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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.
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.
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.
When your health and your job collide, federal work becomes intensely stressful—especially if you feel isolated, watched, or worried about retaliation for speaking up. For many federal employees, the stakes go far beyond a difficult week at work. Your career,...
Federal employees are getting mixed messages about telework accommodations—especially when telework (including remote work) is requested as a disability‑related reasonable accommodation under the Rehabilitation Act (which generally applies ADA standards). In the last...
In an EEOC decision involving a federal employee’s telework accommodation request, the Commission found a ten month delay was unreasonable and remanded for compensatory damages. The EEOC also ordered reimbursement for hearing transcript costs—an important reminder that process rights matter.
A USPS part-time clerk said her supervisor removed floor mats linked to foot pain—and that her removal followed quickly after she asked for more mats. The EEOC upheld some findings but reversed on reprisal, ordering corrective action and further proceedings on damages.
A federal officer was kept on light duty and later deemed not medically qualified after an allergic reaction. The EEOC reversed in part, emphasizing individualized “direct threat” analysis and ordering reinstatement-related remedies.
The EEOC reversed the Postal Service in part after finding a failure to provide interpreter access as a reasonable accommodation. Here’s what federal employees can learn about communication access, documentation, and next steps.