffers or other employees who have previously been discouraged from asserting their claims. The OOC has recently published a list of their settlements and awards. Our updated article on the Office of Compliance and process for dealing with sexual harassment (and discrimination) claims follows: