Federal Employee Conduct Investigation Lawyer

What Are My Rights During A Federal Conduct Investigation?

If you are a federal employee who is facing an investigation for administrative misconduct, it is important to understand your rights and how to proceed with the investigation.

Typically, you will first be given a warning, either a Garrity or a Kalkines warning, depending on the nature of the investigation. The Garrity warning informs employees that they have a right to refuse to answer questions about the investigation, essentially the right to remain silent if their responses could disclose criminal acts. The Kalkines warning is the opposite, requiring that you answer questions regarding the purely administrative investigation.

Under all circumstances, it is recommended that you seek representation from an attorney (and union rep if applicable) to inform you of your rights at all junctures.

Why Choose The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC?

When facing a federal conduct investigation, it is crucial to have skilled and experienced attorneys by your side. At The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC, we specialize in employment law and have a deep understanding of the complexities involved in federal employee conduct investigations.

Here are a few reasons why you should choose us:

• Expertise: Our team of attorneys has extensive knowledge and experience in federal employment law and conduct investigations. We stay up-to-date with the latest changes in regulations and can provide you with the most effective defense strategies.
• Personalized Approach: We understand that every case is unique, and we tailor our approach to meet your specific needs. We will take the time to listen to your concerns, gather all the necessary information, and develop a strong defense strategy that is focused on achieving the best possible outcome for you.
• Strong Advocacy: Our attorneys are skilled negotiators and litigators who will fiercely advocate for your rights throughout the investigation process. We will ensure that your side of the story is heard and that your rights are protected at every stage.
• Compassionate Support: Going through a conduct investigation can be stressful and overwhelming. We are here to provide you with the support and guidance you need during this challenging time. Our team will be available to answer your questions, address your concerns, and provide you with regular updates on the progress of your case.

Don't face a federal conduct investigation alone. Contact The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC today to schedule a consultation and let us help you navigate through this complex process.

Federal Employee Conduct Investigation FAQ

1. What Types of Conduct Lead to a Federal Employee Investigation?

Federal employee investigations can be triggered by allegations of misconduct such as:

• Ethical violations (e.g., bribery, corruption)
• Violations of workplace policies (e.g., time theft, insubordination)
• Performance-related issues (e.g., failure to meet job standards)
• Criminal activity (e.g., fraud, embezzlement)

2. What Should I Do If I Am Accused of Misconduct?

If you are notified of an investigation:

• Contact a federal employment attorney immediately
• Avoid discussing the investigation with colleagues
• Collect any documentation that may support your defense
• Prepare for potential interviews or hearings with legal counsel present

3. What Are My Rights During a Federal Employee Investigation?

Federal employees have the right to:

• Legal representation throughout the investigation
• A fair investigation process with full access to relevant evidence
• Privacy and confidentiality as outlined by agency regulations

4. How Long Do Federal Employee Investigations Typically Last?

The duration can vary based on the complexity of the case, but most investigations are completed within a few weeks to several months.

5. What Are the Possible Outcomes of a Federal Employee Investigation?

Potential outcomes may include:

• Clearance of all allegations
• Disciplinary action (e.g., suspension, demotion)
• Termination of employment
• Referral for criminal prosecution, if applicable