r/FederalEmployee

I have a coworker that works directly with me. This person does absolutely nothing. People always come to me and ask me about this person and ask if this person helps. They all know this person doesn’t do anything. It’s like they want me to say it. This person was at our work place years before I got here. People tell me this person has always been like this. But when this coworker does decide to do something maybe once every other month. Our supervisor always tells this coworker great job. Wtf Why are people allowed to slip through the cracks? Managers and supervisors see this person doing nothing and just ignore it. But I have to deal with it because I work directly with them. Other coworkers tell me I’m doing a good job and not to worry about this individual because this individual has been this way for over 20 years. If I did what this coworker is doing I’m 100% positive I would be fired. It’s like everyone is scared of this person. This person does have a temper, short fuse and this person is quick to go off on people and send crazy nasty emails even tagging supervisors and managers in them and they still don’t do anything. What can I do in this situation?

Wounded Warrior Project (WWP) Executive Leadership Summary (FY2024 Form 990 vs. Current Website, mid-2026)

The FY2024 Form 990 (fiscal year Oct. 1, 2023 – Sept. 30, 2024; filed/published ~April 3, 2025) reflects notable executive turnover during calendar 2024, with compensation for key roles generally in the $300k–$500k+ total range (base + incentives + benefits). WWP’s public Leadership Team page (woundedwarriorproject.org) highlights current C-suite executives. 

Key Role Comparisons

•  CEO: 990 - Michael S. Linnington (thru 3/24); Walter E. Piatt (as of 3/24). Current — Lt. Gen. (Ret.) Walter E. Piatt**.**

•  CFO: 990 - Eric S. Miller (thru 6/24); Craig Carroll (as of 9/24). Current — Craig Carroll.

•  CIO: 990: 990 - Scott Coster (thru 8/24). Current — Chris Stuart. 

•  Chief of Staff: 990 — Christopher (Chris) Toner. Currently not featured on Leadership Team page, nor is the role of Chief of Staff.

•  General Counsel / VP-GC: 990 — Kathryn Bongiovanni (former, with severance); Adam Vanek (thru 5/24). Current — Jennifer M. Mone (joined ~March 2025). 

•  VP Direct Response (Resource Development): 990 — John T. Hamre III. Current — Not listed; Chief Development Officer Chris Needles oversees direct response teams.

IRS Form 990 Filings History

As of July 1, 2026, Wounded Warrior Project Inc has not publicly filed its 2025 IRS Form 990 (Source ProPublica).

Wounded Warrior Project's IRS Form 990 filings typically occur March–April following year-end (with occasional extensions/variability, esp. earlier years).  Historical IRS filings by fiscal year are reflected below:

•  2024: ~Apr 3, 2025 (~$385M rev)

•  2023: ~Apr 5, 2024 (~$349M rev)

•  2022: ~Mar 7, 2023 (~$402M rev)

•  2021: ~Mar 17, 2022 (~$339M rev)

•  2020: ~Mar 16, 2021 (~$287M rev)

•  2019: ~Mar 26, 2020 (~$282M rev)

•  2018: ~Apr 12, 2019 (~$264M rev)

•  2017: ~Apr 17, 2018 (~$227M rev)

•  2016: ~Apr 21, 2017 (~$322M rev)

•  2015: ~Aug 15, 2016 (~$399M rev)

has anyone done this before? or seen anything like this? i had to put one on a team lead who was following me around the office and building. waiting for me outside of the restroom and my desk because he “needed to ask me questions” and “make sure I was at my desk.” after months of this and failed/ignored requests to change my schedule and/or seat to get away from this guy, I finally filed a restraining order and it won. but it was all so stupid and weird and could have been prevented by just moving my seat or allowing me a schedule change. can some of you managers/supervisors explain why you make seat changes or schedule changes so difficult?

Well once again the wrath of HQ and Uncle Joe Rich have screwed the NEA folks. We were told/sold and assured that these MDR assignments would match our commodity group and belong to a unit that did our type of research. What we are discovering is that a conservative 60% of us are being asked to move to units that DO NOT match our expertise, commodity and research capabilities. And on top of that we have 90 days to get there. Example - one person indicated that they have a animal project moving to a plant lab, one person that works on coffee will be shipped to Miss, and yet another that works on leafy greens will be sent to Washington state to a fruit lab. Sound fishy? Cause it is! This is a cluster fuck of epic proportions and is NOT what we were told. I am not sure how these people sleep at night, but they must have sold their souls and take good drugs.

I’m currently in an indefinite suspension (not conduct related) and am applying to other positions. My SF-50 states that I’m in an indefinite suspension and my potential employer is aware of the situation. Will/can the SF-50 prevent me from being brought into another position within the same agency? Does anyone have any experience with a similar situation?

I realize the post is vague but this isn’t exactly the place to blast any real information out. I’m happy to provide any pertinent details as I’m not sure what to share with this initial post.

I don’t know how Feds get anything approved for reasonable accommodations. My request is so simple and uncomplicated and doesn’t even cost the government anything! It seems like the simplest small request involves so much red tape and jumping through hoops. All I asked for is permission to use a heating pad (on my own dime) for comfort (had spine surgery in the past, have degenerative disc/joint disease). I was told that I have to use battery operated one and provide all the specs for review and approval. So I looked at quality battery operated ones in the FSAStore online (of course I can get reimbursed through FSAFEDS) so $ is not the issue. But I started to think, why is a heating pad (used for providing comfort for a medical condition), that uses a battery needing approval but commonly seen objects in the office like diffusers, lighting, decor, etc that use batteries, don’t need approval? It doesn’t make sense. Can someone please explain?

I have requested a reasonable accommodation for telework through SSA. It was of course denied and I was offered head phones or possibly a private office.

I have anxiety and some other health issues BUT ultimately I am trying to get at least partial telework because I have a child with some extra challenges that has significantly declined since we went back into the office full time. I know RA requests are not for family needs, but does anyone have any suggestions for how I can get it approved?