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Adverse and disciplinary actions for federal employees are different classes of punishments. Both adverse and disciplinary actions are taken by an employer for reasons of performance or misconduct. Adverse actions include more serious punishments, while disciplinary actions often refer to less serious punishments. However, both can cause irreparable harm to your career and personal life. If you are a federal employee, disciplinary actions by your employer are something you need to take seriously. Consider consulting a successful federal employment attorney today to help you protect your rights. What Are Disciplinary Actions For Federal Employees? Disciplinary actions for federal employees are measures agencies take for alleged violations of rules, regulations, or conduct standards. Your employing federal agency is almost always responsible for taking these actions. Disciplinary actions range from mild warnings or reprimands to severe measures like suspensions. Common disciplinary actions for federal employees include: Various federal laws and regulations govern disciplinary actions for federal employees. A few key laws are the Civil Service Reform Act, the Federal Service Labor-Management Relations Statute, and the Privacy Act. These laws and regulations provide you with certain rights and protections, such as the right to a fair and impartial hearing, the right to appeal, and the right to representation by a union or an attorney. It’s important to note that disciplinary actions must be based on a valid cause, such as unacceptable performance, misconduct, or some violation of laws or regulations. In addition, any actions based on characteristics like your race, sexual orientation, or religion are illegal. You also have a few due process rights when receiving disciplinary action. Specifically, you have the right to make a response and receive a written notice of the action.  What Are Adverse Actions For Federal Employees? Adverse actions are serious disciplinary measures taken by federal agencies against their employees. As with disciplinary actions, adverse actions always negatively affect your job, pay, or benefits. They also have a huge impact on your reputation and employability. Adverse actions can include, but are not limited to, the following: Adverse actions against federal employees are governed by federal laws and regulations, including the Civil Service Reform Act, the Federal Service Labor-Management Relations Statute, and the Privacy Act. Fortunately, these laws and regulations provide extensive rights and protections to federal employees. These include the right to a fair and impartial hearing, the right to appeal, and the right to representation by a union or an attorney. As with disciplinary actions, all adverse actions must stem from an act of misconduct or poor performance. In addition, federal agencies need to provide extensive due process procedures when they propose an adverse action against you. Specifically, you need to have at least 30 days’ advance notice of the action, an opportunity to respond to the proposed action, and the right to appeal it to the Merit Systems Protection Board (MSPB). Let Our Federal Employment Attorneys Help You! Contact Us Today Whether facing adverse or disciplinary actions, take the situation seriously. Even a minor reprimand can torpedo your chances of obtaining your dream position and leave you with a black mark on your record. If your employer plans to take disciplinary action against you, seek legal counsel immediately. At the Federal Employment Law Firm of Aaron D. Wersing PLLC, we are dedicated to preserving your rights. We will do whatever it takes to defend your good name. Furthermore, we will help you take action against discriminatory employers and other bad actors. Federal employment is a niche area, and most attorneys have little experience with it. However, we have decades of experience in federal employment issues. Don’t try to go it alone and jeopardize your career. Instead, give us a call at 866-612-5956 or get in touch with us online.

We all know that discrimination in the workplace is unacceptable, and we all know that no federal employee should have to put up with it. However, not everyone knows that all kinds of discrimination are illegal. When most people imagine a discriminatory situation, they imagine racial minorities as the victims of racial “majorities.” They may be more accepting of discrimination when it operates in “reverse.” However, so-called reverse race discrimination is equally wrong and just as illegal as “regular” discrimination.  At this point, you might be asking yourself, What is reverse discrimination? In this article, we will discuss reverse discrimination definition and the situations which best describe reverse discrimination in the workplace.  If you think that you are the victim of reverse race discrimination, contact a workplace discrimination lawyer right away.  What Is Reverse Discrimination? The term “reverse race discrimination” is sometimes considered controversial, and its definition can be challenging to explain. Reverse discrimination occurs when members of a dominant group face bias in favor of minority or disadvantaged groups. Reverse discrimination based on race or ethnicity is known as reverse racism. The idea of “reverse racism” focuses on prejudiced attitudes or discrimination against certain racial groups but overlooks a central aspect of racism: power. Racism is defined as “prejudice plus institutional power,” highlighting systemic inequities. The simplest definition is this – reverse discrimination occurs when majority groups, such as white men, face unfavorable workplace decisions due to their race or gender. Reverse race discrimination, for example, occurs in situations where historic racial minorities (like blacks or Hispanics) discriminate against white Americans based on their skin color.  The fact that the target of discrimination belongs to a majority group does not exclude them from the protection of workplace discrimination laws. Discrimination is discrimination. It does not matter whether the victim is white, black, Christian, Muslim, handicapped, or able-bodied. Workplace discrimination lawyers know that discrimination laws apply to all groups, and can help any victim of any form of discrimination.  Which of the Following Is an Example of Reverse Discrimination? Let’s consider a few examples of discrimination to understand which of the following situations constitute reverse discrimination: Which of the following is an example of reverse discrimination in America? If you guessed the first two scenarios, you’d be correct. The first scenario was reverse race discrimination because a black man, a member of a racial minority, was discriminating against a white man based on race. Similarly, the second scenario also constituted reverse discrimination. Sex-based discrimination has historically targeted women, so reverse discrimination occurred because a woman was making condescending sex-based comments to a man. However, the third scenario was not reverse discrimination because Christianity is a majority religion in the United States. So while the Christian in that scenario was harassing and potentially discriminating against their Hindu coworker, that would constitute normal discrimination of a minority.  What Should I Do If I Am the Victim of Reverse Discrimination? Discrimination remains the same regardless of the victim’s race, gender, or religion. If you are experiencing reverse discrimination, consider taking the following actions: After you have taken these first steps, you need to consider hiring an attorney who handles cases of discrimination at work. Hiring an attorney for employment discrimination can help to resolve the reverse discrimination problem quickly. Furthermore, employment discrimination attorneys are familiar with all kinds of discrimination and can evaluate your case to see if you are eligible to obtain compensation. Finally, if you file a complaint against your agency, a federal employment workplace discrimination lawyer can help your case by collecting evidence, obtaining witnesses, and conducting settlement negotiations. Do You Need a Workplace Discrimination Attorney? Employment discrimination is always wrong, including reverse discrimination. Now that you know reverse discrimination’s definition, you will know when to contact an employment discrimination attorney.  If you are currently experiencing such discrimination, you need an employment discrimination attorney right away. However, not all attorneys are of the same quality. Therefore, it is critical that you hire an attorney that has experience with your kind of case and is familiar with the unique features of the federal workplace.  Contact Our Federal Employment Attorney To Discuss Your Case Today Here at the Federal Employment Law Firm of Aaron D Wersing PLLC, we are dedicated to helping federal employees stand up for their rights. Over the years, our firm has helped countless federal employees with all kinds of discrimination complaints. Unlike other law firms, we are familiar with all of the dynamics of the federal workplace. We will help you stand up for your rights and hold discriminatory actors accountable. Even if you don’t know whether you need an attorney, you have nothing to lose by setting up an appointment. Contact us right away.

President Trump’s new mandate ending remote work for most federal employees has recently rocked the federal workforce. Although Trump had long suggested this was a priority for his administration, many federal employees are confused and concerned about what the return to in-person work executive order means in practice.  This blog post will address common questions about the Trump executive order to return to work. We’ll unpack the order’s details, explain the transition timeline, and discuss any exemptions from the mandate. What Does the Return to Work Order Say? On his first day in office in 2025, President Trump issued a mandate directing all federal departments and agencies to take steps to end remote work arrangements. The order specifies that agency leaders should “require employees to return to work in person at their respective duty stations on a full-time basis” unless they have legitimate reasons for exemption under existing law. According to a report by the Office of Management and Budget, in May 2024, 1.1 million federal civilian employees were eligible for work arrangements that allowed them to do their jobs partly or entirely away from their work site. Of those employees, around 228,000 occupied remote positions where they were not expected to report to a physical location.  This new directive marks a significant shift from the Biden administration’s approach, which embraced flexible work arrangements and expanded telework options for federal employees.  When Does the Return to In-Person Work Executive Order Take Effect? President Trump’s return to work order officially went into effect on January 20, 2025, when it was issued. According to guidance from the Office of Personnel Management (OPM), agencies had until 5:00 p.m. EST on January 24, 2025, to take the following steps toward complying with the mandate: Under OPM’s guidance, agencies will aim to fulfill the order’s requirements within 30 days. However, some flexibility with this timeline is possible for federal employees covered by collective bargaining agreements and other exceptional agency circumstances.  Who Is Included in the Executive Order to Return to Work? The original order specifically addresses employees of “all departments and agencies in the executive branch of Government” engaged in any “remote work” arrangement. This includes any employees who work entirely from an alternative worksite and are not expected to report to agency locations. However, the OPM guidance clarifies that the president’s mandate also applies to federal employees performing “telework.” In the past, OPM allowed employees with telework arrangements to “report to work both at an agency worksite and alternative worksite on a regular and recurring basis each pay period.” Now, federal employees who’d previously had authorization for full—or part-time telework will also be expected to return to in-person duties. Are There Any Exceptions to the Federal Employee Return to Work Executive Order? The president’s mandate does include some exceptions. Certain employees may continue working remotely if they qualify for an exemption under federal law or agency policy. These exemptions include: If you believe you qualify for an exception, it is crucial to communicate with your agency and understand your rights. A lawyer experienced in federal employment law can help assess your situation and ensure the proper handling of your request. Proud Advocates for the Rights of Federal Employees Federal employees are understandably concerned about the impact of this executive order on their careers and personal lives. If you have questions about your rights, exemptions, or potential legal challenges, the Federal Employment Law Firm of Aaron D. Wersing PLLC is here to help. Our team understands the complexities of federal employment law and can help you navigate exemption requests, disability accommodations, and union protections. Additionally, if you experience retaliation for requesting an exemption or challenging the order, you may have legal recourse under federal whistleblower protections and anti-retaliation laws. Contact our office today to learn more about your rights and how we can help. Resources: