Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

The OPM rule is only if the spouse was considered 100% disabled on or before their date of separation from the military.

I know plenty of ex-military who have been milking the system for years to get their disability ratings to 100%. It’s not for this.

This is inflammatory, but more importantly, it is incorrect. OPM’s exemption from RTO follows the mil spouse hiring authority definition which is not limited to spouses of service members who received a 100% rating prior to or on the date of separation.

The only specification is that the disability is service connected.

This. The statute states that the rating is on the date of separation but OPMs guidance has interpreted this to mean you are considered a mil spouse for hiring authorities on the effective date of the 100% rating from the VA.

It makes sense since you can’t get that rating without it being service connected. Meaning the injuries/conditions for the disability were present at discharge/retirement even if it did not worsen or evidence until later.

Anonymous wrote:

Anonymous wrote:Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

The OPM rule is only if the spouse was considered 100% disabled on or before their date of separation from the military.

I know plenty of ex-military who have been milking the system for years to get their disability ratings to 100%. It’s not for this.

This is inflammatory, but more importantly, it is incorrect. OPM’s exemption from RTO follows the mil spouse hiring authority definition which is not limited to spouses of service members who received a 100% rating prior to or on the date of separation.

The only specification is that the disability is service connected.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

The OPM rule is only if the spouse was considered 100% disabled on or before their date of separation from the military.

I know plenty of ex-military who have been milking the system for years to get their disability ratings to 100%. It’s not for this.

My spouse was medically retired due a severe and incurable injury, but thanks for bringing up veterans “milking the system.”

Ok, Jan. Maybe your spouse doesn’t but there are plenty who do, and that’s undeniable.

Anonymous wrote:

Anonymous wrote:Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

The OPM rule is only if the spouse was considered 100% disabled on or before their date of separation from the military.

I know plenty of ex-military who have been milking the system for years to get their disability ratings to 100%. It’s not for this.

My spouse was medically retired due a severe and incurable injury, but thanks for bringing up veterans “milking the system.”

Anonymous wrote:Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

The OPM rule is only if the spouse was considered 100% disabled on or before their date of separation from the military.

I know plenty of ex-military who have been milking the system for years to get their disability ratings to 100%. It’s not for this.

I wish. Someone told me this too. My husband is retired Navy and 100% P &T but my Agency does not have telework except for limited circumstances so I am not about to ask!

I wish! My husband is retired military, without disability. Unfortunately that isn't covered in my agency.

Anonymous wrote:

Anonymous wrote:Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

If they need an RA, possibly.

To be clear, all of this is up to your agency, it’s not automatic. OPM determined preexisting categories of exceptions to RTO. But an agency can still determine it’s not able to give an exception based on a variety of factors. Similar to an RA, if it prevents an employee from being able to do their job, an agency does not have to grant it.

Anonymous wrote:Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

If they need an RA, possibly.

Wait, I can be FT remote if my spouse is 100% disabled vet? Because I’d qualify for this. Could my 100% disabled spouse qualify for WFH?

Anonymous wrote:Just spoke to someone who in fact is doing this I will update you when I know if it's approved.

TW for just retired military would depend on Agency policy.

OPM has followed the definition of military spouse when granting a compelling exception for military spouses. This includes spouses of active duty service members, obviously. It also includes an unmarried widow/widower of service members killed on active duty and spouses married to 100% service connected disabled veterans.

If this applies to you, you would qualify for remote work per OPMs predetermined exceptions. Otherwise, it’s up to your agency.

Just spoke to someone who in fact is doing this I will update you when I know if it's approved.

He’s retired, no.

No

After we are married, can I request permanent wfh status as a fed based on DH military time? He is retired now. Seems to good to be true but someone mentioned it. My manager will not be pleased but if it's allowed it's too good to pass up.