Employee Relations

Domestic violence significantly impacts the workplace. Nearly one in four women and one in nine men experience severe intimate partner physical violence, sexual violence, or stalking – and nearly three-quarters of those victims are harassed by their abuser at work. This leads to lost productivity, declining performance, and increased potential …

There used to be a time when work was a respite from whatever else was going on in the world. Not anymore — and especially not in the Federal workplace. For starters, a good portion of employees are working from their homes, where many are inundated all day with news …

On the surface, probationary periods seem rather simple. An employee is given a year to prove they are a good fit for the job, and if they aren’t, it’s an easy separation process, right? Generally, yes, but there can be challenges. What if you are unable to make an appropriate …

Sexual harassment is a term of art that while easy to allege, isn’t always easy to prove. However, just because something may not rise to the level of Title VII sexual harassment, doesn’t mean it’s not inappropriate or that it should be tolerated in the workplace. FELTG President Deborah Hopkins, …

If a Federal employee is required to have access to classified information, then the employee must be eligible for a security clearance in order to keep that position. What happens when the employee no longer has that clearance? This class will detail how to handle a security clearance suspension, revocation …

Change happens in the world of Federal employee relations, and it often comes quickly. Those who succeed continuously sharpen their MSPB skills and refresh their knowledge. Those who don’t fall behind. FELTG’s MSPB Law Week provides an all-encompassing week of training that offers the most effective guidance and up-to-date information …

Numerous pitfalls can derail an agency’s disciplinary action, whether it’s suspension, demotion, or removal – and even make a bad situation worse. The most “effective and efficient” approach isn’t always traditional disciplinary action. This two-hour training will explain why, how, and when to use numerous alternative actions, including not just …

Any effective misconduct investigation starts with a solid foundation of the law and an understanding of the full scope of your investigation. This class explains the principles that underpin a successful investigation of Federal employee misconduct, including harassment.  You’ll leave with guidance on developing the investigation, from creating a plan …

Subtle and overt language, joking, off-handed comments, and offensive comments and gestures can lead to a hostile work environment. And that includes ill-advised, even if not ill-intentioned, phrases such as “hold down the fort” and “low man on the totem pole.” Being a respectful communicator means more than just not …

You can’t discipline an employee for AWOL unless it has reached a certain number of days. Employees can’t be removed for AWOL. You can’t be charged AWOL for time that you were physically present in the office. None of these statements are true; they are AWOL myths. This training will …

FELTG’s flagship course UnCivil Servant empowers Federal supervisors and advisers to confidently handle the challenges that come with supervising in the Federal workplace. It shatters misconceptions about performance and misconduct-based actions and gives you simple step-by-step guidance for taking swift, appropriate, and legally defensible actions. This course fulfills the 5 CFR 412.202(b) …

This week of FELTG training focuses on conducting administrative investigations in the Federal workplace with an emphasis on employee misconduct, including workplace harassment. February 24: Administrative Investigations: The Substantive Basis Why investigate? This kick-off day will answer that question, as well as provide attendees with an understanding of discipline law, …

Most of us know something about service animals, but what about emotional support animals, comfort animals, and the like? Are they permitted in the workplace? The EEOC’s stance that an emotional support animal may be a required reasonable accommodation for a qualified individual with a disability, even if it is not a …

Change happens in the world of Federal employee relations, and it often comes quickly. Those who succeed continuously sharpen their MSPB skills and refresh their knowledge. Those who don’t fall behind. FELTG’s MSPB Law Week provides an all-encompassing week of training that offers the most effective guidance and up-to-date information …

Investigating harassment in your agency can be an intimidating assignment, one that is rife with innuendo, conflicting accounts, and raw emotions. This course provides a successful and effective approach to conducting legally sufficient harassment investigations that gives the agency the information it needs, while withstanding third-party scrutiny. Tuesday, April 29: …

Whether you’re an HR professional, Employee Relations practitioner, EEO specialist, supervisor, or agency counsel, you have undoubtedly faced a leave-related challenge or two. And chances are, you may have struggled with some of the more complicated scenarios. Leave and medical issues create a complex and seemingly burdensome issue, one often …

FELTG’s flagship course UnCivil Servant empowers Federal supervisors and advisers to confidently handle the challenges that come with supervising in the Federal workplace. It shatters misconceptions about performance and misconduct-based actions and gives you simple step-by-step guidance for taking swift, appropriate, and legally defensible actions. This course fulfills the 5 CFR 412.202(b) …

Do you want to take your knowledge and understanding of MSPB law to a new level? Have you let your skills languish while the Board sat empty and quorum-less for several years? Want to confidently address the knotty Federal employment law issues that challenge even the most experienced advisors? FELTG’s …

This week of FELTG training focuses on conducting administrative investigations in the Federal workplace with an emphasis on employee misconduct, including workplace harassment. Monday, August 11: Administrative Investigations: The Substantive Basis Why investigate? This kick-off day will answer that question, as well as provide attendees with an understanding of discipline …

Whether you’re representing your agency before the Merit Systems Protection Board or the Equal Employment Opportunity Commission, there is one ultimate goal: Win the case. This interactive course will prepare you for these kinds of hearings. Wednesday, August 27: Developing a Theory In this session, you’ll learn strategies for developing …

FELTG’s flagship course UnCivil Servant empowers Federal supervisors and advisers to confidently handle the challenges that come with supervising in the Federal workplace. It shatters misconceptions about performance and misconduct-based actions and gives you simple step-by-step guidance for taking swift, appropriate, and legally defensible actions. This course fulfills the 5 CFR 412.202(b) …

Change happens in the world of Federal employee relations, and it often comes quickly. Those who succeed continuously sharpen their MSPB skills and refresh their knowledge. Those who don’t fall behind. FELTG’s MSPB Law Week provides an all-encompassing week of training that offers the most effective guidance and up-to-date information …

Whether you’re an HR professional, Employee Relations practitioner, EEO specialist, supervisor, or agency counsel, you have undoubtedly faced a leave-related challenge or two. And chances are, you may have struggled with some of the more complicated scenarios. Leave and medical issues create a complex and seemingly burdensome issue, one often …

Maybe you envision yourself donning a Sherlock Holmes hat and cape. Or, perhaps, your model is the masterful Benoit Blanc of Knives Out Mystery fame. If only the work of a Federal administrative investigation was as easy as these fictional detectives make their jobs seem. Instead, there are more than …

For many, it’s the most difficult and unpredictable part of the workplace investigation — conducting the interview. This is especially the case when the witness has suffered trauma. And it’s likely to happen, considering these sobering statistics: Seven to eight percent will have PTSD at some point in their lifetimes. …

The borderline between on-duty and off-duty became blurred in recent years with the omnipresence of social and media and many employees working from home. Yet, one thing has remained clear and constant: If you’re going to discipline someone for what they do on their own time, you need to show …

Could use of pronouns or names that are inconsistent with an individual’s gender identity be considered discrimination or harassment? Yes. In certain circumstances. Gender identity and related topics are so important that in June 2022 the EEOC introduced a nonbinary gender marker for people to use during the intake process, …

Antisemitism is never acceptable. However, recent remarks by celebrities, athletes, and news networks have made antisemitism seem more commonplace, in all facets of life, including the workplace. Title VII makes it illegal to discriminate against someone based on, among other things, religion. However, this is one of the protected categories …

Want to reduce conflict, increase productivity, and limit absenteeism, turnover, and even removals? That’s impossible, you say. Maybe not, if you learn how to effectively manage individuals whose behavior repeatedly generates workplace conflict. This two-hour presentation teaches how to recognize employees with high-conflict personalities, whether it’s individuals who blame their peers …

Your agency has ordered some employees to return to the physical workplace, and one of them hasn’t shown up for work for three days straight. He hasn’t contacted his supervisor either. Is the best way to discipline the employee to charge him with AWOL?  What if he comes up with …

Subtle and overt language, joking, off-handed comments, and offensive comments and gestures can lead to a hostile work environment. And that includes ill-advised, even if not ill-intentioned, phrases such as “hold down the fort” and “low man on the totem pole.” Being a respectful communicator means more than just not …

Whether it’s up-and-down roller coaster performers or repeat offenders of misconduct, chronically challenging employees eat up time, create workplace stress, and dampen productivity. And it will only get worse until you address the issue. FELTG President Deborah J. Hopkins shares the tools necessary to address performance issues and lays the …

Every agency has employees who struggle with performance, but there is a reliable solution for addressing unacceptable performance. A successful Performance Demonstrate Period (DP) will either lead to sustained improved performance or a defensible performance-based removal or demotion. This fast-paced class guides you through the critical steps to reaching that …

With more Federal employees working remotely, the nature of the Federal workplace has changed. This class will help you design work structures for wellbeing while cultivating a culture of civility and respect. This workshop will provide you with practical, easy-to-implement data-driven insights plus tools and resources that empower high-performing, engaged …

How do you determine if an employee has a disability? What does qualified individual mean? What exactly is the interactive process? Do you have to approve telework as an accommodation? And how does the Americans with Disabilities Act, the Amendments Act, and the Rehabilitation Act apply to your agency? This …

Hurry through the Federal hiring process, and not only are you likely to make a mistake in hiring, but you may also end up without sufficient documentation to combat a discrimination complaint. Per Executive Order, your agency should have already taken steps to “advance diversity, equity, inclusion, and accessibility,” and …

Research estimates that around 1% of the population has an autism spectrum disorder, between 5-9% are estimated to have a learning disability, and just under 10% have a diagnosis of ADHD. The ability to recruit and retain neurodivergent employees will make your agency more diverse — and effective. This training …

Whether it’s a disgruntled employee or customer, or a domestic issue that follows an employee to work, workplaces are at a distinct risk of violent incidents. And that risk may be heightened when it’s a Federal workplace. How do you prepare yourself to protect the lives of those around you? …

If one of your agency’s employees had a mental health crisis in the workplace, would you know what to do? And with many employees still working remotely, how would you even know? One in six workers are experiencing mental health problems at any given time, according to recent studies. This …

Could use of pronouns or names that are inconsistent with an individual’s gender identity be considered discrimination or harassment? Yes, in certain circumstances. This session will explain how and why proper pronoun use, name use, and recognition of employee gender identity in the workplace is more than just a liability …

What is a microaggression? Can microaggressions ever rise to the level of unlawful workplace harassment? And if they aren’t acts of discrimination, why should you care? During this training, FELTG will explain what microaggressions look like it in their various forms — microinsults, microassaults, and microinvalidations. Plus, we’ll discuss how …

From chronic pain and chronic fatigue to depression and diabetes, disabilities are not always visible or obvious in the workplace. And the number of employees with hidden or invisible disabilities continues to grow. This course explains how to properly navigate the laws, regulations, and EEOC guidance while taking a commonsense …

You’ve gone through the interactive process and come up with a reasonable accommodation that both you and the employee think will be effective. Are you done? Not even close. And what happens if a new supervisor comes in and wants to change a long-standing accommodation? Over time, certain accommodations will …

If you’ve ever used undue hardship to deny an accommodation request or asked for more information from an employee’s doctor, we have two words for you: Uh oh. Oftentimes the best way to learn is by making mistakes. But not when it comes to reasonable accommodation law. This course provides …

This training focuses on a new law that just went into effect in 2023: the Pregnant Workers Fairness Act (PWFA), which requires agencies to provide reasonable accommodations to employees who have medical restrictions related to pregnancy, childbirth, and related conditions. This training will answer the following questions: What are your …

Not everyone has the same definition of “harassment.” While most professionals recognize harassment that violates Title VII, some employees consider it harassment when supervisors provide critical performance feedback or assign work. In between, there are threatening, intimidating, and disturbing acts that are unrelated to protected classes, but nonetheless may be non-EEO …

Holding Federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity precludes the supervisor from initiating a suspension or removal, but that’s just not true. Part 1: Accountability for Performance and Conduct FELTG is here to make Federal supervisors’ lives easier …

Most of us know something about service animals, but what about emotional support animals, comfort animals, and the like? Are they permitted in the workplace? The EEOC’s stance that an emotional support animal may be a required reasonable accommodation for a qualified individual with a disability, even if it is not a …

With the rise in mental health diagnoses, substance abuse disorders, and the physical challenges that come with an aging workforce, Federal supervisors can expect a corresponding increase in employees failing to meet conduct standards due to physical or mental impairments. This course will walk you through a step-by-step process for …

Wouldn’t it be nice if you had an appraisal system that helped managers effectively and quickly deal with unacceptable performance in the Federal workplace – and survive third-party review? Believe it or not, regardless of your current appraisal system, you can hold employees accountable if you know the parameters. This …