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