Every federal employee deserves to work in an environment that values fairness, integrity, and merit. When that balance is disrupted by favoritism, discrimination, or retaliation, it doesn’t just affect the individual; it affects trust in the entire system. Fortunately, federal law provides protections to keep personnel decisions in check. If you believe you’ve been treated unfairly in the workplace, you may be dealing with a prohibited personnel practice (PPP).
At Solomon Law Firm, PLLC, we help federal employees understand their rights and take action when those rights are violated.
What Are Prohibited Personnel Practices?
Prohibited personnel practices are actions a federal employer is not allowed to take when making decisions about hiring, firing, promotions, discipline, or other employment-related matters. These rules are outlined in 5 U.S.C. § 2302(b) and are designed to uphold fairness, transparency, and merit-based personnel systems.
There are 14 specific types of PPPs, and they apply to most federal employees, supervisors, and managers. The U.S. Office of Special Counsel (OSC) investigates complaints involving these violations and may seek corrective action if a violation is found.
If you’ve been sidelined for speaking up or treated unfairly for reasons unrelated to your performance, you may have experienced one of these prohibited practices.
Common Examples of PPPs
Some of the most frequently reported prohibited personnel practices include:
- Discrimination based on race, color, religion, sex, national origin, age, disability, marital status, or political affiliation
- Improper employment recommendations based on factors other than personal knowledge or official records
- Coercing political activity, such as requesting donations or support for a political cause
- Obstructing someone’s right to compete for a federal job
- Influencing a candidate to withdraw from consideration to help or hurt another applicant
- Granting unauthorized preferences that violate law or regulation
- Nepotism, including hiring or advocating for relatives
- Retaliating against whistleblowers who disclose misconduct
- Punishing an employee for filing a grievance, appeal, or complaint
- Taking action based on off-duty conduct that doesn’t affect job performance
- Violating veterans’ preference rules
- Undermining merit system principles, such as fairness, efficiency, and equal opportunity
- Retaliating against employees who refuse to follow illegal orders
- Enforcing nondisclosure agreements or policies that block lawful whistleblower disclosures
Even if the actions seem subtle—like a poor performance review after raising concerns—if they stem from one of these prohibited reasons, you have the right to speak up and pursue a complaint.
If You Suspect a Violation
If something doesn’t feel right, don’t ignore it. You’re not expected to figure it out alone. If you believe a prohibited personnel practice has occurred, you can file a complaint with the U.S. Office of Special Counsel.
The OSC investigates complaints confidentially and has the authority to pursue disciplinary or corrective actions. Federal employees typically face strict time limits, so it’s important to act as soon as possible.
You can file a complaint on your own, but working with legal counsel helps ensure that your concerns are presented clearly, supported by evidence, and submitted through the appropriate channels.
Why Legal Guidance Matters
While the definitions of PPPs are laid out in the law, applying them to your real-life experience isn’t always straightforward. Some cases involve obvious violations. Others fall into gray areas, where intent or timing may be contested.
We help clients determine whether they have a valid claim, document what’s happened, and develop a plan of action. If disciplinary action has already occurred, we assist with appeals and OSC submissions.
Trying to handle these issues on your own can be overwhelming. Our team is here to protect your rights, your job, and your future.
How We Help at Solomon Law Firm, PLLC
At Solomon Law Firm, PLLC, we help federal employees and contractors facing unfair treatment in the workplace. If you believe a prohibited personnel practice has impacted your career, we can assist with:
- Filing a complaint with the Office of Special Counsel
- Responding to investigations or agency inquiries
- Appealing adverse personnel actions
- Crafting a legal strategy tailored to your career goals
We take these matters seriously, and we treat our clients with the care, discretion, and urgency they deserve.
Contact Our Experienced Prohibited Personnel Practices Attorneys
You shouldn’t be punished for doing your job—or for doing the right thing. If you believe you’ve been subjected to a prohibited personnel practice, we’re here to help. Contact Solomon Law Firm, PLLC, today to discuss your situation in confidence.