Updated: November 25, 2020
Senior federal, state, and local agency executives as well as mid-level and frontline managers in government agencies all have access to expert consultation and transactional services in the areas of employee & labor relations and EEOC litigation. This is all without cost. These experts provide government managers professional consultation and transactional support litigating against federal, state, and local public employees. We believe government employees should have the same access to this level of expertise and transactional support at reasonable cost.
Additionally, our consultants take a holistic approach in consulting and will consider many variables not normally considered by legal counsel. For example, we consider the emotional and financial toll prolonged litigation will take on the employee. We also do not believe in pursing cases merely because you can. We constantly assess your case from the perspective of possibly achieving a settlement (always a priority) to prevailing at a hearing. We also consider whether achievable remedies will yield you the results you seek. In some instances, prevailing at an EEO hearing may result in no tangible award or sought outcome.
These questions are our most frequently asked concerning our consulting services. Though we try to provide as much information as possible, you may have a question not included here. Please feel free to contact us.
Do you offer a free initial consultation?
Yes. We provide an initial no cost and no obligation consultation. This no obligation consultation typically lasts less than one half hour and is conducted telephonically. The objective of this consultation is to determine 1) if the services we provide are applicable to your situation and 2) if the services provided would be cost-effective. Requests for free consultation can be initiated by clicking here (fasted method).
How Available Are Consultants to Clients?
Our consultants are perhaps the most available you will encounter. Upon establishing a retainer or flat rate agreement, clients receive the direct cell phone number to their consultant’s dedicated client phone. Calls, text messages, and emails are responded to eighteen hours a day, seven days a week, every day of the year including holidays. Texts and short emails are typically responded to within minutes and voicemail within a few hours at most. Our consultants respond after hours and on weekends (that is when most actually clients prefer), typically working an 18/7 schedule.
Will You Work with My Union Representative?
Yes. We appreciate working with union representatives. Often, this arrangement can result in cost savings and expedite our entry into your case. We have received positive feedback from labor unions in this regard.
Do I Need An Attorney or Union Representative?
Attorneys are not required in cases involving personnel matters (federal, state, or local), though you may prefer an attorney and that’s ok. In fact, you can even have a friend, family member, or coworker represent you directly or indirectly since you are most likely dealing with an administrative matter. It is a common misconception only attorneys or the union can represent or advise federal employees in personnel matters. For example, you can hire a consultant to assist you before the MSPB, EEOC, FLRA, OSC, or even at arbitration because we are consultants, not your direct representative. In some cases, you may want to hire a consultant to handle every aspect of your case. To save even more money, you can retain a consultant to consult with you or just prepare your MSPB appeal, write a grievance response, write your response to a proposed action, prepare you for your oral response to a deciding official, review your documents, prepare your post-arbitration brief, etc.. If it is determined by the consultant at anytime you need an attorney, you will be advised accordingly.
Why Should I Hire a Consultant and Not Use a Union Steward?
In short order, we do what most unions cannot. While we are all strong union supporters, and some of us were once union officials, it has been our experience most federal unions at the local level of operations are simply incapable of representing members in serious matters such as adverse actions (removals and suspensions greater the fourteen days), EEO complaints, serious investigations, non selection matters, and disciplinary actions. This is particularly pertinent now as federal unions recently lost their Official Time under Executive Order 13837. Though portions of the Executive Order were overturned (later reinstated), most union officials had already retired or given up their positions. There are rare exceptions. However, chances are your union is not the exception. Our consultants receive top-level third-party training throughout the year and have significant academic and professional credentials. They practice in this field on a daily basis, a requirement to be in our group. Regardless, we would like to work with your union in assisting you if at all possible. Many unions will even pay our fees or reimburse you for our fees.
Who Will Provide the Consultation?
Consulting is provided directly by senior level federal labor and employe relations experts who provide executive level consulting and transactional litigation services. These consultants have practiced before the MSPB, EEOC, FLRA, arbitrators, OSC, and the FMCS. Many are certified mediators.
Will My Union Pay Your Fees?
Sometimes. Some Unions will even contact us on your behalf or seek telephonic consultation (i.e.; initial or second opinion) regarding your situation. Usually, the more serious the issue, the more likely they will either pay fees directly or reimburse you for fees paid. Nothing prevents any union from paying consulting fees on behalf of members or reimbursing those fees to members (more common).
Do you provide legal services?
No. Consultants do not provide legal services. Consultants provide specialty consulting and advisory services in the wide area of federal personnel matters. We also provide transactional litigation services including written appeals, discovery requests, preparation of motions and responses to motions, evidence preparation, crafting of EEO complaint claims and bases, affidavit support, etc.. These areas include discipline, adverse actions, Equal Employment Opportunity (EEO), retirement, personnel action coding, administrative investigations, FOIA, Merit Systems Protection Board (MSPB) appeals, Federal Labor Relations Authority (FLRA) actions, arbitration, document reviews, union representation oversight, and a variety of other matters.
Is a Consultant Less Expensive than an Attorney?
In every case, without exception, yes. Our recent experiences indicate an initial retainer for an attorney to represent you in an EEOC complaint is $10,000 and an MSPB initial retainer can be as high as $15,000 depending on your geographic location.
At What Stage Should I Hire a Consultant?
The earlier you hire a consultant, the more money you are likely to save and the greater the case litigation efficiency. We prefer to take a preventative approach rather than a reactive approach to problem solving. For example, during a proposed removal stage, your response to the deciding official is absolutely critical. This is your chance to end the proposed action and return your life to normal without further administrative litigation. If you fail to convince the deciding official he or she should mitigate the proposed removal, your next stop is either arbitration (if union approves) or the Merit Systems Protection Board. In some cases you may elect to file an EEO complaint (Mixed Case complaint).
Can a Consultant Just Assist Me and Not “Take my whole case”?
Yes. This is actually our preferred method. We prefer you retain control and save money by doing as much as you can with our assistance only as needed as determined by you. We can provide advice, research, second opinions, write your responses, prepare you for deposition, assist you in discovery, write your discovery motions, and anything else case related. By using us in this way, what could have cost you $15,000 may only cost you $1,200. We call this Indirect Representation. It is the least expensive, yet still effective, method for clients in nearly every situation.
Is a La Carte Consulting Effective?
Yes. Very. You only hire a consultant as needed. However, a retainer guarantees the availability of a consultant. There is never an obligation to continue with services. There I never an obligation to pay a $10,000 retainer.
Do I Designate the Consultant as My Representative?
No, unless specifically directed to do so by your consultant.
Are Consultants Employees of InformedFED?
No. Consultants are associated with InformedFED as contributors or independent advisors but they are not employees. If you retain a consultant, the transaction is between you and that individual consultant. We merely provide a referral and coordination service in these cases. Consultant availability may vary widely at times.
How do I Pay the Consultant?
All payments are made via PayPal or Venmo for security reasons though individual consultants may accept check payments at their discretion or even Venmo. You will be invoiced to the e-mail you provide us. This invoice will detail the service agreement or arrangement. All invoices are payable in full on date received or shortly thereafter. Consulting services are not secured until payment is made.
Are Your Services Tax Deductible?
InformedFED provides expert administrative consulting and related transactional services to federal employees in all labor and employee relations matters.
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The material on this website is intended to provide only general information and comment to the public and federal employees. Although we make our best efforts to ensure information found on this website is accurate and timely, we cannot, and do not, guarantee the information is either. Nor do we guarantee accuracy of any information contained on websites to which our website provide links. Consultants offered through this website are not attorneys and are not employees of InformedFED. They are advanced labor and employee relations practitioners. They provide services to clients in their individual capacities through individual agreements with their clients.