FERS Disability

Last Updated on January 11, 2022 by FERS Disability Attorney

In preparing, formulating and filing a Federal Disability Retirement application under FERS or CSRS from the Office of Personnel Management (OPM), it has been variously pointed out by the undersigned author at different times, that it is a self-defeating proposition to focus upon workplace issues which may be the originating and/or continuing impetus, cause or exacerbating trigger of a medical condition which has resulted in the necessity of filing for Federal Disability Retirement benefits.

Just as the problem of an ad hominem attack detracts from the centrality of a point to be made, and instead focuses one’s attention upon an issue which may or may not have any relevance at all upon the original proposition; similarly, to unduly focus upon workplace issues such as harassment, hostile work environment, unfair treatment, mean supervisors, personalities of coworkers, policies which are applied in a discriminatory manner, etc. — all of these issues, while of interest perhaps in another context, forum or jurisdiction, deflects the central and substantive focus of what is necessary in order to obtain an approval for a Federal Disability Retirement application from the Office of Personnel Management.

Moreover, such focus upon peripheral issues may actually defeat a FERS or CSRS Disability Retirement application, by pointing out the “red flag” of what is termed a “situational disability” (those disabilities which can be reasonably said to confine themselves within the context of a specific work environment).  Treat the preparation, formulation and filing of a Federal Disability Retirement application before the Office of Personnel Management as one’s opportunity for 15 minutes of fame — within that short time span, make the best of it, and don’t meander into areas of irrelevancies.

Sincerely,

Robert R. McGill, Esquire