COVID-19 Update:
We are Open!
We are Open!
Melville Johnson Blog
Search Results
No matching results.
Recent Updates
Reasonable Accommodation for Federal Employees
Federal employees are protected under the Americans with Disabilities Act (ADA). In this article, we'll explain who is entitled to reasonable accommodation and provide examples of reasonable accommodation in the federal workplace.
February 4, 2022
Continue To Blog Post
How Do I Write an Appeal to the MSPB?
You may be able to file an appeal with the Merit Systems Protection Board (MSPB) if you have experienced a suspension of 15 days or more, a demotion, or termination that was undeserved or discriminatory. We'll give you the details of filing an appeal with the MSPB in our latest blog article.
January 28, 2022
Continue To Blog Post
The SEA Launches New Awards
The Senior Executives Association (SEA), the association that represents top-level federal managers, has announced it is seeking nominations for its new annual awards. The details on the process are set to be announced soon.
January 21, 2022
Continue To Blog Post
OPM Updates Telework Policy
The Office of Personnel Management (OPM) has updated their telework policy in light of the Covid-19 pandemic. Read what OPM Director Kiran Ahuja has to say about their campaign to encourage federal agencies to rethink the way their employees work.
January 14, 2022
Continue To Blog Post
Are VA Employees Considered Federal Employees?
In this article, we'll explain which types of VA jobs are considered Federal employment.
January 7, 2022
Continue To Blog Post
EEO & the Covid Vaccine
In this article, we'll explain how EEO laws protect your rights as a Federal employee that can help safeguard you at work during COVID-19.
January 4, 2022
Continue To Blog Post
Discrimination Based on Disparate Impact
Though it comes with unique difficulties and limitations as compared with other theories of discrimination, one of the ways in which a federal employee can make a case of discrimination is by showing disparate impact. A disparate impact claim must be brought separately from a disparate treatment claim.
December 31, 2020
Continue To Blog Post
Granting Preferential Treatment
To sustain this charge, the Agency must establish that: (1) the employee had authority to take personnel actions; (2) the employee purposefully took or refused to take a personnel action as a way of giving preference to another individual or to improve the individual’s prospects for employment; and (3) the preference was unauthorized by law, rule, or regulation. Martin and Wallace v. Dept. of Commerce, 106 M.S.P.R. 23 (2007).
December 31, 2020
Continue To Blog Post
Disorderly Conduct
Federal agencies, like other employers, try to maintain a work environment free from disruptions so that they and their employees can effectively carry out their missions. If the agency determines that an employee is disrupting the work environment, the agency may try to remove or otherwise discipline that employee for Disorderly Conduct.
December 31, 2020
Continue To Blog Post
Sexual Misconduct Charge
Sexual misconduct is often charged as “Abusive, Offensive, Indecent, Disgraceful, Disrespectful, Insolent, or Inflammatory Language” or as “Conduct Unbecoming.” The Merit Systems Protection Board (“MSPB”), however, often has drawn distinctions between using profanity or vulgar language and sexual harassment. Sexual misconduct charges typically come up in situations where a federal employee is accused of instances of sexually inappropriate conduct or words toward his/her colleagues.
December 31, 2020
Continue To Blog Post
Obtaining an Overpayment Waiver
Sometimes the federal government makes the mistake of overpaying federal employment benefits, such as retirement annuities, to a recipient. In these scenarios, the federal government will attempt to force overpayment recipients to repay what was overpaid. In this kind of situation, the recipient can request an overpayment or debt waiver within thirty (30) days of the date of the notification letter. This process is typically handled by the Office of Personnel Management (“OPM”).
December 28, 2020
Continue To Blog Post
Failure to Complete Training
To charge a federal employee with a Failure to Complete Training, the Agency must show: (1)there is an agency training program in place; (2) as a condition of employment ,the employee is required to complete training program requirements; (3) the employee failed to complete the training program or a part of the program required for advancement to the next part of the program; and (4) the agency provided all required training or that the there was no connection between training that it failed to provide and the employee’s failure to complete training.
December 28, 2020
Continue To Blog Post
Contact us today
If you're a federal employee and feel you've been the victim of unlawful discrimination involving MSPB claims or EEO claims, our experienced federal employment attorneys stand ready to fight on your behalf. Give us a call today at (404) 724-0000 or fill out the form below and we'll be sure to follow up in a timely manner.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
what our clients are saying
“I really appreciate how much Melville Johnson cared about my case. From the very beginning of the process, their federal employee attorneys were friendly and very informative. We won the case, and they were even helpful afterwards, answering any questions or concerns. Thank you Melville Johnson, and I will definitely pass your good work along to others in need.”
- Jim R.
- Jim R.
“Despite the complexity of my situation, Melville Johnson took on my claim and immediately put me at ease with a clear demonstration of their expertise with EEO law. From the very start, the firm’s team members have been amazing to work with—hardworking, honest and extremely trustworthy. I would recommend them to anyone who needed this type of legal assistance!”
- Bridget B.
- Bridget B.
“As a person with a disability working for the federal government, I knew I needed to get the right legal professional assistance for my case. And while the process could have been tedious and overwhelming for a layperson without much legal knowledge, Melville Johnson alleviated all the potential stress involved by taking the guesswork out of my hands. With their help, I received disability approval in record time! I want to thank you for the superior work your firm performed. From my very first contact, your Client Intake Manager took the time to answer all of my initial questions and provide detailed information at every turn. And your attorneys showed nothing but professionalism and kindness throughout the process.”
- Sandra B.
- Sandra B.
“The consummate professionals at Melville Johnson work closely with you to ensure your rights are being protected. As a current federal employee, I found myself in a situation where the job I was asked to do didn’t match the position description for which I was hired nor the compensation I deserved. With the firm’s help, I was able to obtain back pay and transfer into a position that matched the job I was performing."
- L.M.
- L.M.
.png)
(404) 724 - 0000
115 West Peachtree Pl. N.W. Unit 1
Atlanta, Georgia 30313
Atlanta, Georgia 30313
Copyright 2021 Melville Johnson, P.C.
All Rights Reserved
All Rights Reserved
Privacy Policy
(404) 724 - 0000
115 West Peachtree Pl. N.W. Unit 1
Atlanta, Georgia 30313
Atlanta, Georgia 30313
Copyright 2020
Melville Johnson, P.C.
All Rights Reserved
Melville Johnson, P.C.
All Rights Reserved
Privacy Policy