COVID-19 and Reasonable Accommodation: Applying the Law to Current Challenges
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COVID-19 and Reasonable Accommodation: Applying the Law to Current Challenges - MP4 Disk
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The
complexity and challenges of addressing employees' reasonable accommodation
requests have been elevated to a whole new level with the novel issues created
by COVID-19.
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The
complexity and challenges of addressing employees' reasonable accommodation
requests have been elevated to a whole new level with the novel issues created
by COVID-19.
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Paid Parental Leave: Following OPM Guidance and Avoiding Trouble Spots
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Resolving Complex Reasonable Accommodation Issues in the Federal Workplace
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For births, adoption and foster care placement taking place on or after October 1, 2020, federal employees may substitute paid parental leave (PPL) for unpaid FMLA leave.
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Raise your knowledge of disability law to the next level.
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Resuming Federal Agency Operations While Complying With the Latest COVID-19 Guidance
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Dismissing EEO Complaints Properly Under EEOC Regulations and Pandemic-Related Guidance
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As your agency undertakes the unprecedented task of returning employees to their regular worksites and resuming operations, rely on guidance from Robin Wink, a trusted authority on federal employment law.
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Get expert guidance on when EEO allegations can be dismissed, where practitioners commonly go wrong and how to make supported dismissal decisions for better case management.
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COVID-19 and Federal Agencies: Leave and Telework Compliance Based on the Latest Federal Guidance
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COVID-19 and Federal Agencies: Staying Compliant With Current Guidance
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With the unprecedented working situations triggered by the pandemic, OPM, OMB employed.
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Get guidance for dealing with novel workplace challenges created by the unprecedented pandemic.
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What Do I Do When...® Providing Reasonable Accommodation in the Federal Workplace -- Second Edition
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Win-Win: Resolving Federal EEO Complaints Through Enforceable Settlements
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Learn the proper steps to take when an employee requests reasonable accommodation.
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A surprising number of settlement agreements are voided by the EEOC on appeal -- meaning the significant time and effort the agency put into making the agreement are wasted.
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7 Ways to Lose a Case at the MSPB
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Documenting Your Douglas Factors Analysis in the Age of Civil Service Reform
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Misstating the law. Arguing with the judge. Missing deadlines. Just 3 common mistakes that can doom your case before the MSPB.
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With uncertainly at the MSPB and a continued push by the Trump administration to expedite the federal employee disciplinary process, solid documentation of the Douglas factors analysis is more important than ever.
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Direct Threat: Tackling Disability-Related Safety Concerns in the Federal Workplace
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2020 Federal Personnel Guide
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The Rehabilitation Act and ADA are complicated and create many difficult issues for individuals trying to apply disability law in their agencies.
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A new year will mean new rules and regulations affecting YOU and YOUR career.
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2020 Federal Manager's Guide®
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2020 Federal Retirement Guide
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As current government reform is focused on managerial accountability, the execution of your duties is under great scrutiny, and the ramifications of mishandling any employee situation have never been more serious.
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Retirement is a process ... with specific actions and calculations that change as you move along the path.
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Retaliation in the EEO Process: Ensuring Protected Activity Stays Protected
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Beyond Reporting Requirements: Using MD-715 to Build a Model EEO Program
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Retaliation is the most frequently alleged basis for EEO complaints, so it's important to identify potential issues early on.
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This is your one-stop guide to transforming your agency's EEO program into a "model" as required by MD-715, with guidance on evaluating your program, identifying barriers to equal employment and creating a plan to eliminate those barriers.
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Accommodating Federal Employees With Hidden Disabilities Through the Interactive Process
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The Dos and Don'ts of Taking Adverse Actions for Federal Employees' Excessive Leave
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The EEOC expects the Federal Government to be a model employer of individuals with disabilities, and that includes disabilities which may not be obvious.
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When are absences excessive? How does AWOL fit? When should "medical inability" be charged? The uncertainty of how to handle these issues can challenge even the most experienced practitioner.
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