Federal Employees Facing Unfair Termination Solomon Law Firm

Bonisiwe Shabane

-Oct 30, 2025, 11:46 PM

federal employees facing unfair termination solomon law firm

If you’re a federal employee who’s been let go—or fear your job is next—you know the impact of recent sweeping actions is already being felt across the workforce. The new administration has already initiated widespread cuts, reassignments, and reclassifications, impacting thousands of careers. Many terminations have come suddenly, with little notice and even less clarity. If you’ve been let go or fear you might be next, now is the time to understand your rights and take action. You may have legal grounds to challenge the decision. Being let go from a federal position doesn’t automatically mean the agency followed the law.

If you believe your job was taken away unjustly, there are steps you can take, and we can help you through them. Under the Trump administration, federal agencies have started making large-scale staffing changes. As of May 2025, according to the New York Times, there have been at least 58,000 confirmed layoffs, about 76,000 employee buyouts, and over 149,000 more planned reductions to the federal workforce. Based on the current estimates, more than 12% of the 2.4 million civilian federal workers could be affected. New policies have reshaped how terminations occur. One major shift is the use of a new automated tool aimed at “restructuring” the federal workforce more quickly.

This tool has drawn concern from labor groups and legal observers. Another key change involves the reclassification of thousands of roles under “Schedule F.” This change strips many workers of the civil service protections they previously had, allowing agencies to fire employees more easily, even... 1629 K Street NW, Suite 300, Washington, DC 20006 Whether you're facing retaliation, termination, or delays in justice, DC Law Collective stands with you — and we fight back. DC Law Collective exists to fight for federal employees — whether you’re still on the job or facing an unlawful firing. We challenge unjust actions by agencies, navigate complex processes, and push forward even when systems stall.

If administrative routes are closed or delayed, we look to other avenues such as federal court. We fight with empathy, strategy, and grit. ...and every area where federal employees, whether probationary or permanent, need protection and representation. The word “Collective” reflects both our mission and our model. We believe no federal worker should stand alone — and our firm works to build a stronger, connected community of advocates. As we grow, we aim to support other attorneys who share this vision, creating infrastructure and solidarity in the fight for individual rights.

Call Now for a Free Consultation 888-351-0424 Call Now for a Free Consultation 888-351-0424 On Behalf of The Devadoss Law Firm, P.L.L.C. | Apr 12, 2024 | Wrongful Termination Some federal employees are political appointees, subject to the political whims of those who appointed them. However, most federal employees do not work at the political whims of others.

They work for the United States public, and the law says that agencies must evaluate and treat these workers according to their merits. As the Office of Personnel Management (OPM) notes, the government’s merit-based principles aim to create a competent and productive workforce that serves the public interest. This means rewarding workers who do well, but it also means offering agencies the means to correct poor performance. Agencies can, and should, discipline under-performing employees, and they may sometimes remove them. Our information is written for federal employees and reviewed by attorneys highly-experienced in federal employment law. We follow strict internal standards to ensure everything we publish is reliable, transparent, and up to date.

Federal employee termination laws are in place to protect the rights of civil servants while also allowing the government to manage its workforce efficiently. As with any employer, the federal government can fire employees for subpar performance, company policy infractions, or disciplinary issues. However, special rules apply due to the unique nature of government work. Because federal employees are not private sector workers, they’re afforded protection against arbitrary or politically-motivated firings—their jobs allow them to carry out public business without fear of reprisal. Extensive documentation and a review process are therefore required for proposed removals to prevent abuses of power within the civil service system. Your employer must give you a 30-day notice and a chance to contest alleged misconduct before termination.

You can appeal to the MSPB, get representation, possibly be reinstated with back pay, and file complaints with the OSC for employment law violations. If you find yourself in this situation, reach out to a skilled federal employment attorney at The Law Office of Justin Schnitzer by calling 202-964-4878. We can provide guidance on your legal rights and explore the options available to you. Federal employees are entitled to several job-related protections. This includes not only many of the same protections afforded to employees in the private sector but also many protections that are unique to the federal workforce. But, despite these protections, federal employees can still face wrongful termination.

Federal employers can – and do – fire employees for improper reasons and without following the requisite procedures. In these situations, it is up to federal employees to stand up for their rights by taking appropriate legal action. When can you file a claim for wrongful termination as a federal employee? Here is an overview of the five main types of wrongful termination in the federal employment sector: Federal employers are prohibited from terminating employees on discriminatory grounds. A federal employee’s termination is considered discriminatory if it is based on a personal characteristic that is protected under federal law.

These personal characteristics include: Proving a discriminatory termination requires evidence that you were singled out or selected for termination based on your membership in a protected class—simply being a member of a protected class is not enough. Depending on the circumstances at hand, our attorneys may be able to use various forms of evidence to prove that the decision to end your federal employment was made on a discriminatory basis. Federal employees face unique workplace challenges governed by strict regulations and procedures. When issues such as discrimination, wrongful termination, retaliation, or denial of accommodations arise, it is critical to understand your rights and know when to seek legal support. The Equal Employment Opportunity Commission (EEOC) resolved more than 60,000 charges of discrimination and secured over $400 million in compensation for employees.

These numbers highlight how often workplace disputes occur and the importance of knowing when to consult a federal employment attorney. This article explains what federal employment law covers, the signs that indicate you may need legal representation, and how to choose the right attorney for your case. Understanding Federal Employment Law Federal employment law establishes workplace protections and standards for employees of federal agencies. It governs issues such as workplace rights, discrimination, benefits, retaliation, and whistleblower protections. These laws are designed to ensure employees are treated fairly and have access to remedies when violations occur. Common Issues Federal Employees Face Federal employees may need legal representation for matters including: The Role of a Federal Employment Lawyer Federal employment law is highly specialized, with unique procedures and strict timelines that...

A federal employment lawyer plays a critical role in protecting employees’ rights and ensuring that their cases are handled properly from start to finish. Their role goes beyond simply filing paperwork. They act as both legal representative and advocate. Key Responsibilities of a Federal Employment Lawyer What You Can Do on Your Own vs. What a Lawyer Does for You Without A Lawyer With A Federal Employment Lawyer Research laws and procedures on your own, which may be confusing and overwhelming. Receive clear explanations of relevant laws and how they apply to your specific case.

File a complaint with the EEOC or MSPB, but risk missing strict deadlines or making procedural errors. Ensure all filings meet technical requirements and are submitted on time. Represent yourself in hearings, which requires legal knowledge and the ability to present evidence effectively. Have a trained attorney advocate on your behalf, cross-examine witnesses, and argue your case. Attempt to negotiate directly with your employer or agency, often with limited leverage. Benefit from professional negotiation to secure fair compensation or reinstatement.

Rely on limited understanding of potential remedies. Gain a full picture of available legal remedies, including back pay, benefits, or corrective actions. Signs You Need Legal Representation Federal employees are protected by laws designed to ensure fair treatment in the workplace. However, when these protections are violated, it may be time to seek professional legal guidance. 1. Discrimination If you are treated unfairly based on race, color, gender, age, disability, religion, national origin, or another protected characteristic, this may constitute unlawful discrimination.

An attorney can help assess whether these actions meet the legal standard for discrimination and guide you through the process of filing an EEOC complaint or pursuing other remedies. 2. Wrongful Termination or Retaliation Being terminated, demoted, or disciplined for reasons unrelated to job performance can be unlawful. This is particularly true if the action was taken in retaliation for reporting misconduct, filing a complaint, requesting an accommodation, or exercising other workplace rights. Federal employment lawyers evaluate whether your employer’s stated reason for termination was legitimate or a pretext for retaliation, and they can represent you in challenging the decision. 3.

Failure to Provide Workplace Accommodations If your employer refuses to provide accommodations, such as modified work schedules, adaptive equipment, or remote work options, without valid justification, this may be a violation of your rights. A lawyer can advocate to ensure your agency complies with its legal obligations. 4. Harassment Harassment may include sexual harassment, offensive comments, intimidation, or the creation of a hostile work environment. Federal law prohibits behavior that unreasonably interferes with an employee’s ability to perform their job or creates an abusive atmosphere. 5.

Disputes Over Pay or Benefits Federal employees are entitled to fair compensation and benefits under statutes such as the Fair Labor Standards Act (FLSA) and the Office of Personnel Management (OPM). If you believe you are being underpaid, denied overtime, or excluded from benefits you are legally entitled to, an attorney can help you pursue claims for back pay, corrections to employment records, or restoration... Why Choose Federal Employment Law Firm of Aaron D. Wersing, PLLC Your rights as a federal employee are protected under the law. However, enforcement often requires experienced legal representation. Consulting with a federal employment attorney ensures that your claims are handled properly and that you have the support needed to pursue justice.

Federal Employees Facing Unfair Termination Solomon Law Firm

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