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Read this First: How to Use this Guide This guide is general information about the Family and Medical Leave Act (FMLA) as it applies to federal employees. It is not legal advice and does not create an attorney-client relationship. Reading this guide does not, by...
An MSPB decision reversed a federal nurse’s removal after the agency issued the decision without allowing a timely requested oral reply—while still rejecting a disability discrimination defense. Here’s what federal employees can learn about process rights and accommodation evidence.
A VA employee removed for “failure to follow instructions” ultimately won reinstatement when the MSPB found retaliation tied to EEO and union activity. This case shows how timing, penalty severity, and patterns of discipline can matter.
An MSPB decision reversed an arbitrator and ordered reinstatement after finding the agency did not prove falsification—and that the removal was retaliatory in light of ongoing EEO activity. Here’s what federal employees can take from the reasoning.
An EEOC decision found SSA violated the Rehabilitation Act by ending a long-standing flexible schedule/credit time arrangement that supported an employee’s disability-related limitations. Here are practical lessons for federal employees navigating schedule accommodations and documenting their workplace record.
An EEOC decision involving an IRS Revenue Officer with Type 1 diabetes highlights how delayed, generic responses to accommodation requests can lead to findings of discrimination and a hostile work environment.
An MSPB decision explains why agencies may need to prove intent—especially when a charge is effectively about falsification. Here’s what federal employees can learn when discipline threatens a career.
In a USPS case, the EEOC reversed in part and found a hostile work environment tied to disability and reprisal under the Rehabilitation Act. Here’s what federal employees can learn about documentation, patterns, and process.
An EEOC decision explains that retaliation can include more than workplace discipline—sometimes it looks like a lawsuit meant to discourage protected EEO activity. Here’s what federal employees can learn from the ruling.
Even after an EEOC win, the next challenge can be enforcement—job offers, back pay calculations, and whether the agency actually complied. This decision explains why offsets and documentation matter, and why enforcement is limited to what the original order required.