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An MSPB decision reversed a federal employee’s removal after the deciding official considered undisclosed, off-the-record information that affected credibility. Here’s what happened and why due process details can matter in high-stakes adverse actions.
A 2009 MSPB order adopted the EEOC’s disability discrimination finding in a removal case and explains why accommodation timelines and FAA back pay rules can change the remedy path.
A federal employee’s removal for “physical inability to perform” was reversed when the MSPB found the agency treated a male coworker more leniently under an informal light-duty practice. This decision shows how comparator evidence can matter in real-world federal workplaces.
The MSPB reversed an Air Force removal tied to a security clearance claim after finding the agency didn’t prove the job actually required a clearance. Here’s what federal employees can learn about evidence, job requirements, and process.
By Shaun Southworth, federal employee attorney For federal employees, discrimination rarely arrives as an abstract legal debate. It shows up in daily humiliations. A supervisor keeps using the wrong name. An agency refuses to update records. A transgender employee is...
An MSPB administrative judge reversed a removal where the agency alleged possession of marijuana on government property—but the evidence showed the marijuana belonged to the employee’s spouse. Here’s what federal employees can learn about proof, assumptions, and protecting your career when discipline hits.
This post is for informational purposes only. It is not legal advice and should not be relied upon as legal advice. Every situation is different. If you have questions about your specific circumstances, you should consult with a qualified attorney. If you are a...
A Federal Circuit decision shows how “falsification” charges can fail when an agency can’t prove a statement was actually false—or when good-faith credibility findings are improperly overturned.
A federal employee was removed for medical inability to work around dust and solvents—but the MSPB found the agency could have reasonably accommodated the restrictions in a uniquely clean work environment and reversed the removal.
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.