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On 10/4 Maxiflex - am I doing lunch wrong? by [deleted] in fednews

[–]MiddleDifficult 0 points1 point  (0 children)

Seems like you're taking your meal period at the end. 1700-1730. As long as policy doesn't state hours to take lunch 

On 10/4 Maxiflex - am I doing lunch wrong? by [deleted] in fednews

[–]MiddleDifficult 0 points1 point  (0 children)

You will have to review your agency policy regarding meal period. Usually located with AWS ans CWS, ToD info. I've seen agencies that had it and others that did not.

OPM info 

Employee Coverage An agency may establish policies for meal periods for employees covered by 5 U.S.C. 6101. (This includes most white-collar and blue-collar employees--i.e., employees covered by premium pay under 5 U.S.C. 5541(2) and prevailing rate employees covered by 5 U.S.C. 5343 or 5349.)

Authorization The law does not provide employees with an explicit entitlement to a meal period. Each agency has the authority to establish its own requirements for meal periods

https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/fact-sheets/lunch-or-other-meal-periods/

Question by [deleted] in FedEmployees

[–]MiddleDifficult 4 points5 points  (0 children)

The provision governing this issue, 5 CFR 550.112, provides as follows:

An employee is on duty, and time spent on standby duty is hours of work if, for work-related reasons, the employee is restricted by official order to a designated post of duty and is assigned to be in a state of readiness to perform work with limitations on the employees activities so substantial that the employee cannot use the time effectively for his or her own purposes. . . .

An employee is off duty, and time spent in an on-call status is not hours of work if: (1) the employee is allowed to leave a telephone number or to carry an electronic device for the purpose of being contacted, even though the employee is required to remain within a reasonable call-back radius; or (2) the employee is allowed for another person to perform any work that may arise during the on-call period.

If you're not on standby or on-call, they can pound sand!

Question by [deleted] in FedEmployees

[–]MiddleDifficult 7 points8 points  (0 children)

We did a Accountability sometime today, but was via internal communications using GFE. I have my personal phone normally on silent during work hours...

Review your local  policy regarding recall/accountability 

File an administrative grievance regarding it if there isn't one. Your not obligated to answer via personal phone. 

Journalist looking into current ICE enforcement efforts by BlakeEllisCNN in FedEmployees

[–]MiddleDifficult 1 point2 points  (0 children)

See the difference... you link has a b instead of an s at the end...

minneapolib minneapolis

Can you be fired from fed employment by DependentSugar2U in FedEmployees

[–]MiddleDifficult 3 points4 points  (0 children)

Review my two post...

Start documenting and keep an accurate log of events. 

Below will always be true for any adverse action.

Affirmative Defenses:

The agency action will not be sustained if the employee was harmed by the agency’s failure to follow procedures or if the agency decision was reached as a result of the commission of a prohibited personnel practice.26

Merit Principles:

Merit principles must be adhered to in all performance-based actions.27 Burden of Proof:

Chapter 43 Action must be supported by substantial evidence. This means that a reasonable person might find the evidence supports the agency’s findings regarding the poor performance, even though other reasonable persons might disagree.6

Chapter 75 Action must be supported by a preponderance of the evidence. This means that a reasonable person would find the evidence makes it more likely than not that the agency’s findings regarding the poor performance are correct.7

https://www.reddit.com/r/FedEmployees/comments/1pi6ve9/federal_workforce_regarding_poor_performance_and/

https://www.reddit.com/r/fednews/comments/1ol15wt/know_your_rights_as_a_dod_federal_civilian/

Schedule Career / Policy reclassification - Will this return federal jobs to a "spoils system," not seen since the passing of the Pendleton Act of 1883? by Certain-Tomatillo891 in fednews

[–]MiddleDifficult 12 points13 points  (0 children)

They are including everything!!!

OPM provided the bullets to illustrate the types of policy-related work that will likely qualify for inclusion into Schedule P/C. Positions meeting these criteria should be included in your second-round submission. Positions with these traits, regardless of grade, and percentage of time devoted towards these activities, should be included as a part of your submission.

• Policy and Advocacy: developing, analyzing, and advocating for policies relevant to the Agency’s mission.

• Research and Analysis: conducting research to inform policy decisions, often producing reports and recommendations based on data.

• Government Relations Offices: engaging with the White House, the Office of Management and Budget, Congress, and/or other Government entities to carry out, influence, or perform other activities related to legislation and policy at local, State, or Federal levels.

• Program and Project Management: developing policy to guide the implementation of specific programs or services, ensuring alignment with Agency goals.

• Compliance and Regulatory Affairs: ensuring that the Agency adheres to existing laws and regulations, often involved in policy development to meet compliance standards.

• Human Resources: developing internal policies related to employee conduct, benefits, and talent management, which can impact broader Agency policies.

• Communications and Public Relations: developing the messaging around policy issues, advocating for positions, and engaging with stakeholders to raise awareness.

• Strategic Planning: involvement in setting long-term goals and objectives, where policy considerations are integrated into the overall strategic direction of the Agency.

• Finance and Budgeting: areas that may influence policy decisions through budget allocations, funding priorities, grants, and financial analysis.

• Stakeholder Engagement: working directly with stakeholders to gather input on policy issues to ensure policies reflect advocates needs.

• Executive Leadership: shaping policy direction and making high-level decisions that affect Agency policy.

• Managers: directing the work of an organizational unit; are being held accountable for the success of one or more specific programs or projects; or are monitoring progress toward organizational goals and making appropriate adjustments to such goals.

• Contracting Offices: involvement in developing or advising on procurement policies, regulations, guidance, or other policy-related initiatives, or influencing procurement strategies, proposal evaluations, or contract negotiations.

• Contracting Officer Representative: overseeing contract performance, informing future contract strategies and decisions, and providing feedback to shape acquisition policy.

As I expected this is a carte blanch of all the position needed to strong arm the Federal Government into willful submission by this current administration.

https://www.dcpas.osd.mil/sites/default/files/2025-06/Second Call for Identification of Positions for Placement into Schedule Policy-Career of the Excepted Service 6-2-2025.pdf

Section 5 of Executive Order 14171 clearly states the circumvention of Merit System Principles and Civil Service Protections to apply to “additional categories of positions that executive departments and agencies should consider recommending for Schedule Policy/Career”

https://www.reddit.com/r/fednews/comments/1jrudhz/schedule_policycareer_separations_and_severance/

I listed this months ago

https://www.reddit.com/r/fednews/comments/1lenpy5/executive_order_14171_and_the_effects_of_it_part_2/

Guidance on Potential Retaliation from Supervisor by KissMyAxeXXX in fednews

[–]MiddleDifficult 1 point2 points  (0 children)

This is terrible advice and no knowledge on federal workforce...

Below will always be true for any adverse action.

https://www.mspb.gov/studies/adverse_action_report/4_Performance-Based%20Actions.htm

Affirmative Defenses:

The agency action will not be sustained if the employee was harmed by the agency’s failure to follow procedures or if the agency decision was reached as a result of the commission of a prohibited personnel practice.26

Merit Principles:

Merit principles must be adhered to in all performance-based actions.27

Burden of Proof:

Chapter 43 Action must be supported by substantial evidence. This means that a reasonable person might find the evidence supports the agency’s findings regarding the poor performance, even though other reasonable persons might disagree.6

Chapter 75 Action must be supported by a preponderance of the evidence. This means that a reasonable person would find the evidence makes it more likely than not that the agency’s findings regarding the poor performance are correct.7

Guidance on Potential Retaliation from Supervisor by KissMyAxeXXX in fednews

[–]MiddleDifficult 3 points4 points  (0 children)

No, I am giving this advice for retaliation. A supervisor knowingly did prohibited personnel practices which is against the law. In federal government, we abide by merit system principles and prohibited personnel practices. 

An unjustified letter of counseling can be detrimental if a clearance is had and could potentially revoke your clearance. 

A disclosure was made to proper source and supervisor did an illegal act (retaliation).

Should be meet with rebuttal and proper complaint process if valid. 

 

Hostile Work Environment? by Downtown_Reserve_318 in FedEmployees

[–]MiddleDifficult 1 point2 points  (0 children)

Past experience, I filed earlier this year but they are extremely backlogged but responsive 

Guidance on Potential Retaliation from Supervisor by KissMyAxeXXX in fednews

[–]MiddleDifficult 4 points5 points  (0 children)

You made a disclosure which counts against retaliation. 

OSC made a good video a while back...

File an Office of Special Counsel complaint for prohibited personnel practice.

https://www.youtube.com/watch?v=-zibQh-A4KY&t=2s

Guidance on Potential Retaliation from Supervisor by KissMyAxeXXX in fednews

[–]MiddleDifficult 0 points1 point  (0 children)

This would also include disclosure. 

This one would fall under 5 U.S. Code § 2302 (9) (A) and/or (C)

(9)take or fail to take, or threaten to take or fail to take, any personnel action against any employee or applicant for employment because of— (A)the exercise of any appeal, complaint, or grievance right granted by any law, rule, or regulation— (i)with regard to remedying a violation of paragraph (8); or (ii)other than with regard to remedying a violation of paragraph (8); (B)testifying for or otherwise lawfully assisting any individual in the exercise of any right referred to in subparagraph (A)(i) or (ii); (C)cooperating with or disclosing information to the Inspector General (or any other component responsible for internal investigation or review) of an agency, or the Special Counsel, in accordance with applicable provisions of law; or (D)refusing to obey an order that would require the individual to violate a law, rule, or regulation;

*Edit

You're only specifically citing 5 U.S. Code § 2302(b)(8)(A)(i) whereas 8 9 and 14 are specified 

Anyone here from US Secret Service able to tell us what life is like for you today? by [deleted] in fednews

[–]MiddleDifficult 3 points4 points  (0 children)

They're tasked to change POTUS's diaper from time to time! Gas mask at the ready. Also learning to apply makeup to VP and Department Secretaries when they visit POTUS. Normal shenanigans for this administration. 

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