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We Defend the Rights of Federal Workers in all 50 States

Leitner Varughese Warywoda PLLC is a highly respected law firm dedicated to delivering exceptional legal services to clients nationwide. Our firm is a leading expert in federal employment law, providing comprehensive legal services to businesses and individuals. With our deep expertise and extensive experience, we help clients navigate the complexities of federal employment regulations and ensure compliance. Trust our dedicated team to protect your rights and interests in all matters related to federal employment law.with a proven track record of success in representing federal employees across various legal matters. We take pride in our commitment to justice, client advocacy, and the unwavering pursuit of favorable outcomes.

At Leitner Varughese Warywoda PLLC, we have a team of experienced attorneys specializing in federal employment law. With a strong understanding of the complexities of the federal workforce, we offer a wide range of legal services tailored to the unique needs of federal employees. Our expertise includes:

  • MSPB Appeals: At Leitner Varughese Warywoda, our dedicated attorneys are here to provide government employees with unwavering representation in a wide range of MSPB employment cases. Whether you're facing an unjust dispute, an arbitrary situation, or discrimination at work, our team is ready to step in and fight for your rights. The way we approach your case will depend on its unique nature and your employment status. If you're part of a bargaining unit, in probationary status, or hold a supervisory position, our seasoned MSPB lawyers will skillfully litigate your case. Rest assured, we will thoroughly analyze every detail of your situation and start building a strategic plan without delay. Benefit from our zealous advocacy when facing adverse personnel actions such as removals, demotions, suspensions, or reductions in pay. Our success in representing clients before the MSPB speaks for itself.

  • Federal Employee Disability Retirement: If you are unable to fulfill your job duties due to a disabling medical condition, we will assist you in pursuing disability retirement benefits. Our firm will guide you through the complex application process, ensuring your rights and entitlements are protected.

  • Federal Employment Discrimination: We staunchly defend the rights of federal employees who have faced discrimination based on race, color, sex, age, disability, national origin, or retaliation for protected activities.

  • Whistleblower Claims: If you have experienced retaliation for reporting misconduct, fraud, waste, or abuse within your agency, our firm provides vigorous representation. We will guide you through the intricate process of filing whistleblower claims, ensuring maximum protection under the law.

For top-tier legal representation in federal employment law, trust Leitner Varughese Warywoda PLLC Contact us today for a consultation and let us help you with your legal needs.

Don't face your employment challenges alone. Let our experienced attorneys provide you with the support and guidance you need. Contact us today and let's begin fighting for the justice and fairness you deserve.



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Our Firm Vigorously Represents Federal Employees in the following:

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Merit Systems Protection Board (MSPB) Attorneys

As a federal employee, you have important rights and protections guaranteed by the Civil Service Reform Act of 1978. The Merit Systems Protection Board is responsible for ensuring that these rights are upheld, both in terms of content and procedure. This means that if you face any adverse personnel actions, such as wrongful termination, suspension, discipline or demotion, sexual harassment, reduction in force, denial of disability benefits, retaliation for reporting misconduct, or discriminatory treatment, you have the right to appeal to the MSPB. We are here to help you navigate through these processes and protect your rights.

Being subjected to wrongful discipline or termination from a federal employment position is undoubtedly a challenging time. However, with our skilled and experienced MSPB attorneys by your side, you can find solace and guidance. We understand the intricacies of the MSPB process and will shoulder much of the burden for you. If you are facing a federal employment law issue, we urge you to reach out to us for a case evaluation by filling out the form below or giving us a call.


In the sections below, we offer valuable insights, along with a comprehensive Q&A, about Merit Systems Protection Board Law and your rights as a federal employee. This information, although informative, is general in nature. To obtain personalized advice for your case, we strongly recommend contacting one of our MSPB attorneys. You can easily reach us at (855) LV LAW (585-2969) or by completing the form below. We will promptly respond to your inquiry.

The Merit Systems Protection Board (MSPB) is an independent and quasi-judicial agency within the Executive Branch. It serves as the guardian of federal merit system principles, ensuring fair treatment for federal employees. Upholding the rights granted by the Civil Service Reform Act of 1978, the MSPB acts as a judicial court for federal employees to appeal various adverse personnel actions.


Comprised of three members, appointed by the President and confirmed by the Senate, the MSPB is responsible for addressing a wide range of matters, including:


  • Adverse actions like removals, terminations, suspensions of 15 days or more, brief furloughs, demotions, and specific pay reductions.

  • Administrative decisions regarding an individual's rights or benefits under the Civil Service Retirement System (CSRS), and administrative decisions under the Federal Employees’ Retirement (FERS) System appealed from the Office of Personnel Management (OPM).

  • Appeals filed under acts such as the Whistleblower Protection Act, the Uniformed Services Employment and Reemployment Rights Act (USERRA), and the Veterans' Employment Opportunities Act (VEOA).

  • Cases brought by the Office of Special Counsel (OSC), including complaints related to Prohibited Personnel Practices (PPP), Whistleblower Actions, Corrective Actions, and violations of the Hatch Act.

  • The board also reviews regulations alleged to require or result in the commission of a prohibited personnel practice by the Office of Personnel Management (OPM).

  • Finally, the MSPB ensures compliance with its final orders and settlement agreements as necessary.


With its expansive jurisdiction and steadfast commitment to upholding the merit system, the Merit Systems Protection Board plays a vital role in safeguarding the rights and interests of federal employees. 


• The Merit Systems Protection Board (MSPB) is authorized to hear appeals by federal employees.
• The MSPB has regulations for processing these appeals, along with additional regulations for whistleblower, veterans, and uniformed service appeals.
• The MSPB's 120-day standard for adjudicating appeals may be extended for good cause, taking into account due process and fairness considerations.
• The Appeals Counsel, Personnel Management, General Counsel, and Special Counsel are all involved in the appeal process.
• Time limits for appeals are counted in calendar days unless otherwise specified.


• Appellant's appeal must be date stamped on receipt by receiving office
• Appellant's residence or duty station at time of action determines geographic jurisdiction
• Appeal must be docketed and entered into Case Management System within 3 workdays if office has jurisdiction
• If no jurisdiction, appeal must be transferred to appropriate office within 3 workdays
• Incomplete appeals may still be docketed if enough information is provided
• Timeliness and jurisdiction must be reviewed for each appeal
• Premature appeals filed by 10 days or less can be docketed as new appeal, but more than 10 days are rejected
• Board's jurisdiction is determined by nature of agency's action at time of filing
• If agency rescinds action being appealed, appeal may still not be moot if appellant has not received full relief
• Appeals with outstanding claims of discrimination cannot be dismissed as moot without informing appellant of right to request compensatory damages
• Retirement appeals are dismissed for lack of jurisdiction, not mootness, if OPM rescinds decision.

- Parties must designate representatives in writing and inform the Board of changes in representation. Only one representative needs to be served documents usually, but not when served electronically. AJs may reject submissions from represented appellants not from designated representatives.

 Parties may challenge representation designation within 15 days if there is a conflict of interest or position. AJs may also disqualify representatives for these reasons or exclude participation for misconduct.

 AJs make special efforts to accommodate pro se appellants such as explaining requirements and allowing filings that don't meet technical standards. They provide guidance and interpret arguments favorably.

 For incompetent retirement appellants, AJs must assist in obtaining representation following the French process. This also applies if an agency has a duty to file a disability retirement for an separated employee.

 Congressional inquiries are not appeals unless meeting requirements. The Board will treat qualifying referrals as appeals but subsequent submissions are treated as ex parte unless parties agree.

 In rare cases of vexatious filers using abusive language, the ORO may bar further filings without approval to stop sustained abuse after lesser actions failed.


• - The cases were initially assigned to an Administrative Judge by the Chief Administrative Judge or designee based on factors such as workload, location, complexity, and whether consolidation was needed.

 An Administrative Judge could recuse themselves if personally biased towards a party or have a close relationship with someone involved in the case. Parties could also file a motion requesting a Judge withdraw for bias.

 Related appeals would be consolidated into a single case to streamline processing, with one file and hearing when possible. Consolidated cases used a combined deadline and decision.

 Large appeals such as from reductions-in-force were grouped and standardized orders used. Files separated individual and joint information. Pre-hearing conferences and bifurcated hearings addressed common issues first.

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