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For many educated and experienced professionals, securing federal employment has long been the gold standard. Civilian employees working for the federal government are often eligible for competitive benefits packages. They have historically enjoyed job security even...
An EEOC decision found retaliation where supervisors gave a negative reference after prior EEO activity. Learn why a reference alone can be actionable—and why damages proof still matters.
Federal workplace protections shifted dramatically after executive action in 2025 eliminated agency DEIA offices and Equity Action Plans. For many federal employees, those resources served as initial ways to raise concerns about discrimination or retaliation. In 2026,...
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.
The MSPB sustained misconduct charges against an SBA employee but found removal too severe, mitigating the penalty to a 60 day suspension and reduction in grade. The decision highlights how comparator information and Douglas factors can shape penalty outcomes.
An EEOC OFO decision reversed the Navy’s rejection of class certification where employees alleged a witness-warning email threatened discipline and discouraged testimony in a discrimination case.
The EEOC reversed SSA’s rejection of an Administrative Judge’s harassment finding and affirmed a hostile work environment based on association with a disabled child. The decision highlights how leave-related scrutiny can become workplace hostility—and what documentation can matter.
An MSPB decision reduced a VA employee’s removal to a 30-day suspension after finding inconsistent discipline compared to other employees. Here’s what the decision teaches about penalty fairness in federal employment cases.
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.
An EEOC decision found a federal agency failed to adequately support a telework accommodation by delaying or denying key technology and training—and ordered a counseling memo and PIP expunged. Here’s what federal employees can learn about documenting accommodation breakdowns and protecting their careers.