When is the Best Time to Contact Our Consultants? (The Answer is Sooner Than You Think)

A critical question often surfaces when an employee is facing potential disciplinary action, a performance issue, or an EEO complaint: "When should I contact a consultant?" Many employees mistakenly believe they should wait until their Agency proposes a specific action or makes a final decision. In reality, this delay can be a costly mistake.

📅 The Critical Advice: Contact a Consultant as Soon as Possible

This is the same advice we provide to agency supervisors, managers, and executives concerning all aspects of employee and labor relations or EEOC matters. The logic is simple and applies universally: The earlier we are involved, the less costly and more efficient the resolution is likely to be for the affected employee.

Why is early engagement with an expert consultant or specialist so crucial?

1. Unraveling the Situation Takes Time and Money

If an employee contacts us late in the process, we often have to spend a significant amount of time "unraveling" what has already happened, documenting past events, and correcting initial missteps. This late intervention dramatically increases the initial workload—and therefore the cost—compared to proactive, early guidance. Consider it "preventative maintenance" just like in the military.

2. Preserving Your Options

As any disciplinary or EEO issue progresses, the range of available options for a favorable outcome quickly becomes limited.

• Early Intervention: Allows a consultant to implement corrective or preventative measures that could lead to a swift, favorable resolution, potentially avoiding the formal process altogether.

• Late Intervention: Means crucial deadlines may have passed, evidence may have been mishandled, or you may be left with only the most rigid and expensive legal avenues. We want to provide you with the widest range of options possible, and that requires early action.

This same essential advice applies to contacting your union representatives as well, if you have one. Don't hesitate to reach out to them for initial guidance and support.

💡 How InformedFED Facilitates Early Action with Free Consultations

Understanding the need for immediate, low-barrier access to expertise, services like those offered by InformedFED typically provide a valuable entry point: the no-cost, no-obligation initial consultation.

What the Free Consultation Offers When You Contact Our Consultants:

• Initial Assessment: This is a crucial, approximately 30-minute telephonic consultation with a senior-level consultant.

• Determine Applicability: The goal is to determine whether the consultant's services would be applicable and beneficial to your unique circumstances and needs. It's a screening process to ensure they can genuinely help you.

• Low Barrier to Entry: By offering this service at no charge, it eliminates the financial hesitation employees often feel when they first realize they need help, supporting the core advice to contact a consultant as soon as possible.

To request this initial assessment, you generally need to provide your full name, contact information, employing agency, position/grade, and a short description of the issue via email through our online request form. This allows the consultant to prepare and make the most of the 30-minute call.

💵 Will My Union Help With Consultation Fees?

A common follow-up question is, "Will my union pay associated fees or help me in any other way?"

It has been our general experience that many unions are willing to assist their members financially with consultation fees.

• Fee Reimbursement: Many unions will reimburse you for fees you incur.

• Fronting Fees: Some unions are willing to pay consultation fees upfront, removing an immediate financial barrier for the member.

• Direct Contracts: We have seen local unions contract our services directly on behalf of their members, sometimes even assigning a union representative to work alongside the consultant to reduce overall billable hours.

Some local unions that have paid our fees directly, reimbursed union members for our fees, or shared costs with the union member (not exhaustive- some unions requested confidentiality):

• National Education Association (NEA)

• Service Employees International Union (SEIU)

• Seafarers International Union of North America (SIU)

• National Border Patrol Council (NBPC)

• American Federation of Government Employees (AFGE)

• American Nurses Association (ANU)

• National Association of Letter Carriers (NALC)

• International Association of Machinists and Aerospace Workers (IAMAW)

• International Association Firefighters (IAFF)

There is nothing that generally prevents any union from reimbursing you or paying consultation fees upfront or sharing costs. If you are a union member, check your local union's bylaws and policies immediately, as they may cover or assist with the costs of seeking professional advice.

Ultimately, the decision of when to contact a consultant can only be answered by you. However, understand that every day you delay is a day that your options narrow, and the complexity of your case potentially increases. If you are facing an EEO matter or any employment/labor relations issue, contact us.