Can an agency charge Absent Without Leave (AWOL) if the employee was working, but in the wrong location? A new MSPB case, Wong v. Commerce, DC-0752-17-0298-I-2 (Dec. 9, 2023)(NP), tackles that very scenario.
In a semi-recent case involving an employee’s request for a dog in the workplace, Dona A. v. SSA, EEOC No. 2022000745 (May 9, 2022), the complainant requested 15 accommodations, including that her dog be permitted to come to work with her. Let’s break it down.
Welcome to another year-end News Flash, where we reveal the two most popular FELTG newsletter stories (based on the number of reads and forwards) for each month of 2023. Let’s dive in.
This week, our focus turns to claims of religious discrimination from another angle – reasonable accommodation. Read more.
OPM Deputy Director Rob Shriver took time to talk with FELTG this month about the proposed rule that could make it very difficult for future administrations to revive Schedule F. Read more.
While there’s no clear connection between the term “master bedroom” and slavery, the subtext is enough that the real estate industry largely moved to stop using it. Here’s why.
In recent years, employees have been more open about their faith in the workplace, much of this trend fueled by a number of religious-themed Supreme Court decisions. We’re taking a deeper look.
A high-profile situation naturally raises an oft-asked question about consent as it relates to voluntariness and unwelcomeness in workplace relationships. Read more.
An agency should not make a decision on a reasonable accommodation request until it determines whether the employee is “qualified,” and that step can’t be completed until the agency has identified the essential functions of the job at issue. Read more.
If you’re at all familiar with EEO complaints, you’re likely aware that in the Federal sector, a complainant must make contact with an EEO counselor within 45 days of the alleged event of discrimination. Read more.
