Federal employment law is a complex area of law and calls for legal counsel who can provide reliable guidance. If you are facing wrongful suspension or termination from your federal government job, consider getting immediate help from an attorney who understands the intricacies of federal employment law.
Legal advice from a Virginia federal employee wrongful suspension/termination lawyer could help you understand your options for addressing unfair or illegal actions that can permanently diminish your federal career. A tenacious federal employee attorney from the Spiggle Law Firm could concentrate on assisting you throughout this challenging situation.
Federal government employees have specific rights under the Civil Service Reform Act, which gives federal employees the right to due process before the employer can finalize an adverse employment action. When an employee disagrees with a suspension, demotion, termination, or other action, they have the right to bring a claim before the Merit Systems Protection Board (MSPB). In addition, they have appeal rights with the MSPB and could bring a case in federal court if they disagree with the outcome of their claim.
If you believe you experienced discrimination on the job because of your race, sex, disability, religion, or other protected characteristics, you also have the right to bring an Equal Employment Opportunity (EEO) claim. The EEO process begins with contacting an internal EEO officer in the employing agency. In cases that are not resolved earlier, the process can extend to the U.S. Equal Employment Opportunity Commission (EEOC) and federal court.
Many federal sector workers facing wrongful suspension or termination have found help from a skilled federal employment attorney in Virginia. Experienced representation from the Spiggle Law Firm may help you untangle the complex federal employment system and provide you with peace of mind in otherwise difficult circumstances.
As mentioned previously, federal employers cannot simply fire or suspend an employee with no notice. Employees have the right to advance notice of any proposed action and the right to appeal through the MSPB. They also have the right to go through the EEO process and challenge discriminatory or retaliatory employment actions.
When an action involves alleged job performance issues, an employee must receive a Performance Improvement Plan (PIP) before their employer can take final action to terminate them. The PIP process should allow the employee to work on improving performance deficiencies and receive help with performance issues. An employer’s failure to play by these rules can be the basis for challenging a wrongful suspension or termination in Virginia.
When a federal employee seeks legal help with a wrongful suspension or termination, a Virginia lawyer could help in many ways. If your employer has not yet taken final action, legal counsel from the Spiggle Law Firm may be able to explain your legal rights and suggest approaches to the disciplinary process that minimize the potential of a negative outcome.
Alternatively, we could advise about initiating administrative claims or litigation in cases where your employer has already put a final action such as termination or demotion in place. Regardless, getting legal input at the earliest possible stage of a conflict can be beneficial.
Facing a wrongful termination or suspension could be one of the most stressful episodes of your life. Even with the rights and protections that come with federal employment, sorting out what to do can be difficult without professional help. Do not try to pursue a complicated legal case on your own.
Instead, contact an attorney from the Spiggle Law Firm today for personal guidance from a professional who regularly represents federal employees. With the help of a dedicated Virginia federal wrongful suspension/termination lawyer, you could make more educated decisions as you seek to preserve your career. Learn more about how we could help you by using our free online case review tool.
The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.
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