Federal Worker Disability Retirement: The Impending PIP

The Performance Improvement Plan (otherwise known by the acronym, a “PIP”) is the formal imposition of an administrative procedural process to “assist” the employee into improving his or her specific work requirements, or for modification of certain behavior issues.

From the Federal Agency’s perspective, it invokes a paper trail which will justify additional future actions, if necessary.  From the Federal employee’s viewpoint, it should serve as a warning that unknown other conversations and discussions have been ongoing, and the PIP is merely a surface revelation, with much underworld life and activity unrevealed but indicated by the issuance of the PIP.

If a medical condition is a large part of the reason why underperformance and poor performance justifies the issuance of a PIP, then revelation of the medical condition in response to the PIP should be considered.

Concurrently, because a PIP is an open and declared step towards ultimate and likely termination — especially when the physical or mental condition will continue to prevent the Federal employee from being able to meet the requirements of the PIP — it is a good idea to begin the process of preparing, formulating and filing for Federal Disability Retirement benefits, whether under FERS or CSRS, submitted to the U.S. Office of Personnel Management.

Being a sitting duck merely means that you are the target in a shooting gallery; before your turn comes up, it serves the Federal and Postal employee well to chart one’s own course before it is determined for you.

Sincerely,

Robert R. McGill, Esquire

Disability Retirement for Federal Government Employees: Compounding Complexities

As with most things in life, preparing, formulating and filing for Federal Disability Retirement benefits under FERS or CSRS from the Office of Personnel Management is an engagement of a process which should be affirmatively sought without delay.  Delay and procrastination results in further compounding the complexities which result from a medical condition.  

Dealing with a medical condition while attempting to perform all of the essential elements of one’s Federal or Postal position is complex enough; when it becomes apparent that one’s medical condition will last for a minimum of 12 months, and further, that one or more of the essential elements of one’s job can no longer be performed as a result of the medical condition, then it is time to consider filing for Federal Disability Retirement benefits under FERS or CSRS.  

The cumulative effect of delay and procrastination becomes progressively compounded in both complexity and unintended consequences:  the Agency begins to put greater pressure as work has to be shifted to others; greater mistrust arises; Agencies begin to react with adverse, punitive measures, such as imposing unreasonable leave restrictions, placing an individual on a PIP, proposing suspensions and other adverse actions; all of which results in greater anxiety and exacerbation of one’s medical conditions, which become deleteriously impacted because of the health, financial and professional pressures felt.  

Unless a delay upon making a decision in preparing, formulating and filing a Federal Disability Retirement application under FERS or CSRS is “planned”  — for a viable, reasonable and rationally-based purpose — such delay and procrastination will only accelerate and compound the problems of one’s life.  The benefit of a medical retirement under FERS or CSRS was created and offered by the Federal Service for a specific purpose.  It is well to embrace that purpose with purposefulness. 

Sincerely,

Robert R. McGill, Esquire

Medical Retirement Benefits for US Government Employees: Agency Adverse Actions

Agency actions of an adverse nature seem to go hand-in-hand with filing for Federal Disability Retirement benefits under FERS & CSRS.  If one pauses for a moment, one can easily understand the underlying reasons:  Medical conditions often result in attendance problems or impact the ability of a Federal or Postal employee to perform all of the essential elements of the position.  Disability Retirement eligibility is precisely that which attempts to prove the latter point — of the impact upon one’s ability to perform all of the essential elements of the positional requirements.  

Thus, when attendance, performance or conduct concerning the positional requirements become an issue, the Agency will often begin initiating adverse actions — ranging from instituting a “Performance Improvement Plan” (PIP), memorandums of warnings, suspensions, and removals.  While adverse actions reflect negatively by their definition, the positive aspect of such adverse actions, in combination with Federal Disability Retirement, is that the adverse action, having the underlying basis of resulting because of one’s medical condition and because of one’s medical inability to perform the essential elements of one’s job, can actually be used to argue for a FERS or CSRS Disability Retirement approval.  As with most of that which is “true” in life, the irony of this cannot be overlooked.

Sincerely,

Robert R. McGill, Esquire