Federal Employment Law Firm of Aaron D. Wersing

The Lawyers for Federal Employees

Federal employees have unique rights unlike other employees, and many of those rights are governed by specific laws that are unique to federal employees. At the Federal Employment Law Firm of Aaron D Wersing, our team of experienced federal employment lawyers is dedicated to helping federal employees understand and protect their rights.

Just like other employees, federal employees can face an array of challenges. When these challenges require you to file a lawsuit, an administrative complaint, or a claim for benefits, it is important that you have a knowledgeable advocate on your side.

The Federal Employment Law Firm of Aaron D Wersing has experience with all types of legal issues affecting federal employees, including disability claims, discrimination and harassment, whistleblower claims, retaliation, wrongful termination, and other adverse employment actions.

If you are a federal employee, the process for protecting your rights is different than for most employees in the private sector. It is important that you have an attorney with specific experience in federal employee law, not just general employment law.

Our practice is directly focused specifically on federal employee law.

Enforcing your rights as a federal employee frequently involves navigating various layers of bureaucracy.

Additionally, it can often be challenging to determine which agency is responsible for your specific type of claim and what process that agency requires you to comply with.

The Law Office of Aaron D. Wersing has experience working with numerous agencies across the federal government regarding federal employee issues. These issues can include complaints or claims involving:

When dealing with claims before these agencies, even small mistakes, such as missing filing deadlines, failing to gather adequate supporting documents, or filing a claim with the wrong agency can be costly.

Having an experienced federal employee lawyer on your side can make all the difference.

At the Federal Employment Law Firm of Aaron D Wersing, our team of federal employment attorneys is passionate about helping federal employees with any legal issues they may face. If you need help pursuing benefits you are entitled to or protecting your rights against wrongful conduct, contact us today.

How We Can Serve You

Meet Aaron Wersing

Federal Employee Attorney

Aaron Wersing is the founder of the Federal Employment Law Firm of Aaron D Wersing PLLC. His practice focuses solely on assisting federal employees in a broad array of litigation and transactional matters. Mr. Wersing’s practice includes the evaluation and resolution of a diverse variety of federal employment matters.

Aaron Wersing at Desk

Client Testimonials

  • I can’t say enough good things about Mr. Wersing. He was dedicated to my case and because of his dedication he won my case. I was lost without him. I went to many attorney’s and all of them told me they were unable to help me because the government was to hard to fight against, but not Mr. Wersing. He knew his stuff . If your looking for an attorney who treats you like a person and just not like another number, Mr. Wersing is that attorney. He knows his stuff and will fight for your rights. I can never thank him enough.

    - Sandy | EEOC
  • Aaron Wersing is at the very top of every attorney I have met or dealt with. He is a patient, pleasant and professional attorney who is mission oriented and dedicated to get the job done. He helped me through a very arduous disability process allowing me to keep my self dignity and respect. I cannot imagine working with any attorney other than Aaron Wersing when applying for Fers Disability or any other employment & labor, employee benefits or workers compensation issues.

    - Howard M. | FERS Disability
  • Aaron is not only confident in getting things done, he is very compassionate and caring. He is a true fighter for what he believes is right. My case was a bit complicated but Aaron never backed down. Applying for OPM can be daunting and personal. Aaron has the ability to keep you focused and on track which means he understands how emotional it can be for somebody that has to retire due to medical conditions. Because of Aaron my OPM was approved the first time and we didn't have to do a reconsideration. If you want a good attorney that will fight for you, Aaron is your man. I will be forever thankful.

    - Tammy | FERS Disability

Our Federal Employment Law Library

Empowering Federal Employees To Know and Exercise Their Rights

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Filing Workers’ Comp for Stress and Anxiety—What Federal Employees Should Know

Most federal workers are familiar with the workers’ compensation program, operated by the Office of Workers’ Compensation Programs (OWCP). The OWCP allows for workers who suffer a work-related injury to obtain medical and income-replacement benefits while they are unable to work. What fewer people know, however, is that federal employees can also obtain workers’ compensation for mental health disorders as well. Read on to learn more about when you can get workers’ comp for stress and anxiety. If your federal employment is responsible for causing or exacerbating a mental health condition, you may be eligible for workers’ compensation benefits. At the Law Office of Aaron D. Wersing, we proudly help government employees who were injured on the job obtain the benefits they need and deserve. With extensive experience handling a wide range of workers’ compensation cases, including many involving mental health diagnoses, the Law Office of Aaron D. Wersing is well-equipped to effectively handle your claim. Stress and Anxiety in the Workplace Stress Stress is the body’s normal response to emotional or physical tension. In some cases, stress can help you overcome obstacles that you may not have otherwise been able to overcome. However, in larger amounts, stress can be detrimental to a person’s physical and mental well-being. According to a recent survey done by the American Institute of Stress, 80% of workers experience high levels of stress in the workplace. And roughly a quarter of all participants indicated that their job was the primary source of their stress. Of course, this may not come as news, as every job can occasionally be stressful. However, there is a point where the everyday stress of a job crosses the line and becomes something more damaging. Anxiety Generalized anxiety disorder is a mental health condition in which someone displays excessive anxiety or worry on most days, for a period of at least six months. Generalized anxiety disorder often seriously interferes with someone’s ability to live their life the way they intended. For example, common symptoms of a generalized anxiety disorder include the following. Panic attacks are another form of anxiety disorder in which someone experiences unexpected periods of intense fear that come on quickly and reach their peak within minutes. Symptoms of a panic attack include: Panic attacks can be very scary and sometimes require immediate medical attention.  Can You Get Workers’ Compensation for Stress and Anxiety? Yes, federal workers can obtain workers’ compensation benefits for stress and stress-related conditions such as anxiety. However, there are a few things to keep in mind when considering filing an application for workers’ comp for stress and anxiety. If you have a diagnosis of anxiety, you will have an easier time obtaining benefits than if you are basing a workers’ compensation claim on stress alone. However, you will still need to show that your anxiety was either caused by your job or that your job exacerbated your existing case of anxiety. Applying for workers’ compensation benefits for stress is even trickier because there is often no diagnosis. When it comes to getting workers’ compensation for stress, consider the following questions. 1. Is The Stress Severe? Regular, everyday stress is not the type of stress that the OWCP is concerned with. Stress is a normal part of almost every job, yet not everyone can rightfully file a workers’ comp stress claim. Thus, to be eligible, you must show that your occupational stress is severe, to the point where it is more than you can withstand. 2. Is Your Job Objectively Stressful? If you find your job to be very stressful, but your colleagues do not, you may have a harder time qualifying for workers’ compensation benefits. This is because you must show that your stress is objective to obtain benefits. This means that others in a similar situation experience the same level of stress. So, if you are particularly susceptible to the stressors of your workplace, you may have a harder time obtaining workers’ compensation benefits for stress. 3. Is Your Stress Job-Related? To succeed in any workers’ comp stress claim, you must show that your injuries (physical or emotional) are related to your occupation. Stress is no exception. In fact, it is actually more difficult to prove stress is job-related because most people have other sources of stress in their life. For example, the OWCP may claim that your stress was caused by genetic factors or issues outside the workplace. Are You Suffering Severe Stress or Anxiety Related to Your Federal Employment? We Can Help You If you are a federal employee and are currently suffering from stress or anxiety, contact the workers’ compensation lawyers at the Law Office of Aaron D. Wersing for immediate assistance. At our federal workers’ compensation law firm, we represent federal employees in all types of work injury claims—including those involving mental health conditions such as stress and anxiety. Unlike many other local employment law firms, we represent only federal employees, giving us an unparalleled knowledge of the laws and regulations that govern our clients’ cases. To learn more, and to schedule, a free consultation, give us a call today. You can also reach us through our online contact form.

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Constructive Discharge vs. Wrongful Termination—What Is the Difference?

If you felt forced to leave your job because the environment was unbearable, the terms constructive discharge and wrongful termination may come to mind.  While both terms relate to ending employment, the main difference between wrongful termination and constructive discharge is the person who ends the employment relationship. In constructive discharge cases, the employee terminates the relationship, whereas in wrongful termination cases, the employer ends it. In this article, we will explore what is constructive discharge and how to prove you were constructively discharged. What Is Constructive Discharge? You may be wondering, what is constructive discharge? Constructive discharge occurs when an employee resigns due to intolerable working conditions. Rather than being fired, the employee voluntarily quits because they feel there is no other reasonable alternative. Here are some common constructive discharge examples of working conditions that may be grounds for a constructive discharge claim: While it’s easy to define constructive discharge, proving it can be more difficult.  How To Prove Constructive Discharge Quitting your job because of unfair treatment is not enough to bring a constructive discharge claim.  This is how to prove constructive discharge: Intolerable work conditions can include sexual harassment, discriminatory practices, violent acts, illegal requests, and coercive or deceptive conduct. You do not have to prove that your employer intended for you to quit but only that their actions are what made you believe you had to resign and that any reasonable person would have done the same.  When an employee voluntarily leaves a job, typically they lose the right to unemployment benefits, due process through their employer, and bringing a wrongful discharge claim. This incentivizes the employer to create an intolerable environment and force the employee out rather than firing the employee.  How Long Does a Federal Employee Have to Bring a Constructive Discharge Claim? To file a constructive discharge claim with the Equal Employment Opportunity Commission (EEOC), federal employees have 45 days from the date the employee resigns, not the date of the last intolerable act or acts. There are different deadlines if you are bringing your claim through the Merit Systems Protection Board (MSPB), generally 30 days from the date of resignation.  To ensure you do not miss the filing deadline or lose the opportunity to protect your rights, consult with an experienced federal employment lawyer as soon as possible.  Contact Our Federal Employment Attorneys at the Law Office of Aaron D. Wersing Our attorneys will evaluate the events surrounding your employment resignation to determine whether you can bring a constructive discharge claim against your employer. We dedicate our practice to protecting the rights of federal employees. Let us fight for you. Contact us today for a free consultation by calling 866-690-8076 or filling out our contact form online.

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How to Win an EEOC Complaint

Almost everyone these days knows that workplace discrimination is wrong. But few people know that they can fight workplace discrimination by filing an Equal Employment Opportunity Commission (EEOC) complaint. Winning before the EEOC can not only end whatever discrimination you’re facing, but it can also give you a wide variety of remedies to compensate you for your losses. These can include financial payments for your damages, reinstatement to the position you lost, or a promotion that you were wrongfully denied.  But how do you win an EEOC complaint? We’ll cover a few basic strategies in this brief article. However, if you want more specialized legal advice or more advanced legal tips, then you’ll want to get professional legal help. First Things First: Filing an EEO Complaint There are several ways to file an EEO complaint. One way is to go to your employer’s human resources office. Another method is to file a complaint using the EEOC’s online public portal. If you prefer to take a more personal approach, you can file a complaint over the telephone or visit a regional EEOC office in person. You can even file a written complaint by mail. Whichever method you choose, make sure you file the complaint shortly after the discrimination happens. Although the deadline for filing an EEO complaint varies, you generally have only 45 days to contact an EEO counselor and begin the complaint process. If you wait past that time for filing an EEOC complaint, then it will probably be dismissed.  Four Tips to Help You Win an EEOC Complaint Winning a complaint with the Equal Employment Opportunity Commission (EEOC) is usually a complex process, but there are certain steps that you can take to increase your chances of success. Tip #1: Gather Evidence As the future complainant, you have the burden of persuasion. And the key to meeting your burden is presenting convincing evidence. Therefore, you should collect and preserve any relevant documents, emails, witness statements, or other evidence that supports your claim of discrimination or retaliation. Do not wait until you file a complaint to start collecting documents. Instead, begin preserving evidence immediately after the discrimination starts and make it a regular habit.  Tip #2: Be Prompt As we mentioned before, timeliness is essential for the EEOC. The time limits for filing complaints are strict, so be sure to file your complaint as soon as possible after the alleged discrimination or retaliation occurred. Respond to judicial inquiries or requests immediately. And ensure that you file any pleadings before the submission deadlines. It may sound like a straightforward piece of advice, but many strong complainants with compelling cases have failed because of missed deadlines. Tip #3: Be Clear and Concise It’s only natural that you’ll feel a lot of pent-up frustration and resentment toward your employer after weeks or months of discrimination. However, it’s essential that you do not file an overly long or rambling complaint. Make all your written statements straightforward and brief. Doing so will make you appear more credible and professional; that always makes a favorable impression.  Tip #4: Seek Legal Counsel Even if you have a compelling case, you need to have a thorough understanding of the legal system to ensure the best possible outcome. However, most people have little understanding of the legal system, which puts them at a disadvantage against agency counsel. Attorneys spend years developing the particular skills necessary to make them effective representatives. They know how to file persuasive motions, request information via discovery requests, and conduct negotiations. Therefore, having an attorney represent you is critical. A good attorney can also provide invaluable advice and emotional support throughout the legal process. What Are the Chances of Winning an EEOC Case? It’s very difficult to know your chances of winning an EEOC case because no two cases are alike. Your chances depend on the facts of the case, the applicable law, and your ability to effectively argue your case. The best way to learn whether you have a chance of winning your EEOC case is by contacting an attorney.  Trying to Fight Against Workplace Discrimination? Consult with One of Our Experienced Federal Employment Attorneys Today. Now that you know the basics of how to win an EEOC complaint, start your journey toward success by hiring an attorney. With their help, you will be able to prevail before the EEOC and recover the compensation you deserve. Yet not all attorneys are the same. To maximize your chances of winning, you need to hire an experienced attorney who focuses on federal employment matters.  Here at the Federal Employment Law Office of Aaron D. Wersing, PLLC, our number one objective is to deliver outstanding results for our clients. We have decades of experience protecting employees against discrimination and unjust employer actions, so we know exactly what it takes to win before the EEOC. Don’t believe us? Take a moment to review our many client testimonials.  We offer free case reviews to all potential clients, so call us at 866-612-5956 today. You can also contact us online.

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