The guru dressed in flowing white garb may claim that the past is a fiction; those various “self-help” books will often declare that time is merely a continuum where we can only control that which is in the immediacy of our presence; and various philosophers have stated that the relativity of time must always be seen from the perspective of the “now”.
There is no doubt, however, that in the practical work-world, the past remains within the purview of haunting consequences. Whether of youthful indiscretions or a darker past of substantial historical relevance more than a mere raising of one’s eyebrow, past performance is often used as an indicator of present behavior and conduct. If a person has been convicted of embezzlement, does one consider that past in hiring practices for positions of responsibility — especially where money is involved?
Those who wave off the relevance of such considerations simply do not live in the real world. We cannot avoid our past anymore than others will ignore it. And so it is in Federal Disability Retirement Law, where the U.S. Office of Personnel Management will often place undue weight upon Performance Appraisals, cash bonus issues and whether there have been any deficiencies in performance, conduct or attendance in assessing and evaluating a Federal Disability Retirement application under FERS.
Consult with a FERS Attorney who specializes in Federal Disability Retirement Law before initiating a process where your past may not be your best friend or, even if it is, whether you may yet be stabbed in the back — metaphorically speaking, of course.
Robert R. McGill, Esquire
FERS Disability Retirement Lawyer