Professional consulting services providing non-legal procedural and communication support. We are not attorneys and do not provide legal advice or representation.
Professional advocacy for TSA officers navigating discipline, medical referrals, EEO matters, and a policy environment that is changing faster than any officer should be expected to track alone.
We track the policy environment so you do not have to. When TSA activates a new medical certification process, changes how fitness for duty referrals are handled, advances a procurement that affects your airport, or issues a policy directive that intersects with your rights, you have access to people who already know what it means and what to do about it. You go to work. We watch the landscape.
When something happens to you directly, you do not figure out the process alone. You call us. We know your situation because we have been paying attention. We review the record, identify where policy was not followed, and work through the appropriate channels to correct it. In most cases, you do not need to be deeply involved in that process. That is the point.
Against Giants Labor Advocates operates as professional advocates, not attorneys. We handle the procedural and documentary work that does not require a law license. For matters that require licensed legal counsel, we provide referrals to qualified attorneys with federal employment experience.
A disciplinary notice triggers a response timeline that is shorter than most officers expect. The written response is the record. Against Giants Labor Advocates reviews the full documentation, identifies procedural deficiencies, and prepares a response grounded in TSA policy and the specific facts of your case. We stay with you through the process, not just the first filing.
TSA's Annual Medical Certification program, effective May 4, 2026, requires officers to disclose health conditions that may affect their ability to perform essential functions. The daily fitness for duty directive, also effective May 4, requires certification at every shift start. These programs interact with FMLA protections and EAP confidentiality in ways that are not clearly explained to officers. Against Giants Labor Advocates tracks these intersections and works through the documentation when a referral or adverse action results.
Equal Employment Opportunity complaints in the federal sector have specific filing windows and procedural requirements. Missing a deadline or filing incorrectly can close a valid complaint. Against Giants Labor Advocates provides guidance from intake through resolution, with hands-on involvement at every stage.
Merit Systems Protection Board appeals of adverse actions, suspensions, and removals require a structured record and a clear understanding of what the Board considers. Against Giants Labor Advocates provides consulting support through the process, helping you understand your options, prepare documentation, and navigate proceedings with informed guidance. We are not attorneys and do not provide legal representation before the Board, but we work alongside qualified legal counsel when that step is required.
If your airport is designated for Screening Partnership Program conversion, your federal position is eliminated, not transferred. Severance eligibility, the reasonable offer standard, and the distinction between a qualifying and non-qualifying reassignment offer are all defined specifically in TSA policy. Against Giants Labor Advocates has published a full guide to these rights and works with officers through conversion processes directly. Read the full severance guide.
Against Giants Labor Advocates maintains active working relationships with congressional offices on both sides of the aisle. The firm's documentation of TSA Gold+ was cited in Federal News Network's national coverage of TSA privatization policy in April 2026. When the policy environment shifts, clients have access to people who are already in those conversations.
An officer began experiencing migraines. Management referred the matter to TSA's Office of Chief Medical Officer for a fitness for duty evaluation. We identified that the referral did not meet the required threshold under applicable TSA medical policy. Working with the officer's treating physician, we documented the policy violation and framed the medical record correctly. The fitness for duty finding was reversed. The officer returned to full duty and secured all applicable back pay.
The officer's job during that process was to show up and do their work. Ours was everything else.
Billing is suspended during any funding lapse affecting TSA pay, without exception. The right time to know we exist is before you need us.
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