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Actions That Make a Difference: Preventing and Responding to Harassment in Your Agency
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Addressing Performance and Conduct of Federal Employees With Disabilities: From-the-Trenches Strategies
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Gain valuable insights from Sam Vitaro, whose experiences as a former MSPB AJ and arbitrator give him a unique view of the EEO process and how agencies handle harassment -- for better or worse.
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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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Alleged Misconduct: Performing Fair, Defensible Investigations in the Federal Workplace
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Alternative Discipline and Federal Employees: Creating Win-Win Solutions
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Investigating alleged employee misconduct offers countless opportunities for missteps.
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Discover creative ways to deal with problem employees — and spend less time defending disciplinary actions.
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Alternative Discipline in the Federal Workplace: Crafting Solutions That Work
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Approving or Denying Federal Employees' FMLA -- Who, Why & How
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Alternative discipline does more than give you another way to resolve tough employee situations ... it can also minimize workplace disruption, cut the time you spend defending disciplinary actions and limit the risk of third-party litigation.
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Get expert insight from attorney Robin Wink as she gets you current on the law and takes you step-by-step through analyzing situations so you can properly determine an employee’s eligibility for leave.
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Avoidable Mistakes That Destroy Your Agency's Adverse Actions
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Beyond Douglas: Penalty Determinations Done Right
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Avoid the mistakes commonly made on adverse actions with guidance from Robert Erbe, an experienced labor and employment law litigator who has seen firsthand all the disastrous missteps agencies commit when drafting adverse actions.
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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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Beyond the Basics: Reasonable Accommodation Guidance for Federal Agencies' Real-Life Challenges
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Beyond the Obvious: Accommodating Federal Employees With Hidden Disabilities
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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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In 90 minutes they'll give you the practical guidance and accommodation strategies you need to make sound decisions involving employees with hidden disabilities.
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Broida on MSPB Success
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Broida on Security-Based Removals and Indefinite Suspensions
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There’s nothing more frustrating than seeing all the time, effort and money you’ve spent taking an adverse action be rendered moot when the MSPB overturns your decision.
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Before 2012, if an agency suspended an employee's security clearance or revoked classified access, and it led to suspension, that was the end of it.
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Broida on Suitability: Making Determinations, Taking Action
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Coaching Federal Managers: Tools and Techniques to Resolve Tricky Employee Situations
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In the aftermath of the 2011 Aguzie v. Office of Personnel Management decision, more suitability-based removals are appealable to the MSPB.
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Managers want an easy, one-size-fits-all solution for handling performance and behavior issues in the federal workplace.
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Complying With the New ADA: What Federal Agencies Need to Know
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Cracking Down on Leave Abuse in Your Agency
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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."
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Federal employees have significant legal rights when it comes to taking approved leave.
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Crafting Appropriate Disciplinary Charges for Misconduct in the Federal Workplace
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Discipline in a Facebook World: Meeting the Challenges Presented by Social Media in the Federal Workplace
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The MSPB and the courts hold federal agencies strictly accountable for properly labeling disciplinary charges and selecting appropriate penalties — and the pressure is on agencies to get it right.
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An employee blogs in support of a political candidate. A government client tries to friend you on Facebook. An employee is bullying a co-worker online.
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Dismissed! When and How to Reject Federal EEO Complaints
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Document, Document, Document! How to Manage Challenging Employee Behavior in the Federal Workplace
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Knowing when and how to dismiss an EEO complaint can save your agency time, money and the aggravation of having to process a case that shouldn’t have been dismissed in the first place.
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Knowing how to properly document an employment action presents a win/win for your agency.
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