Ultimately, the pressures which one’s Federal Agency places upon the Federal or Postal employee creates and manufactures a perspective that events have an urgency beyond the reality of the moment. There is, further, a context of a build-up which is often lost; agencies view employees who have not been fully productive, in terms of “liabilities”, and begin to act and react accordingly.
From the employee’s viewpoint, actions initiated by the agency are often unfair, instigated without warning, and advanced with irrational promptness without regard to the particular situation of the Federal or Postal employee. This is because much of the context which leads up to a decision is often kept in secret from the employee — internal discussions concerning the employee, etc.
A Federal or Postal employee who is contemplating filing for Federal Disability Retirement benefits from the U.S. Office of Personnel Management, is often embroiled in the midst of an employment dilemma — whether the near-certain imposition of a Performance Improvement Plan (PIP), which is essentially setting up the employee for failure; or continuation of systematic workplace harassment; the pervasive nature of a hostile work environment; suspension or restriction of sick leave usage; and multiple other pressure points.
From the perspective of the agency, their stated goal is to further effectuate the “mission of the agency”. From the perspective of the employee, it is nothing more than undue pressure and harassment, and leaving one with little or no choice but to file for Federal Disability Retirement benefits quickly, and immediately. But of course the Office of Personnel Management does not act in a quick or immediate manner, and so there is the problem of dealing with agency issues until the time of a decision.
That is all the more reason why it is important for the Federal and Postal employee to not wait until the last minute, and to begin to contemplate preparing, formulating and filing for Federal Disability Retirement benefits from the U.S. Office of Personnel Management, with some time still ahead, both for planning and for handling potential agency issues.
Sincerely,
Robert R. McGill, Esquire
Filed under: Agency’s and/or Supervisor’s Actions | Tagged: a hostile work environment and federal disability retirement, accepting opm disability clients all across america, administrative actions against federal employee, adverse actions while in OWCP, agency actions against federal employee, applying for federal disability, attorney representing federal workers for disability throughout the united states, CSRS disability retirement federal attorney, disciplinary actions for medical conditions against federal workers, Federal Disability, federal disability retirement, FERS disability retirement, hostile work environment for federal workers, hostile work environment in the federal government, how federal agencies truly see employees who are not fully productive, how removal actions can affect your federal disability application and outcome, law firm representing clients in opm disability law all across america, legal services for federal and postal workers all across america, means and ways the usps uses to get rid of ''unproductive'' postal employees, memorandum of hostile work environment in the u.s. postal service, OPM disability retirement, Postal disability, postal service actions against the postal worker, postal service disability retirement, pressuring federal employees with light duty work, setting a performance improvement plan (pip) as a means for failure, the pressure of the federal agency on the disabled federal employee, unfair agency's actions against light duty workers, us postal service hostile workplace, usps ''disciplinary'' actions, USPS disability retirement, viewing disabled federal employees as liabilities, when a hostile environment in the federal workplace forces the employee to seek medical retirement under fers/csrs rules, when the agency pressures the disabled federal employee to quit | Leave a comment »
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