This week focuses on conducting administrative investigations in the federal workplace with an emphasis on employee misconduct including workplace harassment. After an overview of the substantive law, participants will learn procedures and best practices for conducting investigations in the federal workplace, including planning the investigation, fact finding, collecting evidence, dealing with witnesses, understanding types of questioning, and testifying at hearing. The week concludes with a day focused on writing an investigative report.
The program runs 8:30 – 4:00 each day and is pre-approved for 29 CLE credits in Virginia and California. It is also approved for 29 HRCI general recertification credits.
This program fulfills the requirements for 32-hour EEO Investigator training and 8-hour annual EEO investigator refresher training. It also meets the requirements for training under the Department of Interior’s Anti-Harassment Policy.
Administrative Investigations: The Substantive Basis: Why investigate; discipline law and elements; understanding charges of misconduct; collecting penalty evidence; law behind other types of administrative investigations; witness rights; union representation.
Harassment Investigations: Investigating allegations of harassment; differentiating between EEO and non-EEO harassment; the intersection with criminal investigations; special considerations in light of #MeToo and #TimesUp.
Conducting the Investigation, Part I: Evidentiary principles; purpose of investigation; preparing for the investigation; role of the investigator; planning the investigation. beginning the interview.
Conducting the Investigation, Part II: Conducting the interview; handling difficult witnesses; assessing credibility/lies/hearing what isn’t said; body language; gathering other evidence; technology and investigations; high profile case considerations; testifying at an administrative hearing; rules for being an effective witness.
Writing the Investigative Report: Organizing for the report; establishing the chronology; writing for your audience; report writing style; report writing conventions; report organization; sample report.
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
Early Bird Tuition (register by April 6):
- 5 days = $2190
- 4 days = $1795
- 3 days = $1385
- 2 days = $980
- 1 day = $540
Standard Tuition (register April 7-24):
- 5 days = $2290
- 4 days = $1895
- 3 days = $1485
- 2 days = $1080
- 1 day = $640
The host hotel, The Westin Seattle, has a limited block of rooms set aside at the per diem rate. Please use this link directly to receive the special rate.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.
Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.
FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things.
Do you want to ensure that you’re complying with President Trump’s Executive Orders as they pertain to performance management? Do you want to meet OPM’s deadline for streamlining your disciplinary procedures? Join us for this three-day seminar and come away with the tools you need.
The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).
Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.
Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; handling the absent employee and dealing with attendance issues; medical removals; union considerations; mentorship in the federal government.
Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.
Early Bird Tuition (register by April 7):
- 3 days = $1400
- 2 days = $1000
- 1 day = $560
Standard Tuition (register April 8-23):
- 3 days = $1500
- 2 days = $1100
- 1 day = $660
Seminar registration includes a copy of the textbook UnCivil Servant: Holding Employees Accountable for Performance and Conduct, 5th ed., by Wiley and Hopkins.
The hotel has a limited block of rooms available at the federal per diem rate. Please use this link directly to make a reservation.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course. No-shows will not be refunded or given credit toward future courses.
Performance. Conduct. Reasonable Accommodation. Behavioral Health Issues. Whether you’re a supervisor, or someone who advises them, these are the kind of workplace challenges that make you pause, and doubt yourself. There seems to be more questions than answers:
- Is attendance really not an essential function of a job?
- When it comes to disciplinary action for misconduct, do I have to treat all employees the same?
- Should I hold off putting an employee on an ODAP until he has his upcoming annual rating?
- What do I do when an employee with bipolar disorder is going through a manic phase?
- Must I allow an employee to telework as a reasonable accommodation?
- What am I supposed to do when my employee is on an ODAP?
- What do I do if I suspect an employee is going to become violent?
The answers aren’t easy because they often require understanding more than just what the law says. Only FELTG training gives you the specific legal, practical, and clinical guidance you need to reply effectively to these and similar challenging situations. Join FELTG in Hawaii for an intensive three-day training and we’ll provide you the the tools and knowledge to better understand how to:
- Determine the appropriate “disciplinary” action to take in a situation.
- Deal with employees who have mental and behavioral health issues.
- Effectively take an unacceptable performance action that will stand up to third party scrutiny.
- Respond appropriately to the most challenging reasonable accommodation requests.
The program runs 8:30 – 4:00 each day.
Uncivil Servant: Holding Employees Accountable for Performance and Conduct: Fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; implementing a Performance Demonstration Period; removing employees for unacceptable performance in 31 days.
Reasonable Accommodation in the Federal Workplace: Understanding the ADA Amendments Act and the Rehabilitation Act; the reasonable accommodation process for employees with disabilities; the “regarded as” provision of the ADA; essential functions and the “qualified” individual; undue hardship; telework, modified work scheduled and leave as reasonable accommodation; medical documentation; religious accommodation entitlements and how they differ from disability accommodation.
Handling Behavioral Health Issues and Threats of Violence: Understanding mental impairments and other behavioral health issues; types of mental disabilities and how they may exhibit in the workplace; dealing with suicidal employees; dos and don’ts when working employees who have behavioral health issues; myths and facts about targeted violence in the workplace; individual characteristics that put an employee at higher risk of committing an act of violence; steps to take if someone becomes violent in the workplace; developing and implementing an in-house threat management team to deal with threat assessments; risk management; the best ways to keep employees safe during a crisis.
Early Bird Tuition (registration required by June 23, 2020)
- 3 days = $1400
- 2 days = $1000
- 1 day = $560
Standard Tuition (registrations received June 24-July 9, 2020)
- 3 days = $1500
- 2 days = $1!00
- 1 day = $660
Seminar registration includes a copy of the textbook UnCivil Servant: Holding Employees Accountable for Performance and Conduct, 5th ed.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.