We craft persuasive arguments using the Douglas factors, or mitigating factors, to seek a reduction or dismissal of a proposed adverse action against our federal employee clients. These factors include:
- The employee’s past employment records, including disciplinary records, length of service, performance ratings and awards
- The consistency of the penalty with regard to applicable penalty tables and the penalties applied to other employees in similar situations
- The effect the purported offense has had on the employee’s work performance
- The ability of the employer to rehabilitate the employee or offer alternative sanctions
We understand that the goal here is to reduce or eliminate the disciplinary or performance-based adverse action. We will do everything in our power to get your agency to dismiss the suspension or removal proposal. In the event that this doesn’t happen, we will pursue additional reviews and appeals as far as possible.