| Read Time: 3 minutes | Federal Disability

OPM Processing Time for Federal Disability Retirement Application

There are many unique benefits to working for the federal government, including retirement options. Yet, some tradeoffs come with these programs, including a sluggish pace that often plagues bureaucracies. Federal disability retirement through the U.S. Office of Personnel Management (OPM) is among those unique benefits federal employees can get, but delays complicate the process. The average OPM processing time for all retirement applications is only one to two months. Yet, OPM federal disability retirement applications frequently take six months to a year. If you need help applying for federal disability retirement or dealing with OPM retirement processing delays, contact the Federal Employment Law Firm of Aaron D. Wersing PLLC. Our firm focuses on federal employment, so we know how to cut through the layers of federal bureaucracy. How Do You Apply for Federal Disability Retirement? If you believe you qualify for federal disability retirement, you can apply two ways. First, you can apply through your agency if you are still employed there. If you are no longer employed at the agency, you apply directly with OPM. You must apply within one year of separating from federal employment to receive benefits. Qualifying for Federal Disability Retirement To qualify for federal disability retirement, you must: Your agency must also certify that it cannot accommodate your disability. Although you need not reach a specific age before applying for FERS disability benefits, your age may affect your benefits. Until age 60, your benefits may end if: Additionally, OPM may require you to attend periodic medical exams to confirm you are still disabled. Applying for Federal Disability Retirement When you apply for FERS disability benefits, you must also apply for social security disability benefits. In addition, your federal disability retirement application must include Forms SF 3107, Application for Immediate Retirement, and SF 3112, Documentation in Support of Disability Retirement. Form SF 3112 includes several parts to be filled out by different people, including:  Coordinating the pieces of SF 3112 can be challenging, especially if you no longer work for the agency. If you are running up on the one-year application deadline, you can submit Forms SF 3107 and 3112A and provide contact information for the individuals to complete the other portions of Form 3112.  How Can You Make the Process More Efficient? The most effective way to ensure your OPM disability retirement application is processed as quickly as possible is to follow the application instructions carefully. Once your application is out of your hands, you have little control over processing delays.  To the extent possible, review the information and documentation provided by others on Form SF 3112. Sometimes, you can identify mistakes or errors and have them corrected before the application reaches OPM.  Because getting OPM federal disability retirement depends on the effect of your disability, it is particularly essential to ensure your physician provides detailed information. Many agencies will instruct you on which doctor or doctors to see, and you may be unable to go to your primary care physician. It can be complicated to trust employer-recommended physicians in the same way as your primary care doctor, but ensuring the information the signing doctor provides supports your claim is crucial. Get Help Filing Your Disability Retirement Application  Requesting disability retirement on your own can lead to missteps that drag out the process. With the help of the Federal Employment Law Firm of Aaron D. Wersing PLLC, you can submit an application that is as complete as possible. We can guide you through what to include and how specific to be. We can also help you verify that the others involved in SF 3112 are providing the support you need for your application. Contact us today to learn more.

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| Read Time: 3 minutes | Federal Retirement

Can You Lose Federal Retirement Benefits for Disciplinary Actions?

Federal employees enjoy many competitive benefits with the government, including a generous retirement package. However, if you are a federal government employee facing possible disciplinary actions, then you may be understandably concerned about your federal retirement benefits. How do disciplinary actions affect your retirement benefits? The good news is that most disciplinary actions do not affect your federal retirement. However, there are a few exceptions. The ultimate answer depends on your specific situation and whether you have committed one or more specific federal crimes. That said, if you or a loved one are facing disciplinary actions, then there are other things at stake besides your retirement benefits. Take action immediately. Consult one of our dedicated federal employment attorneys at the Federal Employment Firm of Aaron D. Wersing, PLLC. Understanding the Basics of Federal Retirement Benefits Virtually all federal employees are eligible to receive retirement benefits under the Federal Employee Retirement System (FERS). The FERS retirement package consists of three components. The first part is the Thrift Savings Plan, which is essentially a 401k program that the government administers. You can choose to contribute a portion of each paycheck to your TSP account, and your agency will make a matching contribution. Once you reach a certain age, you can draw on your TSP funds. The second retirement component is the FERS Basic Benefits Plan, a defined benefits plan that takes a part of your pay to guarantee you a monthly retirement pension. Social Security benefits make up the third and final portion of the plan. Your final retirement benefits depend on several factors, including your average pay, years of service, and whether you have a disability.  Can My Retirement Benefits Be Interrupted for Disciplinary Action? If you are terminated from a federal job, you are eligible to receive a lump-sum payment for your unused annual leave. Additionally, you may qualify for unemployment benefits in your home state. It’s important to note that most federal employees also have the right to appeal their termination. The Merit Systems Protection Board (MSPB) is a federal agency that allows employees to appeal disciplinary actions that they have received from their employer. The Board also occasionally resolves key questions regarding federal employment law, including issues revolving around federal retirement benefits and disciplinary actions. In Morrison v. Department of the Navy, the Board made clear that federal retirement benefits are “available upon separation from federal service, even when the separation is agency initiated.” Consequently, if you are facing removal from federal service for alleged misconduct, you do not need to resign to “save” your retirement benefits.  How Can Federal Employees Lose Their Retirement Benefits? It is very difficult for federal employees to lose their retirement benefits. 5 U.S.C. § 8312 states that you need to be convicted of committing one or more specific crimes for this to happen. Specifically, there are only about 20 crimes that can cause you to lose your federal retirement benefits, including: As you can see, all of these crimes are very serious and rarely occur. So as long as you do not receive a conviction for any of these crimes, your retirement benefits will be safe.  What About Federal Employees Outside the Federal Employee Retirement System? FERS covers all employees who began work with the Federal government after 1987. However, Federal employees who began their service before 1987 receive retirement benefits under a different plan, the Civil Service Retirement System (CSRS). Although CSRS offers different retirement benefits to eligible federal employees, you cannot lose those benefits because of disciplinary action except for the reasons stated above. Want to Learn More About How to Protect Your Federal Career? It’s reassuring to know that your federal retirement benefits are safe when you are facing disciplinary action. However, disciplinary actions are still very serious. They can leave a black mark on your career and reputation, lower your income, and jeopardize your job prospects. That said, if your employee is proposing disciplinary action against you, you need to consult a federal employment attorney right away.  Here at the Federal Employment Law Firm of Aaron D. Wersing, we take pride in protecting federal employees. We care deeply about the outstanding men and women who serve the government every day. That means we’re committed to helping them defend their livelihoods and careers. If you are facing disciplinary action, we can work with you to build your case and protect your rights. We can also aggressively negotiate with your employer and take action against them for retaliating or discriminating against you.  Even if you’re not sure you have a case, come see us right away. Don’t wait. Call 833-833-3529. You can also send us a message online. 

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| Read Time: 3 minutes | FERS Disability

OPM Federal Disability Retirement vs. Social Security Disability

Whether it came on suddenly or built up over time, having a disability brings many changes, especially if it means you can no longer make a living. Current and former federal employees may qualify for disability benefits through the Federal Employees Retirement System (FERS) and Social Security. As a result, this leaves many disabled federal employees wondering which disability coverage to apply for. Depending on how severe your disability is and your work history, you may qualify for one, the other, both, or neither.  Navigating the federal bureaucracy to determine what to apply for is challenging for even the savviest federal employees. The Federal Employment Law Firm of Aaron D. Wersing PLLC is here to help if you have questions about federal employees and social security benefits. We focus exclusively on federal employment issues and can guide you through applying for the benefits you need.  What Is Federal Disability Retirement? Federal employees covered by FERS may qualify for federal disability retirement. You apply for federal disability benefits through the U.S. Office of Personnel Management (OPM).  To qualify, you must have worked at least 18 months in a covered federal job, have become disabled, and apply while still employed by a federal agency or within one year of separation.  To be disabled for FERS purposes, you must be unable to: Applying for federal disability retirement requires the assistance of several other people. In particular, you will need your supervisor, the agency, and a doctor to assist you. If you are not employed with the agency, particularly if you have been separated for more than one month, you may need to submit your application directly to OPM. You should include contact information for the individuals who need to corroborate the information. What Is Social Security Disability? The Social Security Administration (SSA) operates two programs allowing disabled individuals to collect regular monthly payments. These programs include Social Security Disability Insurance (SSDI) and Supplemental Security Income (SSI) disability. SSI and SSDI have some differences, but both rely on the same definition of disability.  Qualifying for SSI or SSDI requires you to prove you meet the SSA’s definition of disability. If you are blind, you typically qualify. Otherwise, you are disabled if:  Activities must involve significant physical or mental tasks to be substantial. Gainful activities may include work: In addition, to qualify for SSI disability, you must have limited income and resources. For SSDI, you must have worked enough years in a covered job. You can qualify for both SSI and SSDI at the same time.  Can You Get FERS Disability and Social Security? If you are a current or former federal employee with a disability, you may qualify for both OPM FERS disability retirement and Social Security disability. You are required to apply for Social Security disability when you apply for FERS disability. Because the SSA uses a stricter definition, you may qualify for FERS disability without qualifying for SSI or SSDI. Your benefits may be offset if you qualify for more than one program. Generally, the government offsets part of the disability benefits you receive based on the years you worked in employment not covered by FERS. The exact offset depends on many factors and can change yearly. Comparing OPM Federal Disability and Social Security Disability If you are a current or former federal employee who is disabled, you may qualify for OPM federal disability, Social Security disability, or both. Under Social Security, your disability must impact your ability to work. Additionally, the programs are run by different federal agencies.   Whether you qualify for either program, both, or neither depends on the unique circumstances surrounding your work history and disability. The Federal Employment Law Firm of Aaron D. Wersing can help you understand the unique relationship between federal employees and social security benefits. We can identify which program or programs work best for you and guide you through the application process. Contact us today to discuss the situation with our experienced, knowledgeable staff and attorneys. 

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| Read Time: 3 minutes | Federal Employment Law

Federal Employees & Working Remote

The COVID-19 pandemic started a revolution in how people carried out their work. That revolution extends to the federal government. Federal employees working from home or seeking remote work arrangements are the front-line soldiers of this change. However, changes are occurring so rapidly that it’s difficult to stay ahead of all the developments.Fortunately, our team at the Federal Employment Law Firm of Aaron D Wersing, PLLC, works hard to maneuver through these evolving environments. Our objective is for every federal employee to understand their rights, responsibilities, and opportunities regarding remote work. We’ll cover these issues in this piece. If you have additional questions or are one of the many federal employees seeking remote work, give one of our quality federal employment attorneys a call today.  What Is Remote Work, and How Does It Differ from Telework? Remote work is a permanent working arrangement where you work on a full-time basis from an alternative work site rather than an office or traditional workplace. Generally, the remote work location is your home. In a remote work arrangement, your agency cannot require you to report to the traditional worksite on any regular or recurring basis. Furthermore, your remote workplace doesn’t have to be in the local commuting area of your agency’s traditional office.  By contrast, telework is a flexible work arrangement where you can perform your duties from an approved alternate worksite, usually on a part-time basis. While you can still use your home as your alternate telework worksite, you have to remain within the local commuting area of the agency’s main office.  Are There Remote Work Benefits for Employees in the Federal Government? Absolutely. Remote work offers several benefits for federal employees. These include increased flexibility, reduced commuting time and costs, and a better work-life balance. In addition, it allows employees to design a work environment tailored to their personal productivity preferences. Consequently, remote work employees usually enjoy enhanced job satisfaction and efficiency compared to their teleworking and in-office counterparts. That said, remote work is not a universal benefit or right for all federal employees. Its availability varies from one agency to another. Agencies can also remove existing remote work arrangements for valid business considerations.  Which Federal Agencies Allow Remote Work? If you want to learn more, you can visit the website of the Office of Personnel Management (OPM). Remote work for federal employees and related frequently asked questions are discussed in detail on their site. But generally, many federal agencies have embraced remote work to some degree or another, including the Environmental Protection Agency, the Department of Defense, and the Equal Employment Opportunity Commission. However, not all positions or offices have the same liberal attitude toward remote work. Agencies retain the discretion to decide whether to offer remote work options and determine employee eligibility according to performance and operational needs. Due to the quickly changing nature of the attitude toward remote work, there isn’t an exhaustive list of agencies that offer it. You should contact an agency’s human resources department to obtain the most up-to-date information.  Can I Request Remote Work As a Reasonable Accommodation? Yes. Federal employees can request remote work as a reasonable accommodation under certain circumstances. First, you must have a qualifying disability under the Americans with Disabilities Act (ADA). Second, you need to show that remote work would help you perform the core duties of your essential position with your limitations. Third, you will have to produce adequate medical documentation to support the need for accommodation. Finally, you must be ready to engage in an interactive process with your employer to determine if remote work is feasible for your agency.  Have More Questions About Remote Work? Give Us a Call Today. As the federal workforce continues to adapt to the increasing demand for flexibility and remote work opportunities, federal employees need to stay informed about their rights and the policies governing this type of work within their agencies. Whether you’re exploring the possibility of remote work as a reasonable accommodation or seeking to understand more of the rules surrounding remote work, the Federal Employment Law Firm of Aaron D Wersing, PLLC, is here to guide you. Our expertise in federal employment law positions us to provide unparalleled advice and support as you explore your legal options. Furthermore, we can represent you in a variety of legal situations if your employer violates your rights. Set up an initial consultation with us today by calling us or reaching out online. 

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| Read Time: 3 minutes | Workplace Discrimination

Federal Efforts to Promote Equal Pay for Federal Employees

For decades, the federal government has been a pioneer in the quest for equal pay stands. Its perseverance stands as a testament to the ongoing commitment to gender equality and non-discrimination. But what do these efforts involve? It began with the Equal Pay Act, which required federal employees to receive equal pay for equal work, no matter their sex or gender. This law helped shrink the pay gap from 28% to 11% between 1998 and 2007. More recently, the Biden Administration has taken additional steps to further shrink the wage gap and strengthen the protections of the Equal Pay Act for federal employees.  Today we’ll discuss the Equal Pay Act and how it protects federal employees from unequal pay. We’ll also discuss recent actions by the Biden Administration to promote equal pay for federal employees. If you think you are not receiving equal pay because of your sex, contact our team of dedicated federal employment attorneys today.  What Is the Equal Pay Act? The Equal Pay Act of 1963 (EPA) stands as the primary federal effort to eliminate the longstanding disparities in pay between men and women. Congress crafted it with one simple intention: to guarantee that federal employees in the same workplace who perform substantially similar work under similar conditions receive equal pay. Rather, agencies must set the pay for federal employees according to seniority, merit, efficiency, or some other factor that does not consider gender. It further states that agencies cannot reduce any employee’s wage to eliminate wage gaps between men and women.  The EPA contains several other points: As with Title VII violations, federal employees who suspect that they are not receiving equal pay must contact an EEO counselor at their agency within 45 days of the alleged violation. Remedies under the EPA can include back pay for up to three years before the filing of a charge, liquidated damages, and legal costs.  Who Does the Equal Pay Act Protect? The protective reach of the EPA extends to all federal employees. It also extends to all employees who fall under the Fair Labor Standards Act (FLSA). In practice, this means virtually all employment contexts, including private educational institutions, private sector positions, and state and local governments. Furthermore, the EPA implicitly recognizes the new definitions of gender and sex that are currently redefining the federal government. Therefore, employers cannot pay nonbinary individuals different wages.  Initiatives by Recent Presidential Administrations Several recent presidential administrations have taken steps to build upon the EPA and further the cause of equal pay. In 2009, the Obama administration galvanized the passage of the Lilly Ledbetter Fair Pay Act. This act resets the statute of limitations on equal pay lawsuits with each discriminatory paycheck, effectively expanding the window for filing complaints. President Obama established the National Equal Pay Task Force as well. This task force aimed to crack down on violations of equal pay laws, improve interagency coordination and data collection, and boost enforcement efforts. More recently, the Biden administration issued a final rule by the Office of Personnel Management prohibiting federal agencies from considering someone’s current or past pay when determining their federal salary.  We’re Ready to Help You Advance the Cause of Equal Pay Today. The path to achieving and maintaining equal pay within the federal workforce is ongoing. At the Federal Employment Law Firm of Aaron D Wersing, PLLC, we are determined to assist any federal employee who suffers a violation of the EPA or other federal anti-discrimination laws. We promise to leverage our legal experience to uphold the principles of equality and fairness. If you believe you have been subjected to wage discrimination or if you are seeking advice on ensuring compliance with equal pay laws, do not hesitate to contact us. Together, we can turn the ideal of equal pay for equal work into an enduring reality for the federal workforce.

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| Read Time: 3 minutes | Federal Retirement

What Is a Thrift Savings Plan (TSP) for Federal Employees?

Federal retirement is one of the most important benefits of being a federal employee. Yet sometimes, understanding the technicalities around retirement can be tough. Today, we’ll talk about the federal Thrift Savings Plan (TSP). We’ll begin with a basic rundown of the TSP itself. We’ll then examine its role in providing you with a safe retirement and how you can maximize the benefits. If you have any more questions, contact one of the attorneys at the Federal Employment Law Firm of Aaron D Wersing, PLLC.  What Is the TSP? At its core, the TSP is a retirement savings and investment plan with tax advantages. It was designed specifically for federal employees and members of the Armed Forces. It mirrors the structure and benefits of private sector 401K plans, and it offers both traditional and Roth options for contributions. The traditional option allows you to make pre-tax contributions. On the other hand, the Roth option taxes you upfront for your contributions but allows for tax-free growth and withdrawals.  As a participant, you can invest your contribution across a variety of funds, including those listed below. You can spread your investments throughout these funds or center all of your available assets in one fund. There are also Lifecycle funds with varying levels of risk that shift according to your estimated retirement year.  TSP’s Role in Your Retirement The TSP is a cornerstone of federal retirement planning, but it doesn’t work alone. Rather, it works in concert with the Federal Employees Retirement System (FERS) annuity and Social Security benefits to create a comprehensive retirement income. It fills the gap between what FERS and Social Security provide and the actual income needed to maintain your standard of living in retirement. In addition, it offers the low administrative costs and diverse investment options we previously mentioned. Together, the TSP, FERs annuity, and Social Security benefits all but guarantee a high quality of living for federal employees in their retirement years. Tips for Maximizing Your TSP Because it plays a key role in your financial security, you must take every step possible to maximize your TSP. Here are several key tips that will help you accomplish that goal: Finally, maximize catch-up contributions once you hit 50. There is a cap on how much federal employees can contribute to their TSPs. However, catch-up contributions allow older federal employees to contribute extra, helping them prepare for retirement.  Have More Questions About the Federal Thrift Savings Plan? We Can Help.  Understanding all aspects of federal retirement, including the Thrift Savings Plan, is essential for any federal employee looking to secure a financially stable future. We hope this article has answered your most pressing questions about the TSP and how it fits in your retirement future. The Federal Employment Law Firm of Aaron D Wersing, PLLC is here to assist you in charting your course toward retirement. We’ll apply our extensive legal experience to help you make the most of your retirement package. Whether you’re new to federal service or nearing retirement, we invite you to reach out. Let’s ensure your TSP is working as hard for you as you have worked for the federal government. Contact us today.

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| Read Time: 4 minutes | Workplace Harassment

What Is Unlawful Harassment Under Federal Law?

Unlawful harassment occurs when an employer treats a person or group differently from others who are similarly situated. If you work for the federal government and believe that you have experienced unlawful workplace harassment, there is a specific procedure you must follow to get relief. Today, we will discuss the basics of what constitutes harassment under federal law, and what federal employees can do about it. If you believe you have experienced unlawful harassment in your federal workplace, you may be available in your situation. Contact an experienced federal employment lawyer by sending an online message or calling our firm at (866) 626-5325 today. What Is Unlawful Harassment? Unlawful harassment is a form of employment discrimination, violating multiple federal acts designed to provide equal rights to all employees. These include: This conduct could be based on race, color, sexual orientation, gender identity, pregnancy, religion, national origin, age, genetic information, or disability. Types of Unlawful Workplace Harassment Conduct Unlawful harassment can include verbal, written, visual, or physical conduct. Verbal or Written Harassment  Verbal harassment may include insults, derogatory slurs or comments, or name-calling. Invasive questions about a person’s body, appearance, clothing, customs, or sexual activity may also qualify as unlawful workplace harassment. Verbal harassment includes written, emailed, or text statements.  Visual Harassment Visual harassment can be harder to detect or prove. But examples include offensive gestures, sexually suggestive noises, hostile eye contact, and derogatory or offensive images. Offensive images can come in many forms, including images on the clothing someone wears to work. Physical Harassment Physical harassment can include unwanted proximity. This can include following, standing close to, or actually touching someone. Sexually suggestive hand gestures or facial expressions can be categorized as physical harassment as well, even if there is no actual contact. And of course, actually touching someone else’s body without permission in any type of sexual or unwanted manner is prohibited. What Is Unlawful Retaliation? Retaliation is a specific form of discrimination that may occur in response to an employee making a good faith complaint about workplace harassment or discrimination. Retaliation can also happen in response to the refusal of sexual advances or defending others from advances. Requests for disability or religious accommodations may also be met with retaliation. Unlawful retaliation occurs when an employer changes the terms of employment such as responsibilities, pay, schedule, or other factors as a form of punishment.  What Three Factors Are Commonly Used to Determine Unlawful Workplace Harassment?  Not all offensive actions rise to the level of illegality. Petty slights, annoyances, or isolated incidents, though bothersome, may not be severe enough to constitute a claim for unlawful harassment. Under federal law, unlawful workplace harassment is defined by three key factors: the conduct must be unwelcome, it must be either severe or pervasive, and it must interfere with the victim’s work performance. If any of these factors are applicable in your situation, you may be eligible for financial compensation.  Process of Filing a Formal Unlawful Workplace Harassment Complaint for Federal Employees If you have experienced unlawful harassment in a federal workplace, you have options to assert your rights. It is important to note that these are legal remedies, and the best way to achieve the results you deserve is to hire an experienced federal EEOC attorney.  Contact Your EEO Counselor Each federal agency has an EEO counselor. Contact your designated counselor within 45 days of when the discrimination occurred. This is the first step prior to filing a formal complaint with the EEOC. The counselor can walk you through the process. You may have multiple options for filing. An experienced EEOC attorney can guide you through this process.  Alternative Dispute Resolution After speaking with your EEO counselor, federal employees may participate in alternative dispute resolution. This typically means mediation and is a good opportunity to try to resolve issues at the lowest level. However, if this does not resolve the problem, it may be time to file a formal complaint. File a Formal Complaint If your unlawful workplace harassment dispute cannot be resolved using alternative dispute resolution, your EEO counselor will provide you with a written notice that gives you the right to file a formal complaint within 15 days. The notice will explain how to properly file the formal complaint.  Agency Investigation Once the agency accepts your discrimination claim, they will initiate an investigation. Upon completion of the investigation, you may request an immediate final decision or a hearing before an administrative judge.  Hearing Before an Administrative Judge Hearings are not always a part of the EEOC formal complaint process depending on your claim. During the hearing, your case is presented to the judge who reviews information from both sides and makes a decision whether or not there was discrimination.  Final Decision and Appeal The federal agency will review the judge’s decision. If the judge found unlawful harassment, the agency can implement the judge’s orders or its own remedy. Federal employees may still appeal to the EEOC’s appellate division, the Office of Federal Operation (OFO), within 30 days if the remedy is unfavorable.  Suing for Unlawful Workplace Harassment The Federal Employment Law Firm of Aaron D. Wersing, PLLC, can help you understand your complaint and the financial impact of the harassment. Our team is passionate about helping federal employees assert their rights and can help you collect evidence and build your case. Contact us online today or call (866) 626-5325.

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| Read Time: 4 minutes | Federal Retirement

Minimum Retirement Age (MRA) for Federal Employees

The vast majority of federal employees look forward to enjoying the federal government’s generous retirement package. Yet there is no well-defined minimum retirement age for federal employees because there are several different kinds of early retirement. Thus, the minimum retirement age for federal employees hinges on the type of retirement. These forms of retirement depend, in turn, on things like the employee’s health status and years of federal service. The upside of this arrangement is that federal employees have significant flexibility when considering retirement options. However, there are downsides that you should consider as well.  We’ll unpack the various minimum retirement ages for federal employees in this article. We’ll also delve into what you can do to help minimize any negative consequences of early retirement. However, if you have more specific questions or want legal advice for your personal situation, give our firm a call today. What Is the Minimum Retirement Age for Federal Employees? The general minimum retirement age depends on which kind of federal retirement system you are serving under.  Minimum Retirement Age in the Civil Service Retirement System  If you are an older employee who joined the federal service before 1987, you may be under the Civil Service Retirement System (CSRS). Employees under CSRS can technically retire at any time. However, the earliest you can retire under CSRS without reducing your retirement benefits is 55. This low age is achievable only if you have 30 years of service. CSRS employees with more than 20 years of service of a minimum retirement age of 60. CSRS employees with fewer years of service have a minimum retirement age of 62. There are some exceptions to this rule, however. We’ll explore those in a moment. Calculating Minimum Retirement Age Under the Federal Employee Retirement System If you began your federal career in or after 1987, you are under the Federal Employee Retirement System (FERS). Calculating the retirement age depends on your year of birth. If you were born before 1948, then you can retire at 55. If you were born in 1970 or later, you can enjoy minimum retirement at 57. And if you were born between 1948 and 1970, your minimum retirement age will be between 55 and 2 months and 56 and 10 months. However, there’s an additional fact that bears mentioning. Under FERS, you may not receive your complete retirement annuity even after you reach your minimum retirement age. For instance, if you have fewer than 30 years of federal service when you reach your retirement age, the government will reduce your retirement benefits by 5% for every year that you are under 62. That means if you retire at age 60 with 28 years of federal, you will receive only 90% of your retirement annuity from the government. Similarly, if you retire at age 55, you can expect to receive just 65% of your retirement benefits.  Year of Birth Minimum Retirement Age (MRA) Before 1948 55 1948 55 and 2 months 1949 55 and 4 months 1950 55 and 6 months 1951 55 and 8 months 1952 55 and 10 months 1952-1964 56 1965 56 and 2 months 1966 56 and 4 months 1967 56 and 6 months 1968 56 and 8 months 1969 56 and 10 months Minimum Retirement Age (MRA) 57 According to the U.S. CBP, Here is a chart for Minimum Retirement Age (MRA) Exploring Alternative Retirement Plans Under both FERS and CSRS, employees can use several pathways to retire before the minimum retirement age. Specifically, federal employees can retire early through one of three situations: If you want to learn more about these options, it’s best to contact a federal employment attorney. Is There a Mandatory Retirement Age for Federal Employees? Generally, no. Mandatory retirement ages exist only for federal law enforcement officers and firefighters. Regardless of whether they are under FERS or CSRS, both law enforcement officers and firefighters have to retire at age 57, assuming they have 20 years of service. That said, an agency head can choose to allow a law enforcement officer to serve until 60 if the agency head finds that the employee’s service benefits the public interest.  Ready to learn more about achieving early retirement? Reach out to us today and let’s explore your questions together! It can be overwhelming to figure out your best options for retirement. And your agency’s human resources department may not have the answers you need. If you want accurate legal answers rather than vague responses and bureaucratic red tape, contact an experienced federal employment attorney. With the right legal counsel, you can get a clear picture of your retirement options and prepare your next steps. Our team at the Federal Employment Law Firm of Aaron D. Wersing is 100% committed to serving federal employees and making their lives easier. Our goal is to make it as easy as possible for our clients to reach their retirement goals and enjoy life after the federal government.  We recognize many people think you need large amounts of cash on hand to even speak to an attorney. That couldn’t be further from the truth. We care about you and your story, set up your consultation today by calling us at 1-866-612-5956. You can also contact us online. 

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| Read Time: 4 minutes | Federal Retirement

Civil Service Retirement System (CSRS) vs. Federal Employees Retirement System (FERS)

One of the greatest benefits of government work is generous retirement. The federal service includes two systems, the Civil Service Retirement System and the Federal Employees Retirement System. Because of the complexity of both systems, employees often have questions about the provisions of each one. We also commonly get asked, CSRS vs. FERS: Which is better? So to help address questions about these programs, we’ll cover the essential characteristics of both systems.  What’s the Relationship Between CSRS and FERS? Congress established the Civil Service Retirement System in 1920 with the passage of the Federal Employees’ Retirement Act. At the time, the government was looking for ways to attract and retain skilled workers, and retirement benefits were seen as an important part of that effort. Originally, federal employees had to contribute to their own retirement accounts, but the government also contributed to those accounts. On top of that, all CSRS retirement benefits used a unique formula that took into account an employee’s length of service and highest average salary. Over the years, the CSRS underwent a number of changes, including the addition of survivor benefits and disability benefits. However, by the 1980s, the system was facing a number of financial challenges. Many of the retirement benefits promised under the system had become unsustainable, and there were concerns about the long-term viability of the program. In response to these challenges, Congress passed the Federal Employees Retirement System Act of 1986, which established the FERS. Congress intended FERS to be more cost-effective and sustainable over the long term. FERS did not go into effect immediately. Instead, it only began to come into effect after 1984. Between the years of 1984 and 1987, employees could choose which retirement plan to join. All federal employees entering federal service after 1986 had to use FERS. Despite the creation of the FERS system, the CSRS continues to be a significant part of the federal retirement landscape. Many federal employees who were hired before 1984 still receive coverage under CSRS, so the system remains an important source of retirement benefits for millions of Americans. How Do the Federal CSRS vs. FERS Compare in Retirement Benefits? When comparing CSRS (Civil Service Retirement System) and FERS (Federal Employees Retirement System), it’s essential to note that CSRS offers the same retirement annuity for all retirees who retire at 55 or later, while FERS reduces retirement annuity for those retiring before the age of 62. Additionally, under CSRS, disability retirement amounts to 40% of the employee’s ‘high-three‘ salary. The retirement annuity is calculated by multiplying the high-three average by a percentage factor, which changes depending on the employee’s length of service. The percentage factor is 1.5% for the first five years of service, 1.75% for the next five years, and 2.0% for each year of service after 10 years. Under FERS, retirement pay is composed of three parts: a basic benefit, a Social Security benefit, and a Thrift Savings Plan (TSP) benefit. The basic benefit implements a similar formula to the CSRS’s “high-three” system. However, the percentage factor is lower, usually around 1%. The Social Security benefit is based on the employee’s earnings history and the age at which they begin receiving benefits. Finally, there is the TSP, which functions like a 401k or another investment plan. Both the employee and the government contribute to the TSP over time. Meanwhile, the employee can invest their TSP funds in one of several investment opportunities. When the employee retires, they can enjoy those contributions and any returns on those investments.  CSRS vs. FERS: Additional Differences and Similarities In several ways, the CSRS was a more generous retirement system than FERS. For instance, under CSRS, all retirees received cost-of-living adjustments, even if they retired young. FERS retirees usually receive a cost-of-living adjustment only if they retire at 62 or later.   However, there are some similarities. Both CSRS and FERS offer benefits such as health insurance, life insurance, and survivor benefits. However, FERS benefits are often less generous than CSRS retirement benefits. For instance, CSRS allows all retirees to receive the same retirement annuity as long as they retire at 55 or later. On the other hand, FERS reduces your retirement annuity for anyone retiring below the age of 62. Disability retirement under CSRS is 40% of the employee’s “high-three” salary. Under FERS, the disability retirement is 1.0% or 1.1% of your high-three salary for each year of federal service you have. Thus, an employee would receive less in disability retirement benefits under FERS unless they have over 40 years of federal service.  Still Curious About CSRS vs. FERS? We Can Help You with Any Federal Employment Need While you might have a general idea of federal employment retirement plans based on this article, it’s understandable if you have additional questions. To get accurate answers, it’s best to seek out a knowledgeable employment lawyer sooner rather than later. An adept federal employment attorney can explain which retirement system you are under and how that affects your financial future. If your agency has made some kind of mistake, an attorney can intervene on your behalf and help you file a claim. However, it’s crucial to find the right attorney to ensure the best chances of success. For experienced and reliable legal representation, look no further than the Federal Employment Law Firm of Aaron D. Wersing, PLLC. Our team of legal professionals is experienced in all types of federal employment matters, including FERS and CSRS issues. We are committed to safeguarding your rights as a federal employee and ensuring you are rightfully compensated for your federal service. To schedule an initial consultation, call us today at 866-612-5956. You can also schedule an appointment with us online and read about our previous successes.

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| Read Time: 3 minutes | Whistleblower Claims

Is Nepotism Illegal in the Federal Workplace?

The word “nepotism” refers to favorable treatment towards an individual in the workplace because of their familial connection. Few people know what nepotism looks like, and even fewer know about the legality of nepotism in the federal workplace. This is completely understandable, given that nepotism is not as well-known as race or age discrimination.  Nonetheless, it’s vital you understand the truth about nepotism because it can have destructive effects on your career.  Clients occasionally ask us, Is nepotism illegal in the workplace? The answer is yes. In this article, we’ll discuss the official definition of nepotism, as well as the applicable federal employee nepotism laws that prohibit it. If you think you or a loved one are experiencing nepotism, contact our talented federal employment attorneys today.  Nepotism: Definition and Applicable Federal Employee Nepotism Laws The word nepotism originates from the Latin word for nephew. 5 U.S.C. § 2302(b) defines nepotism as the appointment, employment, promotion, or advancement of any individual who is a relative to a civilian position within the federal government. 5 U.S.C. § 3110(a)(3) defines a relative as any of the following:  Although grandparents and grandchildren are technically left out of this definition, advocating for appointing them to a federal position would likely run afoul of ethics regulations.  The chief law that applies to nepotism is the Civil Service Reform Act of 1978, which is the foundational law for the modern federal civil service. However, it is also prohibited by 5 C.F.R. § 2635. This statute outlines the standards of ethical conduct for federal employees. Finally, 18 U.S.C. § 208 renders nepotism a criminal act in situations where a federal official participates in a matter in which they have a personal financial interest. Is Nepotism Illegal in Government Workplaces?  To put it simply, yes. Nepotism is indeed illegal in government workplaces. The laws and regulations are clear and firm in their stance against the practice. This prohibition aims to uphold the integrity of the federal civil service. It further attempts to guarantee that employment decisions are predicated on a person’s merit and qualifications rather than their familial connections.  It’s also worth noting that nepotism is a prohibited personnel practice. That means that any employee who witnesses nepotism in a government space can file a complaint with the Office of Special Counsel (OSC). Filing a complaint makes you a federal whistleblower and protects you from any act of retaliation.  Nepotism vs. Cronyism People often confuse nepotism with its equally shady cousin, cronyism. While they’re branches of the same unsavory tree, there are subtle differences between them. Let’s briefly explore the differences. Nepotism As we discussed earlier, nepotism is all about family. It takes place when someone in a position of authority in a federal workplace gives preferential treatment to their relatives. One example would be hiring your brother for a role he’s not quite cut out for. Another example would be promoting a cousin over more qualified candidates. It’s the family ties that bind in nepotism. Cronyism Instead of family, cronyism is all about friends and associates. Cronyism occurs when someone in power favors friends or acquaintances, offering them jobs or promotions because of their personal relationships rather than their qualifications. We’ve all heard the old adage, It’s not what you know, but who you know. Cronyism would be the extreme version of that adage coming to life. Yet while American legal and ethical standards have always frowned upon nepotism, cronyism has been somewhat more common in this nation’s history. Nonetheless, cronyism is unacceptable under federal ethics standards. Are You Witnessing Nepotism In Your Federal Workplace? Take a Stand with the Federal Employment Law Firm of Aaron D Wersing PLLC.  Whether it takes the form of nepotism or cronyism, favoritism has no place in the federal workplace. Only a person’s merit and performance at work should control their position in the government. If you think you might be a witness to nepotism in your workplace, take action today.  Before you take action, it’s prudent to consult with a federal employment attorney. They can help you make sense of what you’re experiencing, confirm whether the behavior is nepotism, and present you with your legal options. If necessary, a federal employment attorney can help you prepare and file a complaint with the OSC to correct the situation.  Don’t just trust any law firm to represent you. Instead, go with a firm that is deeply knowledgeable about federal employment issues. The team at the Federal Employment Law Firm of Aaron D Wersing PLLC, only practices federal employment law. We won’t make rookie mistakes like other firms. Instead, you can rely on us to provide top-notch legal representation and first-rate customer service. Call us today or reach out to us on our website to set up your initial consultation.

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