Taking off from work for a few days because of “stress” may be entirely appropriate; basing a Federal Disability Retirement application through the U.S. Office of Personnel Management, whether under FERS or CSRS, upon a “stress claim” may not be the most effective way of formulating one’s case.
Stress is a pervasive factor in all employment atmospheres; whether resulting from overly demanding supervisors, or the self-imposition of time and due-dates, stress is a daily occurrence and reality of the modern technological world. If we ever thought or believed that technology would reduce the burden of stress, we have been sorely mistaken; for, in this world where instantaneous responses are expected, where emails are sent and received within the blink of a button being pushed; where smartphones hound you with texts and emails; where phone calls and faxes are merely afterthoughts in the business world; stress is an inherent aspect and element in all workplaces.
How one deals with stress; the varying tolerance levels particularized to individual personalities; the level of trigger-points which result in tertiary and consequential medical conditions — it is the latter which must be focused upon when preparing, formulating and filing for Federal Disability Retirement benefits from the U.S. Office of Personnel Management. For, while stress itself may not be an acceptable basis for a Federal Disability Retirement application, the resulting medical conditions which manifest themselves as a result of stress likely are.
In the end, attempting to create a stress-free environment is in itself a stressful venture; and one which is not likely to succeed. Similarly, while stress itself may not be a valid basis for a Federal Disability Retirement case, the medical consequences of stress are likely the foundational basis of an effective application for Federal Disability Retirement benefits, whether under FERS or CSRS, submitted to the U.S. Office of Personnel Management.
Robert R. McGill, Esquire