Prohibited Personnel Practices

Jennifer Duke
February 11, 2016
  1. Discrimination against an employee or applicant based on race, color, religion, sex, national origin, age, disability, marital status, or political affiliation
  2. Soliciting or considering employment recommendations based on factors other than personal knowledge or records of job-related abilities or characteristics
  3. Coercing the political activity of any person
  4. Deceiving or willfully obstructing anyone from competing for employment
  5. Influencing anyone to withdraw from competition for any position so as to improve or injure the employment prospects of any other person
  6. Giving an unauthorized preference or advantage to anyone so as to improve or injure the employment prospects of any particular employee or applicant
  7. Engaging in nepotism
  8. Engaging in reprisal for whistleblowing
  9. Taking, failing to take, or threatening to take or fail to take a personnel action against an employee or applicant for exercising an appeal, complaint, or grievance right; testifying for or assisting another in exercising such a right; cooperating with or disclosing information to the Special Counsel or to an Inspector General; or refusing to obey an order that would require the individual to violate a law
  10. Discriminating based on personal conduct which is not adverse to the on-the-job performance of an employee, applicant, or others
  11. Taking or failing to take, recommend, or approve a personnel action if taking or failing to take such an action would violate a veterans’ preference requirement
  12. Taking or failing to take a personnel action, if taking or failing to take action would violate any law, rule or regulation implementing or directly concerning merit system principles at 5 U.S.C. § 2301.

If you believe that you have been subjected to a prohibited personnel practice, filing a claim with the Office of Special Counsel may not be your only option. In some instances, the EEOC or MSPB may be better starting points for your complaint.

In order to ensure that you pursue your claim in the manner that will be most beneficial to you, it is highly advisable that you seek legal counsel. The federal employee attorneys at Melville Johnson, P.C. may be able to assist you in determining the best way to protect your rights. Call or message us today to discuss your claim and learn how we can assist you.

This blog and web site published by Melville Johnson, P.C. should not be used as a substitute for seeking competent legal advice from a licensed professional attorney. Readers of this information should not act upon any information contained on this blog or website without seeking professional counsel.
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If you're a federal employee and feel you've been the victim of unlawful discrimination involving MSPB claims or EEO claims, our experienced federal employment attorneys stand ready to fight on your behalf. Give us a call today at (404) 724-0000 or fill out the form below and we'll be sure to follow up in a timely manner.
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