Barbara Haga on FMLA Compliance: Techniques to Tackle Your Agency’s Top Trouble Areas
|
|
Douglas Factors Worksheets Dos & Don’ts to Support Your Agency’s Discipline Cases
|
|
|
|
|
|
|
Breaking down complex leave situations into practical compliance steps is what makes FMLA expert Barbara Haga one of the federal community’s most popular trainers.
|
MSPB administrative judges closely scrutinize Douglas factors worksheets — and just one small error or inconsistency can torpedo your agency’s discipline case before it even begins.
|
|
|
|
Pregnant and Nursing Employees: Meeting Agencies’ New Accommodation and Anti-Discrimination Requirements
|
|
New MSPB’s Hidden Gems: Best Practices & Pitfalls From Non-Precedential Decisions
|
|
|
|
|
|
|
Along with the Pregnancy Discrimination Act, your agency has two other laws to follow regarding pregnant and nursing employees that bring a slew of additional requirements.
|
Even though the MSPB’s non-precedential decisions are not controlling case law, they contain a lot of valuable teaching points and signal how the board will likely rule in the future.
|
|
|
|
From Accommodation to Inclusion: Legal Issues of Managing Federal Employees With Mental Disabilities
|
|
Properly Framing Charges Under the New MSPB
|
|
|
|
|
|
|
Properly handling issues related to employees’ mental disabilities is a perennial challenge for agencies.
|
It's very difficult to correct charge framing mistakes after the fact, so getting the charges right is the first step to making an adverse action hold up on appeal.
|
|
|
|
Drafting Defensible Proposal and Decision Letters: Dos and Don’ts Under the New MSPB
|
|
Getting Reasonable Accommodation of Disabilities Right for Federal Remote, In-Person and Hybrid Work
|
|
|
|
|
|
|
Proposal and decision letters have always been ripe with pitfalls and potential due process violations. And because the MSPB isn’t as “employee friendly” as many predicted, it’s critical to understand the Board’s thinking.
|
With high numbers of federal employees seeking reasonable accommodation for today’s varied work environments and the EEOC’s increasing findings of disability discrimination based on agency missteps, get essential training to ensure your agency’s processing of reasonable accommodation requests is timely and compliant with EEOC case law.
|
|
|
|
Adverse Actions for Poor Performance: Choosing Your Agency’s Best Path
|
|
Religious Accommodation in the Federal Workplace: Answering Your Agency’s Tough Questions
|
|
|
|
|
|
|
When taking a performance-based action under Chapter 43, you must provide an opportunity for the employee to improve. Under Chapter 75 you can expedite the discipline, but a higher standard of proof applies.
|
Religious accommodations are some of the most complex, and potentially sensitive, situations that federal practitioners have to address.
|
|
|
|
Your Agency’s DEIA Strategic Plan: Addressing Trouble Spots for Continuous Program Improvement
|
|
Excessive Absences in Today's Federal Workforce: Tips for Preparing Cases
|
|
|
|
|
|
|
Now that your agency’s initial Diversity, Equity, Inclusion, & Accessibility Strategic Plan has been submitted, you have to assess its progress and make needed changes for the next plan due in March 2023.
|
When employees abuse leave, your agency can – and should – address the situation swiftly.
|
|
|
|
Precedential Decisions Under the New MSPB: Changing Your Agency’s Douglas Factors Analysis
|
|
Navigating the Probationary Period for Long-Term Employee and Agency Success
|
|
|
|
|
|
|
In June 2022, the newly reconstituted MSPB overruled over a decade’s worth of cases on how the Douglas factor involving comparator employees has been interpreted.
|
Probationary employees are still applicants for the position, and it's up to the agency to take advantage of the probationary period to determine whether the individual is a good fit.
|
|
|
|
From the Bench: Tips for Preparing and Trying Cases at the MSPB
|
|
Virtual Harassment in the Federal Workplace: How It Occurs and Ways to Address It
|
|
|
|
|
|
|
When it comes to succeeding at the MSPB trial level, the effort that HR staff and agency attorneys put into preparing the case usually makes the difference between winning and losing.
|
The increased use of Zoom, Teams, instant messaging and even emojis has provided harassers with expanded platforms for intimidation.
|
|
|
|
From Performance to Conduct: Handling Employee Issues in a Hybrid Federal Workforce
|
|
Mental Disabilities in the Federal Workplace: Compliance Guidance for DEIA, the Pandemic and Beyond
|
|
|
|
|
|
|
With the dramatic increase in telework and remote work, agencies must be able to manage performance "equitably and effectively" regardless of whether employees are in office or not.
|
Accommodating employees with mental disabilities while meeting Rehabilitation Act mandates is challenging enough.
|
|
|
|
Federal Employee Medical Information: Addressing Challenges From COVID-19 and Beyond
|
|
LGBTQ+ Inclusion in the Federal Workplace: Complying With Biden Administration Policies
|
|
|
|
|
|
|
Get guidance on complying with the law while facing today's novel employee situations.
|
With the Supreme Court's Bostock decision and President Biden's Executive Orders 13985 and 14035, your agency is expected to protect and include LGBTQ+ employees in new ways.
|
|
|
