Monthly Archives: May, 2013

Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: I am a current GS-14 Supervisory IT Specialist and recently served as the acting Section Chief (GS-15) for 180 days when my boss left our branch for another position. My Branch Chief says I am not entitled to a temporary raise for the vacant position due to a lack of funding. Am I entitled to a temporary promotion for the period that I acted in the vacant position role? They…

Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: Another administrative officer in my agency has far less responsibilities than I have and is a GS-11/12. I am a GS-09. We perform essentially the same functions but my responsibilities are considerably more complex and expansive. My supervisor and his supervisor submitted an upgrade request but our in-house classifier said that my position should remain a 9. What steps can I take to challenge this? A: You can file a…

A common personnel practice when dealing with a problem employee is to offer the employee the chance to resign with a “clean record” before the disciplinary process starts. An employee who receives such a warning, even a warning after the formal process begins, may decide it is better to resign rather than having a removal on the record. This is not always the best idea. There are significant differences in the coding that goes on Standard Form 50 (SF-50), Notification of Personnel Action, based on your job status and your point in the disciplinary process. If you know you are…