My question involves labor and employment law for the state of: Federal
I have a doctorate and am board-certified. Board certification represents the highest level of competence in my field. I received my training in the 1980s. The program from which I graduated applied for accreditation when I was attending but did not receive it until after I graduated. This was not uncommon in my field at the time, and I can show that my program offered training equivalent to accredited programs in place then and now.
I recently hand-delivered an employment application packet to a secretary at a nearby federal agency. According to the human resources person in a taped conversation, he received the packet later that day, immediately identified me as a shoo-in for the position, and walked the packet to the Division Chief, who told him I was just what she needed. I interviewed for the position with the Chief within a week. The interview went well. I was introduced to professional staff and given a tour of the agency.
Two weeks later I learned that there was a problem with my application, namely, that I had not graduated from an accredited program. I e-mailed the agency’s Chair of National Professional Standards and asked if a person who is board certified but whose degree is not from an accredited program can be employed by the agency, and, if not, if procedures exist, e.g., an individualized exception review similar to that offered by professional boards, whereby such a person could qualify.
His reply: “The qualification standards are clear and unwavering that you must have a degree from an accredited program. This has been the standard since 1980, and no exceptions have been granted except for those who were employed before the standard went into effect.”
The U.S. Code states that the position in question requires "a doctoral degree satisfactory to the Secretary," whereas the agency itself has a more restrictive policy that in my view unfairly excludes persons who meet the highest professional standards of competence, i.e., those with board certification. This is like saying, “We don’t care if you’re Harvard summa cum laude, you started with a GED and our policy calls for a diploma.”
I’ve looked all over and can’t tell what kind of a labor law issue, if any, this is. Any help or suggestions would be appreciated. Thanks.

