Welcome back to our series on RIFs in the Trump era. If you missed Parts One and Two of the series, click here. Today is our final installment of the series, where we will discuss reemployment rights after a RIF.
Welcome back to our series on RIFs in the Trump era. If you missed Part One of the series explaining what RIFs are, click here to read. Today we will focus on appeals and grievances of RIF decisions. Don't forget to come back on Friday, where we will focus on reemployment rights after a RIF.
Certain life events may lead to a person in Washington, D.C., from being unable to work for a period of time, particularly situations involving pregnancy, childbirth or an extended illness. People should be able to take the time off from work to care for themselves in these situations, without fear of being fired. Some people have employment contracts that address such situations, but is there any protection for those who do not? Actually, federal law has addressed this issue in the Family and Medical Leave Act (FMLA).
Some Washington, D.C. residents may have experienced being the target of workplace discrimination at some point. Not only does employment discrimination affect a person's job, but it can also have untold effects on their psyche. It could be so bad as to ultimately cause the employee to resign due to the hostile work environment that the discrimination fostered. In other cases, an employer might discriminate against, or even terminate, an employer who reports the hostile work environment.
If a government worker in Washington, D.C. feels that they were retaliated against for exercising their First Amendment right to free speech, that person may want to pursue legal action. There are a number of elements that must be proven in a First Amendment retaliation case.
Our First Amendment right to free speech is one of the most highly valued rights in the United States. However, what some Washington, D.C. residents may not know is that the First Amendment of the U.S. Constitution prohibits only the government from making laws that infringe on free speech, among other rights. Private employers do not fall under the First Amendment, so private employees in general may be let go from their jobs based on what they say; although this right of employers may be restricted in other circumstances, such as by a union contract or rights afforded to whistleblowers.
It may seem that in this day and age, the proverbial "glass ceiling" has been shattered. However, unlawful compensation discrimination based on gender still takes place in some Washington, D.C., workplaces. Compensation discrimination violates a number of federal laws.
An individual's religion can be an integral part of their life, bringing them the comfort of spirituality. It is very important for some people in Washington, D.C., that they adhere to their religious practices, such as prayer, dress, foods consumed, attending worship, holidays observed and other daily activities. However, what happens if a person's religious practices conflict with their work duties?
It is an unfortunate fact that there will be times when a federal worker in Washington, D.C., like workers in the private sector, will be treated wrongfully or even illegally in the workplace. However, if a federal worker has been suspended, demoted or discriminated against in the workplace, he or she has appeal and grievance rights. How the appeal or grievance process will progress is dependent on the particular issue at hand.
Federal employees in Washington, D.C., are protected not only by the Equal Employment Opportunity Commission, but also by the Merit System Protection Board. The mission of the Merit System Protection Board is to protect certain principles under the law and promote a executive branch workforce that is free of Prohibited Personnel Practices. While this blog has touched on Prohibited Personnel Practices in the past, today we are going to take a step back and go over what the Merit System Principles are.