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A federal employee disciplinary action lawyer in DC protects the rights of workers whose rights were violated by their federal employer. Most federal workers share the same rights as other workers in America, with certain exceptions such as those who are active military members or are national security-focused employees. The Federal Practice Group has a firm understanding of the laws that protect federal employees and when their rights have been violated, we work aggressively to get them the justice they deserve.

Common Reasons Given for Disciplinary Action

A DC federal employee disciplinary action lawyer knows very well a federal agency may provide a reason for why they are disciplining or terminating an employee, but it may not be justified. In fact, the burden of proof rests on the agency’s shoulders, and there must be a rational cause for disciplining the employee.

Each federal employee disciplinary action lawyer DC  from our firm has seen many instances when the employee was unfairly targeted for discipline or termination and the provided reasoning was baseless. When we take a client’s case, we make every effort to prove that an agency’s manufactured reason for disciplinary action is not lawful, and we demand fair compensation for the damages our client suffered as a result. In addition to lost wages, that might include compensation for their embarrassment and emotional suffering.

Here are some of the most common reasons given by federal agencies for disciplining or terminating an employee:

•         The federal employee knowingly entered into a conflict of interest. The agency must prove that the employee did not take any measures to avoid a situation that they knew would compromise them, or might appear to compromise them.
•         The federal employee exhibited habitual tardiness or unapproved absenteeism. A federal employee disciplinary action lawyer in DC may be able to show that the complaint used unreasonable standards and unfairly targeted the employee.
•         The federal employee failed to maintain one or more conditions of their employment. For instance, if they must have a clean driving record but they were convicted of driving under the influence. If the employee was terminated as a result, and if they met their conditions in the meantime, their federal employee lawyer may be able to secure them a reinstatement of their position.
•         The federal employee refused to accept a reassignment. Many employees are subject to being re-assigned a different set of duties or being moved to a different office location.

In short, as a federal employee disciplinary action lawyer in DC might explain to you, there are a number of different kinds of conduct that can result in disciplinary actions. These include:

• Falsifying federal information
• Engaging in conduct that is considered to be unbecoming
• Violence in the workplace
• Harassment in the workplace
• Negligence
• Violating prohibited workplace practices
• Misuse of government property
• Stealing government property
• Poor performance
• Failure to follow the order of a supervisor

Finding out that you are facing disciplinary actions can be extremely stressful. The first thought that may come to mind could be regarding your job, and whether you will lose it. If you are concerned about this, or your future career, please call a federal employee disciplinary action lawyer in DC.

If you are accused of any conduct included above, or something else, there will likely be an investigation. You may also be given a written proposal, and the right to reply. At this point the disciplinary stage may begin. No matter what the decision is, nearly every federal employee has a right to appeal it. In order to do so, a strict process must be followed. By having a federal employee disciplinary action lawyer in DC on your side, you can feel confident in knowing specific requirements and deadlines are met.

It should be understood that disciplinary actions tend to be less severe than adverse actions. For example, a disciplinary action might result in a warning or brief suspension; whereas, an adverse action could result in a removal. Some results of a disciplinary or adverse action may include:

Removal – Termination of employment

Demotion – A reduction in the employees grade, pay, status, position, or rank

Suspension – The temporary removal of an employee from performing their job

Notices That an Employer Must Provide

It is mandatory that employers provide their federal employees with a notice prior to any disciplinary action. The notice requirements vary depending on the circumstances and factors. As a federal employee disciplinary action lawyer in DC might explain to you, they are as follows:

Suspension of 14 or Less

The notice must include the reasons for the proposed suspension of 14 days or less. It should also inform the employee on their right to review any materials that have been used to recommend the suspension. Employees should be given a minimum of 24 hours to defend themself, which includes writing an answer and providing evidence to support their defense. They should also receive a written notice of their grievance rights. A federal employee disciplinary action lawyer in DC can guide you through this process.

Suspensions Greater Than 14 Days

For a suspension that is greater than 14 days, the employee must be notified a minimum of 30 days prior to the dates of suspension. Only when the employee has committed a crime that could be subject to imprisonment is this notice period nullified. The employee will have a period of at least 7 days to respond and provide evidence to support their defense. They also have a right to review any documents or evidence that the employer is relying on.

As a federal employee disciplinary action lawyer in DC might tell you, indefinite suspensions are not common. When they do occur, it is often because the employee has committed a crime, has a medical condition that impacts their safety in the workplace, or their security clearance has been revoked.

To learn more about how a federal employee disciplinary action lawyer in DC can help you, call The Federal Practice Group.

Federal Probationary Employees

If you are a probationary employee for the federal government, you may be wondering if you have the right to appeal an employment action against you. A federal employee disciplinary action lawyer from The Federal Practice Group can clarify whether or not your circumstances allow it. Generally speaking, the employee can file an appeal if the disciplinary action was based on one or more of the following:

•         The employee exercised their civil rights.
•         Political partisanship.
•         Present or previous military service.
•         Marital status.

When you work for the federal government, you may not realize that certain laws protect you if you believe someone is discriminating against you or harassing you at work. A few of these laws are the Rehabilitation Act, Title VII of the Civil Rights Act of 1964, and the Age of Discrimination Employment Act. When you are a federal employee and you believe that someone is treating you unfairly, you have the right to hire a federal employee disciplinary action lawyer in DC who is familiar with federal regulations and can work to punish those who have wronged you.

Each federal employee disciplinary action lawyer at The Federal Practice Group understands that your work should be a safe haven where you can conduct your daily job in peace. You should never have to go to work fearing that someone will retaliate against you or treat you unlawfully. If this has happened to you in DC, call a member of our team today.

Do Federal Employees Have Workplace Rights?

Yes, federal employees have the same rights that any other general worker has. However, there are a few laws in place that Congress enacted to specifically protect the rights of government employees. While laws — like the Whistleblower Protection Act — may determine clearer rights for federal employees than they do for other employees, federal workers typically have the same rights and are under the same regulations and laws as all employees are.

What Are Common Examples Of Laws Protecting Federal Employees?

Common examples of some of these laws are:

• Equal Pay Act
• Americans With Disabilities Act
• Pregnancy Discrimination Act

Equal Pay Act. The Equal Pay Act ensures that employers will give both men and women equal pay for equal work they have conducted. When two people are in the same environment, performing the same tasks, and they have the same skill level, the Equal Pay Act states that their employer should pay them the same amount. While there are some exceptions to this (seniority, incentive) if you believe your employer is not paying you equally based on gender, talk with someone from our team.

Americans With Disabilities Act. This act ensures that employers do not discriminate against any person with disabilities from the beginning of their application process, through interviewing, in their job evaluations, in their leave and benefits, and more. This act encompasses not just those who have a documented disability, but also those who have a perceived disability or a history of disability. For example, if someone does not have a disability but their employer believes they do because they walk with a slight limp, the ADA protects them from discrimination.

Pregnancy Discrimination Act. This act ensures that employers do not discriminate based on a person who is pregnant, in the hospital giving birth, or any other medical condition related to pregnancy. For example, if an employer forces a pregnant employee to take leave while she is pregnant even if she can still perform her job duties, this is employer discrimination.

The laws regarding federal employee discrimination are nuanced, and if you believe your employer has illegally discriminated against or harassed you, please do not hesitate to reach out to a federal employee disciplinary action lawyer clients recommend at The Federal Practice Group. We protect the rights of those in federal positions.

Free Consultation with a DC Federal Employee Disciplinary Action Lawyer

If you were discriminated against in your workplace and you’re a federal employee, protect your rights. The Federal Practice Groupfights hard for the justice of our fellow DC community members. Call us to schedule a complimentary case review with our federal employee disciplinary action lawyer DC clients recommend.