How Hard Is It To Get Fired From The Post Office?

The Postal Service Fired Thousands of Workers for Getting Injured While Delivering and Processing Your Mail USPS forced out 44,000 workers who got injured on the job. The U.S. Equal Employment Opportunity Commission says the effort, part of a five year program, violated the law. But the Postal Service has fought its workers’ claims since 2007.

Is it hard to get hired after being fired from government?

Generally- and there are exceptions- it is very difficult to get hired by the Federal government after you have been fired from the Federal government. It shouldn’t be to hard to figure out why if you think about it. Most supervisors do not want someone who did not perform sucessfully at their last job.

What does it feel like to be fired from a job?

Being fired from your job can be both a humiliating and terrifying experience. Regardless of the reason why your employer terminated you, you might feel like you failed yourself and the company.

How hard is it to get rehired from a federal job?

Think about it. It’s takes more to get fired from a federal job than other, so if you did get fired, you must have done something really bad, therefore it SHOULD be nearly impossible, or impossible to get rehired.

The Postal Service Fired Thousands of Workers for Getting Injured While Delivering and Processing Your Mail

Madelaine Sattlefield hoisted an 80-pound tray of mail, which had been meticulously organized by Missouri ZIP code, one night in 2009.She had performed this chore tens of thousands of times over the course of nine years, but on this particular night, her arm was scorched with anguish and lay lifeless at her side.The tray came crashing down, sending letters tumbling all about her.She was scarcely able to move, but she was instantly concerned about the implications of her disability for her profession.″Anxiety had begun to set in.

It made me nervous because I was wondering, ″What are they going to say, what are they going to do?″ Sattlefield expressed himself.According to the United States Equal Employment Opportunity Commission, she was fired from the United States Postal Service after only a few months.She was one of approximately 44,000 employees who were either fired or quit their jobs under pressure over a five-year period as part of a program that ″targeted″ employees who had suffered work-related injuries.

An additional 15,130 injured workers were discriminated against, according to a commission ruling on the class action complaint, because their work duties or accommodations were changed.The commission also found that the Postal Service had unlawfully disclosed the private medical information of injured workers all over the country.Now, more than a decade later, the Postal Service is still litigating the class-action lawsuit, despite the court’s decision.Despite this, the agency has refused to settle, claiming in its most recent financial report that the outcome of the lawsuit might have a ″substantial impact″ on the organization.The Equal Employment Opportunity Commission expects to go through around 28,000 accusations case by case, and the Postal Service is challenging each employee’s charges, which may cause the process to drag on for years.The Postal Service is disputing several of the allegations, claiming that the workers have failed to provide adequate evidence that they genuinely have impairments or have been injured by the program’s implementation.

  1. ″They never give up,″ said Robbie Dix, director of the Equal Employment Opportunity Commission’s federal appellate program.
  2. Dix has worked for the Equal Employment Opportunity Commission (EEOC), which is responsible for enforcing employment discrimination rules, for 48 years and says he cannot recall another federal agency that has targeted as many handicapped people as the EEOC.
  3. It is the largest class action that the EEOC has ever dealt with, despite the fact that it only has a small staff and receives only 8,000 federal hearing requests every year.

Despite the fact that the Postal Service stopped its program aimed at employees with impairments in 2011, many employees are still coping with the ramifications of the program years later.Some, like as Sattlefield, were afflicted with lifelong infirmities.Many claim they have suffered financial and emotional hardship as a result of their actions.It is unclear how much money the United States Postal Service may owe the employees.According to the Postal Service’s most recent financial report, the agency faces a possible liability of $178 million for unresolved employment claims, which includes this one.It seems doubtful that the legal review will be completed anytime soon.

  1. The Postal Service may still dispute with the EEOC’s conclusions after the agency has completed its investigation, so opening the door to worker appeals.
  2. A spokeswoman for the United States Postal Service declined to comment on the disagreement with ProPublica.
  3. He also denied requests to speak about the agency’s injury rate or to discuss the agency’s policies for accommodating handicapped personnel.
  4. There are more than 630,000 unionized employees working for the Postal Service, which is one of the largest government organizations in the country.

The Postal Service has a long history of contentious interactions between workers and management.It has frequently been raised that workplace safety is a concern, and government researchers have studied the physical demands of mail delivery and the operation of heavy mail sorting machinery.Postal employees account for barely a fifth of the federal workforce, yet they were responsible for over half of all federal workplace accidents and illnesses in 2019, according to data from the United States Department of Labor (USDOL).

  • According to Debbie Berkowitz, former chief of staff and senior policy adviser at the Occupational Safety and Health Administration, ″there are methods to restructure any job such that people don’t get harmed.″ ″Employers are responsible for ensuring that their workplace is free of dangers that might cause bodily injury.″ On paper, the United States Postal Service concurs.
  • A statement from the agency’s personnel manual claims that ″any occupational injury or disease may be avoided.″ This is a practical aim, not a theoretical one.″ The agency outlines methods for ensuring a safe workplace, including the use of protective measures such as safety equipment, staff training, and the stringent enforcement of safety regulations.
  • Despite this, the Labor Department’s workers’ compensation office received reports of approximately 37,000 postal workers’ injuries and illnesses during the previous year alone.
  • Amputations, sight losses, and in-patient hospitalizations are all required to be reported to the Department of Labor by employers.
  • Since the Postal Service began collecting data on these instances in 2015, it has received reports of around 800 similar incidents.
  • The National Reassessment Program, which affected Sattlefield and hundreds of other wounded employees, was established in 2006 and began accepting applications in 2007.

Officials from the United States Postal Service later testified that it was created to verify that wounded employees were performing ″essential labor″ and to reinstate personnel who had recovered to their old positions.According to a ruling by the Equal Employment Opportunity Commission, the program’s primary goal was to ″get rid of″ as many wounded employees as possible.The Equal Employment Opportunity Commission concluded that the Postal Service fired employees who were transferred to occupations that accommodated their medical limits.According to the EEOC, the employment were legitimate, and once the employees were fired, others were required to do the same duties.The Equal Employment Opportunity Commission (EEOC) concluded in 2015 and again in 2017 that the program discriminated against wounded workers by creating a hostile work environment, denying disability accommodations, and disclosing workers’ sensitive medical information, among other things.

In the words of Heather White, an attorney who specializes in federal-sector employment lawsuits, ″It was this great injustice and breach of the law.″ ″It’s completely out of character for the way government agencies are supposed to work,″ says the author.After suffering an injury, Sattlefield found himself squarely in the crosshairs of the program.In accordance with her workers’ compensation documents, Sattlefield’s dominant right hand and arm were never again able to function correctly.Due to her ruptured rotator cuff, her doctor recommended that she take time off from work.Sattlefield claimed she had a legal right to work in a position that would allow her to adhere to her medical constraints under federal disability legislation.However, she claims that when her operation was completed, her boss reassigned her to the same work where she was responsible for carrying and pushing the heavy trays and packages that her doctor had advised her to avoid.

  • When she inquired about job that was in accordance with her doctor’s directions, she was informed that there was none available.
  • Sattlefield received a letter informing her that she was no longer working when she was 39 years old.
  • ″I was a shambles on the inside.
  • What am I going to do, man?

I’m not sure.″It’s supposed to be my responsibility to pay my expenses,″ she explained.″No one ever wants to find themselves in a situation where they can’t even afford to purchase socks for their children.″ She soon found herself unable to make ends meet, including paying her rent.

Several employees with spinal injuries, nerve damage, and other ailments that restricted their ability to use their hands, arms, shoulders, backs and feet were targeted for termination or other disciplinary action.Accidents such as falls caused injuries to some people on a one-time basis.When the United States Postal Service (USPS) implemented the ″reassessment program,″ it was dealing with significant expense increases.The cost of gasoline was increasing.

  • People were utilizing higher-margin services, such as first-class mail, at a lower rate.
  • The majority of the agency’s expenditures were incurred through labor.
  • In a 2006 report, Chief Financial Officer H.

Glen Walker stated that ″a continuous effort on work hour reductions is vital.″ Former agency officials who were in charge of the program either rejected or did not reply to ProPublica’s requests for interviews.Officials with the agency stated that the initiative was not intended to save money, but rather to guarantee that workers were placed in roles that were suited for them.However, according to the government, it resulted in yearly savings of around $150 million.Because of the program’s effectiveness, at least one executive received a service award.

Internal emails from the Postal Service were discovered after six years of legal discovery, according to the Equal Employment Opportunity Commission, and ″laid bare the fervor″ with which administrators operating the program ″pursued their aim of decreasing the rolls.″ An example of one of these emails was a congratulations letter to the Fort Worth, Texas, district for having ″reduced our existing NRP staff on rolls by 25%.″ According to the Equal Employment Opportunity Commission, the background music for the message was a tune named ″Cripple Creek.″ Employees claim that bosses harassed and intimidated them throughout the duration of the program.Following the loss of their postal jobs, they said they felt degraded when coworkers and managers hinted they might wind up working as Walmart greeters.Three hundred eighty-eight injured workers were taken from the agency’s payroll, according to an email from the agency’s health and human resources manager to then-Postmaster General John Potter.″338 it is and welcome to Walmart,″ the manager’s answer said.The Metropolitan Washington Airports Authority did not reply to requests for comment when Potter was promoted to president and CEO in 2011.

The method was tried in trial zones, and Sandra McConnell, a mail carrier in Rochester, New York, was one of the first employees to lose her job as a result.She had fallen down a flight of stairs while on her delivery route in 1997, resulting in irreversible damage to her spine.When she returned to work in 1999, her supervisors accommodated her doctor’s restrictions by creating a new position for her.She worked as a customer service representative for seven years, handling complaints and change of address mail, among other responsibilities.Nevertheless, in May 2006, she was informed that she would be unable to find employment unless she returned to her carrier job.

  • She was dismissed and taken out of the building by security.
  • Her former coworkers testified that she was never idle and that work continued to pile up after she was fired.
  • The Postal Service, on the other hand, claimed that McConnell and other employees sacked between 2006 and 2011 were doing ″fabricated″ and ″unnecessary″ tasks.

McConnell filed a case alleging disability discrimination on the basis of his physical impairment.She finally rose to the position of lead plaintiff in the class action lawsuit.The Equal Employment Opportunity Commission (EEOC) ordered the Postal Service to reinstate her work and compensate her for lost income more than ten years after she was sacked.Many employees who were fired as a result of the National Reassessment Program have negative memories of how they were handled by their superiors.

  • The former postal carrier from Shreveport, Louisiana, Donald McIlwain recalls his ordeal: ″You had to put up with being ridiculed and being spoken about by your coworkers.″ ″They didn’t get to see all of the work I put in.″ Just a laziness on my part.″ The incident occurred when McIlwain was carrying mail.
  • He had been working as a postal carrier for nine years when he twisted his knee.
  • His job needed continual movement – lifting bins weighing upwards of 70 pounds, stooping, ascending stairs, and getting in and out of his vehicle were all part of the job description.
  • A torn meniscus required surgery, and his doctor suggested only two hours of walking and standing every workday, broken up into 20-minute intervals, after that.
  • That eliminated the possibility of working as a postal carrier.

According to the records, the doctor also assessed his level of handicap in numerous aspects of his life.50 percent of my time is spent on family and household chores.80 percent of the time is spent in recreation.80 percent of the population is employed.″It was like, ‘What do I do now?’″ I thought.

What I used to like doing is no longer available.″I can’t do it any longer,″ he said.McIlwain had a lifelong knee injury five years before the National Reassessment Program was established.According to his employment records, the agency assigned him to an administrative position where he would be in charge of occupational safety assessments.He worked with a boss who, according to him, was dissatisfied with the treatment of impaired employees.

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In 2010, he said that he witnessed a number of handicapped coworkers being sacked and removed from the workplace.His time came along around two months later.ProPublica met with around 20 former United States Postal Service employees who were laid off as a result of the National Reassessment Program.Many people reported feeling embarrassed and belittled by the United States Postal Service, which has denied mistreating them.One witness at the EEOC stated that she had overheard wounded employees being referred to as ″lazies″ and ″fakers.″ An further witness stated that there will be ″a lot of sorry’rehabs’ working at Walmart in the near future,″ according to hearing program staff members.

Sattlefield, a mail handler based in Missouri, still remembers the insults she received from her supervisor.In the event that you were injured, you were made to feel inferior, as if you weren’t even a person, she explained.″They were always yelling something about us not being worthy of anything.″’Come grab your broken-down self and take this mail out,’″ she instructed him to do.

Because they were concerned about future employment retribution while the lawsuit was still pending, some former postal workers who shared their stories were reluctant to be identified publicly.Over the course of his 19-year career with the Postal Service, one man who was laid off had serious tendon and nerve damage.He claimed that his time spent with the agency had harmed his mental, emotional, and physical health, among other things.

  1. ″I’ve been trying to find serenity, but I can’t seem to come up with a solution.
  2. I’ve never gone back to the person I used to be in the past.
  3. ″You lose your ability to appreciate life,″ he explained.
  4. It’s possible that I got out of there, but I don’t think I’ve made it.

Does Getting Terminated from a Job Make It Harder to Find Another Job?

Becoming a victim of workplace discrimination may be a humiliating and stressful experience.Regardless of the cause for your termination, you may feel as if you failed both yourself and the firm in which you were employed.The most terrible aspect is the thought that you will never be able to find another work.A large number of people are dismissed, yet their capacity to find another employment is not hampered as a result.Employers see persons who have been dismissed from a job in a far more favorable light than those who left their jobs without having secured another position.

The fact that you’ve been dismissed, with a few exceptions – such as an employee with a terrible work history that includes one termination after another – does not always imply that you’re no longer employable.

Learn From Your Firing

Depending on the cause for your dismissal, your self-confidence may have been shattered as a result.If you were fired because of poor work performance, even if you believed your abilities were much above mediocrity, you could begin to doubt whether you are as excellent as you feel you are.However, failing to achieve the performance goals of one organization should not be seen as a guarantee that you will fail to meet or surpass the performance objectives of another.If you were dismissed for something that was entirely within your control, consider what you might have done differently to prevent being fired, such as being on time or keeping good attendance records, to avoid being fired.

Reassess Your Skills

It’s possible that your termination was the result of an unduly subjective performance appraisal.In any event, take a look over your CV to see if there are any places where you might use some enhancement.Before you begin your job hunt, take the time to reevaluate your work skills to ensure that you land the position that is the greatest match for your ability.Consult with a career counselor about obtaining an evaluation of your abilities and credentials.Job counseling is available at no cost through the One-Stop Career Centers financed by the United States Department of Labor and the state unemployment offices; visit the CareerOneStop website at to find a facility in your region.

You will receive a professional assessment of your talents and credentials, which will give you confidence in your work possibilities in the future.

Wording Your Resume

  • After getting fired, everyone is concerned about what to include on their resumes. Actually, you don’t even need to provide such information on your CV. All that is necessary are the start and finish dates, as well as the job descriptions. The objective of a resume is to gain you an interview with a prospective employer. There will be a point at which the question will arise. Your CV may have a gap in the dates, or the interviewer may simply inquire as to why you left your previous position or why you are searching for a new position. Just make sure you don’t state on your CV why you left your previous positions. If you do, you’ll have to put down that you were terminated, laid off, or fired as part of the process. Assistant Manager at ABC Company (March 2016 – March 2018): Assisted manager with all retail operations
  • handled staff scheduling
  • trained new workers
  • laid off due to poor sales volume
  • etc.

On Applications

When you begin your job hunt, you will almost certainly be dreading the prospect of having to explain why you were fired.As a result, whether you’re filling out an employment application or interviewing for a position, face your fears head-on and be honest about them.If the employment application asks why you left your former workplace, be truthful and write ″Terminated″ in the answer box to be considered.Any recruiter worth his salt will understand that you aren’t the first person to be fired, and that you will not be the final person to be fired.Due to the reality that good employees are dismissed, recruiters are not likely to mark your resume with a scarlet ″F″ for ″Fired,″ indicating that you were fired.

During Interviews

Discussing the reasons for your termination during a job interview is less difficult than just mentioning your work status on an application without the benefit of receiving a response from the person who evaluates your application in the first place.When the recruiter inquires as to the reason for your departure from your previous position, provide an honest response that is accompanied by an explanation that offers the recruiter a cause to investigate your suitability further.As an illustration: ″Unfortunately, I was fired from ABC Company as a result of my bad performance.Since then, I’ve worked really hard to improve my abilities in order to be prepared for my next position.Based on my previous job experience and the amount of time I’ve put in to prepare for re-employment, I’m equally confident in my skill set and ability to achieve your company’s performance goals.″

Going Forward

When it comes to future employment, the only way a termination can affect your prospects are if you harbor a grudge towards your previous employer, talk poorly of your former employer, or divulge to a recruiter that you are suing the firm that dismissed you.That’s enough to make a recruiter wonder if employing you would be a good move in the long run.You will find employment again if you learn from your experience and approach your job hunt with a positive mindset.

Why Is It So Hard to Fire a Government Employee?

According to the Government Accountability Office, the federal government’s disciplinary personnel procedure has grown so time-consuming that just around 4,000 employees a year – or 0.2 percent of the overall workforce of 2.1 million – are sacked (GAO).In 2013, over 3,500 federal employees were fired for poor performance or for a combination of poor performance and poor behavior in federal agencies.The Government Accountability Office (GAO) indicated in its report to the Senate Homeland Security Committee that ″the time and resources required to dismiss a low performing permanent employee can be considerable.″ In fact, according to the GAO, terminating a government employee can take anywhere from six months to more than a year on average.A lack of performance management training, as well as legal concerns, can also make a supervisor less reluctant to intervene when employees are doing poorly, according to the GAO’s literature evaluation and chosen experts’ opinions.Remember that it required an act of Congress to grant the Secretary of the Department of Veterans Affairs the authority to terminate the employment of senior VA executives who failed to perform up to expectations.According to the GAO, in a 2014 annual poll of all federal employees, just 28 percent stated that the agency for which they worked had any formal system in place for dealing with individuals who were persistently underperforming.

The Probationary Period Problem

A one-year probationary period follows the hiring of most federal workers, during which they do not have the same rights to appeal disciplinary decisions, such as termination, as employees who have finished their probationary period do.According to the GAO, it is during this probationary period that agencies should make every effort to identify and remove ″bad word″ employees before they are granted the full right to appeal.According to the Government Accountability Office, over 70% of the 3,489 federal employees terminated in 2013 did so while on probationary status.According to the GAO, while the precise number of workers who have faced disciplinary measures during their probationary term have chosen to quit rather than have a firing on their record is unknown, some have chosen to do so rather than have a dismissal on their record.According to the GAO, work unit managers ″often do not use this time to make performance-related decisions about an employee’s performance because they may not be aware that the probationary period is coming to an end or because they have not had enough time to observe performance in all critical areas,″ according to the report.Therefore, many new workers are able to operate ″under the radar″ throughout their probationary periods.

‘Unacceptable,’ Says Senator

Sen.Ron Johnson (R-Wisconsin), chairman of the Senate Homeland Security and Governmental Affairs Committee, requested that the General Accounting Office (GAO) look into the government’s dismissal procedure.″It is intolerable,″ Sen.Johnson said in response to the findings, ″that some agencies allowed the first year to pass without performing performance assessments, completely unaware that the probationary term had elapsed.″ It is one of the most effective instruments available to the federal government for weeding out employees who are not performing up to expectations.While the person is on leave, agencies must do more to examine her or him and determine if she or he is capable of performing the job.″ The GAO suggested that the Office of Personnel Management (OPM), the government’s human resources agency, extend the statutory probationary term beyond one year and include at least one complete employee review cycle, among other things.However, according to the Office of Personnel Management, extending the probationary term would most likely necessitate, you guessed it, ″legislative action″ on the part of Congress.

New Law Makes it Easier to Fire Bad VA Employees

President Donald Trump signed a measure into law on June 23, 2017, that would make it easier to remove problematic workers at the Department of Veterans Affairs and will better safeguard VA employees who report wrongdoing.This might be a harbinger of things to come.A new piece of legislation, the Department of Veterans Affairs Accountability and Whistleblower Protection Act (S.1094), gives the Secretary of Veterans Affairs greater authority to fire misbehaving or underperforming employees while also shortening the appeals process for those firings and prohibiting employees from being paid while they are pursuing an appeal.New safeguards against retaliation are provided for employees who submit complaints with the VA general counsel’s office, and the recruiting process for new employees to meet present and future manpower shortages at the VA is shortened as a result of the bill.″Our veterans have fulfilled our obligation to this country, and now it is our responsibility to fulfill our obligation to them,″ President Trump stated.

  1. President Barack Obama went on to say that ″many veterans died while waiting for a basic doctor’s visit,″ referring to the VA service wait-time scandal that broke in 2014.
  2. Even though what transpired was a national embarrassment, several of the individuals who were implicated in these incidents continued to work for their employers.
  3. Our out-of-date legislation prevented the government from bringing those responsible for the failures of our veterans accountable.
  4. That legislation is being changed today.″ Earlier this year, President Trump signed an executive order establishing the Office of Accountability and Whistleblower Protection inside the Department of Veterans Affairs (VA), with the goal of weeding out poor personnel and outmoded regulations that had allowed them to escape being dismissed.

The new law is meant to strengthen the authority of that office.

10 Ways to Get Fired From Federal Government (Or At Least On Your Way Out the Door)

Despite the fact that it has been difficult to terminate government personnel, it is not impossible.With new legislation enacted throughout time, it has become increasingly viable.You only have to ask employees at the Department of Veterans Affairs (VA) whether it is possible to be dismissed – the VA recently reported that it had fired more than 500 employees in only five months, a statistic that would be considered exceptional in and outside of government.While maintaining the continuity of operations and combating favoritism have long been cited as the principal reasons for the inability to terminate government personnel, at some point, such justifications no longer appear to be rational — either for the government or its employees.Employees of the government who are the subject of an inquiry may be placed on administrative leave until the matter is addressed.Unions and other checks and balances can cause the process to be slowed or stopped altogether.

  1. Never underestimate the danger of making any of these blunders, since they have the potential to completely wreck your career.
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1. Poor Performance

Despite the fact that bad performance in the public sector may result in you being fired, many government employees have managed to remain employed despite their poor performance.If an employee’s performance has a significant negative influence on the company’s operations and the problem has been thoroughly documented, he or she will be terminated more frequently.Poor performers have occasionally had their billets adjusted in order to limit their influence, but in the end, this just serves to harm others who are forced to work with the employee.

2. Questionable moral judgement and visiting questionable websites.

This should be a no-brainer because it will get you fired in a variety of other situations as well. When you are using a government-owned computer or smartphone, you should be aware that Uncle Sam is constantly keeping an eye on you. The appropriate usage of government systems is required.

3. Accepting bribes.

What I’m wondering is if the Navy officers aboard the USS Blue Ridge would look back and recognize that the bribes they accepted from Singapore-based contractor Leonard Glenn Francis were not worth it.Employees and contractors must have zero tolerance for any form of bribery, no matter how modest the sums involved.This is important to the national security of our country.This is one of those deeds that not only gets you fired, but also saves you from a cold, hard seat in prison for the rest of your life.

4. Not reporting conflicts of interest.

A large number of government employees are required to complete OGE form 450s (Confidential Financial Disclosure Form). Employees who fail to correctly complete this form or who misrepresent information may be relieved of certain responsibilities, which may necessitate the employee’s search for other work.

5. Espionage.

Sometimes espionage is carried out with the intention of causing harm to the United States.Spy agents may also behave in an altruistic manner, believing that they are giving information for the greater benefit, or they may believe that their acts qualify as whistleblowing.Remember that it is imperative that you never take risks with classified material, especially if your employment requires you to speak with reporters or provide information with defense publications.The act of espionage or the dissemination of secret information is a certain way to lose your job and end up in prison.

6. Padding a job for when you retire.

If you have high ambitions of working for a contractor following your federal employee tenure, be aware that if you award a contract and then go to work for the contractor, concerns will surface.Darleen Druyun was not fired from the federal government, but she was subjected to a criminal investigation by the agency.The fact is that, as a government employee, you have a significant obligation to look out for the best interests of the country and its taxpayers.As a federal employee, it may be exhausting to be underpaid and undervalued, and it can be tempting to want to exploit your position of authority to improve your own circumstances.

7. Credit Card Abuse.

Employers insist that workers use a government credit card and that they may not get payment for many weeks after returning from TDY, but they are still obligated to pay the entire amount when it is due.Failure to do so may result in the loss of credit card privileges.If your incapacity to travel has an influence on your existing job obligations, it is possible that you may need to locate another position.If necessary, make adjustments to your personal spending plan to compensate for the payment processing delays.

8. Engaging in political activity while on duty.

According to the Encyclopedia of Ethical Failure published by the Department of Defense, ″While federal workers are free to support the political candidates of their choice, the Hatch Act bans federal employees from engaging in political activities while on duty.″ As a result, you will be unable to send out emails, distribute campaign stickers, wear campaign buttons to work, fundraise in federal facilities, or even run for public office while you are employed by the government of the United States.You are not permitted to attempt to persuade your subordinates or coworkers to vote for a specific candidate, otherwise you will be in violation of the Hatch Act.For breaches of the Hatch Act, the Department of Labor may impose disciplinary measures ranging from a 30-day suspension without pay to termination from federal employment.

9. Abusing your position.

It’s possible that some former government personnel believed that their employment provided them with some authority.Indeed, if your acts appear to be a misuse of authority, you may find yourself the target of an inquiry and at danger of termination.If you are stopped for a traffic violation, do not attempt to provide your federal employee credentials in the hopes of avoiding a citation.Do not ask your workers to look for information or write papers for the children in your life, and do not ask contractors to perform work that does not fit under the scope of the contract if they are not required to do so.It is for a reason why regulations are in place, and abusing your position will result in your dismissal or early retirement.

10. Gift violations.

To eliminate the impression of federal personnel taking gifts, the law was enacted in 2009.The federal government has put safeguards in place to protect personnel in order to guarantee that bribery is not a problem.Understand how thoroughly the checks are conducted when it comes to personal presents, whether they come from workers (particularly subordinates) or from third-party vendors with whom you have business.If a gift has an aggregate market value of $20 or less per source per occasion,″ federal employees are prohibited from soliciting or accepting gifts, according to the Office of Government Ethics, and the value of gifts accepted under the ″$20 rule″ from a single source cannot exceed $50 in a given calendar year, according to the Office of Government Ethics.If you’re going out to lunch with a contractor, it’s a good idea to bring your own lunch money with you.Remember to think about things like holidays, office parties (retirement, promotions, birthdays, and so on), kind gestures, and even corporate samples, and make sure you are not breaking the law.

  1. Fortunately, if you do not attempt to cover up your mistakes but instead put things right by returning what has been granted to you, the ramifications will be diminished or eliminated.
  2. Gift infractions have occurred even among federal workers who have worked for the government for more than twenty years, therefore it is important to follow the regulations as closely as possible.
  3. It’s also vital to know that some of these activities will not only result in your dismissal, but they may also result in your imprisonment.
  4. Maintaining awareness of your status as a government employee and treating it with decency are always recommended.

Even a cursory glance at the Department of Defense’s Encyclopedia of Ethical Failure will provide you with several instances of why we have ethical standards in place.As you go through dozens of stories of how others failed to meet expectations, you’ll realize how easy it is to jeopardize your own career.

12 Easy Ways To Get Fired – Zippia

Is it possible that you’ve found yourself in a job scenario that isn’t working out?If you wake up every morning thinking, ″God, I wish they’d just fire me already,″ you’re not alone in feeling this way.Most of us will find ourselves working in jobs that we don’t particularly enjoy to our hearts’ content at some time in our lives.There are more effective ways to leave a job that isn’t a good fit than being fired.Simply quitting your job and leaving on good terms with your employer would allow you to keep your reputation while adding another individual to your list of references.But here’s the kicker: some individuals despise their employment but are unable to leave because they lack the financial means to do so.

  1. When you are dismissed, you may be granted a severance payment or the opportunity to file for unemployment benefits, which can alleviate financial difficulties while providing you with time to pursue a new career opportunity.
  2. For those of you who aren’t concerned about carrying around the stigma of being ″that person who was fired,″ we have some good news for you: being fired is less difficult than you would imagine!
  3. Follow these 12 recommendations to ensure that you don’t lose your work in the future.

12 Easy Ways to Get Fired

  1. Were you forced to stay in a job setting that was simply not conducive to your well-being. Every morning, if you wake up thinking, ″God, I wish they would just fire me already,″ you aren’t alone. Most of us will find ourselves working in occupations that we don’t particularly enjoy to our hearts’ content at some time during our lives. Fired is not the only way to get out of a bad work
  2. there are other options. Consider the alternative: quitting your work and ending on a positive note with your employer, so preserving your reputation and adding another person to your list of references. What’s more, here’s the kicker: some individuals despise their employment but are unable to leave because they lack the financial means to do so on their own. When you are dismissed, you may be offered a severance payment or the opportunity to file for unemployment benefits, which can alleviate financial difficulties while providing you with time to locate a new position. For those of you who aren’t concerned about carrying about the stigma of being ″that person who was fired,″ we have some good news for you: getting fired is less difficult than you would imagine! Stick to these 12 pointers to ensure that you get fired from your current position.

Is It Better to Quit or Be Fired?

Although quitting your job appears better on your work history, being fired (for the correct reasons) might make it easier to qualify for unemployment compensation.The truth is that when you’re job seeking, telling a hiring manager or recruiter that you left rather than were fired is far less difficult to swallow.Additionally, employment applications will frequently question, ″May we contact this employer?″ and selecting ″no″ too many times can raise a red signal for recruiters, who will disregard the information.When explaining to an interviewer why you decided to leave your job, you have the opportunity to direct the narrative.As a result, hunting for work becomes far less difficult, particularly in current difficult employment market.Apart from that, quitting your job rather than being fired increases your chances of receiving a positive reference letter from your employer.

  1. The disadvantage of quitting is that you will (generally) be ineligible for unemployment benefits or severance compensation if you do so.
  2. Many job searchers like to have these advantages available to them while they are looking for work.
  3. In the event that you are terminated for an extremely egregious cause (such as those listed above), you can almost ensure that you will never receive a favorable recommendation from your previous employer.
  4. It’s possible, though, that you’ll be able to get unemployment benefits or perhaps a severance payment, provided you approach the situation correctly.

Best Ways to Get Fired

While there is no ideal method to be dismissed, there are some that are preferable from the standpoint of receiving unemployment benefits once your termination is finalized.Those 12 simple techniques we listed above will almost likely provide your employer a legitimate reason to fire you, which means you will not be eligible for unemployment benefits.Some of these might even get you in legal jeopardy.However, nothing beats a good old fashioned case of stupidity when it comes to getting fired.The consequences of making high-profile blunders will ultimately catch up with you, even if it takes a bit longer than you expected.Particularly if you make different mistakes each time (so that it isn’t immediately evident what you’re doing) and publicly blame those in positions of authority above you in the company hierarchy.

  1. If you’re quite certain that layoffs are on the horizon for your department, you may simply inform your boss that you’d like to be at the head of the layoff list if necessary.
  2. It makes their life simpler, and it almost ensures that you will have no problem obtaining unemployment benefits while you hunt for work during that time.

Final Thoughts

For those of you who are unhappy with your new job but are confident in your ability to find a better one without too much difficulty, you might consider simply resigning and moving on with your life rather than burning any bridges in the process.In the event that resigning and finishing on a tranquil note just isn’t an option, and you’d like to go out with a bang and create a commotion, you now have the knowledge of what to do.As for those of you who are madly in love with your work and want to retain it forever, you now know exactly what mistakes you should avoid doing in order to maintain your ideal job forever.We at Zippia enjoy assisting people from all walks of life.Thank you very much.Never let an opportunity pass you by that is a good fit for you.

I was terminated by the usps for being 2 hours late to orientation. I am not selected for tons of other usps positions. why can’t i be rehired?

  1. Answered on the 8th of January, 2022 You may or may not get rehired depending on the scenario. I was separated at the end of my 80-day probationary period and fired for missing work due to illness inside my 90-day probationary period
  2. I reapply three years later and was hired back
  3. The question was answered on November 17, 2020.
  4. You arrived at work two hours late on your first day of employment.
  5. There is a clear indication to the postal service that you have no regard for their time in doing so.″
  6. Despite the fact that you were fired from one postal facility, the information about your termination is available to all postal facilities, resulting in you being ″blackballed″ from future employment.
  7. It is possible that you may have to wait several years for those records to be expunged before you can be considered for re-employment.
  8. On November 21, 2018, I received an answer to my question.
  9. You violated one of their most important regulations.
  11. On April 6, 2018, I received an answer.
  12. Depending on the city/state you work in, you may get rehired.
  13. Keep trying
  14. don’t give up.
  15. Answered on the 8th of September, 2017. – Rural Carrier Associate (Present Employee) – Melissa, TXI If you were fired, you will not be considered for rehire. The United States Postal Service will only rehire you if you resign or give notice
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Related questions (more answers below):

It was a union that supported the employees. Answered on July 28, 2017 by Clerk, Carrier (Former Employee) – Indianapolis, IN Management was rarely consistent in its treatment of employees.

On July 28, 2017, Clerk, Carrier (Former Employee) – Indianapolis, INHad a labor union that stood up for the workers. There were very few instances of fairness in management.

r/USPS – Getting fired while on probation (is there any hope?)

I’ve been working as a mail handler for around 60 days.My work has never been criticized, and I have never received any negative feedback.Aside from one call in and one time I stayed home ill, and maybe two instances of being a little late, there has never been a meeting or disciplinary action taken against me for any of these things.It happened the other day that I failed to load up two pallets of mail that were intended to be worked, which caused them to be delayed, and they were really furious about it.Then they brought me in for my ″60-day review,″ at which point they informed me that I had been dismissed without any prior notice or the presence of any union representatives in the room.I largely simply apologized and didn’t really defend myself (I hadn’t been adequately taught on the operation).

  1. After that, I spoke with my union representative, who spoke with certain people and informed me that what they were doing was incorrect.
  2. Is there any chance that I will be able to maintain my job?
  3. Is it truly possible for them to simply fire you for no apparent reason, or can the union file a grievance and have it resolved?
  4. What happens if the union manages to keep me employed?

Will they simply dismiss me again and try to dot their I’s and cross their T’s this time so that it cannot be grieved?


The other day, I overheard a radio show presenter proclaiming that it was virtually difficult to be dismissed from the United States Post Office.He cited a couple of recent incidents in which postal workers engaged in actions that would result in the termination of any privately hired individual, such as peeing on someone’s yard and snatching a woman’s phone and photographing her husband’s crap with it.Despite this, the pooper is still employed as a mailman, and the flashing postman has not yet been terminated.I discovered reports of postal workers selling drugs on their route while on the job, postal workers partying at bars all day and putting their routes off for the following day, and, of course, mail theft after conducting additional online research.In all of these instances, these individuals should have been dismissed, but in the vast majority of situations, they were not.So, what exactly does it take to be terminated from the United States Postal Service?

  1. To summarize, you may presumably crap on other people’s lawns or snap photographs of your penis on stolen mobile phones without getting fired*Edit: Consumer complaints have been received.
  2. Take a look at some of these tales.

r/USPS – How often do people get fired from the post office?

Hello everyone, I’m new to RCA.My orientation for the post of rural carrier associate will begin next week, and I’ve already received an email stating ″congratulations and welcome to the United States Postal Service, you have been hired for the position of rural carrier associate.″ In an ideal world, I’d like to make this my profession.However, the more study I conduct, the more I’m becoming concerned about it.According to my Google searches, there appear to be a significant number of people who are dismissed for seemingly no cause.This is something that has me a little concerned.My ideal job is not one in which I have to go to work every day knowing whether I’m going to get fired.

  1. This has prompted me to consider that on my very first day, before I even log in, I should say something to my PM along the lines of ″I want you to know that I intend to try my very hardest and would love any and all criticism,″ simply to let them know that I’m serious about working hard.
  2. To be quite honest, I interviewed with the PM and another supervisor, and they both appeared to be very laid back.
  3. However, I have discovered from my studies that many people are two-faced liars.
  4. He even admitted that it may take me some time to get the hang of things, but that after a few months, ″it will all simply click and you’ll feel it.″ That gives me the impression that they are a little patient.

I’m hoping for the best.IDK.Possibly, I’m overthinking things here.

  1. Is it difficult to learn a new job?
  2. I’ll confess that it appears to be a bit perplexing at times.
  3. To begin with, I’m going to be suckish and uncoordinated.
  4. This is especially true if I am just working one or two days each week.

Is it possible for me to have any kind of union representation during my probationary period?How often do you see RCAs getting fired, and what are the most common reasons?

USPS Termination Policy In 2022 (All You Need To Know)

″You’ve been fired″ can be expressed in a variety of ways, including being canned, being given a pink slip, or being dismissed altogether.Separation is the term used by the United States Postal Service to describe any action that leads in a person losing their employment.If you are already employed by the United States Postal Service or are considering applying for a position with the postal service, you may be wondering about how the postal service handles terminations.If this is the case, stay reading to find out what I discovered!Depending on whether the individual in issue is a career or non-career employee, as well as whether the employee has completed the probationary period, the United States Postal Service handles terminations in a different way.Expulsion from the company in 2022 may be based on misconduct, failure to satisfy employment standards, or the expiration of an appointment.

  1. Employees with long-term employment receive the highest safeguards, whilst temporary employees receive the least.
  2. For more information on why the United States Postal Service dismisses employees, including whether or not you may be dismissed by a USPS supervisor, continue reading this page for further facts, suggestions, and information on this subject!

Why Does USPS Fire Employees?

  • There are a variety of reasons why the United States Postal Service may terminate employees
  • nevertheless, let’s take a deeper look at some of the more typical ones. The following are the two most typical forms of terminations experienced by career employees: Removal – Career employees who are dismissed for a legitimate reason, such as misusing business property or stealing from the firm
  • Employees who are fired before completing their probationary period, including those who fail to satisfy job standards or those who are found guilty of misbehavior, are disqualified from further employment.
  • Disqualification can also occur if the United States Postal Service learns of facts that would have disqualified the employee if it had been known at the time of appointment. Additionally, there are two types of terminations available for non-career employees, which are as follows: Termination or expiry of a contractual arrangement – Describes personnel who have completed their term of employment or whose services are no longer required.
  • Separation – The termination of an employee’s employment due to his or her failure to meet expectations.

Final types of termination include’separation – disability,’ which applies to career workers who have finished their probationary period and are no longer eligible for benefits.In the event that their medical condition leaves them unable to execute the responsibilities of their employment and they are ineligible for disability retirement, these personnel will be dismissed from their positions.

Can A USPS Supervisor Fire You?

Employees of the United States Postal Service (USPS) enjoy more employment protection than those employed in the private sector since they are government employees.To put it another way, a supervisor at the United States Postal Service cannot just terminate staff.Postal employees cannot have their employment taken away from them without going through the proper channels.The procedure varies based on the nature of the work (i.e.temporary or career).Temporary employees may be terminated at any time after receiving a written notice of termination from their employer.

  1. Career employees are afforded even more safeguards, and they will be required to go through a variety of procedures before being sacked.
  2. Career staff are required to do the following tasks:
  1. Be informed of the intended termination and provided an explanation as to why it is being suggested
  2. A reasonable chance to see and examine any evidence that could be used against them in connection with the proposed termination
  3. Before any judgment is made, the accused should be given a meaningful opportunity to react to and dispute the claims.
  4. Have a legal system for appealing a judgment that is suitable

What Is USPS Employee Misconduct?

  • Misconduct is defined as the purposeful or inappropriate use of Postal Service resources by the United States Postal Service. The following are examples of what I mean: misappropriation of power or authority
  • misappropriation of resources such as tools, automobiles, or office equipment
  • Theft or destruction of postal service property
  • falsification of official papers
  • theft of cash
  • and other crimes
  • While on the job, employees may use or sell illegal substances
  • they may also consume alcohol on corporate premises.

Will USPS Rehire You After Getting Fired?

A direct response to this query doesn’t appear to be available at this time.More accurately stated, it appears that the USPS will not rehire former employees who have been sacked in theory, but in fact the situation is more complicated.If you were dismissed for serious misbehavior, such as stealing or damaging property, your prospects of being rehired are little to none, to be clear.However, if you were fired because of tardiness or low attendance, there is a potential that you will be rehired by the United States Postal Service.One of the primary reasons the United States Postal Service (USPS) may miss an earlier termination is that the postal service is chronically understaffed.Basically, they are in desperate need of bodies and cannot afford to turn away a large number of candidates.

Can USPS Employees Apply For Unemployment?

  • Unemployed former workers of the United States Postal Service (USPS) are eligible for compensation under the Unemployment Compensation for Federal Employees Program (UCFE). Despite the fact that postal workers are federal employees, their unemployment benefits are provided by the state in which they live. In other words, UCFE is a government-sponsored initiative. Therefore, jobless post office employees should contact their state’s unemployment insurance department to make a claim for unemployment benefits. It should go without saying that your eligibility for unemployment compensation is determined by the job security laws in your state. In spite of this, every state mandates that a candidate complete the following steps: You must be jobless or working less than full–time as defined by the state employment security legislation, and your wages must be less than a certain amount as stated by the state law.
  • Fill out an employment application and file an application for unemployment compensation at a local state employment security office
  • Have worked for a certain length of hours or earned a specified amount of pay (or both) during a defined time frame
  • Have the capacity to work
  • be available for work on a regular basis
  • and be actively seeking employment.
  • Prepare and submit periodic reports to the local state employment security office
  • In contrast, disqualification regulations differ from one state to the next in terms of scope. For some sorts of separations, job security rules in most states provide a time of entire disqualification or a period of temporary disqualification, depending on the state. Former employees of the United States Postal Service are not disqualified from receiving unemployment benefits if their separation was the result of an involuntary termination of employment (other than misconduct) or if their separation was the result of a voluntary termination or resignation for good reason. Employees of the postal service, on the other hand, will be disqualified for the following reasons: Among other things, they were fired for misbehavior
  • they willingly resigned without good reason
  • they declined to accept a suitable position without good reason.

Additionally, our entries on the United States Postal Service sick leave policy, the United States Postal Service inclement weather policy, and the United States Postal Service background check policy may be found here.


When compared to the majority of private-sector positions, the United States Postal Service’s termination policy is rather lenient.For career employees who have successfully passed their probationary phase, this is especially true.These personnel are protected by due process rights and have the opportunity to defend their positions.Non-career employees have less safeguards than career employees, although they must still be notified in writing if they are about to lose their jobs.Furthermore, both categories of employees are entitled for unemployment compensation and, in the majority of circumstances, can be rehired.

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