Anonymous wrote:

Anonymous wrote:To make sure you don't run away with secret formulas!

That Crabby Patty formula is worth billions.

But it's worth every penny!

Anonymous wrote:

Anonymous wrote:The latter and no.

It could be that your situation involves labor relations or mixed case.

I've been pondering this answer for a while now, and I have no idea what you mean. Sure, if the person is in a bargaining unit, it involves labor relations. But why would that have anything to do with why counsel would get involved? And what would the "mixed case" aspect have to do with it? That is just about the choice of forum, not whether there is a legal matter to be resolved.

Does your agency have a union to represent employees? They could be very helpful.

Accept that this is not good news and act accordingly. Good advice above. Say little, sign nothing.

Anonymous wrote:You can go and listen, and neither confirm nor deny anything. Take copies of everything the present to you and tell them you need your lawyer to look them over. Actually, if you have legal representation, they're not supposed to deal with you without your lawyer present.

from a 26 yr. Fed. manager whose portfolio included personnel issues ... this is a good suggestion.

Sign nothing at that meeting and bring your own rep if at all possible.

Anonymous wrote:How much do Federal agencies offer for signing non-disclosure* agreements?

*seperation agreements

How much do Federal agencies offer for signing non-disclosure agreements?

Anonymous wrote:To make sure you don't run away with secret formulas!

That Crabby Patty formula is worth billions.

You can go and listen, and neither confirm nor deny anything. Take copies of everything the present to you and tell them you need your lawyer to look them over. Actually, if you have legal representation, they're not supposed to deal with you without your lawyer present.

Constructive discharge usually means that while you technically resigned you were sort of forced out in one way or another, perhaps on an illegal pretext or maybe just due to lousy management. Anyway, I'm guessing concerns about you suing are at least part of the reason they want you to meet with Legal. Be careful. Don't sign anything you're unsure about without having your own lawyer look it over.

Don't say anything, agree to anything, or sign anything in the meeting. Listen, say, "I will have to take that into consideration" etc,p. ask for the purpose of the meeting. If you are in the union, use their legal counsel.

I was once asked by federal govt ogc to sign a separation agreement saying I promised not to sue. I have a disability and the agency's software was not 508 compliant so I quit for another job but had a bona fide ADA claim. I wasn't even asking them for any money nor threatening to sue. I just said I will quit on this date and the only thing I am asking for is the promise of a good reference. They said they would agree to a good reference only if I signed something promising not to sue. It was disgusting. Yes, this is the federal government that is supposedly so great for people with disabilities. I refused. Did not sue. Just wanted to quit with my rep in tact. My supervisor said he just refers all reference calls to hr anyway and since there was nothing bad in my record they would just confirm dates. OGC really tried to bully me, though, even though they were in the wrong since the software was not Ada compliant.

Hr lawyers are not your friend. Be careful.

I am not a fed - but when I was separating from a company, there were non-competes and non-disclosures.

I asked for the paperwork and took it to a lawyer so I understood what was at issue.

For anything that they said - you signed this when you joined, I asked for the original copies.

Show up with your own employment attorney. Or take the documents they want you to consent to, say thanks and you will get back to them soon after you look them over.

Them take them to your employment atty for review and fill him in on any previous antics.