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Addressing Performance and Conduct of Federal Employees With Disabilities: From-the-Trenches Strategies
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Douglas Dos and Don'ts: Using MSPB Case Law to Determine the Right Penalty
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If you're confused about how to address performance and conduct problems for employees with disabilities, you aren't alone.
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The Douglas Factors are often misused and misunderstood, resulting in reversal or mitigation.
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Resolution Achieved: Drafting Enforceable Federal EEO Settlement Agreements
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Termination During Probation: Avoiding Due Process Violations in Your Agency
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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.
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Failure to take proper action, at the proper time, could mean years of headaches for your agency — not to mention a significant amount of back pay and attorney’s fees. Avoid it all with guidance from attorney Robert Erbe, an expert in MSPB practice and procedure.
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New OPM Regulations on Administrative Leave Policies: What You Need to Know and Do Now!
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What You Can and Should Do About Sick Leave Abuse in Your Agency
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Federal agencies have new requirements under the Administrative Leave Act of 2016 which means they will need to evaluate and revise current policies to be in compliance.
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Employees have the right to use sick leave, but when does it cross the line into being excessive?
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When the Whistle Blows in Your Agency: What You Need to Know About WPEA
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Successfully Navigating Performance and Conduct Issues Under the Rehabilitation Act
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The number of whistleblower cases continues to rise, and fewer reprisal cases are being dismissed.
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Employees with disabilities should be held to the same standard of performance and conduct as all your other agency employees.
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Documenting Federal Employee Performance & Behavior -- The First Step In Accountability
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Power Struggles and Toxic Behavior in Your Agency -- High-Conflict Employees Can Be Managed
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Properly documenting an employee’s poor performance or questionable behavior so that you can hold employees accountable presents a win/win for your agency.
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Who hasn’t struggled to communicate with a high-conflict employee?
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Excessive Leave in Your Agency: Identify the Cases, Build a Framework, Take the Right Action
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Make the Right Call: Leave and Telework as Reasonable Accommodations for Federal Employees
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Some of the most complex employee situations you will face are caused by significant absences and medical problems.
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Let’s face it. Leave and telework accommodation requests are not going to go away. In fact they are on the rise.
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Employee Engagement With Accountability: Improving Your Agency's FEVS Scores
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Beyond Douglas: Penalty Determinations Done Right
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The Federal Employee Viewpoint Survey is being used by OPM to measure employee engagement, and that means the pressure is on you to improve your agency’s FEVS scores.
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When determining a penalty it’s important to take the Douglas factors into consideration, but your decisions must extend beyond them as well.
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Proving Integrity-Related Misconduct Offenses in Your Agency - How Do You Do It and What Is Required?
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Federal Employees with Psychiatric Disabilities: Staying EEO Compliant
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Falsification, lack of candor, conversion and other integrity-related offenses can result in significant penalties, including lengthy suspension or removal from federal service.
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According to the US Department of Labor, it is likely that most employers – including your agency – have at least one employee with a psychiatric disability.
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Rehab or Removal? Considering Douglas Factor 10 in Disciplinary Cases
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Beyond the Basics: Reasonable Accommodation Guidance for Federal Agencies' Real-Life Challenges
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Get expert guidance on how to balance the gravity of the offense and the potential for employee rehabilitation when applying Douglas Factor 10 to your disciplinary cases.
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Because each accommodation request must be evaluated on an individual basis, it often raises questions that are not easily answered.
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EEO Case Law Update: What Your Agency Needs to Know and Why
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Medical Inability to Perform: Using the Charge to Remove a Federal Employee
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EEO case law is constantly evolving, with a continuous flow of EEOC and court decisions being issued.
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When an employee’s medical condition renders him unable to work a normal schedule or perform his assigned duties, it impacts your entire workforce — with lower productivity and morale as just two potential problems.
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