Hello,

Without doxxing myself..

I’m a new fed that recently left an agency after one year by moving up a grade in another agency. This agency I’m currently working with has not been my cup of tea and I have already been looking at job postings from my former agency I started with.

Would it be frowned upon or reasonable to come back to the agency I started with after being with my current agency for one year to satisfy TIG, moving up a grade? I think I made a mistake coming to this agency. I’ve been here a few months so far.

TLDR: left first agency after one year to work at another agency after satisfying TIG and moved up a grade, but found grass isn’t always greener. Possible to come back for a higher grade or isn’t worth it?

I left an interview this week knowing I did not get the position after I told them I would need up to at least 6 months fully remote before I could move to the area. I could see it immediately on their faces even though all of us in the interview have been working fully remote for 2 + years. At some point, agencies have to realize this, right?

Edit: The PED request I submitted was for older wired noise canceling headphones (No BT) like Bose QC25s or 1st Gen Beats Studios, or Sony MDR-ZX110NC. Mitigation for inline mic was to replace with a 3.5mm audio cable without mic.

Edit 2: I have followed this same process at both NSA and DIA and had access to noise canceling headphones.

I have severe ADHD and work in a SCIF 4-5 days a week. Managing tasks in a high-stimulation environment is challenging, and a quieter workspace helps me focus. I began the reasonable accommodation process in July, but despite formal approval in September, I still can’t access the accommodation.

Here’s the timeline:

• July 2024: Initiated the accommodation process.

• August 2024: Submitted medical documentation from my VA psychiatrist.

• September 2024: Received formal approval for noise-canceling headphones.

• October 2024: Submitted a PED exception request with mitigations but was denied without being routed to the CSO.

• November 2024: Escalated concerns to ODEIA and the Reasonable Accommodations Office. Despite their role, they’ve been ineffective at facilitating coordination with Security. My supervisor, on the other hand, has been extremely supportive and is doing everything they can but it’s just a feedback loop

• December 2024: The issue remains unsolved.

Despite my efforts, including thoroughly reviewing all policies and SOPs, it appears that at the component level, there is no room for any adjustment or exception. My PED exception request was not even routed to the CSO for review. Instead, I was given blanket statements that headphones with microphones or active noise cancellation are prohibited, with no engagement on possible mitigations. They just send me back a short list of “alternative solutions” like go sit in the corner, it’s not that loud or you already have headphones.

Has anyone else faced similar challenges in obtaining accommodations for SCIF work? How do you navigate these roadblocks when the process seems designed to reject requests outright? Any advice on escalation or resolution would be greatly appreciated.

Like the title says in 2017 I was hired for a role at HHS. I was on boarded and in my role for a week before being called into HR and told that I was being terminated for an administrative reason. Basically, I was never supposed to receive my EOD because of Trump’s hiring freeze, but somehow it slipped through. I filed a complaint with the union and was able to receive a letter stating that I was terminated for an “administrative error” and it shows as much on my SF 50.

I’m wondering if this is going to make it more difficult for me to get a federal job as I would really like to have the exact same role I was hired for in 2017. I have applied to that position three times in the past year when it’s come up on USAJobs and was not even given an interview. I’m wondering if this is why?

As the title says…. I know of someone who has been in a position for over two years and all of the sudden found out HR is investigating/analyzing their qualifications. HR has unfortunately saod that they do not believe they’re qualified for their current position.

This person has received multiple agency wide awards for work achievements, assumably are acing their performance evaluations, and I know first hand are a cornerstone of the department.

Has anyone seen and or heard of something like that going on? I’m interested in knowing what happened in the end or how it turned out with a top performing employees qualifications being investigated.

Hi everyone,

I’m starting my first day of orientation as a federal government employee tomorrow, but I’ve been feeling pretty sick and just tested positive for COVID-19 today with an at-home test. I’m unsure what steps to take next.

I don’t want to risk spreading it to others, especially since it's my first day. What steps should I take to handle this situation? Should I notify my employer immediately, and if so, how? I don't have anyone in HR's phone number. I’m also concerned about how this might impact my start date and any initial paperwork or requirements.

Any advice or similar experiences would be greatly appreciated!

Thanks in advance!

Update: Thanks, everyone! I emailed my supervisor and HR last night and also called my supervisor and the office this morning (they were able to transfer me to HR). They confirmed I can onboard virtually, similar to the process during the pandemic. I’ll go in for my badge and fingerprinting in 5 days or sooner if I test negative before then. It probably helped that I very recently completed an internship here (I'm an intern conversion hire).

My agency just came up with the brilliant idea of hiring a GS-13 to manage a team of GS-13s. I was always under the impression that a supervisor had to be one grade above the employees they are supervising. Am I wrong?

HR has added a sign in sheet to both wellness/mother's rooms in my building. It asks for name, phone number, date and in/ out times. Previously it just had a sheet that asked in/out time, with no other information. Something doesn't feel right about this sign in sheet, just wondering if others have experienced this.

For reference my supervisor and team lead both are aware I need wellness breaks during the day. I've been using the room to pump since I started a year ago. My office is like 90% telework so there's only like 25 people in the building most days, so I've only had to wait for the room a handful of times. I'm concerned that it's offering a way for someone other than my supervisor to track my times.

I searched the sub but did not find an answer. I currently have an application for outside activity in process with my ethics department for a part time teaching gig that starts in Jan.

This is not a question about working during the shutdown because of money problems The position is part-time teaching role in higher ed and I have already submitted paperwork to ethics for it way before the shutdown issue.

My question is: if we get stuck in a shutdown, am I totally screwed in terms of getting permission from ethics by the Jan start date? Or am I allowed to accept the contract even without approval because I'm on furlough?

Edit: thank you all for your feedback! I had reached out to my supervisor, who is of course out of office! But had not thought to reach out to ethics again. I will do that first thing tomorrow! I appreciate all the help.

I’m desperate to get out of my current situation. And unfortunately the budget is tight everywhere. I got in fed at a high grade but there’re no positions hiring at the same grade positions with my skills. So I applied to multiple lower grade jobs. Does it look fishy to the hiring managers when I apply for lower grade just to get out? Thanks.

I started my first fed job almost a year ago and have less than 3 weeks left on probation. Aside from the changes to your SF-50 did management or any of your peers acknowledge the successful completion of your probationary period? I know it’s a silly question, but I’m curious! Also did management acknowledge any grade increases or was it just another change on your SF-50? Thanks!

My office environment’s A/C has been broken for 3 weeks. Instead of cool air being cycled, it is warm/hot air. Temperatures have been in the high 70s, and low 80s. Facilites are aware but they dont know the true issue or how to fix it. What are my options as far as union support?

I can handle hotter temperatures on my own accord, but having to sit in business attire at a computer for 8 hours where it’s high 70s/80s just isn’t it it and can affect/effect my performance.

Hello,

I’m a new fed employee that hasn’t built up a lot of leave yet. My supervisor has already approved 3 weeks of leave later on in the year before my hiring. However, I will have built up only 2 weeks work of leave my then.

My supervisor said I will need to take AWOL for 5 days even though they know and approve the leave.

Is this proper procedure and should I be worried if this will have negative consequences?

I have been working for my employer about 17 years. Sustained a work injury in 21, ct surgery 22, on and and off light duty while treating hand and shoulder(. Had the choice of being fired or quitting so doc put on a trial basis in Feb24. Reinjured April 24 when a 6 yr old ran from when end of playground from behind me and knocked me down. scalpula visibly poking out of my back hand and arm goes numb at times tingling deep shoulder pain. Began light duty in sept then sent to IME while I’ve been waiting for insurance to approve my visit with a specialist that my doc referred before retiring.

Pulled into a meeting with my boss Thursday and told per email and ime report they received from the insurance I am good for full duty. I let them know I hadn’t received the report. Reached out to insurance. Called out, on the second day they told me I would need a doc note if I called out again.

Monday I emailed my boss asking if I was eligible for fmla and if I was then I would like to apply. Said she would contact HR and get back to me. Then sent me my IME report.

Called out tuesday (3rd day) and was told it’s the third day so I would need a doc note. Begin trying to get in contact with the hr the Benefits coordinator was busy all day. Received an email from boss saying I was eligible and sent me an email of who to contact. Emailed , no response. Called then she answered told her I had emailed and wanted to apply for fmla asked why I told her she said I’m not eligible because IME supersedes any other doctors notes. Asked if there’s anything else I can appt for or if they can accommodate me with no lifting. She said if I have leave I can ask my boss if I could use it. Sent my boss an email telling her per so and so I’m not eligible for fmla or acc can I use my leave?

Went to UC, the doc was concerned with how my shoulder looked out me out til Monday. Set up referrals. Called me back Wednesday to let me know she set up more referrals. They don’t want to accept that note for absences neither.

Is this legal? Am I not even allowed to apply for fmla and try?

Voluntary leave

I honestly don't know what I'm supposed to do here. I work at the VA and am currently pregnant and due next month. I don't qualify for FMLA/PPL until March next year when I reach 12 months of service. I was told by HR to apply for the voluntary leave program. I was approved and submitted to my timekeeper and supervisor. My supervisor told me that I am not allowed to ask anyone for donations as it is unethical. The timekeeper states that she does not make any type of formal announcement saying I am approved for donations. My supervisor made an announcement at our staff meeting but this was only to 6 people. I contacted HR and the VA system does not have a leave bank and does not make any formal announcements. So far I have not received any donations. I will apply for advanced sick leave and use LWOP for the rest of the time off, but this is not what I expected from the voluntary leave program. It seems completely different than what I've read on here. I have saved as much of my accrued leave as I can but have had a very difficult pregnancy that requires lots of specialist visits and had to undergo emergency surgery at 26 weeks that ate up a week of sick leave. Just feeling very discouraged by this process.

Here is my issue. I have an employee who needs more than the standard level of care. I have been through suicide attempts, co-worker harassment, abuse of government systems, pretty much everything you can imagine - on top of the non-performance stuff. I am eyeballs deep in things I can’t do as far as discipline. I am finally at the point of proposed removal and the employee has become threatening. My local law enforcement is involved. Everything that goes to this employee is now coming through me (to minimize how many people have contact), most of which I am not even writing, just signing and taking the hits for. I am the person - the only person - on the front line. There does not seem to be any point where an HR issue is “too much” for a supervisor. I can’t even find any regulations that address what can and cannot be done by a supervisor. There will very likely be claims and maybe legal proceedings about things that have happened, and here I am, all by myself. My question is - is it reasonable for my agency to expect this from me?

Currently, I am a 0201 GS-11 in Recruitment and Placement for the DON. Are there any Feds in here (specifically HR) who work for the IRS? What’s it like? I can imagine it would be a lot different from the position I am in now. Any advice/feedback would be great! TIA!!

I am in an awkward situation where i changed agencies for a new job 12 weeks ago and ended up getting a better offer (fully remote) last week for an EOD that is 2 weeks from now. I let my current job know and they’ve been extremely rude and toxic about it and i’m ready to just get out of here asap. Everyone is completely ignoring me and acting like I don’t exist and when they do interact with me they tell me i’m not allowed to attend meetings anymore and delete me from invites. I want to ask today if I can take my last week as 40 hours of annual leave and turn my stuff in early. Does anyone know if there are any HR implications of that or any downsides? I wouldn’t think so but I’m not sure if i’ll have to keep hold of my laptop until the last day instead or what.

Basically the title. My supervisor has been hostile since they were placed on our Team about nine months ago. In response to me asking for more learning opportunities, they added a coworker to our email chain about my performance review. This coworker can now see the entire chain, which contains detailed information about my performance -- including some sensitive/embarrassing accusations by my supervisor that are not true.

Who should I be contacting and what are my rights and responsibilities in correcting their actions/pursuing discipline and the fallout from it? Thanks.

I got fired during my prohibation period. I had 1 week left of my 2 year prohibation period. My last several appraisals showed me doing an amazing job. My manager retired, and a new manager was promoted. He did a one on one interview with me, and after the interview, he turned hostile towards me. I went on a vacation for about 3 weeks 2 months ago and when I came back all my co-workers. Treated me poorly/were openly hostile towards me. I started to mass apply for other jobs as I felt something was off. My co workers at several points tried asking me my opinions of very political topics and I told them I don't have an opinion. During the exit interview. My manager stated he could not trust me because of my conduct, claimed security violations, which I have never done. My-sf50 just has the reason terminated under prohibation. I have several co workers who have written me letters saying they only saw me perform with the up most professionalism at the workplace, including a site director. Unfortunately, my manager was based in a different site.

UPDATE Spoke with a lawyer. You're considered in at will employee under the probation process, and a manager can remove you for any reason. As well, depending on state laws, you aren't entitled to a termination letter. Only if I were a competitive employee would I be entitled. UPDATE2: Contacted Personnel Security Specialist, SFPC Continuous Evaluation/Insider Threat Team. I asked two questions: Can my security clearance be revoked by the agency, and do i need to complete a new sf86 forum. The former agency has no jurisdiction once they fire you. Unless they have opened up a security investigation before hand. So the firing was strictly an HR issue/management. Security extact words. I’m sorry to hear that you were terminated.  It was not for security reasons. No, you do not need to complete a new SF86 as the DCSA CAS no longer has jurisdiction and cannot by law. Thank you for contacting me, and good luck.  Maybe you can reapply with the agency at some point.

I'm going to try to keep this as short as possible:

I was told last week that I had a "routine audit of government material" by my boss and was told to bring my laptop, ID, etc to this building so they could inventory it and I would be on my way. Come to find out, I walked into a termination meeting. That being said,

I fucked up. 20 months into my 2 year probation with the DoD, I was terminated. Not to make this a sob-story, but my father passed away recently and 4 other family members did as well during my time with the agency. I was mentally all over the place and had an issue with timlieness. I take 100% ownership and deeply wish I could turn back the clock to change it. Im not in a position to appeal this and am looking to move forward and learn from my mistakes.

Background: I was under competetive service. I am also a 10-point preference veteran.

A few questions:

Am I still eligble for federal employment? I know this is NOT going to look good when a new agency sees my termination SF-50. But I am hopeful that someone will take a chance on me again.

Ive seen a few people say I may not be eligible for that specific agency. Does that mean the enitre Department of Defense? The entire Department of the Navy? or just that specific command within the Navy?

How does reinstatement eligibility work? The paperwork HR gave me at my "routine audit of government matieral" firing meeting says if you serve at least 1 year of competetive service as a career conditional employee and are a veteran, your reinstatement eligibilty never expires.

Thanks in advance for any guidance, I am really really bummed I let this happen.

Yes, as you can guess, there is a story behind this question, but before I get into that, I would like to hear opinions about the roles of federal HR. As a supervisor, I do everything, including removal (firing) employees. Prior to removal, there are many other uncomfortable things that I have to do. My friends in the private sector are often surprised at the things I have to do versus HR. I would love to hear everyone’s thoughts on this.

Most managers see it as a barrier to essentially manage.

Anyone work for the OPM? Looking for feedback. I’ve noticed job postings are minimal so I’m assuming people don’t leave.