1. United States
2. Wash.
3. Letter

I am a Visual Information Specialist with the World Trade Center Health Program CDC. On 02/12/25 I received a termination letter stating that my employment is being terminated as of March 14, 2025 due to being in my probationary period and "Unfortunately, the Agency finds that you are not fit for continued employment because your ability, knowledge and skills do not fit the Agency’s current needs, and your performance has not been adequate to justify further employment at the Agency." The accusation within the termination letter is false, defamation of character, discriminatory, and violates my rights as a federal employee. It clearly states that my removal is due to “performance issues.” However, the notice does not provide specific explanations regarding my alleged deficiencies or reference any supporting documentation from my employing agency. My concerns are as follows: As a probationary employee, I understand that my employing agency has the authority to terminate my appointment based on performance under 5 C.F.R. § 315.804 (see 5 C.F.R. § 315.804). However, this regulation establishes specific requirements that do not appear to have been fully followed in my case: 1. Written Notice Stating Specific Reasons for Termination • 5 C.F.R. § 315.804(a) (see 5 C.F.R. § 315.804) states that an agency must provide a probationary employee with “notice in writing as to why the employee is being separated.” The termination notice I received does not contain any specific reasons or evidence supporting the claim of “performance issues.” 2. Official Agency Documentation • Per 5 C.F.R. § 315.804(b) (see 5 C.F.R. § 315.804), an agency must have documented reasons supporting the termination of a probationary employee. Role of OPM and Agency Responsibility I am seeking clarification on whether my termination was initiated solely by my employing agency or if OPM has taken an active role in this decision. According to 5 C.F.R. § 315.804, it is my employing agency’s responsibility—not OPM’s—to take and justify termination actions. I was hired under schedule A disability, a remote worker, and recently filed for reasonable accommodations to remain in remote working status so that I can continue my great work as PROVEN by my first year PMAS evaluation. I am personally offended and outraged by this unjustified attack and termination. I have proven that I have excelled in all categories required for my position and duties. I am an exceptional representative of the Program, our mission and the people who so desperately need our help, now and long into the future. I do not and will not tolerate being terminated from my position due to false accusations and the illegal abuse of government policies and procedures. The American people, suffering from the 9/11 attacks, deserve our best efforts and this is certainly not that.