In preparing, formulating and filing for Federal Disability Retirement benefits from the U.S. Office of Personnel Management, whether under FERS or CSRS, there is often a long history of interaction with one’s own agency, and to what extent such prior historical context is or is not relevant to a Federal Disability Retirement application depends upon the uniqueness of each case.
Some issues constitute an impact upon the Federal or Postal employee only — i.e., leave issues, whether FMLA has been invoked and how much has already been used; whether the Federal or Postal employee has been able to provide any substantiating medical documentation to the agency, etc.
Other issues are more in the province of the Agency — how patient will the agency be during the process of awaiting OPM’s decision on a Federal Disability Retirement application, whether under FERS or CSRS; has a PIP already been initiated? Is there a security clearance issue, or an issue with retention of a medical clearance in order to perform one’s job?
Then, of course, there are issues which intersect, and where an adversarial — or at least a conflicting — relationship develops. When the agency attempts to initiate an adverse action, or when harassment occurs, the issues which arise may need to be resolved through litigation, filing of a grievance, internal personnel procedures invoked, etc.
Ultimately, whether or not any of the various peripheral issues impact a Federal Disability Retirement application is questionable, because it is not the agency itself which determines the approval or denial of a Federal Disability Retirement application, but only the U.S. Office of Personnel Management.
Robert R. McGill, Esquire