Federal employees work within a complex legal framework that differs significantly from the employment laws governing the private sector. For attorneys unfamiliar with federal employment law, understanding the agencies, statutes, regulations, and administrative procedures involved is essential to providing sound initial advice and recognizing when referral to specialized counsel is appropriate. This two-hour CLE provides a practical roadmap to federal-sector employment law. The first hour demystifies the five principal agencies that shape federal employment rights and responsibilities: the Merit Systems Protection Board (MSPB), Equal Employment Opportunity Commission (EEOC), Federal Labor Relations Authority (FLRA), Office of Special Counsel (OSC), and Office of Personnel Management (OPM). Participants will examine each agency's statutory and regulatory authority, primary functions, jurisdiction, and recent developments affecting its work. During the second hour, participants will apply this foundational knowledge to two hypothetical client matters: a federal employee facing disciplinary action and an employee alleging workplace discrimination. Through these examples, the course will explore MSPB appeal rights, federal-sector EEO procedures, jurisdictional considerations, recent OPM regulatory changes, and the critical deadlines and procedural choices that can determine a client's available remedies. Designed for attorneys who do not regularly practice federal employment law, as well as those considering expanding into this specialty, the course emphasizes practical issue identification, informed initial counseling, preservation of client rights, and timely referrals. Learning Objectives Upon completing this program, participants should be able to: 1. Identify the principal federal employment oversight and adjudicatory agencies and distinguish their respective functions and jurisdictions. 2. Recognize the statutory and regulatory frameworks governing federal employee discipline, discrimination, whistleblower protections, and labor relations. 3. Evaluate how employee status, appointment type, and recent OPM rules may affect available procedures and appeal rights. 4. Distinguish between MSPB appeals, federal-sector EEO complaints, negotiated grievance procedures, and whistleblower remedies, including circumstances involving overlapping jurisdiction. 5. Spot critical deadlines, procedural elections, and other issues requiring immediate action or consultation with specialized federal employment counsel.