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COVID-19 Leave and Attendance Issues: Staying Ready for Potential Challenges COVID-19 and Reasonable Accommodation: Applying the Law to Current Challenges
Price: $295.00
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Price: $295.00
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COVID-19 Leave and Attendance Issues: Staying Ready for Potential Challenges COVID-19 and Reasonable Accommodation: Applying the Law to Current Challenges
The return to school impacting employees' work. Weather events. A potential spike in COVID-19 and/or the seasonal flu. 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.
Paid Parental Leave: Following OPM Guidance and Avoiding Trouble Spots Resolving Complex Reasonable Accommodation Issues in the Federal Workplace
Price: $295.00
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Price: $295.00
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Paid Parental Leave: Following OPM Guidance and Avoiding Trouble Spots Resolving Complex Reasonable Accommodation Issues in the Federal Workplace
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. Raise your knowledge of disability law to the next level.
Resuming Federal Agency Operations While Complying With the Latest COVID-19 Guidance Dismissing EEO Complaints Properly Under EEOC Regulations and Pandemic-Related Guidance
Price: $55.00
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Price: $55.00
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Resuming Federal Agency Operations While Complying With the Latest COVID-19 Guidance Dismissing EEO Complaints Properly Under EEOC Regulations and Pandemic-Related Guidance
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. 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.
COVID-19 and Federal Agencies: Leave and Telework Compliance Based on the Latest Federal Guidance COVID-19 and Federal Agencies: Staying Compliant With Current Guidance
Price: $55.00
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Price: $55.00
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COVID-19 and Federal Agencies: Leave and Telework Compliance Based on the Latest Federal Guidance COVID-19 and Federal Agencies: Staying Compliant With Current Guidance
With the unprecedented working situations triggered by the pandemic, OPM, OMB employed. Get guidance for dealing with novel workplace challenges created by the unprecedented pandemic.
Win-Win: Resolving Federal EEO Complaints Through Enforceable Settlements 7 Ways to Lose a Case at the MSPB
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Price: $295.00
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Win-Win: Resolving Federal EEO Complaints Through Enforceable Settlements 7 Ways to Lose a Case at the MSPB
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. Misstating the law. Arguing with the judge. Missing deadlines. Just 3 common mistakes that can doom your case before the MSPB.
Documenting Your Douglas Factors Analysis in the Age of Civil Service Reform Direct Threat: Tackling Disability-Related Safety Concerns in the Federal Workplace
Price: $295.00
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Price: $295.00
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Documenting Your <i>Douglas</i> Factors Analysis in the Age of Civil Service Reform Direct Threat: Tackling Disability-Related Safety Concerns in the Federal Workplace
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. The Rehabilitation Act and ADA are complicated and create many difficult issues for individuals trying to apply disability law in their agencies.
Retaliation in the EEO Process: Ensuring Protected Activity Stays Protected Accommodating Federal Employees With Hidden Disabilities Through the Interactive Process
Price: $295.00
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Price: $295.00
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Retaliation in the EEO Process: Ensuring Protected Activity Stays Protected Accommodating Federal Employees With Hidden Disabilities Through the Interactive Process
Retaliation is the most frequently alleged basis for EEO complaints, so it's important to identify potential issues early on. The EEOC expects the Federal Government to be a model employer of individuals with disabilities, and that includes disabilities which may not be obvious.
The Dos and Don'ts of Taking Adverse Actions for Federal Employees' Excessive Leave Framing Federal Employee EEO Complaints for Proper Investigations
Price: $295.00
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Price: $295.00
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The Dos and Don'ts of Taking Adverse Actions for Federal Employees' Excessive Leave Framing Federal Employee EEO Complaints for Proper Investigations
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. Deciding what a complaint is alleging and bases of the claims being raised is a crucial part of the federal EEO process -- a timely and quality investigation depends on it being done well.
Agency Best Practices in Requesting, Using and Storing Federal Employee Medical Information Balancing Quality and Speed When Processing Adverse Actions Under EO 13839
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Price: $295.00
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Agency Best Practices in Requesting, Using and Storing Federal Employee Medical Information Balancing Quality and Speed When Processing Adverse Actions Under EO 13839
Whether it's requesting, handling, or storing federal employee medical information, this is a perennial trouble spot for most federal practitioners. Executive Order 13839, "Promoting Accountability and Streamlining Removal Procedures Consistent with Merit Systems Principles," sets its sight on processing adverse actions faster and impacts agencies' use of clean record agreements.
EEO Case Law and Administrative Process Guidance: What You Need to Know for 2019 Accommodating and Managing Federal Employees With Mental and Intellectual Disabilities
Price: $295.00
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Price: $295.00
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EEO Case Law and Administrative Process Guidance: What You Need to Know for 2019 Accommodating and Managing Federal Employees With Mental and Intellectual Disabilities
Getting up to date on the continuous flow of EEOC and court decisions being issued is far from easy to do -- until now. The EEOC expects the Federal Government to be a model employer of individuals with disabilities.
   
 
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