u/FedUpDownNOut

Anyone have any insight or tips on this? Particularly for those of us who've had more of a long-term decline than a sudden onset, this is deceptively tricky to pin down. Is it when I first requested an RA many years ago? When I first started going on a ton of FMLA? When I notify my agency that the RA is no longer sufficient?

What is OPM looking for with this date? I'm guessing they are looking for consistency between the date listed here, the medical records/statements, and the date the supervisor specifies for declining performance in SF-3112B. Is there anything else to consider?

I've had a reasonable accommodation for telework for a few years now that is currently still being honored and active. However, my original condition has worsened significantly and new conditions have arisen, so the RA is no longer enough.

I recently had a consultation with a law firm and while they ultimately thought I had a case they were willing to take, they expressed that my RA status might complicate a disability claim, because as far as the agency knows officially, I was successfully accommodated. And for FERS Disability they need to certify the opposite--that they cannot accommodate. They also have to have attempted and failed to reassign you, something that also has not happened.

Has anyone gotten FERS disability while on an existing reasonable accommodation? Or do these claims really only become possible as a failure outcome from the RA "interactive process"? In which case I would need to re-engage the RA process in some way first? I don't think I actually can be accommodated in a way that would be compatible with my job duties--so would requesting a very likely incompatible accommodation (like "no lifting" when the job very obviously requires lifting) be the kind of thing that needs to happen as a pre-requisite?

Schedule P/C (formerly Schedule F) was issued in a final rule in February, and the only piece left to put it in effect is an executive order designating which positions move to the new schedule. That order could seemingly drop any day now, immediately designating an unknown number of employees as at-will and able to be let go without cause or due process.

Should those of us seeking FDR be worried if we're in the cross hairs of Schedule F? If an employee gets moved to Schedule F, could that limit options to pursue FDR? What if an employee is actually terminated under Schedule F with potentially no official cause or a poorly substantiated cause?

I kind of feel like I'm in a race against time with this to build my medical record and put in my documents before I get rescheduled.

At least one doctor needs to provide narrative statements that support your claim by addressing the diagnoses, specifying how the symptoms prevent useful performance in at least one job element and/or attendance/conduct problems, and stating a long-term prognosis of at least 12 months.

Thus part of the process becomes asking doctors to write such a letter, which in many cases seems to require some finesse.

After a long gap in treatment history when I wasn't seeing anyone about it, I started talking to my current primary and got FMLA related to my mental health conditions a little over 1 year ago. About 2 months ago, I started seeing a therapist, and about a week ago I saw a psychiatrist, who updated my diagnoses and prescribed multiple meds, an intensive outpatient program, and more FMLA.

Prior to this, I have only very distant, spotty treatment history from when I successfully pursued a reasonable accommodation about a decade ago.

Since it's still early in the new treatment plans, I'm reluctant to jump the gun by asking for support in a disability claim too soon. The doctors surely want to give the treatment plan a chance before declaring anything permanent, and I also assume OPM is looking for at least some treatment history.

In another month or so, though, I'll have a treatment history of 3 months therapy, intensive outpatient program, and multiple meds, so if nothing has improved I think it would start to be appropriate to bring up disability retirement at that point. I actually did broach the subject with my therapist already, and they're on board if I choose to go this route, but they are not a MD so their input is basically supplemental. I still need to eventually ask my psychiatrist and possibly primary care doc.

Thoughts? How did you approach asking your doctor(s) for the letter and support in your claim? How long was your treatment history with the doctor(s) at the time? How long of a treatment history do you think doctors and/or OPM expect to see before disability retirement is considered?