Home > Federal > Audios & Conference Materials > Employee Relations
Sort By:
1 2
Alternative Discipline in the Federal Workplace: Crafting Solutions That Work Approving or Denying Federal Employees’ FMLA – Who, Why & How
Price: $284.50
Price: $284.50
Alternative Discipline in the Federal Workplace: Crafting Solutions That Work Approving or Denying Federal Employees’ FMLA – Who, Why & How
Alternative discipline does more than give you another way to resolve tough employee situations ... it can also minimize workplace disruption, cut the time you spend defending disciplinary actions and limit the risk of third-party litigation. Get expert insight from attorney Robin Wink as she gets you current on the law and takes you step-by-step through analyzing situations so you can properly determine an employee’s eligibility for leave.
Avoidable Mistakes That Destroy Your Agency's Adverse Actions Beyond the Basics: Reasonable Accommodation Guidance for Federal Agencies' Real-Life Challenges
Price: $284.50
Price: $284.50
Avoidable Mistakes That Destroy Your Agency's Adverse Actions Beyond the Basics: Reasonable Accommodation Guidance for Federal Agencies' Real-Life Challenges
Avoid the mistakes commonly made on adverse actions with guidance from Robert Erbe, an experienced labor and employment law litigator who has seen firsthand all the disastrous missteps agencies commit when drafting adverse actions. Because each accommodation request must be evaluated on an individual basis, it often raises questions that are not easily answered.
Document, Document, Document! How to Manage Challenging Employee Behavior in the Federal Workplace Documenting the Douglas Factors: When, Why & How
Price: $284.50
Price: $284.50
Document, Document, Document! How to Manage Challenging Employee Behavior in the Federal Workplace Documenting the Douglas Factors: When, Why & How
Knowing how to properly document an employment action presents a win/win for your agency. The Douglas factors have been around for more than 35 years, yet there hasn't been a recommended approach for documenting them -- until now.
Douglas Dos and Don'ts: Using MSPB Case Law to Determine the Right Penalty Drafting Winning Proposal and Decision Letters: Supporting Your Penalty, Avoiding Reversal
Price: $295.00
Price: $284.50
Douglas Dos and Don'ts: Using MSPB Case Law to Determine the Right Penalty Drafting Winning Proposal and Decision Letters: Supporting Your Penalty, Avoiding Reversal
The Douglas Factors are often misused and misunderstood, resulting in reversal or mitigation. Proposal and decision letters are considered the most critical documents in any discipline or adverse action.
EEO Case Law Update: What Your Agency Needs to Know and Why Employee Engagement With Accountability: Improving Your Agency's FEVS Scores
Price: $284.50
Price: $284.50
EEO Case Law Update: What Your Agency Needs to Know and Why Employee Engagement With Accountability: Improving Your Agency's FEVS Scores
EEO case law is constantly evolving, with a continuous flow of EEOC and court decisions being issued. The Federal Employee Viewpoint Survey is being used by OPM to measure employee engagement, and that means the pressure is on you to improve your agency’s FEVS scores.
Everyday FMLA: Ensuring Compliance in Your Agency Excessive Leave in Your Agency: Identify the Cases, Build a Framework, Take the Right Action
Price: $284.50
Price: $284.50
Everyday FMLA: Ensuring Compliance in Your Agency Excessive Leave in Your Agency: Identify the Cases, Build a Framework, Take the Right Action
It's been the law of the land since 1994, but the Family and Medical Leave Act is still causing confusion. Some of the most complex employee situations you will face are caused by significant absences and medical problems.
Federal Employees with Psychiatric Disabilities: Staying EEO Compliant LGBT & Pregnant Employees: EEOC Protections & Your Agency’s Role
Price: $284.50
Price: $284.50
Federal Employees with Psychiatric Disabilities: Staying EEO Compliant LGBT & Pregnant Employees: EEOC Protections & Your Agency’s Role
According to the US Department of Labor, it is likely that most employers – including your agency – have at least one employee with a psychiatric disability. Guidance straight from former EEOC attorney and MSPB AJ Sam Vitaro ...
Make Your Penalty Stand: Don’t Omit the Douglas Mitigating Factors Medical Inability to Perform: Using the Charge to Remove a Federal Employee
Price: $284.50
Price: $284.50
Make Your Penalty Stand: Don’t Omit the Douglas Mitigating Factors Medical Inability to Perform: Using the Charge to Remove a Federal Employee
Time and time again deciding officials use the Douglas factors as a way to justify a penalty that has already been determined and only focus on the aggravating factors which consequently has their decision being overturned by MSPB. When an employee’s medical condition renders him unable to work a normal schedule or perform his assigned duties, it impacts your entire workforce — with lower productivity and morale as just two potential problems.
New OPM Regulations on Administrative Leave Policies: What You Need to Know and Do Now! Overcoming Obstacles in the Federal EEO Case Process: Gary Gilbert's Guidance
Price: $295.00
Price: $284.50
New OPM Regulations on Administrative Leave Policies: What You Need to Know and Do Now! Overcoming Obstacles in the Federal EEO Case Process: Gary Gilbert's Guidance
Federal agencies have new requirements under the Administrative Leave Act of 2016 which means they will need to evaluate and revise current policies to be in compliance. The EEO case process is long and complex, and just one overlooked detail or unanticipated development along the way can seriously damage your agency's position -- and even lead to a finding of discrimination.
Performance-based Actions Made Easy: Following Through on 432 Power Struggles and Toxic Behavior in Your Agency — High-Conflict Employees Can Be Managed
Price: $284.50
Price: $284.50
Performance-based Actions Made Easy: Following Through on 432 Power Struggles and Toxic Behavior in Your Agency — High-Conflict Employees Can Be Managed
OPM has made performance management a major focus ... And that means you should too. Who hasn’t struggled to communicate with a high-conflict employee?
   
 
1 2