Sometimes, in preparing to file for Federal Disability Retirement benefits from the Office of Personnel Management under FERS or CSRS, one is either forced to resign or, because of financial or other reasons, it is the best course of action to take.
In any resignation, one should submit a resignation letter which clearly and concisely identifies the reason for one’s resignation: Medical inability to perform one’s job. While such resignation, for the reasons stated, may not invoke what is termed the “Bruner Presumption“, it nevertheless lays the groundwork for arguing that one is entitled to the Bruner Presumption.
Now, understand that such an argument may fly completely over the heads of anyone and everyone at the Office of Personnel Management. However, if the case is denied both at the Initial Stage of the Process, and at the Reconsideration Stage of the Process at the Office of Personnel Management, then it must be filed as an appeal to the Merit Systems Protection Board. There, with an Administrative Judge reviewing the record, while it may still end up that one is not entitled (technically) to the Bruner Presumption, sometimes the strength of an argument in favor of a legal precedent is almost as strong as obtaining the substantive elements of the legal precedent.
Indeed, if all of the corollary issues surrounding the stated resignation for medical reasons are consistent — the medical documentation; using FMLA; being on OWCP for part of the time, or otherwise only able to work part of the time; etc. — then the fact that one was forced to resign based upon one’s medical inability to perform one’s job, is a consistency worth documenting and arguing thus: While it is true that one was not removed for one’s medical inability to perform the job, it is “as if” one was removed, because there was really no other choice available. Sometimes, it is the argument itself which provides the foundation for persuasion, and not the technical application of a legal device.
Robert R. McGill, Esquire
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