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. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.
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).
Instructors
William Wiley, Deborah Hopkins
Daily Agenda:
Tuesday
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.
Wednesday
Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.
Thursday
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.
Pricing
- 3 days = $1325
- 2 days = $945
- 1 day = $525
Seminar registration includes a copy of the textbook UnCivil Servant: Holding Employees Accountable for Performance and Conduct, 4th ed.
Instructor
Course Description
The Americans With Disabilities Act (ADA) requires employers to reasonably accommodate qualified employees who have disabilities, as long as doing so doesn’t cause an undue hardship. Reasonable accommodations should be determined by the employee and the agency through what those of us in the business call “the interactive process.”
Join Rock Rockenbach for this 90-minute webinar as he discusses what agencies need to know when they work with employees on reasonable accommodation. He’ll discuss practical applications and best practices on topics including:
- Determining the essential functions of the job
- Conducting a barrier analysis
- Accommodations of choice: who gets to select the accommodation
- Holding successful discussions with the employee
- Getting creative to help avoid undue hardship
He’ll also take your questions during this live event. Whether you’re a supervisor, a reasonable accommodation coordinator, or an attorney, you’ll want to attend this event. We hope you’ll join us.
Price
$270 per site
As an Employee Relations Specialist, you have a challenging job –- and once you know the basics, you realize there is always more to learn. So, FELTG is happy to present Advanced Employee Relations, a three-day seminar focused on immersing you in the employee relations topics you need most.
Held in lovely San Francisco in December 2016, you’ll receive three days of in-depth training on topics including leave, performance, misconduct and more. Plus, hands-on workshops will allow you to leave with the tools you’ll need to succeed.
The program runs 8:30 – 4:00 each day.
Instructor
Daily Agenda:
Monday
Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Aacceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.
Tuesday
Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans.
Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.
Wednesday
Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment
Pricing
- 3 days = $1290
- 2 days = $910
- 1 day = $490
Attention, all federal supervisors (and those who advise them): this is a program you can’t afford to miss. This week covers a range of topics including employee performance and conduct, FMLA and other leave scenarios, EEO and disability discrimination, workplace management and leadership skills, and supervising unionized employees.
As a bonus, supervisors who complete this training meet OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
The program runs 8:30 – 4:00 each day.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Daily Agenda:
Monday
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; implement a Performance Improvement Plan; removal for unacceptable performance in 31 days.
Tuesday
The Manager’s Role in EEO: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; what to do if you’re a Responding Management Official in a complaint; EEO witness tips.
Wednesday
Essential Management Skills for Federal Supervisors: Communicating effectively with employees; managing a multigenerational workforce; handling difficult employees; managing a mobile workforce; mentorship; honing your presentation skills; conducting effective meetings.
Thursday
Effectively Managing Employee Leave Issues: Annual leave; sick leave; Leave Without Pay; FMLA; medical certification requirements; substitution of paid leave; leave stacking.
Friday
Supervising in a Unionized Environment: What every supervisor should know about federal labor unions; collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; controlling official time; handling information requests.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2075
- 4 days = $1705
- 3 days = $1315
- 2 days = $935
- 1 day = $515
Registered participants will receive a copy of the textbook UnCivil Servant, fourth edition (pending publication date).
Instructor
Course Description
There’s no feeling in the world like getting a call from someone at the Office of Special Counsel (OSC) – and we aren’t talking about warm, fuzzy feelings. It’s something we hope you never have to experience, but it’s so important that Bill Wiley wants to spend 90 minutes with you so he can prepare you for exactly what you need to know in case the call comes in.
During this session, Bill will describe the two most common types of disclosure investigations you’ll likely be involved in: whistleblower disclosures, and Prohibited Personnel Practice investigations. After that, he’ll discuss:
- OSC’s investigative authority – apparent vs. actual
- Formal and informal stays
- Prosecutions by OSC
- OSC interviews: what to expect
- Successfully navigating settlement discussions
He’ll also describe some of the legal tactics OSC uses, so you can be prepared to answer anything they might bring up. This is critically important for all agency attorneys and reps, especially as whistleblowers continue to receive higher levels of Congressional protection, so we hope you’ll make plans to join us.
Price
$270 per site
Instructor
Course Description
Navigating the morass of a mixed case in federal sector employment law can be a confusing task. That’s why FELTG is here to help. Start 2017 off right by joining William Wiley as he untangles this often-complicated area when MSPB and EEOC both have potential jurisdiction over a case.
Mr. Wiley will begin by explaining what exactly a mixed case is comprised of, and will then discuss standing and procedural options for processing these cases. From there he’ll cover:
- Appellate review of mixed cases
- The role of the Special Panel
- What to do if a mixed case ends up on your desk
Now’s your chance to ask questions about a topic that every practitioner needs to know more about. We hope you’ll join us!
Price
$270 per site
Instructors
Deborah Hopkins, William Wiley, Barbara Haga
Course Description
Whether you’ve been to law school or not, legal writing in federal sector employment law is a specialized craft, and it’s changed a lot in the last few years. This webinar series will help practitioners focus on the skills needed to produce effective, defensible, legally-sound documents in the federal sector including disciplinary letters, performance plans, and summary judgment motions. Sample language, templates and documents provided during the webinars will give the attendee templates to use long after the series concludes.
Sessions will be held Wednesdays from 1:00 – 2:00 p.m. eastern. Spend an hour a week with FELTG and start changing – and simplifying – the way you write for the MSPB, EEOC and FLRA.
- February 1: Legal Writing for the MSPB, EEOC and FLRA: An Overview
- February 8: Framing Charges and Drafting Proposed Discipline
- February 15: The Douglas Factor Analysis and Writing the Decision
- February 22: Writing Performance Improvement Plans that Work
- March 1: Working with Performance Standards: Creating and Editing
- March 8: Writing Effective Motions for Summary Judgment
Price
$220 per site per session, or register for all six webinars by January 25 and pay only $1240!
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructor
Course Description
Did you know that hostile work environment cases involve more than just sexual harassment? In fact, hostile environment harassment can be alleged based on any protected category: sex, race, color, national origin, religion, age, disability, genetic information, or reprisal.
Join FELTG Executive Director and attorney at law Deborah Hopkins on February 2 as she discusses the world of hostile environment harassment in the federal government. In addition to covering the most recent cases – disability, transgender and religious harassment are the hot topics of 2017 – she’ll help you understand the differences between tangible employment actions and hostile work environment allegations.
She’ll also discuss:
- Nature of the conduct and the “unwelcome” requirement
- Which categories are protected – and which are not
- The “sufficiently severe or pervasive” requirement
The conversation will end with a discussion on agency and supervisor liability and prevention techniques. Since you’ll have the chance to ask your questions in real time, your agency really can’t afford to miss it. Register your site today.
Price
$270 per site
Instructors
Deborah Hopkins, William Wiley, Barbara Haga
Course Description
Whether you’ve been to law school or not, legal writing in federal sector employment law is a specialized craft, and it’s changed a lot in the last few years. This webinar series will help practitioners focus on the skills needed to produce effective, defensible, legally-sound documents in the federal sector including disciplinary letters, performance plans, and summary judgment motions. Sample language, templates and documents provided during the webinars will give the attendee templates to use long after the series concludes.
Sessions will be held Wednesdays from 1:00 – 2:00 p.m. eastern. Spend an hour a week with FELTG and start changing – and simplifying – the way you write for the MSPB, EEOC and FLRA.
- February 1: Legal Writing for the MSPB, EEOC and FLRA: An Overview
- February 8: Framing Charges and Drafting Proposed Discipline
- February 15: The Douglas Factor Analysis and Writing the Decision
- February 22: Writing Performance Improvement Plans that Work
- March 1: Working with Performance Standards: Creating and Editing
- March 8: Writing Effective Motions for Summary Judgment
Price
$220 per site per session, or register for all six webinars by January 25 and pay only $1240!
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
As an Employee Relations Specialist, you have a challenging job –- and once you know the basics, you realize there is always more to learn. So, FELTG is happy to present Advanced Employee Relations, a three-day seminar focused on immersing you in the employee relations topics you need most.
Held in Atlanta in February, you’ll receive three days of in-depth training on topics including leave, performance, misconduct and more. Plus, hands-on workshops will allow you to leave with the tools you’ll need to succeed.
The program runs 8:30 – 4:30 each day. The TWELVE Centennial Park is located immediately adjacent to the Civic Center MARTA stop.
Instructor
Daily Agenda:
Tuesday
Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Aacceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.
Wednesday
Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans.
Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.
Thursday
Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment
Pricing
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Instructors
Deborah Hopkins, William Wiley, Barbara Haga
Course Description
Whether you’ve been to law school or not, legal writing in federal sector employment law is a specialized craft, and it’s changed a lot in the last few years. This webinar series will help practitioners focus on the skills needed to produce effective, defensible, legally-sound documents in the federal sector including disciplinary letters, performance plans, and summary judgment motions. Sample language, templates and documents provided during the webinars will give the attendee templates to use long after the series concludes.
Sessions will be held Wednesdays from 1:00 – 2:00 p.m. eastern. Spend an hour a week with FELTG and start changing – and simplifying – the way you write for the MSPB, EEOC and FLRA.
- February 1: Legal Writing for the MSPB, EEOC and FLRA: An Overview
- February 8: Framing Charges and Drafting Proposed Discipline
- February 15: The Douglas Factor Analysis and Writing the Decision
- February 22: Writing Performance Improvement Plans that Work
- March 1: Working with Performance Standards: Creating and Editing
- March 8: Writing Effective Motions for Summary Judgment
Price
$220 per site per session, or register for all six webinars by January 25 and pay only $1240!
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructors
Deborah Hopkins, William Wiley, Barbara Haga
Course Description
Whether you’ve been to law school or not, legal writing in federal sector employment law is a specialized craft, and it’s changed a lot in the last few years. This webinar series will help practitioners focus on the skills needed to produce effective, defensible, legally-sound documents in the federal sector including disciplinary letters, performance plans, and summary judgment motions. Sample language, templates and documents provided during the webinars will give the attendee templates to use long after the series concludes.
Sessions will be held Wednesdays from 1:00 – 2:00 p.m. eastern. Spend an hour a week with FELTG and start changing – and simplifying – the way you write for the MSPB, EEOC and FLRA.
- February 1: Legal Writing for the MSPB, EEOC and FLRA: An Overview
- February 8: Framing Charges and Drafting Proposed Discipline
- February 15: The Douglas Factor Analysis and Writing the Decision
- February 22: Writing Performance Improvement Plans that Work
- March 1: Working with Performance Standards: Creating and Editing
- March 8: Writing Effective Motions for Summary Judgment
Price
$220 per site per session, or register for all six webinars by January 25 and pay only $1240!
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructor
Course Description
A principle rule in findings of discrimination is to, as nearly as possible, place the victim in the position that person would have occupied but for the discrimination. This is easier said than done, because there’s no way to undo the harm caused by illegal employment discrimination.
Even still, damages and remedies is a topic that every EEO practitioner needs to understand, whether they’re preparing for hearing or negotiating a settlement. That’s why FELTG is happy to present a 90-minute webinar on the topic, presented by civil rights attorney Katherine Atkinson, a partner at Wilkenfeld Herendeen Law in Washington, DC.
She’ll begin with a discussion on remedies and a basic damages overview. From there she’ll cover:
- Past and future pecuniary damages
- Non pecuniary damages
- Compensatory damages awards, and how the level of harm is directly related to the cap on damages
The session will conclude with an explanation of the five damages principles every practitioner should know. Plus, you’ll get to ask your questions in real time. Register your site today!
Price
$270 per site
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. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.
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).
FELTG has a limited number of rooms blocked off at the hotel for this event, at the $162 per night per diem rate. Be sure to mention this event when booking.
Instructors
William Wiley, Deborah Hopkins
Daily Agenda:
Tuesday
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.
Wednesday
Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.
Thursday
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.
Pricing
- 3 days = $1325
- 2 days = $945
- 1 day = $525
Seminar registration includes a copy of the textbook UnCivil Servant: Holding Employees Accountable for Performance and Conduct, 4th ed.
Instructors
Deborah Hopkins, William Wiley, Barbara Haga
Course Description
Whether you’ve been to law school or not, legal writing in federal sector employment law is a specialized craft, and it’s changed a lot in the last few years. This webinar series will help practitioners focus on the skills needed to produce effective, defensible, legally-sound documents in the federal sector including disciplinary letters, performance plans, and summary judgment motions. Sample language, templates and documents provided during the webinars will give the attendee templates to use long after the series concludes.
Sessions will be held Wednesdays from 1:00 – 2:00 p.m. eastern. Spend an hour a week with FELTG and start changing – and simplifying – the way you write for the MSPB, EEOC and FLRA.
- February 1: Legal Writing for the MSPB, EEOC and FLRA: An Overview
- February 8: Framing Charges and Drafting Proposed Discipline
- February 15: The Douglas Factor Analysis and Writing the Decision
- February 22: Writing Performance Improvement Plans that Work
- March 1: Working with Performance Standards: Creating and Editing
- March 8: Writing Effective Motions for Summary Judgment
Price
$220 per site per session, or register for all six webinars by January 25 and pay only $1240!
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Course Description
Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2017 dates:
March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline
March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action
April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability
April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards
May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents
May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership
May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan
June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process
June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA
July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship
July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment
August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination
August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework
September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs
Price
- $220 per site, per session.
- Teleworkers may be added to a primary site registration for $25 each, per session,
- Special series discounts available through March 1. See registration form for details.
Instructors
Deborah Hopkins, William Wiley, Barbara Haga
Course Description
Whether you’ve been to law school or not, legal writing in federal sector employment law is a specialized craft, and it’s changed a lot in the last few years. This webinar series will help practitioners focus on the skills needed to produce effective, defensible, legally-sound documents in the federal sector including disciplinary letters, performance plans, and summary judgment motions. Sample language, templates and documents provided during the webinars will give the attendee templates to use long after the series concludes.
Sessions will be held Wednesdays from 1:00 – 2:00 p.m. eastern. Spend an hour a week with FELTG and start changing – and simplifying – the way you write for the MSPB, EEOC and FLRA.
- February 1: Legal Writing for the MSPB, EEOC and FLRA: An Overview
- February 8: Framing Charges and Drafting Proposed Discipline
- February 15: The Douglas Factor Analysis and Writing the Decision
- February 22: Writing Performance Improvement Plans that Work
- March 1: Working with Performance Standards: Creating and Editing
- March 8: Writing Effective Motions for Summary Judgment
Price
$220 per site per session, or register for all six webinars by January 25 and pay only $1240!
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructor
Course Description
Did you know that hiring the right person is an agency’s best opportunity to assemble a workforce that can meet mission requirements and effectively operate in concert with the rest of the government workforce? Yet too many times interviewing and reference checking is looked at as a pro forma part of the process. That all changes now.
Join Barbara Haga for an interactive discussion on how to make the most out of interviewing and checking references, from crafting an accurate position description to asking the right questions to assessing a candidate’s ability to perform the job.
She’ll also cover topics including:
- Selection panels
- Behavior-based questioning
- Illegal questions
The session will conclude with tips on making reference checks worth your while instead of a “check the box” item that yields no helpful information. Whether you’re in HR or are a supervisor who is looking to hire someone, you’ll want to be sure to make plans to join us. Register today!
Price
$270 per site
The March 2017 class is full and is not accepting new registrations.
Guarantee a seat next time: register now for MSPB Law Week in San Francisco June 12-16, or MSPB Law Week in Washington, DC September 11-15.
MSPB Law Week covers the basics of charges, penalties and performance cases, with special emphasis on leave abuse and medical issues. Join top MSPB practitioners and topic authors, and learn the law, strategies, and techniques from their many years of combined experience.
The program runs 8:30 – 4:00 each day.
Become a certified MSPB practitioner: MSPB Law Week participants are eligible for the FELTG Certified Practitioner Program.
Instructors
William Wiley, Deborah Hopkins
Daily Agenda
Monday
Adverse Actions: The five elements of every disciplinary case and the burdens of proof, the fundamentals of penalty selection and defense, obtaining testimony to protect the penalty selection should one or more charges fail, types of evidence necessary to support a penalty selection, the MSPB’s power to mitigate a penalty and recent trends in the Board’s use of that authority, educating uninformed arbitrators, using alternatives to discipline
Tuesday
Charges: Types of charges, parts of a charge, how charges are interpreted, the role of the proposing and deciding officials, capitalizing on the general charge, allowing the inclusion of lesser-included offenses, charging in the alternative, attractive options to difficult charges and common charging mistakes, proving the difficult “intent” charge element, a step by step approach to charge drafting.
Wednesday
Penalties: MSPB and Federal Circuit lead cases in penalty determination, getting “intent” penalties off of “non-intent” charges, proving harsh penalties off of vanilla charges, charging down and proving up, how the maximum penalty is established, an update of recent Board and court decisions: what’s really new and what’s old wine in new bottles, placing the emphasis on notice, the Obama-Board and big penalty mitigation changes.
Thursday
Unacceptable Performance: Performance actions in perspective, drafting a defensible performance standard, implementing PIP’s, defeating the PIP rollercoaster, accommodating disability-related poor performance, converting an unacceptable performance problem into a Part 752 disciplinary action, termination based on failing a performance quiz.
Friday
Defending Against Affirmative Defenses: Claims of harmful error; whistleblower reprisal; reprisal for union activity; excessive penalty findings. Special Discussion: Recent Procedural Errors.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2070
- 4 days = $1700
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Course Description
Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2017 dates:
March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline
March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action
April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability
April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards
May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents
May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership
May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan
June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process
June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA
July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship
July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment
August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination
August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework
September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs
Price
- $220 per site, per session.
- Teleworkers may be added to a primary site registration for $25 each, per session,
- Special series discounts available through March 1. See registration form for details.
Instructor
Course Description
So, you’ve been told there’s potential misconduct among the ranks at your agency, and you’ve been tasked with performing an administrative investigation. Where do you begin?
Join FELTG President William Wiley to get that answer, plus suggestions on how to make the entire investigation process successful during this 90-minute live webinar. He’ll begin with a discussion on who to interview and the essentials you’ll need to cover: building a strategic plan, interview logistics, the misconduct investigation process, and the types of questions to ask.
From there, Mr. Wiley will discuss employee rights and management authority, including:
- Weingarten Meetings: Characteristics & Representative’s role;
- Formal Discussions;
- Union’s role and involvement;
- Other Rights to Representation;
After that, learn how administrative judges assess witness credibility (including detecting deception and the Hillen factors), and finally see the FELTG suggestions on developing a good investigative report. If you work in HR or legal counsel, this is a seminar you won’t want to miss.
Price
$270 per site
Updated to reflect the most current, relevant topics related to employees who aren’t at work, this week brings together two of the most complex areas of federal sector employment law: absences from the workplace, and medical issues that impact employee attendance. Topics include employee leave, leave abuse, and medical issues as they relate to unacceptable performance and conduct, sick leave, annual leave, leave without pay, absence without leave, FMLA, ADA, and telework.
The program runs 8:30 – 4:00 each day.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga, Rock Rockenbach
Daily Agenda:
Monday – Leave Use & Abuse Overview
Types of leave and leave entitlements, overviews of Family Medical Leave Act leave, Office of Workers Compensation Program absences and leave as a reasonable accommodation under the Americans with Disabilities Act, medical determinations, leave abuse, related offenses and controlling principles from case law.
Tuesday – Labor Relations & Other Leave
The impact of collective bargaining on leave-related issues, including negotiability of leave proposals, and relevant rulings of the Federal Labor Relations Authority and the Federal Service Impasses Panel; administrative leave; forced leave; funeral leave; military leave; miscellaneous leave scenarios.
Wednesday – FMLA Law & Policy
Federal sector FMLA basics, military family leave, serious health condition developments, medical certification issues, managing intermittent FMLA leave; discipline, FMLA and the under-performer; and employee notice issues.
Thursday – Reasonable Accommodation: Entitlements and Processes
The ADA Amendments Act; the reasonable accommodation process; the “regarded as” provision of the ADA; telework and leave as reasonable accommodation; religious accommodation.
Friday – Medical Documentation, Medical Requests and Record Confidentiality
How the ADAAA and GINA impact the collection of medical information; pre- and post-employment medical exams and inquiries; conditional employment offers; medical documentation requests; direct threat; conflicting regulations and contra court decisions.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2070
- 4 days = $1700
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Course Description
Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2017 dates:
March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline
March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action
April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability
April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards
May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents
May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership
May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan
June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process
June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA
July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship
July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment
August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination
August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework
September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs
Price
- $220 per site, per session.
- Teleworkers may be added to a primary site registration for $25 each, per session,
- Special series discounts available through March 1. See registration form for details.
Instructors
William Wiley, Deborah Hopkins
Course Description
It’s that time again!
Twice a year we update you with what’s new from the MSPB, EEOC and FLRA. Join FELTG attorneys William Wiley and Deborah Hopkins as they combine forces for a fast-paced discussion on the most surprising, significant and groundbreaking recent decisions and trends from the MSPB, EEOC and FLRA. If you’ve attended a past edition, you know this is not your standard [“boring”] case law update, but an editorial discussion that not only informs you about current cases but explains how they impact your daily work whether you’re a lawyer, or an HR, ER, LR or EEO practitioner.
Bill and Deb will share where we’ve been and where we’re headed with the trends and regulations that influence your workplace and the way issues are litigated in your agency or union. Plus, ask your questions and get answers in real time.
We’d love to tell you now about the cases that will be discussed, but that’s entirely up to the MSPB, EEOC and FLRA. Stay tuned!
Price
$270 per site
The April 2017 program is sold out. Register now for EEOC Law Week in Washington, DC, September 18-22.
This seminar is a fast-paced week of strategies, principles, and authorities relative to the major aspects of the field of discrimination law in the federal government. FELTG speakers draw on many years of experience from all three sides of the litigation table to provide both the beginning and the experienced practitioner with the foundation to work successfully in the entire field of Equal Employment Opportunity (EEO) law.
The program runs 8:30 – 4:00 each day.
Become a certified EEO practitioner: EEOC Law Week participants are eligible for the FELTG Certified Practitioner Program.
Instructors
Ernest Hadley, Deborah Hopkins
Daily Agenda
Monday
Basic EEOC, Nuts & Bolts: The Basics – Statutory authority and jurisdiction of EEOC, theories of discrimination, overview of EEO process, amended and consolidated complaints; timeliness issues in the wake of the Supreme Court decisions in Morgan and Ledbetter.
Tuesday
Current Trends in EEO Law: The latest on what’s happening in EEO, hostile environment harassment, gender stereotyping, same-sex harassment sexual orientation and transgender discrimination, retaliation, national origin and religious discrimination.
Wednesday
Accommodating Individuals with Disabilities: The Rehabilitation Act, and the NEW Americans’ with Disabilities Act, the latest of revised ADA regulations, the new Genetic Information Nondiscrimination Act (GINA) regulations; defining individuals with a disability, major life activities and substantial limitation; essential job functions, the interactive process, types of reasonable accommodation.
Thursday
Damages & Remedies; Settlement & ADR: Overview of Equitable Remedies: back pay, front pay, reinstatement; non-pecuniary and pecuniary damages, past and future damages, damages offsets, the duty to mitigate damages, collateral sources and pre-existing conditions, multiple causations of harm, the eggshell complainant. Settlement and ADR processes and what constitutes a good written agreement; what to include and what not to include.
Friday
Selection, Promotion, Discipline & Mixed Cases – An In-Depth Look: “Mixed” cases; selection and promotion cases, subjective and objective criteria, the “best qualified” candidate, disciplinary overview, the “comparable” employee, defending against pretext.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2070
- 4 days = $1700
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Instructor
Course Description
Absence due to illness has changed the landscape in dealing with federal workplace issues. Problems arise when employees are absent – let alone the huge amounts of leave entitlements tied to family member medical conditions.
Administering sick leave can be complicated, and proper documentation is critical. The Family & Medical Leave Act adds an additional layer of complexity to these illness-related absences. When can you require medical examinations? When can you take action on excessive absences?
If you need more information on absence related to illness so you are able to answer those tough questions on sick leave and FMLA – or if you want to ensure that the adverse action case you assemble will withstand the scrutiny of the MSPB – then this webinar series is custom-made for you.
Join instructor Barbara Haga for any or all of the sessions as she guides you through these thorny issues.
- Session 1 – Sick Leave (4/13)
- Earning and accumulation
- Authorized uses of sick leave
- Family care sick leave – documentation and limits
- Advance sick leave
- Session 2 – Sick Leave II (4/27)
- Notice requirements
- Definition of “serious health condition”
- Substitution of paid leave for FMLA LWOP
- Medical certification – what is required and what needs to be in it
- Sick leave abuse
- Medical examinations
- Taking action on sick leave-related absences
- Session 3 – FMLA (6/1)
- Basic entitlement
- Notice requirements
- FMLA Medical certification requirements
- Discipline and FMLA – excessive absence, falsified information, failure to comply with notice requirements, last chance agreements
You’ll have the chance to ask your questions, and get them answered in real time, during each of these 90-minute sessions. Register your site today.
Price
$270 per webinar per site. Register for all three by 4/8 for only $780.
Add a teleworker for only $25 in addition to a main site registration. Contingent on available space.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Course Description
Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2017 dates:
March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline
March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action
April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability
April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards
May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents
May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership
May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan
June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process
June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA
July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship
July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment
August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination
August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework
September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs
Price
- $220 per site, per session.
- Teleworkers may be added to a primary site registration for $25 each, per session,
- Special series discounts available through March 1. See registration form for details.
This week focuses on two types of administrative investigations in the federal workplace: misconduct investigations and EEO investigations. 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, 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.
Sessions run from 8:30 – 4:00 each day.
This program fulfills the requirements for 32-hour EEO Investigator training and 8-hour annual EEO investigator refresher training.
Instructors
Deborah Hopkins, Rock Rockenbach
Daily Agenda
Monday
Administrative Investigations: The Substantive Basis: Why investigate; discipline law and elements; understanding charges of misconduct; agency defenses civil rights discrimination bases; disability and religious accommodation issues; medical evidence issues.
Tuesday
Conducting the Investigation, Part I: Evidentiary principles; purpose of investigation; collecting penalty evidence; witness rights; union representation; preparing for the investigation; role of the investigator; planning the investigation; Investigation Plan exercise.
Wednesday
Conducting the Investigation, Part II: Setting up the room; question types; funnel technique; conducting the interview; handling difficult witnesses; assessing credibility/lies/hearing what isn’t said; body language; interviewing exercise.
Thursday
Conducting the Investigation, Part III: Gathering other evidence; technology and investigations; high profile case considerations; testifying at an administrative hearing; rules for being an effective witness; Jeopardy exercise.
Friday
Writing the Investigative Report: Organizing for the report; establishing the chronology; report writing style; report writing conventions; report organization.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2070
- 4 days = $1700
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Instructor
Course Description
Absence due to illness has changed the landscape in dealing with federal workplace issues. Problems arise when employees are absent – let alone the huge amounts of leave entitlements tied to family member medical conditions.
Administering sick leave can be complicated, and proper documentation is critical. The Family & Medical Leave Act adds an additional layer of complexity to these illness-related absences. When can you require medical examinations? When can you take action on excessive absences?
If you need more information on absence related to illness so you are able to answer those tough questions on sick leave and FMLA – or if you want to ensure that the adverse action case you assemble will withstand the scrutiny of the MSPB – then this webinar series is custom-made for you.
Join instructor Barbara Haga for any or all of the sessions as she guides you through these thorny issues.
- Session 1 – Sick Leave (4/13)
- Earning and accumulation
- Authorized uses of sick leave
- Family care sick leave – documentation and limits
- Advance sick leave
- Session 2 – Sick Leave II (4/27)
- Notice requirements
- Definition of “serious health condition”
- Substitution of paid leave for FMLA LWOP
- Medical certification – what is required and what needs to be in it
- Sick leave abuse
- Medical examinations
- Taking action on sick leave-related absences
- Session 3 – FMLA (6/1)
- Basic entitlement
- Notice requirements
- FMLA Medical certification requirements
- Discipline and FMLA – excessive absence, falsified information, failure to comply with notice requirements, last chance agreements
You’ll have the chance to ask your questions, and get them answered in real time, during each of these 90-minute sessions. Register your site today.
Price
$270 per webinar per site. Register for all three by 4/8 for only $780.
Add a teleworker for only $25 in addition to a main site registration. Contingent on available space.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Course Description
Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2017 dates:
March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline
March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action
April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability
April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards
May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents
May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership
May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan
June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process
June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA
July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship
July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment
August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination
August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework
September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs
Price
- $220 per site, per session.
- Teleworkers may be added to a primary site registration for $25 each, per session,
- Special series discounts available through March 1. See registration form for details.