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Federal Employee Authority serves as a national reference resource covering the full scope of federal civilian employment — from pay systems and retirement programs to disciplinary procedures, hiring processes, and employee rights. This page describes how to reach the editorial and research team, what information to include in a message, and what response timelines to expect.

How to reach this office

The primary channel for reaching Federal Employee Authority is the site's web-based contact form, which routes messages directly to the editorial team responsible for content accuracy, research inquiries, and corrections. No phone line or physical mailing address is maintained for public correspondence; all inbound communication is handled through digital channels to ensure accurate routing and documentation.

For content-specific questions — such as questions about a particular article covering the General Schedule pay system, FERS retirement eligibility, or federal whistleblower protections — the subject line of the message should reference the specific page or topic. This allows the editorial team to direct the inquiry to the appropriate subject matter reviewer without delay.

Service area covered

Federal Employee Authority covers federal civilian employment at the national scope. The resource addresses the executive branch civilian workforce, which the U.S. Office of Personnel Management documents at more than 2 million employees across hundreds of agencies. Coverage extends to:

1. Pay and compensation systems, including the General Schedule, locality pay, and special pay rates
2. Benefits programs such as FEHB, FEGLI, and TSP
3. Employment classifications, including competitive vs. excepted service and the Senior Executive Service
4. Workforce rights and procedures, including appeals, disciplinary actions, and reduction in force
5. Hiring and onboarding topics such as veterans' preference, background investigations, and Schedule A hiring authority

The site does not cover state government employment, municipal civil service systems, military active-duty personnel, or private-sector labor matters. Questions falling outside federal civilian employment under Title 5 of the U.S. Code are outside the editorial scope and cannot be addressed.

What to include in your message

Clear, specific messages receive faster and more useful responses than general inquiries. Two categories of inbound messages are handled differently:

Editorial corrections or factual disputes — Include the full URL of the page in question, the specific passage believed to be inaccurate, and the source or regulatory citation supporting the correction. Corrections referencing named official sources such as OPM guidance documents, Title 5 statutory provisions, or Merit Systems Protection Board decisions receive priority review.

Research or content inquiries — Include a plain-language description of the federal employment topic at issue, the agency or workforce context if relevant (for example, Department of Defense civilian workforce vs. a small independent agency), and whether the question pertains to a specific statutory provision, regulation, or agency policy. Inquiries that conflate federal employment rules with state or private-sector standards may be redirected rather than answered directly.

Messages that omit the topic, contain only vague descriptions, or request legal advice rather than reference information will receive a standard response explaining that the site provides informational content rather than legal counsel.

Response expectations

The editorial team reviews inbound messages on a rolling basis. Standard editorial inquiries and factual corrections receive an initial response within 5 business days. Complex research inquiries involving cross-referencing of statutes, OPM regulations, or recent policy changes may require up to 10 business days.

Responses address factual and editorial matters only. Federal Employee Authority does not provide legal representation, act as an advocate in MSPB proceedings, file EEO complaints on behalf of individuals, or provide agency-specific HR guidance. Those functions fall to licensed attorneys, union representatives, the U.S. Equal Employment Opportunity Commission, or the Merit Systems Protection Board directly.

No response is guaranteed for messages that fall outside the site's editorial scope, contain abusive language, or request services the site does not provide. Volume of inbound correspondence can affect response timelines; messages sent during peak periods following major federal workforce policy changes may experience delays beyond the standard window.

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