Author: Sponsor

This is a sponsored column by attorneys John Berry and Kimberly Berry of Berry & Berry, PLLC, an employment and labor law firm located in Northern Virginia that specializes in federal employee, security clearance, retirement and private sector employee matters.

By John V. Berry, Esq

The Merit Systems Protection Board (MSPB) is an appeals forum for federal employees and former federal employees to challenge various types of federal agency actions, such as serious disciplinary actions (adverse actions), retirement appeals, whistleblower matters and other types of cases.

The most usual type of appeal for federal employees involves filing an appeal over a serious disciplinary action, such as removal from the federal service.

During an appeal a federal employee can choose to be represented by an attorney. That said, the federal agency on the other side will be represented in the appeal by an attorney. This article discusses some of the reasons for retaining an attorney familiar with the MSPB process to assist you in an appeal. In other words, the reasons why it is important for a federal employee to retain an MSPB attorney. Here are some reasons why it is important for a federal employee to retain an MSPB lawyer for their appeal.

Federal Agencies Treat MSPB Cases Differently When an Employee Has an Attorney

One of the reasons why it is important to have an MSPB experienced attorney representing a federal employee is that it will very likely make a difference in how the federal agency treats the MSPB appeal at issue. Federal agencies allocate their attorney resources first to cases where an individual has retained an attorney. Those cases tend to get the most attention because there are attorneys on both sides of the appeal.

In other words, where an appellant has their own attorney, the federal agency involved will focus more on that individual’s appeal merely because they have an attorney. This focus can help to resolve MSPB appeals earlier in the process.

The MSPB Process is Much Like a Civil Action

One of the most important reasons why it is important to have an attorney represent a federal employee in the appeals process is the fact that it is a very serious type of appeal, very similar to being involved in a civil lawsuit. There is a general misperception that the process is designed for an employee to effectively represent themselves.

An MSPB appeal functions much like a civil court case where there is discovery, the taking of depositions and the filing of briefs. As a result, representing yourself in this type of case is very difficult. It is often the case where federal employees discover this too late and we are contacted after discovery deadlines have passed which can make appeals much more difficult to prevail in and/or settle. It is important to have an MSPB attorney early in the process. Additionally, there are often legal arguments and filings required by an administrative judge that really require an attorney.

Increase the Chances of Settlement

Federal employees who retain attorneys in the MSPB process are more likely to resolve their MSPB appeals. Part of the calculation by federal agencies, in determining whether or not to settle MSPB cases, has to do with risk. Federal agency attorneys evaluate the risk of losing an appeal (a risk which increases when an employee has an attorney), but also other types of risks including the risk of adverse information being disclosed through discovery.

Individuals without counsel can run across difficulties such as how to format discovery requests or take depositions which can limit the amount of critical information uncovered in an appeal. This can decrease the chances of settling an MSPB appeal. MSPB lawyers are also able to understand and work out the legal terms of a settlement agreement with federal agency counsel to minimize risk and to attempt to ensure compliance with settlement agreements.

It is Difficult for an Employee to Represent Themselves at a MSPB Hearing

One of the most important reasons for having an attorney represent an appellant in an MSPB appeal is the difficulty for a federal employee in presenting their own case at the MSPB hearing. MSPB hearings typically involve presenting opening and closing statements, presenting and questioning witnesses, cross-examining witnesses and making legal objections to evidence.

It is also difficult for a federal employee to question themselves in a case, and their testimony as a result often takes the path of a statement which can have limitations. Having an MSPB lawyer assist them can help lead them through what can often be difficult testimony. We often have federal employees come to us following the filing of an MSPB appeal because they didn’t realize how complex the process could be. It is best to secure MSPB representation as soon as possible for federal employees.

If you are in need of advice regarding MSPB appeals, please contact our office at 703-668-0070 or through our contact page to schedule a consultation.

This is a sponsored column by attorneys John Berry and Kimberly Berry of Berry & Berry, PLLC, an employment and labor law firm located in Northern Virginia that specializes in federal employee, security clearance, retirement and private sector employee matters.

By John V. Berry, Esq

Our Virginia employment lawyers represent Virginia employees in severance agreement negotiations. Severance agreements are contracts that govern an employee’s departure from an employer. It is important to have counsel when an employee is faced with leaving an employer and needs to negotiate a resolution. We provide legal advice and representation to employees seeking the best possible severance agreement terms.

Severance Negotiations in Virginia

Severance is not required under Virginia law. However, severance agreements may be offered by an employer in any number of situations. The employee may be facing termination and the employer may want to resolve all outstanding issues before they leave. Severance agreements are also sometimes offered to employees who are laid off or facing retirement. If an employee is let go but not offered a severance agreement, hiring counsel can often prod the employer to offer a severance agreement. In some cases, the severance agreement process can be resolved through simple talks between your lawyer and the employer’s lawyer.

Common Severance Agreement Terms

While severance agreements typically involve the payment of a monetary sum to a departing employee, there are many other terms to consider. Some of the possible terms to consider in a Virginia severance agreement may include, but are not limited to, the following:

• Financial payments, tax consequences, and timing of severance payments
• Continuation of employment benefits (e.g. health, life, disability)
• Rights to unemployment compensation
• Claims to be waived (wrongful termination, discrimination, whistleblowing)
• Confidentiality clauses
• Non-Disparagement clauses
• Re-employment possibilities
• Non-Compete clauses
• Stock provisions
• Preservation of trade secrets
• How references will be handled
• Recommendation letters
• How disputes are handled

When signing a severance agreement, an employee is required to give up important rights. Before signing such an agreement, the employee should consult with an attorney to discuss the rights that he or she may be waiving and the terms included. Hiring counsel can help negotiate the best severance resolution possible.

Contact Us

We offer a full set of legal services to protect your rights in the severance agreement negotiations process in Virginia. To schedule an initial consultation with one of our Virginia severance agreement lawyers, please contact us at (703) 668-0070 or by visiting our website.