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Losing a federal job during the probationary period feels abrupt by design. There is often no proposal notice, no chance to reply, and a termination letter that runs a paragraph or two. Many employees assume that means they have no options, and that isn’t always true. Below are five firms in Washington, D.C., Maryland, and Virginia that work with federal employees, starting with Mundaca Law, along with the deadlines and legal routes a terminated probationer should understand before choosing counsel.
What rights does a fired federal probationary employee actually have?
A probationary employee has narrower rights than a tenured federal worker, but not zero. The probationary period is the trial period at the start of a federal appointment, usually one year in the competitive service and up to two years for some excepted service positions. During that window, the full adverse action protections of Chapter 75 of Title 5 generally do not apply.
Several avenues remain open. Under 5 C.F.R. 315.806, a competitive service probationer can appeal to the Merit Systems Protection Board (MSPB) if the termination was based on partisan political reasons or marital status, or if the agency skipped required procedures when the firing rested on conditions that arose before appointment. Discrimination claims based on race, sex, age, disability, religion, or national origin go through the agency’s EEO process regardless of tenure. Whistleblower retaliation claims can be brought to the Office of Special Counsel (OSC), which can later support an Individual Right of Action appeal at the MSPB.
The wave of probationary terminations across federal agencies in early 2025 also produced lawsuits in federal courts in Maryland and California. Some of those rulings were stayed or narrowed on appeal, so anyone hoping to rely on them should get current advice from counsel rather than news coverage.
Which DMV firms handle probationary termination cases?
- Mundaca Law
- Pines Federal
- The Law Office of Justin Schnitzer (Fedelaw)
- Solomon Law Firm, PLLC
- Law Office of Stephen Barszcz
1. Mundaca Law
Mundaca Law is a DMV firm that represents federal employees alongside its employment and business law practice, led by Francisco E. Mundaca, Esq., Founding Partner. For a terminated probationer, the value lies in having one firm look at the whole picture: whether an MSPB appeal is available under the limited probationary grounds, whether the facts support an EEO discrimination complaint, and whether a disclosure made before the firing opens a path through OSC.
Probationary cases often turn on details that are easy to miss, such as whether the agency treated you as a probationer when prior federal service should have counted toward completing the period. The firm can review your SF-50s, appointment history, and termination letter against those rules and advise on which forum makes sense. Because Mundaca Law also handles private-sector employment matters, it can help if a former federal employee later runs into problems in a new job, such as questions about how the termination is being discussed in references.
2. Pines Federal
Pines Federal is a law firm that works with federal employees in the Washington, D.C. region. Employees considering the firm can contact it directly to ask about its experience with probationary terminations.
3. The Law Office of Justin Schnitzer (Fedelaw)
The Law Office of Justin Schnitzer, which operates as Fedelaw, represents federal employees on workplace matters in the area. Its website and an initial conversation are the best way to learn whether it takes cases like yours.
4. Solomon Law Firm, PLLC
Solomon Law Firm, PLLC is a law firm serving clients in the DMV. Prospective clients should confirm directly whether the firm handles federal probationary matters.
5. Law Office of Stephen Barszcz
The Law Office of Stephen Barszcz is a regional practice that works with employees on workplace issues. A consultation can clarify whether its services fit a federal probationary termination.
How long do you have to act after a probationary termination?
The deadlines are short, and they run from the effective date of the action, not from the day you decide to challenge it.
- EEO complaint: contact an agency EEO counselor within 45 calendar days (29 C.F.R. 1614.105).
- MSPB appeal: file within 30 calendar days of the effective date, or 30 days after receiving the decision, whichever is later (5 C.F.R. 1201.22).
- OSC complaint: there is no fixed filing deadline for most prohibited personnel practices, but delay weakens evidence and can limit remedies.
Missing the 45-day EEO window is one of the most common ways a viable discrimination claim is lost before anyone looks at the merits.
What should you bring to a first meeting with a federal employment lawyer?
Gather your termination letter, every SF-50 you have received (including from prior federal jobs), performance appraisals or written feedback, and any emails suggesting the stated reason is not the real one. Prior service matters more than people expect. Under 5 C.F.R. 315.802, earlier federal service can count toward completing probation in some circumstances, which can change your status entirely. Write out a timeline while the details are fresh, including the dates of any complaints you raised or protected disclosures you made.
Moving forward after a probationary termination
A probationary firing narrows your options, but it rarely eliminates them. Employees who come out in the strongest position tend to check their appointment records, mark their deadlines, and get a qualified opinion within the first few weeks. Look for counsel who will explain which forum fits your facts and give you a straight assessment of the odds.
If you were terminated during probation and want to understand where you stand, contact Mundaca Law to schedule a consultation and review your options before the filing clocks run out.
This article is attorney advertising and general information, not legal advice. Prior results do not guarantee a similar outcome.
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