NOTE: This disposition is nonprecedential.

United States Court of Appeals 

for the Federal Circuit ______________________

THOMAS W. FOSTER,

Petitioner

v.

DEPARTMENT OF THE ARMY,

Respondent

______________________

2020-1691

______________________

Petition for review of the Merit Systems Protection 

Board in No. SF-0752-18-0039-C-1.

______________________

Decided: October 15, 2020

______________________

THOMAS W. FOSTER, Lacey, WA, pro se. 

 IGOR HELMAN, Commercial Litigation Branch, Civil Division, United States Department of Justice, Washington, 

DC, for respondent. Also represented by JEFFREY B.

CLARK, STEVEN JOHN GILLINGHAM, ROBERT EDWARD 

KIRSCHMAN, JR. 

 ______________________

Before PROST, Chief Judge, BRYSON and WALLACH, Circuit 

Judges.

Case: 20-1691 Document: 28 Page: 1 Filed: 10/15/2020
2 FOSTER v. ARMY

PER CURIAM.

Petitioner, Thomas Foster, seeks review of a final decision of the Merit Systems Protection Board (“MSPB”) denying Mr. Foster’s petition for enforcement (“PFE”) of a prior 

MSPB order requiring the Department of the Army

(“Army”) to reinstate Mr. Foster and pay him appropriate 

backpay and benefits. See Foster v. Dep’t of the Army, 

No. SF-0752-18-0039-C-1, 2020 WL 231243 (M.S.P.B. 

Jan. 7, 2020) (P.A. 1–19) (Final Decision).1 We have jurisdiction pursuant to 28 U.S.C. § 1295(a)(9). We affirm-inpart, reverse-in-part, and remand.

BACKGROUND

During the relevant time period, Mr. Foster was employed by the Army in the position of Lead Firefighter, GS0081-08, at Joint Base Lewis-McChord, Washington. Foster v. Dep’t of the Army, No. SF-0752-18-0039-I-1, 2018 

WL 2762189 (M.S.P.B. June 4, 2018) (Cancellation Order).2 In September 2017, the Army decided to remove Mr. 

Foster, effective October 1, 2017, “based on a charge of conduct unbecoming of a Federal employee[,]” specifically, 

“making an anti-Semitic comment[.]” Id. Mr. Foster retired in lieu of removal, and subsequently filed an appeal 

1 In keeping with the parties’ naming of the appendices, “P.A.” refers to the appendix attached to Mr. Foster’s 

informal brief; “S.A.” refers to the appendix attached to the 

Army’s informal response brief; and “S.P.A.” refers to the 

supplemental appendix attached to Mr. Foster’s informal 

reply brief.

2 Neither Mr. Foster nor the Army included the 

MSPB’s Cancellation Order in their respective appendices. 

See generally P.A.; S.A.; S.P.A. Accordingly, we cite to the 

publicly available version, which is unpaginated. 

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FOSTER v. ARMY 3

with the MSPB. Id.3 In June 2018, the MSPB administrative judge (“AJ”) issued the Cancellation Order reversing 

Mr. Foster’s removal based on a due process violation, and 

ordered the Army to: (1) cancel Mr. Foster’s removal and 

“retroactively restore [him] effective September 30, 2017”; 

(2) pay Mr. Foster “the appropriate amount of back[]pay, 

with interest[,] and to adjust benefits with appropriate 

credits and deductions in accordance with the Office of Personnel Management’s regulations no later than [sixty] calendar days after the date [the Cancellation Order] becomes 

final”; and (3) “inform [Mr. Foster] in writing of all actions 

taken to comply with the [MSPB’s] [Cancellation] Order[.]” 

Id. The Cancellation Order became final on July 9, 2018. 

Id.4 

After cancelling Mr. Foster’s removal, on September 14, 2018, the Army removed Mr. Foster for a second 

time, and the MSPB subsequently sustained this removal.

P.A. 2. In October 2018, Mr. Foster filed a PFE of the 

MSPB’s Cancellation Order reversing his first removal, arguing that the Army was not in compliance with the 

3 Though the record is unclear as to the effective date 

of his retirement, see P.A. 2 (stating only that Mr. Foster’s 

“October 1, 2017 retirement” “preceded the effective date of 

the retirement”), Mr. Foster does not challenge the MSPB’s 

treatment of October 1, 2017 as the effective date of his retirement. See generally Pet’r’s Informal Br. 

4 The Cancellation Order became final on July 9, 

2018, when neither Mr. Foster nor the Army filed a petition 

for review by that date. See 5 C.F.R. § 1201.113 (providing 

that “[t]he initial decision of the judge will become the 

[MSPB’s] final decision [thirty-five] days after issuance” 

unless, inter alia, “(a) . . . any party files a petition for review”); see also Foster, 2018 WL 2762189 (‘This initial decision will become final on July 9, 2018, unless a petition 

for review is filed by that date.”). 

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4 FOSTER v. ARMY

Cancellation Order because Mr. Foster was still “in a 

[Leave Without Pay] status” and had not been paid any 

backpay. S.A. 47; see S.A. 43–48 (Petition for Enforcement). In May 2019, the Army paid Mr. Foster $17,459.97, 

reflecting $43,336.65 in gross backpay, offset by $25,876.68 

in deductions for retirement, income tax, investment, and 

healthcare premiums. P.A. 53; S.A. 320. The parties submitted briefs on the PFE and engaged in mediation, which 

ended unsuccessfully in July 2019. S.A. 75–76, 125–27, 

134–37. On August 23, 2019, the AJ ordered the Army “to 

file an updated written response” to Mr. Foster’s PFE,

“show[ing] proof that [the Army] has complied with the 

[MSPB]’s [Cancellation Order], or that it has good cause for 

noncompliance[.]” S.A. 139. On October 2, 2019, the Army 

submitted an Agency Final Accounting and Supplemental 

to Agency PFE Response, S.P.A. 5–7, and the AJ closed the 

record on December 9, 2019, P.A. 3. 

In January 2020, the AJ issued an initial decision. See 

P.A. 1. The AJ found that “although the [Army] was not in 

compliance with the [Cancellation] Order when [Mr. Foster] filed his PFE,” it had since “submitted satisfactory evidence of compliance with its obligations to cancel [Mr. 

Foster]’s removal and retroactively restore him to his position until he was subsequently removed; and pay [him] the 

correct amount of back pay, interest on back pay, and other 

benefits due.” P.A. 11. Accordingly, the AJ denied Mr. Foster’s PFE, id., and the initial decision became final in February 2020. 5

DISCUSSION

The MSPB concluded that the Army had submitted satisfactory evidence of compliance with its Cancellation 

5 The AJ’s initial decision became the final decision 

of the MSPB on February 11, 2020, when neither Mr. Foster nor the Army filed a petition for review by that date. 

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FOSTER v. ARMY 5

Order as to the backpay paid to Mr. Foster, including the 

appropriateness of various deductions and recoupments for 

overpayments. P.A. 4–11. Mr. Foster challenges the 

MSPB’s findings as to: (1) owed gross backpay and overtime, and deductions for health insurance and retirement 

benefits; and (2) payment of the appropriate uniform allowance, as unsupported by substantial evidence. Pet’r’s Informal Br. 4–8. We address each argument in turn.

I. Standard of Review and Legal Standard

We “hold unlawful and set aside” an MSPB decision 

that is: “(1) arbitrary, capricious, an abuse of discretion, or 

otherwise not in accordance with law; (2) obtained without 

procedures required by law, rule, or regulation having been 

followed; or (3) unsupported by substantial evidence[.]” 5

U.S.C. § 7703(c). “The MSPB abuses its discretion when[,]” 

inter alia, “the decision is based on . . . factual findings that 

are not supported by substantial evidence[.]” Tartaglia v. 

Dep’t of Veterans Affs., 858 F.3d 1405, 1407–08 (Fed. 

Cir. 2017) (internal quotation marks and citation omitted). 

“Substantial evidence is more than a mere scintilla of evidence, but less than the weight of the evidence[.]” Jones v. 

Dep’t of Health & Human Servs., 834 F.3d 1361, 1366 

(Fed. Cir. 2016) (internal quotation marks and citations 

omitted). “Under the substantial evidence standard, this 

court reverses the [MSPB]’s decision only if it is not supported by such relevant evidence as a reasonable mind 

might accept as adequate to support a conclusion.” 

Shapiro v. Soc. Sec. Admin., 800 F.3d 1332, 1336 (Fed. 

Cir. 2015) (internal quotation marks and citations omitted). “The petitioner bears the burden of establishing error 

in the MSPB’s decision.” Jenkins v. Merit Sys. Prot. 

Bd., 911 F.3d 1370, 1372 (Fed. Cir. 2018) (alterations omitted). 

As is relevant here, “the purpose of . . . a cancellation 

order is to place the employee as nearly as possible in the 

status quo ante”—that is, the position the employee would 

have been in, but for the wrongful agency action. Kerr v. 

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6 FOSTER v. ARMY

Nat’l Endowment for the Arts, 726 F.2d 730, 733 (Fed. 

Cir. 1984); see Smith v. Dep’t of Army, 458 F.3d 1359, 1364 

(Fed. Cir. 2006) (“The [MSPB]’s enforcement power . . .

functions to ensure that employees are returned to the status quo ante upon reversal of the agency’s action.”). This 

includes “compensation for any loss of wages or benefits 

that [the employee] suffered by reason of [the wrongful 

agency action].” Marshall v. Dep’t of Health & Human 

Servs., 587 F.3d 1310, 1317 (Fed. Cir. 2009). Compliance

with a cancellation order is a question of fact, which we review for substantial evidence. See id.

Regarding computation of owed backpay, OPM regulations provide, in relevant part, that an agency “must” offset 

a gross backpay award by “[a]ny erroneous payments received from the Government as a result of the unjustified . . . personnel action,” including “[r]etirement annuity 

payments[.]” 5 C.F.R. § 550.805(e)(2). The agency must 

also deduct payments “of the type that would have been 

made from the employee’s pay[,]” including, inter alia, 

“Medicare taxes[,]” “Federal income tax withholdings[,]” 

“health benefits premiums,” and “[m]andatory employee 

retirement contributions towards a defined benefit plan[.]” 

Id. § 550.805(e)(3). 

II. Substantial Evidence Supports the MSPB’s 

Finding that the Army Complied with the MSPB’s Cancellation Order as to Backpay

The MSPB found that the Army had complied with the 

Cancellation Order by paying Mr. Foster the appropriate

amount of backpay and interest, including deductions for 

health insurance and retirement benefits he had received. 

P.A. 5–6.6 Mr. Foster argues that the Army failed to 

6 As Mr. Foster chose to retire in lieu of removal, Foster, 2018 WL 2762189, he received retirement benefits. 

Case: 20-1691 Document: 28 Page: 6 Filed: 10/15/2020
FOSTER v. ARMY 7

provide a sufficient explanation for its gross backpay calculations and retirement deductions, improperly deducted 

health insurance premiums, and should have paid him 

overtime. Pet’r’s Informal Br. 4–8. We disagree with 

Mr. Foster.

Substantial evidence supports the MSPB’s finding that 

the Army paid Mr. Foster the appropriate backpay for the 

period from October 1, 2017 to September 14, 2018, the 

dates of Mr. Foster’s first and second removals. First, the

Defense Finance and Accounting Service (“DFAS”) calculated the gross backpay Mr. Foster would have earned from

October 1, 2017, to August 30, 2018. S.A. 322–24 (Back 

Pay Computation Summary Report); see S.A. 258–59 (detailing, inter alia, Mr. Foster’s “Pay Plan[,]” 

“Grade/Level[,]” “Step/Rate[,]” and “Total Salary” for the 

relevant period). Next, DFAS then added compensation for 

“[i]nterest on [b]ack [p]ay” and “[a]nnual [l]eave[.]” 

S.A. 320–21, 330–31. The record supports DFAS’s decision 

not to compensate Mr. Foster for “irregular overtime” 

hours he hypothetically could have worked during the 

backpay period, as he did not volunteer for any irregular 

overtime for the two-year period prior to his first removal. 

S.A. 3551 (providing that “Mr. Foster did not work . . . any 

irregular overtime hours” from October 1, 2015 to September 30, 2017). Next, DFAS deducted retirement benefits

the Office of Personnel Management (“OPM”) had paid Mr. 

Foster during the relevant period. S.A. 320–21; see S.A. 

282 (detailing the retirement benefits paid to Mr. Foster 

“from 10/01/2017 thru 08/30/2018”). Finally, DFAS deducted further retirement, income tax, insurance, and investment contributions that Mr. Foster would have paid, 

had his first removal not occurred. S.A. 320 (detailing deductions for, inter alia, “Medicare[,]” “Federal Income 

P.A. 55–62 (detailing annuity payments paid to Mr. Foster).

Case: 20-1691 Document: 28 Page: 7 Filed: 10/15/2020
8 FOSTER v. ARMY

Tax[,]” “Dental Insurance[,]” and a Thrift Savings Plan). 

The above deductions are required by OPM regulations. 

See 5 C.F.R. § 550.805(e)(2)(i)–(3)(v). Accordingly, substantial evidence supports the MSPB’s finding that the 

Army “demonstrated it properly paid [Mr. Foster] the 

amount of backpay due him as a result of” the MSPB’s Cancellation Order. P.A. 4.

Mr. Foster’s primary counterargument is unpersuasive. Mr. Foster contends that the Army should not have 

deducted health insurance premiums from his backpay 

award because, subsequent to the MSPB’s Cancellation Order, he indicated to DFAS that he did not wish to have his 

health insurance reinstated during the backpay period. 

Pet’r’s Informal Br. 5; see P.A. 29–30 (Employee Statement 

Relative to Back Pay). Mr. Foster is incorrect. As noted, 

OPM regulations require that an agency offset a backpay 

award by “erroneous payments,” such as “[h]ealth benefits 

premiums, if coverage continued during a period of erroneous retirement.” 5 C.F.R. § 550.805(e)(2), (3)(iii). Here, the 

record establishes that Mr. Foster received at least several 

months of health benefits during his “erroneous retirement.” P.A. 57–62 (detailing deductions for “Blue 

Cross/Blue Shield Service Benefit Plan” premiums from 

February 2018 to July 2018). Thus, deduction of the health 

insurance premiums from the backpay award was consistent with OPM’s regulations, despite Mr. Foster’s later 

statement to DFAS that he did not wish to have health insurance reinstated. Accordingly, substantial evidence supports the MSPB’s finding that the Army paid Mr. Foster 

the proper amount of backpay.7

7 The Army argues that “the MSPB did not need to 

reach whether the [Army] could deduct health insurance 

premiums contrary to Mr. Foster’s election because the 

[Army] did not make such deductions.” Resp’s Informal Br. 

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FOSTER v. ARMY 9

II. Substantial Evidence Does Not Support the 

MSPB’s Finding that the Army Complied with the 

MSPB’s Cancellation Order as to Uniform Allowance

The MSPB concluded that Mr. Foster was only entitled 

to a $400 semi-annual uniform allowance, and that the 

Army had “produced sufficient evidence to establish” that 

it had complied with the Cancellation Order by paying 

Mr. Foster this uniform allowance. P.A. 9. Mr. Foster challenges these findings as unsupported by substantial evidence. See Pet’r’s Informal Br. 7. Specifically, Mr. Foster 

argues that he “should have been treated as a new hire 

with full initial uniform allowance benefits of $1,600.00” 

because the “record . . . does not refute or dispute” that he 

“was required by the Army to turn in his uniforms and 

safety equipment[.]” Id. (alterations omitted). We agree 

with Mr. Foster. 

The MSPB’s finding that the Army had paid Mr. Foster 

an appropriate uniform allowance is unsupported by substantial evidence. Indeed, there is no evidence in the record to support the conclusion that the Army has paid 

Mr. Foster a uniform allowance. See generally S.A. 320–

21, 322–24, 331–32. In fact, the Army concedes that it has 

never paid Mr. Foster a uniform allowance for the relevant 

16, n.4. The Army contends that, through a rather convoluted process of payments and recoupments, it “honored 

Mr. Foster’s election” and ultimately did not deduct health 

insurance premiums from his backpay. See id. at 16–17. 

Because the Army does not appear to have raised this argument before the MSPB, see generally P.A. 5–6, we will 

not consider it for the first time on appeal. Bosley v. Merit 

Sys. Prot. Bd., 162 F.3d 665, 668 (Fed. Cir. 1998) (“A party 

in an MSPB proceeding must raise an issue before the administrative judge” if the issue is “to be preserved for review in this court.”). 

Case: 20-1691 Document: 28 Page: 9 Filed: 10/15/2020
10 FOSTER v. ARMY

period. See Resp’s Informal Br. 19–20 (“The MSPB did, 

however, make a misstatement [concerning the uniform allowance] . . . because the payment was still underway at 

the time of the [Army’s] November 27, 2019[,] filing and no 

subsequent proof of payment was provided.”), 20–21 (explaining that the Army has not paid Mr. Foster the uniform 

allowance “[b]ecause Mr. Foster never provided the necessary form”). Accordingly, the MSPB’s finding that the 

Army paid Mr. Foster the appropriate uniform allowance 

was unsupported by substantial evidence. 

The MSPB’s finding that Mr. Foster is only entitled to 

a $400 semi-annual uniform allowance is also unsupported 

by substantial evidence. The MSPB premised this finding 

on its reasoning that Mr. Foster was “entitled to that which 

he would have received if he had remained employed with 

the [Army] until” his second removal, which “would not include an initial uniform allowance.” P.A. 9. However, 

Mr. Foster argued before the MSPB that he should have 

received the full initial uniform allowance because he “was 

required to turn in his uniforms and safety equipment 

upon his separation[.]” P.A. 120. It is unclear from the 

record whether the Army required Mr. Foster to return his 

uniforms and equipment, and, if so, whether such items belong to the civilian employee or whether they are Army 

property and routinely returned at the end of employment. 

See generally P.A.; S.A.; S.P.A. The MSPB’s Final Decision 

contains no analysis or fact-finding concerning these questions. See generally P.A. 9 (stating only that Mr. Foster 

sought the $1,600 initial uniform allowance “because he 

was subject to an unjustified and unwarranted personnel 

action”). Accordingly, the record as it stands now, does not 

contain substantial evidence supporting the MSPB’s finding that Mr. Foster was entitled only to a $400 semi-annual 

uniform allowance. 

The question of what uniform allowance would place 

Mr. Foster in the position he would have been in, prior to 

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FOSTER v. ARMY 11

his first removal, depends upon the results of additional 

fact-finding. We remand, so that the MSPB may allow the 

parties to submit evidence on whether the Army required 

Mr. Foster to return his uniforms and equipment, and if so, 

whether this is standard procedure in such situations or 

whether these items are regarded as the employee’s property, in order to determine the uniform allowance necessary to place Mr. Foster in status quo ante. 

CONCLUSION 

We have considered the parties’ remaining arguments 

and find them unpersuasive. Accordingly, the MSPB’s Final Decision is affirmed-in-part and reversed-in-part. The 

case is remanded to the MSPB for further proceedings consistent with this opinion.

AFFIRMED-IN-PART, REVERSED-IN-PART, AND 

REMANDED 

COSTS

No costs.

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