Last Updated on April 5, 2011
The problem with relying upon one’s Human Resources department to help in preparing, formulating and filing for Federal Disability Retirement benefits from the Office of Personnel Management (if in fact they are even willing to help, other than to provide the necessary forms — if that) is not based upon their lack of knowledge (some are fairly knowledgeable); rather, they work within the same mindset as the rest of government, and therefore unable to think outside of the paradigm of government regulations, rules, and statutory mandates.
Furthermore, Human Resources personnel are not lawyers; as such, the moment there is a problem with an application — whether in its substantive presentation, or in the legal criteria which apply to the eligibility of any one Federal or Postal employee — they have a tendency to side with the Office of Personnel Management.
That is not to say that there are not excellent H.R. Personnel — there are. But H.R. Personnel are trained to assist in the procedural stream of making sure that the paperwork is all “in order”. They do not comment upon — and nor should they — the feasibility or substantive credibility of a Federal Disability Retirement application under either FERS or CSRS.
Furthermore, the number of years a person has been a “Human Resources Specialist” is not indicative of the competency of that person in providing any guidance; those who have been in Human Resources often box themselves into a paradigm of repetitive labor, and perform a task “because this is the way it’s always been done”. That is never a reason to do something, let alone a good reason.
Sincerely,
Robert R. McGill, Esquire