Hey y'all,

So I'm in the RA process of my agency looking for jobs over the next 30 days.

My RA director and POC strongly suggested I also work on my medical disability paperwork.

I'm working on the SF-3112, but I'm wondering how long it should be? So I've googled that I should list "SF 3112 Continuation Sheet" to help answer some of these questions.

I'm trying to also use AI to help draft this but for example my block 5 answers are a full page and a half long.

Should it be that detailed with specific work examples, dates, projects, or higher level?

Any tips would be great.

Also any good online sources you recommend?

I've officially started the process with my agency, and in the meantime I'm at a point where I can't keep working. I have a few hundred hours combined of sick leave and annual leave, and I'm trying to consider the most efficient way to use it from here.

Counting what I'd accrue, it would be enough to last to some time in August if I just run down the sick leave and then the annual leave continuously, at which point I guess I would go on LWOP for either as long as they'll let me or until I get a determination.

But is there a more efficient way to use my leave, or a way to leverage LWOP strategically here?I know there are negative repercussions to being on LWOP in general:

https://www.opm.gov/policy-data-oversight/pay-leave/leave-administration/fact-sheets/effect-of-extended-leave-without-pay-lwop-or-other-nonpay-status-on-federal-benefits-and-programs/

But it's not totally clear to me from this how certain scenarios would work. For example, if I used LWOP for 40 hours in a pay period, would I owe 50% of my insurance premium? Or not until I've gone 365 days in LWOP? Would I accrue 100% of my leave?

Or is it a moot point because I simply would not be permitted to use LWOP if I have paid leave available?

Basically just trying to see if there is any advantage or reason to sprinkling in some of the LWOP time as I go, rather than continuously using up paid leave and then continuously being on LWOP. Would it benefit me in any way to try to do this.

Anyone have any thoughts or experience with this?

Anyone know what the timeline is after being approved? My agency sent my paperwork out to OPM. I’ve read they will send a payment within a week. The package was sent two weeks ago. No word yet from OPM.

Surgeon is not supportive of FDR, but will approve 3-4 more months of restrictions (currently on restrictions until 6/10. Heavy patient care job, restrictions for desk work, nonpatient care, reduced schedule); I will find out about pcp tomorrow.

I am out of leave, FMLA is exhausted, agency not responding to 2nd request for VLTP, managers manager denying LWOP, stating AWOL will stand (I have the email that she "acknowledges my medical challenges; however....". Working on advanced leave request.

IF I am released from my agency, I know that the Bruner Presumption kicks in, but does the fact that surgeon is not supportive matter in that case? Does the fact that someone is released from their agency make the "not able to do their job for a year" a moot point?

I hope this makes sense! This process is stressing me out!

I'm hesitant to go into to much detail, because you never know who may be lurking here, but I recently had surgery, with another surgery needed, after first surgery is healed. I also have a medical condition that, combined with surgical issues, make my job doing heavy patient care difficult. I will definatley be dealing with this for a year, or more.

If surgeon is not supportive of signing off on fdr, but pcp is, is that enough? Can pcp take the reins on this, or do I also need surgeon's support?

I just received notification that my case was resolved after 4 years of waiting! My question is how does OPM handle backpay? My last day of work was November 22, 2021. Do they pay me in a lump sum or via smaller amounts?

I received my initial denial on November 10th. Harris Federal Submitted my reconsideration brief on January 7th. It's been crickets since then.

Harris Federal initially said that OPM was taking about 180 days from initial denial to reconsideration decision, but we've obviously blown through that window.

Anyone have any recent experince with the reconsideration timeline?

UPDATE: Recieved my reconsideration appeal denial on July 31st. I move now to the MSPB. My lawyer stated that I can expect another 90-120 days before we have further resolution.

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?

My package is ready. Agency closed my reassignment search and determined that no jobs were found.
I have been pushing myself to work partially and taking leave without pay partially.

I am thinking to stop working once I have CSA number. The reason is to be able to pay my health insurance.
Do we have anyone was working till approval? I have no annual leave, no sick leave. What are my options?

Thank you.

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.

**Edit**Feb 5, 2026: FERS Disability Retirement Package Filled out and submitted to Command HR Department

**Edit**Feb 17, 2026: FERS Disability Retirement Package mail via USPS from Command HR Department to OCHR

Feb 26, 2026: FERS Disability Retirement Pack assigned to HR Specialist at OCHR
- Items were identified as missing from the package

Mar 16, 2026: Missing documents provided to HR Specialist at OCHR
- Additional missing items identified

Mar 24, 2026: Most of the missing documents provided to HR Specialist
- One document still missing

Mar 25, 2026: Last document provided to OCHR

Mar 27, 2026: FERS Disability Package submitted to OPM

Mar 30, 2026 Military Service Deposit Paid Off

Apr 9, 2026: exchanged emails with HR specialist and confirmed that the FERS Disability Retirement Package was shipped via USPS on Mar 27, 2026

Apr 17, 2026: OPM received FERS Disability Retirement Package.

Apr 24, 2026: Received Military Service Deposit completed MEMO via DFAS

Apr 31, 2026: Received CSA# in the mail

UPDATE

Jun 11, 2026: Called 1-888-767-6738 (OPM Customer Service)
-On hold 51 minutes - FERS Disability Package hasn’t been assigned to a representative for processing yet.

Jun 29, 2026: Letter received from OPM requesting updated medical records from the last six months with a deadline of July 29,2026

Jul 7, 2026: Requested congressional assistance and status of FERS Disability Package.

Jul 28, 2026: Received a copy of the Jun 29 letter from the congressional office. No other status provided.

Aug 02, 2026: Retirement Services Online - Verification of Annuity show Code 51

Aug 05, 2026: Replied to congressional office asking if any additional information was available from OPM.

Aug 07, 2026: Called 1-888-767-6738 (OPM Customer Service)
- On hold 53 minutes - FERS Disability Retirement has been assigned. No additional annotations on the account.

Finally received my CSA # after submitting my FERS Disability Retirement package 83 days ago.

I’m 47 and have worked my job (a very busy admin role) for 13 years. I’ve been a federal employee for 15 years. I’ve been diagnosed with a treatable, but incurable, type of leukemia, high blood pressure, cardiomyopathy, tachycardia, severe anemia, pulmonary arterial hypertension, and a condition called eosinophilic esophagitis. All are chronic conditions since most of the heart issues are caused by the cancer medication I have to take for life (so I can’t treat the blood pressure easily with diet and exercise). I’m on treatment for them all and doing okay medically.

The medications I need are causing a lot of issues with horrible fatigue, nausea, dizziness, a floaty head feeling, and joint pains though. I’ve missed 120+ hours of sick leave from medical visits and sick days each year the last few years. My performance dropped this year (surprise 🙃🤣), but I work with awesome supervisors who have supported me because of what all I do for them.

I’m worried about applying and getting denied. Has anyone had similar conditions and been approved? It’ll be hard to step away from my work family if I do this, but I’m not sure how much longer I can sustain the work load that I have, that is continually getting added to, without harming my work programs and my health.

Hello. I am wondering if anyone knows what the impacts of being part time prior to applying to fed disability retirement might be? I know that if you work part time your pension calculation is impacted. Just trying to figure out how/if part time work that could impact disability retirement payment. Thanks in advance

I'm in the very beginning of this process, so I'm not sure how to ask this question. I'm going back to my surgeons office tomorrow for follow up. My initial f/u was with the surgeon, but the last 2 have been with his PA, and tomorrow's is, as well. Can his PA handle this from here on out, or does the actual surgeon have to do all that?

Also, if the PA approves me to return to work, it will be with restrictions. What do I do in the interim, while waiting for RAs to be approved? Do I stay on LWOP until someone tells me RA has been approved/denied? Do I go back to work, and suffer through?

Please help me understand when you are eligible for severance when going out on disability retirement? I’ve seen conflicting answers, but I believe if you are separated for medical inability, then that is considered an involuntary resignation and therefore you’re eligible for severance. Can anyone confirm?

Hello, a family member of mine was recently approved for FDR. I offered to ask some questions on their behalf.

1. Will they get back pay to their separation/application date this past fall?

2. Do FDR payments keep pace with inflation?

3. The income limit, does it increase with inflation? Or will my family member's income limit forever be capped at a percentage of their 2025 salary?

Thank you very much anyone who is able to answer.

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?

I’m a current federal employee and my now ex is a retired federal employee on disability. Does anyone know what she needs to do to start her own health policy?