UNITED STATES OF AMERICA

MERIT SYSTEMS PROTECTION BOARD 

CHERIL C. CARRINGTON,

Appellant,

v.

DEPARTMENT OF THE ARMY,

Agency.

DOCKET NUMBER

CH-315H-15-0458-I-1

DATE: September 19, 2016

THIS FINAL ORDER IS NONPRECEDENTIAL*

Cheril C. Carrington, Las Vegas, Nevada, pro se.

Michael A. Suire, Fort Knox, Kentucky, for the agency.

BEFORE

Susan Tsui Grundmann, Chairman

Mark A. Robbins, Member

FINAL ORDER

¶1 The appellant has filed a petition for review of the initial decision, which 

dismissed for lack of jurisdiction her appeal of her termination during her 

probationary period. Generally, we grant petitions such as this one only when: 

the initial decision contains erroneous findings of material fact; the initial 

decision is based on an erroneous interpretation of statute or regulation or the 

 * A nonprecedential order is one that the Board has determined does not add 

significantly to the body of MSPB case law. Parties may cite nonprecedential orders, 

but such orders have no precedential value; the Board and administrative judges are not 

required to follow or distinguish them in any future decisions. In contrast, a 

precedential decision issued as an Opinion and Order has been identified by the Board 

as significantly contributing to the Board’s case law. See 5 C.F.R. § 1201.117(c).
2

erroneous application of the law to the facts of the case; the administrative 

judge’s rulings during either the course of the appeal or the initial decision were 

not consistent with required procedures or involved an abuse of discretion, and 

the resulting error affected the outcome of the case; or new and material evidence 

or legal argument is available that, despite the petitioner’s due diligence, was not 

available when the record closed. See title 5 of the Code of Federal Regulations, 

section 1201.115 (5 C.F.R. § 1201.115). After fully considering the filings in this 

appeal, we conclude that the petitioner has not established any basis under section 

1201.115 for granting the petition for review. Therefore, we DENY the petition 

for review and AFFIRM the initial decision, which is now the Board’s final 

decision. 5 C.F.R. § 1201.113(b). 

¶2 Effective October 20, 2014, the agency appointed the appellant to a GS-13 

Education Services Specialist position in the competitive service subject to the 

completion of a 1-year probationary period. Initial Appeal File (IAF), Tab 11 at 

7. On May 5, 2015, the agency terminated her during her probationary period for 

alleged poor performance and misconduct. Id. at 8-12. The appellant filed an 

appeal in which she contended that she was an employee with full chapter 75 and 

chapter 43 appeal rights because she had completed a probationary period and 

acquired career status during prior periods of Federal employment. IAF, Tab 1 at 

6. She further contended that she was not required to serve a probationary period 

because she was entitled to lifetime reinstatement due to her veterans’ preference 

status and her prior career status. Id. at 8.

¶3 After affording the appellant notice of the burdens and elements of proving 

jurisdiction in her case, IAF, Tabs 3-4, the administrative judge issued an initial 

decision on the written record in which she dismissed the appeal for lack of 

jurisdiction. IAF, Tab 18, Initial Decision (ID) at 18.

¶4 Because the appellant was terminated from a competitive service position, 

she must satisfy the definition of “employee” set forth at 5 U.S.C. 

§ 7511(a)(1)(A) to have Board appeal rights under chapter 75. Henderson v. 
3

Department of the Treasury, 114 M.S.P.R. 149, ¶ 9 (2010). To qualify as an 

“employee,” the appellant must show that she is not serving a probationary period 

or has completed 1 year of current continuous service under other than a 

temporary appointment limited to 1 year or less. 5 U.S.C. § 7511(a)(1)(A); 

McCormick v. Department of the Air Force, 307 F.3d 1339, 1341-43 (Fed. Cir. 

2002). 

¶5 An appellant who has not served a full year under her appointment can 

show that she has completed her probationary period, and so is no longer a 

probationer, by tacking on prior service if: (1) the prior service was rendered 

immediately preceding the probationary appointment; (2) it was performed in the 

same agency; (3) it was performed in the same line of work; and (4) it was 

completed with no more than one break in service of less than 30 days. 

Henderson, 114 M.S.P.R. 149, ¶ 10. Alternatively, an employee can show that, 

while she may be a probationer, she is an “employee” with chapter 75 appeal 

rights because, immediately preceding the adverse action, she had completed at 

least 1 year of current continuous service without a break in Federal civilian 

service of a workday. Id. 

¶6 The appellant here served about 6 months of her 1-year probationary period. 

She has several periods of prior Federal civilian service, from February 18, 1984,

to September 28, 1988, with the U.S. Postal Service (USPS), IAF, Tab 1 at 9, 

Tab 5 at 51; from December 30, 2002, to November 29, 2003, with the General 

Services Administration as a GS-5 Supply Technician, IAF, Tab 11 at 13-14; and 

from November 30, 2003, to April 30, 2004, with the Department of Homeland 

Security (DHS) as a GS-5 User Fee Collection Technician, id. at 15-16. None of 

this prior service was in the Department of the Army, the agency from which she 

is currently being terminated, and it therefore does not count towards the 

completion of her probationary period. Similarly, because her last period of 

employment with the DHS ended on April 30, 2004, see id. at 16, she had a break 

in service of more than a workday between the end of her employment with the 
4

DHS and her appointment to the position at issue here and, therefore, does not 

have 1 year of current continuous service. Therefore, the appellant does not 

qualify as an “employee” under either 5 U.S.C. § 7511(a)(1)(A)(i) or (A)(ii). 

¶7 A probationary employee in the competitive service can only bring an 

appeal of her termination if she was discriminated against because of her marital 

status or partisan political affiliation, or if the agency action was based in whole 

or in part on issues that arose preappointment and the required procedures were 

not followed. Henderson, 114 M.S.P.R. 149, ¶ 9. The appellant here was 

terminated because of her post-appointment conduct and performance. IAF, 

Tab 11 at 8. Therefore, the Board only has jurisdiction over her termination if 

she shows that her termination was based on marital status discrimination or 

partisan political reasons. See, e.g., Smith v. Department of Defense, 

106 M.S.P.R. 228, ¶ 8 (2007). The administrative judge correctly found that the 

appellant failed to make an allegation that her termination was based on either 

ground, ID at 5-6, and we find that she correctly dismissed the appeal for lack of 

jurisdiction.

¶8 In her petition for review, the appellant reiterates her argument below that 

she was eligible for lifetime reinstatement based on her veterans’ preference 

which, she alleges, meant she should not have been required to serve a 

probationary period. Petition for Review (PFR) File, Tab 1 at 4-5, 9, 12. It is 

significant that the agency did not effect the appellant’s appointment via 

reinstatement, but, even if it had, it would appear that any such reinstatement 

would have been improper. Under 5 C.F.R. § 315.401(a), an agency may appoint 

a former employee who previously acquired career status to the competitive 

service via reinstatement. There is no time limit on the eligibility for 

reinstatement for a former employee who has fully completed the service 

requirements for career tenure. 5 C.F.R. § 315.401(b). A person who previously 

acquired career status is reinstated with career status. 5 C.F.R. § 315.402(b). 

However, “Career tenure is acquired only under a permanent appointment in the 
5

competitive service that provides or leads to competitive status.” 5 C.F.R. 

§ 315.201(b)(2). Positions in the USPS are in the excepted service. 5 U.S.C. 

§§ 2105(e), 7511(a)(1)(B); 39 U.S.C. § 1005(a)(4)(A); McBride v. U.S. Postal 

Service, 78 M.S.P.R. 411, 414 (1998). Therefore, the appellant’s excepted 

service with the USPS did not afford her career tenure with reinstatement rights 

to the Federal civilian competitive service and is not a reason to excuse her from 

successfully completing a probationary period.

¶9 The appellant also asserts on review that the agency did not inform her until 

several months after she accepted the appointment and relocated to another state 

at her own expense that she would be required to serve a probationary period. 

PFR File, Tab 1 at 5-6, 9, 13-14. The record evidence tends to support the 

appellant’s allegation. Nevertheless, where a probationary period is required by 

the nature of an appointment, it cannot be waived, even if the agency failed to 

inform the employee that she must serve a probationary period. Cunningham v. 

Department of the Army, 119 M.S.P.R. 147, ¶ 5 (2013); Laboube v. Department of 

the Treasury, 105 M.S.P.R. 337, ¶ 8 (2007). Furthermore, the Board lacks the 

authority to grant the appellant’s request for damages as a remedy for her 

detrimental reliance on the agency’s inaccurate information. PFR File, Tab 1 

at 17. 

¶10 The appellant further alleges that the failure to effect her appointment via 

reinstatement and the failure to afford her prior notice that she would be required 

to serve a probationary period violated a basic requirement for employment 

practices and is reviewable by the Board. PFR File, Tab 1 at 10, 14, 17-19. An 

applicant for employment who believes that an employment practice applied to 

her by the Office of Personnel Management (OPM) violates a basic requirement 

in 5 C.F.R. § 300.103 is entitled to appeal to the Board. Sauser v. Department of 

Veterans Affairs, 113 M.S.P.R. 403, ¶ 6 (2010); 5 C.F.R. § 300.104(a). The 

Board has jurisdiction under 5 C.F.R. § 300.104(a) when two conditions are met: 

first, the appeal must concern an employment practice that OPM is involved in 
6

administering; and second, the appellant must make a nonfrivolous allegation that 

the employment practice violated one of the “basic requirements” for employment 

practices set forth in 5 C.F.R. § 300.103. Sauser, 113 M.S.P.R. 403, ¶ 6. 

“Employment practices,” as defined in OPM’s regulations, “affect the 

recruitment, measurement, ranking, and selection” of applicants for positions in 

the competitive service. 5 C.F.R. § 300.101. First of all, the appellant’s concerns 

are about the agency’s actions after it selected her, not questions about how it 

arrived at its decision to select one candidate over another. Thus, she has not 

identified an employment practice subject to review by the Board.

¶11 Second, the appellant has not alleged that an employment practice was 

applied to her by OPM, as required by 5 C.F.R. § 300.104(a), or that a valid 

employment practice administered by OPM was misapplied to her by the agency, 

as required by Dowd v. United States, 713 F.2d 720, 724 (Fed. Cir. 1983). Third, 

the appellant has not alleged that an employment practice applied to her violates 

one of the basic requirements contained in 5 C.F.R. § 300.103. Finally, the 

alleged violations concern matters related to her employment and appointment, 

not to her status as an applicant for employment prior to her selection. However, 

only “candidates” may bring employment practices appeals to the Board under 

5 C.F.R. § 300.104(a). National Treasury Employees Union v. Office of 

Personnel Management, 118 M.S.P.R. 83, ¶ 9 (2012). Therefore, the appellant 

has not raised a cognizable employment practices claim within the Board’s 

jurisdiction. 

¶12 The appellant further alleges that the administrative judge erred by not 

holding a jurisdictional hearing. PFR File, Tab 1 at 5-6. To be entitled to a 

jurisdictional hearing, the appellant must make nonfrivolous allegations 

supported by factual assertions that would, if not controverted, require a finding 

of Board jurisdiction. Burton v. Department of the Air Force, 118 M.S.P.R. 210, 

¶ 8 (2012). The appellant here has made no assertions of fact that, if proven, 

would show that she meets the definition of “employee” set forth at 5 U.S.C. 
7

§ 7511(a)(1)(A), or that would show that her termination was based on marital 

status discrimination or partisan political reasons. Therefore, we find that the 

administrative judge correctly determined that she was not entitled to a 

jurisdictional hearing.

NOTICE TO THE APPELLANT REGARDING

YOUR FURTHER REVIEW RIGHTS

You have the right to request review of this final decision by the U.S. 

Court of Appeals for the Federal Circuit. You must submit your request to the 

court at the following address: 

United States Court of Appeals

for the Federal Circuit

717 Madison Place, N.W.

Washington, DC 20439

The court must receive your request for review no later than 60 calendar days 

after the date of this order. See 5 U.S.C. § 7703(b)(1)(A) (as rev. eff. Dec. 27, 

2012). If you choose to file, be very careful to file on time. The court has held 

that normally it does not have the authority to waive this statutory deadline and 

that filings that do not comply with the deadline must be dismissed. See Pinat v. 

Office of Personnel Management, 931 F.2d 1544 (Fed. Cir. 1991). 

If you need further information about your right to appeal this decision to 

court, you should refer to the Federal law that gives you this right. It is found in 

title 5 of the United States Code, section 7703 (5 U.S.C. § 7703) (as rev. eff. 

Dec. 27, 2012). You may read this law as well as other sections of the 

United States Code, at our website, http://www.mspb.gov/appeals/uscode.htm. 

Additional information is available at the court’s website, 

www.cafc.uscourts.gov. Of particular relevance is the court’s “Guide for Pro Se 

Petitioners and Appellants,” which is contained within the court’s Rules of 

Practice, and Forms 5, 6, and 11.
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If you are interested in securing pro bono representation for an appeal to 

the United States Court of Appeals for the Federal Circuit, you may visit our 

website at http://www.mspb.gov/probono for information regarding pro bono 

representation for Merit Systems Protection Board appellants before the Federal 

Circuit. The Merit Systems Protection Board neither endorses the services 

provided by any attorney nor warrants that any attorney will accept representation 

in a given case. 

FOR THE BOARD:

Washington, D.C.

______________________________

Jennifer Everling

Acting Clerk of the Board