Now Available to All Federal Employees for Immediate Shipment
(YOU WON'T FIND THESE RETIREMENT PLANING GUIDES ANYWHERE ELSE,
EXCEPT FEDWEEK!)
Brand New 2005 CSRS and FERS Retirement Planning Guides
Just Published!
To order your CSRS Retirement Planning Guide, go directly
to http://www.fedweek.com/csrs.htm
To order you FERS Retirement Planning Guide, go directly to
http://www.fedweek.com/fers.htm
Brand New FREE OFFER FOR OUR FEDWEEK READERS:
Special FREE Publication: Your Strategic Guide to Investment
and Financial Planning
FEDweek will give you absolutely FREE this sought after financial
planning pub. Here's a partial look at an overview of the
table of contents of this FREE Pub:
This FREE Book offer is good for the first 10,000 orders
we receive for either the 2005 CSRS or FERS Retirement Planning
Guides. And considering the dramatic response this offer won't
last too long, so get your order in now!
(Limited One FREE Book per order)
This is one way we can say thank you for allowing us to serve
your needs and we hope to for many years to come!
****************************************************
The 2005 CSRS Retirement Planning Guide
http://www.fedweek.com/csrs.htm
The 2005 FERS Retirement Planning Guide
http://www.fedweek.com/fers.htm
Below you'll find more details about these publications.
The 2005 CSRS and FERS Retirement Planning Guides
http://www.fedweek.com/pub/index.php
Now in their seventh year of print (and over 350,000 sold),
these CSRS and FERS Retirement Planning Guides truly help
you fully understand your federal retirement.
These planning guides simplify the retirement planning
process, helping you calculate your annuity (with plenty of
examples), warn you about possible reductions in your
annuity, tell you how Social Security fits into the picture,
and what to do about health and life insurance. In short,
they contain everything you need to know to make your
federal retirement a success.
These 2005 CSRS & FERS Retirement Planning Guide are NOT
Dot.com downloads or government handouts or pamphlets, they are
In-print comprehensive and easy-to-understand planning guides
that were written and edited by our veteran-team of federal
retirement planning experts in the field. Here are some of the
key features and updates that these 2005 retirement planning
include:
ALSO IN THESE 2005 CSRS & FERS RETIREMENT PLANNING GUIDES:
How to calculate your annuity (with plenty of easy-to-follow
examples)
Eligibility requirements
Different retirement types (regular, early, deferred, special
disability)
Credit for military service
Deposits and redeposits
Cost of living adjustments
The effect of divorce on annuities
Social Security
The Thrift Savings Plan
Taking health and life insurance into retirement
Annuity taxes
Survivor benefits
And much more!
Go to http://www.fedweek.com/pub/index.php
to place your order now and get your FREE Pub: Your Strategic
Guide to Investment & Financial Planning shipped to you
immediately.
Other Ways to Order:
You may also call our toll-free order line at (888) 333-9335
to place your order for these retirement planning guides:
The 2005 CSRS Retirement Planning Guide
http://www.fedweek.com/csrs.htm
The 2005 FERS Retirement Planning Guide
http://www.fedweek.com/fers.htm
Or you may also mail your order with payment of $13.95
($9.95 plus $4.00 s&h) to:
FEDweek P.O. Box 5519, Glen Allen, VA 23058.
Special Bonus:
The first 10,000 orders placed for either of these CSRS and FERS
Retirement Planning Guides will receive a FREE Pub:
Your Strategic Guide to Investment and Financial Planning.
Please pass this information on to your fellow colleagues.
13. Federal Legal Corner: EEO Complainants Must Prove Pecuniary
and Compensatory Damages
The Equal Employment Opportunity Commission recently denied pecuniary
(monetary) damages for a successful complainant who was reinstated
after a finding that the Postal Service had discriminated against her
in reprisal for her EEO activity. Cynthia L. Keller v. John E.
Potter, Postmaster General, U.S. Postal Service, Appeal No. 01A34761
(9/15/04). Following a supplemental investigation as to complainant's
entitlement to compensatory damages for pain and suffering, the
agency found that the claims were not supported by necessary evidence.
The agency found that complainant had concentrated on her medical
condition and attendant costs without linking them to her
discriminatory termination.
The EEOC noted that "to recover damages, the complaining party must
prove that the employer's discriminatory act or conduct was the cause
of his/her loss, that is, whether the complaining party incurred the
pecuniary losses as a result of the agency's discriminatory action
or conduct," citing Enforcement Guidance: Compensatory and Punitive
Damages Available under 102 of the Civil Rights Act of 1991 (7/14/92).
While complainant submitted copies of the relevant documents, e.g.,
medical bills for consultations and drugs, late fees charged for
delayed payment of household bills, interest on a loan, insurance
costs, and incidental fees for copying and postage, she failed "to
demonstrate how each item was proximately caused by her removal,
e.g., the reason she consulted doctors, the purposes of the
prescription drugs purchased, and how the agency was responsible
for the expenditure of the funds." Furthermore, the EEOC found
that "her claim for payment of a vacation paid for by her
mother-in-law does not indicate that reimbursement was due; her
loss of rental income on a house undergoing construction is too
speculative; and a complainant is not entitled to reimbursement
for time spent on EEO activity" although she would be entitled
to restoration of lost leave.
The complainant's claim for $50,000 in compensatory damages for
emotional pain and suffering was reduced to $5,000. While she
described her stress and sadness, lack of self-confidence, and
damage to her career, "she did not indicate if she was treated
medically for her emotional pain and suffering." Moreover,
complainant failed to submit evidence of the "observations and
effects of her emotional distress on her family." However,
because she indicated that she experienced some emotional pain
and suffering due to her discriminatory termination, she was
awarded $5,000 in non-pecuniary damages.
This decision indicates the importance of linking damages for
both monetary losses and emotional pain and suffering to the
discriminatory actions taken against you. Not only is such
linkage crucial, but it should be buttressed by support of
immediate family members and friends as well as any related
medical evidence of emotional or physical pain and suffering
caused by the discrimination.
** This information is provided by the attorneys at
Passman & Kaplan, P.C., a law firm dedicated to the
representation of federal employees worldwide. For more
information on Passman & Kaplan, P.C., go to
http://www.passmanandkaplan.com. **
FEDweek
Publisher, Don Mace
VP of Marketing, Kevin Couch
Website: http://www.fedweek.com
11541 Nuckols Rd. Suite D
Glen Allen, VA 23059
(804) 288-5321
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