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Addressing Performance and Conduct of Federal Employees With Disabilities: From-the-Trenches Strategies Resolution Achieved: Drafting Enforceable Federal EEO Settlement Agreements
Price: $295.00
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Price: $295.00
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Addressing Performance and Conduct of Federal Employees With Disabilities: From-the-Trenches Strategies Resolution Achieved: Drafting Enforceable Federal EEO Settlement Agreements
If you're confused about how to address performance and conduct problems for employees with disabilities, you aren't alone. Improve your ability to write successful EEO settlement agreements when you attend this 90-minute intensive webinar presented by Roslyn Brown, a former federal EEO director with over 30 years of experience.
Harassment and Bullying in the Federal Workplace: What You Can and Should Do Successfully Navigating Performance and Conduct Issues Under the Rehabilitation Act
Price: $295.00
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Price: $284.50
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Harassment and Bullying in the Federal Workplace: What You Can and Should Do Successfully Navigating Performance and Conduct Issues Under the Rehabilitation Act
Bullying and discriminatory harassment claims are complex, and they can get your agency in a lot of trouble if they aren't handled correctly. Employees with disabilities should be held to the same standard of performance and conduct as all your other agency employees.
Every Step of the Way: Accommodating Federal Employees Using the Interactive Process Islamophobia and Other Religious Challenges: Best Practices in the Federal Workplace
Price: $284.50
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Price: $284.50
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Every Step of the Way: Accommodating Federal Employees Using the Interactive Process Islamophobia and Other Religious Challenges: Best Practices in the Federal Workplace
Don’t take the chances of incurring liability because an accommodation request isn’t handled properly. Both the Supreme Court and the EEOC have reinforced the rights of employees and applicants to engage in sincerely held religious practices.
Make the Right Call: Leave and Telework as Reasonable Accommodations for Federal Employees Deterring and Responding to Harassment -- Best Practices for the Federal Workplace
Price: $284.50
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Price: $284.50
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Make the Right Call: Leave and Telework as Reasonable Accommodations for Federal Employees Deterring and Responding to Harassment -- Best Practices for the Federal Workplace
Let’s face it. Leave and telework accommodation requests are not going to go away. In fact they are on the rise. Harassment affects all your employees, and often leads to problems with performance, productivity and morale throughout your entire workforce.
7 Common Mistakes Agencies Make in the EEO Process - And How to Avoid Them Take the Right Action: Addressing Excessive Leave in Your Agency
Price: $284.50
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Price: $284.50
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7 Common Mistakes Agencies Make in the EEO Process - And How to Avoid Them Take the Right Action: Addressing Excessive Leave in Your Agency
When it comes to the EEO process and staying compliant, good intentions are not always enough. According to the MSPB, your agency does not have to tolerate unauthorized absences -- or even authorized extended absences -- if they impact the efficiency of the service.
Enforceable Federal EEO Settlement Agreements: From Crafting to Drafting LGBT & Pregnant Employees: EEOC Protections & Your Agency's Role
Price: $284.50
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Price: $284.50
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Enforceable Federal EEO Settlement Agreements: From Crafting to Drafting LGBT & Pregnant Employees: EEOC Protections & Your Agency's Role
Both the EEOC and the courts are pushing case settlements, so now is the time to get essential training on addressing settlements in a proactive, productive manner -- and avoid having to defend a challenged agreement. Guidance straight from former EEOC attorney and MSPB AJ Sam Vitaro ...
Dismissing Federal EEO Complaints Without Fear of Reversal Making Crucial Federal Personnel Decisions With EEO in Mind
Price: $284.50
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Price: $284.50
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Dismissing Federal EEO Complaints Without Fear of Reversal Making Crucial Federal Personnel Decisions With EEO in Mind
The EEOC recently reported that more than 40% of EEO claims that agencies dismiss are reversed -- creating even more problems for agencies on top of the original complaints. When it comes to personnel decisions, there's a fine line between permissible and inappropriate ... and crossing it could lead your agency into costly EEO complaints.
Beyond the Obvious: Accommodating Federal Employees With Hidden Disabilities Make Your Penalty Stand: Don't Omit the Douglas Mitigating Factors
Price: $284.50
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Price: $284.50
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Beyond the Obvious: Accommodating Federal Employees With Hidden Disabilities Make Your Penalty Stand: Don't Omit the Douglas Mitigating Factors
In 90 minutes they'll give you the practical guidance and accommodation strategies you need to make sound decisions involving employees with hidden disabilities. 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.
The Evolving Complexities of Sex Discrimination: Refining Your Agency's Approach for Today's Claims Evolving EEO Law: Decisions Agencies Need to Know
Price: $284.50
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Price: $284.50
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The Evolving Complexities of Sex Discrimination: Refining Your Agency's Approach for Today's Claims Evolving EEO Law: Decisions Agencies Need to Know
As an MSPB administrative judge, Samuel Vitaro decided a multitude of disputes involving sexual harassment, sex discrimination and reprisal. EEO law is ever-changing. And with volumes of EEOC and court decisions constantly being issued, staying up to date is crucial for federal practitioners -- but far from easy to do.
Complying With the New ADA: What Federal Agencies Need to Know Overcoming Obstacles in the Federal EEO Case Process: Gary Gilbert's Guidance
Price: $284.50
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Price: $284.50
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Complying With the New ADA: What Federal Agencies Need to Know Overcoming Obstacles in the Federal EEO Case Process: Gary Gilbert's Guidance

In its introduction to the new ADA, Congress states its intent that "the primary object of attention in cases brought under the ADA should be whether entities covered under the ADA have complied with their obligations" and that "the question of whether an individual's impairment is a disability under the ADA should not demand extensive analysis."

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.
   
 
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