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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.
A Federal Circuit decision reversed a DOJ removal that hinged on an alleged “falsification” on an SF 86. The court emphasized that assumptions and conclusions are not enough—intent must be proven.
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 MSPB decision reversed a removal based on bipolar disorder, emphasizing evidence that medication controlled symptoms and that the employee could perform the job. The case highlights how medical evidence and treatment compliance can shape “inability to perform” and disability-discrimination defenses.
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.