Addressing Performance and Conduct of Federal Employees With Disabilities: From-the-Trenches Strategies
|
|
Douglas Dos and Don'ts: Using MSPB Case Law to Determine the Right Penalty
|
|
|
|
|
If you're confused about how to address performance and conduct problems for employees with disabilities, you aren't alone.
|
The Douglas Factors are often misused and misunderstood, resulting in reversal or mitigation.
|
|
Resolution Achieved: Drafting Enforceable Federal EEO Settlement Agreements
|
|
Termination During Probation: Avoiding Due Process Violations in Your Agency
|
|
|
|
|
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.
|
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.
|
|
New OPM Regulations on Administrative Leave Policies: What You Need to Know and Do Now!
|
|
What You Can and Should Do About Sick Leave Abuse in Your Agency
|
|
|
|
|
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.
|
Employees have the right to use sick leave, but when does it cross the line into being excessive?
|
|
When the Whistle Blows in Your Agency: What You Need to Know About WPEA
|
|
Successfully Navigating Performance and Conduct Issues Under the Rehabilitation Act
|
|
|
|
|
The number of whistleblower cases continues to rise, and fewer reprisal cases are being dismissed.
|
Employees with disabilities should be held to the same standard of performance and conduct as all your other agency employees.
|
|
Documenting Federal Employee Performance & Behavior -- The First Step In Accountability
|
|
Power Struggles and Toxic Behavior in Your Agency -- High-Conflict Employees Can Be Managed
|
|
|
|
|
Properly documenting an employee’s poor performance or questionable behavior so that you can hold employees accountable presents a win/win for your agency.
|
Who hasn’t struggled to communicate with a high-conflict employee?
|
|
Excessive Leave in Your Agency: Identify the Cases, Build a Framework, Take the Right Action
|
|
Make the Right Call: Leave and Telework as Reasonable Accommodations for Federal Employees
|
|
|
|
|
Some of the most complex employee situations you will face are caused by significant absences and medical problems.
|
Let’s face it. Leave and telework accommodation requests are not going to go away. In fact they are on the rise.
|
|
Employee Engagement With Accountability: Improving Your Agency's FEVS Scores
|
|
Beyond Douglas: Penalty Determinations Done Right
|
|
|
|
|
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.
|
When determining a penalty it’s important to take the Douglas factors into consideration, but your decisions must extend beyond them as well.
|
|
Proving Integrity-Related Misconduct Offenses in Your Agency - How Do You Do It and What Is Required?
|
|
Federal Employees with Psychiatric Disabilities: Staying EEO Compliant
|
|
|
|
|
Falsification, lack of candor, conversion and other integrity-related offenses can result in significant penalties, including lengthy suspension or removal from federal service.
|
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.
|
|
Rehab or Removal? Considering Douglas Factor 10 in Disciplinary Cases
|
|
Beyond the Basics: Reasonable Accommodation Guidance for Federal Agencies' Real-Life Challenges
|
|
|
|
|
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.
|
Because each accommodation request must be evaluated on an individual basis, it often raises questions that are not easily answered.
|
|
EEO Case Law Update: What Your Agency Needs to Know and Why
|
|
Medical Inability to Perform: Using the Charge to Remove a Federal Employee
|
|
|
|
|
EEO case law is constantly evolving, with a continuous flow of EEOC and court decisions being issued.
|
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.
|
|