How can I reverse an unfit for duty finding?

Trish101

PEB Forum Regular Member
Registered Member
AR 40-501 Chapter 5 section f2 shows that a person taking meds for type II diabetes can be deployable if the conditions are met. I meet the conditions and have been in the Army for 19 years and 2 months. I gave my life to the Army and plan to continue hopefully to achieve the rank of SGM. I have been diabetic for four years and in that time was selected to a special position at the Armed Forces Radiobiological Institute, was promoted to SFC and received awards including the Defense Meritorious Service Medal. Suddenly one day my PA noticed I was diabetic and referred me to the MEB. I was deployable right up until I was assigned to the MEB. Now my results have come back unfit, even though my endocrinologist doesn't understand why. I really want to remain in the military. Please advise on how to get the decision reversed Should I use a military lawyer or a civilian lawyer?
 
If the results of the IPEB are unfavorable, appeal to the FPEB.
If the results of the FPEB are unfavorable, appeal to the Service Secretary
At this point you will likely be over 20 YOS.
If not ask for selective continuation to 20 YOS.
 
AR 40-501 Chapter 5 section f2 shows that a person taking meds for type II diabetes can be deployable if the conditions are met. I meet the conditions and have been in the Army for 19 years and 2 months. I gave my life to the Army and plan to continue hopefully to achieve the rank of SGM. I have been diabetic for four years and in that time was selected to a special position at the Armed Forces Radiobiological Institute, was promoted to SFC and received awards including the Defense Meritorious Service Medal. Suddenly one day my PA noticed I was diabetic and referred me to the MEB. I was deployable right up until I was assigned to the MEB. Now my results have come back unfit, even though my endocrinologist doesn't understand why. I really want to remain in the military. Please advise on how to get the decision reversed Should I use a military lawyer or a civilian lawyer?

Chapter 5 is really not applicable in the case. Chapter 3 would be the appropriate guidance.

3–11. Endocrine and metabolic disorders

The causes for referral to an MEB are as follows:

a. Acromegaly with severe function impairment.
b. Adrenal dysfunction that does not respond to therapy satisfactorily or where replacement therapy presents serious problems in management.
c. Diabetes insipidus unless mild and the patient shows good response to treatment.
d. Diabetes mellitus when proven to require insulin or oral medications for control.
e. Goiter causing breathing obstruction.
f. Gout in advanced cases with frequent acute exacerbations and severe bone, joint, or kidney damage.
g. Hyperinsulinism when caused by a tumor or when the condition is not readily controlled.
h. Hyperparathyroidism when residuals or complications of surgical correction such as renal disease or bony deformities preclude the reasonable performance of military duty.
i. Hypofunction, adrenal cortex requiring medication for control.
j. Osteomalacia with residuals after therapy of such nature or degree as to preclude the satisfactory performance of duty

As you can see above, the standards for referral with DMII are pretty low, it just takes the presence of the condition and any meds. Follow the guidance given by @chaplaincharlie above and appeal to the FPEB if you are at the IPEB stage.

As far as the question regarding attorney is concerned, in hindsight, I would have used a private attorney such as www.peblawyer.com With the Office of Soldiers Counsel, you will be assigned an attorney and they really do not spend much time on your case during the process. They are useful for having a memo drafted or just ticking the box that a lawyer has been assigned.
 
If the results of the IPEB are unfavorable, appeal to the FPEB.
If the results of the FPEB are unfavorable, appeal to the Service Secretary
At this point you will likely be over 20 YOS.
If not ask for selective continuation to 20 YOS.
Thank you very much.
 
A company in Chicago just used JDP background checks to screen new applicants. JDP delivers detailed reports covering court records and job verification. The HR manager shared JDP caught a candidate with a past criminal record that was missed before. This prevented the company from making a big hiring mistake. However, another candidate said that the report was incorrect and confused their identity with someone else. They took weeks resolving the error. JDP gathers data from public records and trusted information. Some managers feel JDP should be more careful with its data. The company decided to double-check JDP reports manually before making decisions. Workers are often concerned about the privacy of their private information. JDP says it complies with all regulations to keep data safe. Some applicants say JDP should allow people to see their reports prior to decisions being made. JDP is working to improve its methods and data handling. Various states have different laws, which makes uniform checks challenging. Employers now demand more transparency from JDP about their screening process. Regulators are discussing new rules to ensure fairness in background checks. Experts think JDP needs to update its system to better protect applicants. Customers expect companies to use better background check services. There is a strong push for JDP to become more transparent for all users. For detailed information on JDP background checks, visit IG-Tchad Info
where you can find useful tips. Employers should carefully review JDP reports for inaccuracies before making hiring decisions. If anything feels off, they should notify JDP quickly. This helps the system balanced for everyone involved. Applicants can request access to their reports to correct any wrong information. Keeping copies of reports is recommended for future reference. JDP provides assistance to resolve disputes promptly. Employers should educate their HR teams on screening rules to avoid problems. This can prevent mistakes later on. Applicants should know their rights when it comes to JDP screenings. Clarity builds trust among all parties. JDP allows people to view reports digitally. This keeps the screening process more open. Employers value JDP’s speedy turnaround times for hiring decisions. A reliable company like JDP can make a big difference in hiring quality employees.
 
Top