Calendar

FELTG Executive Director Deborah Hopkins instructing a class
May
14
Mon
Workplace Investigations Week – San Francisco @ Marines' Memorial Club and Hotel
May 14 – May 18 all-day

Download Registration Form

This week focuses on administrative investigations in the federal workplace, with a focus on investigating employee misconduct. 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

William Wiley, Deborah Hopkins, Ricky Rowe

Daily Agenda

Monday

Administrative Investigations: The Substantive Basis: Why investigate; discipline law and elements; understanding charges of misconduct; collecting penalty evidence; witness rights; union representation.

Tuesday

Conducting the Investigation, Part I: Evidentiary principles; purpose of investigation; preparing for the investigation; role of the investigator; planning the investigation.

Wednesday

Conducting the Investigation, Part II: Setting up the room; question types and techniques; 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; when misconduct and EEO intersect; testifying at an administrative hearing; rules for being an effective witness.

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 = $2120
  • 4 days = $1740
  • 3 days = $1340
  • 2 days = $950
  • 1 day = $520
May
15
Tue
Developing & Defending Discipline: Holding Federal Employees Accountable – San Francisco @ Marines' Memorial Club and Hotel
May 15 – May 17 all-day

Download Registration Form

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 WileyDeborah 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 = $1350
  • 2 days = $960
  • 1 day = $530

Seminar registration includes a copy of the textbook UnCivil Servant: Holding Employees Accountable for Performance and Conduct, 4th ed., by Wiley and Hopkins

Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
May 15 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
May
29
Tue
Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
May 29 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
Jun
4
Mon
MSPB Law Week – Denver @ Sheraton Denver West
Jun 4 – Jun 8 all-day

Download Registration Form

MSPB Law Week covers the basics of disciplinary charges and penalties, plus understanding the law and strategy in handling performance cases. 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: Statutory basis including the Civil Service Reform Act; the new Department of Veterans Affairs Accountability and Whistleblower Protection Act; he 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 = $2130
  • 4 days = $1750
  • 3 days = $1350
  • 2 days = $960
  • 1 day = $530

Lodging

The host hotel, the Sheraton Denver West, has a limited block of rooms set aside at the per diem rate. Call the hotel directly at 303-987-2000 and mention this training event to receive the special rate.

Jun
12
Tue
Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
Jun 12 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
Jun
13
Wed
EEO Refresher Training – Washington, DC @ International Student House (ISH) – Ella Burling Hall
Jun 13 all-day

Download Registration Form

Instructors

Deborah Hopkins, Ricky Rowe

Course Description

 8

Attention EEO Counselors: meet your mandatory 8-hour refresher training with FELTG this summer in Washington, DC.

The EEO world is constantly changing and it’s crucial to stay on top of things.  According to recent statistics, the average EEO complaint takes over 3.5 years to process. Wouldn’t it be wonderful to resolve some of these disputes before they go formal?

This session, presented by attorney at law Deborah Hopkins and Ricky Rowe, former National EEO Manager for the VA, will give you insight to the most essential areas counselors and investigators need to know in 2018. Topics include:

  • The importance of the counselor’s approach in the precomplaint process
  • Alternative Dispute Resolution in the EEO process
  • Interviewing techniques
  • Focused topics: sexual harassment updates; reasonable accommodation trends
  • Mistakes to avoid
  • Achieving resolution before litigation

The program runs from 8:30 – 4:30.

Pricing

  • 1 day = $465

Metro, Parking, Directions

Metro: The International Student House (1825 R Street NW) is located in convenient proximity to the Red Line. Exit Metro at the Dupont Circle station and proceed to the Q Street/North exit. Head north (you will come off the escalator facing north; if you use the elevator take a left after exiting) on Connecticut Avenue to R Street NW (approximately one block). Turn right onto R Street NW. Cross 19th Street NW and the International Student House will be on the left side of the street approximately halfway down the block. If you reach the Bikeshare dock, you’ve gone too far. Approximate walk time: 7-10 minutes.

Parking: Street parking is metered and is limited to two hours, unless you have a Washington, DC, Zone 2 parking pass. The closest parking garage is at 11 Dupont Circle, approximately two blocks from the International Student House (1825 R Street NW). Approximate walk time: 5 -7 minutes.

From the Carlyle Hotel: After exiting the Carlyle Hotel, turn left. At the first intersection, R Street NW, turn right. Proceed approximately one block. The International Student House (1825 R Street NW) will be on your right, just past the Bikeshare dock. Approximate walk time: 4-6 minutes.

Webinar – What You Need to Know about the New Executive Orders: A Discussion on Changes in the Accountability Processes and Federal Union Rights
Jun 13 @ 1:00 pm – 2:00 pm

The June 13 webinar is sold out. Register for the encore presentation JUNE 27.

Instructors

William Wiley, Deborah Hopkins

Course Description

Unless you’ve just returned from a remote island with no connection to the rest of the world, you’ve probably heard about the new Executive Orders, issued May 25, that are purported to significantly change the civil service protections that have been in place for nearly four decades.

Some changes are small, but others radically alter the status quo. Now is the time for federal attorneys, HR and LER specialists, union reps, and federal supervisors, to tune in and see exactly what these changes will mean in your day-to-day life. Join FELTG President William Wiley and Executive Director Deborah Hopkins, attorneys at law, on June 13 for a 60-minute discussion about the most important takeaways from the new Executive Orders.

Topics include:

  • Changes in the performance opportunity period timeline
  • Modifications to Douglas, including comparator penalties
  • The undoing of progressive discipline
  • Restrictions on official time for union activity
  • What rights – if any – unions have any more

You won’t want to miss this important session. Register your site today.

Price

$225 per site

Teleworkers may be added to a main site registration for $25 each, on a space-available basis.

Jun
14
Thu
Webinar – Watch Your Words: Drafting Defensible Charges in Misconduct Cases
Jun 14 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructor

William Wiley

Course Description

If you’ve attended a FELTG training or have read our newsletters, you know how important we believe word selection is in framing charges of employee misconduct. On June 14, FELTG President William Wiley, attorney at law, will conduct a 90-minute webinar discussing best practices for drafting disciplinary documents that will withstand even the harshest scrutiny by the Merit Systems Protection Board (MSPB) or an arbitrator.

After the proper statutory foundation is laid, this program will cover:

  • The four mandatory rules of charging
  • The three styles of charging
  • Charge specifications and label elements
  • Why less is more in proposal and decision letters
  • Specific words to use – and avoid – in drafting charging documents

Whether you’re new to drafting disciplinary documents, or you’ve been doing it for years, your work will be more efficient, professional, and defensible if you participate in this program. Register your site today!

Price

$270 per site

Jun
19
Tue
Developing & Defending Discipline: Holding Federal Employees Accountable – Washington, DC @ International Student House (ISH) – Ella Burling Hall
Jun 19 – Jun 21 all-day

Download Registration Form

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 WileyDeborah 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 = $1350
  • 2 days = $960
  • 1 day = $530

Seminar registration includes a copy of the textbook UnCivil Servant: Holding Employees Accountable for Performance and Conduct, 4th ed., by Wiley and Hopkins.

Metro, Parking, Directions

Metro: The International Student House (1825 R Street NW) is located in convenient proximity to the Red Line. Exit Metro at the Dupont Circle station and proceed to the Q Street/North exit. Head north (you will come off the escalator facing north; if you use the elevator take a left after exiting) on Connecticut Avenue to R Street NW (approximately one block). Turn right onto R Street NW. Cross 19th Street NW and the International Student House will be on the left side of the street approximately halfway down the block. If you reach the Bikeshare dock, you’ve gone too far. Approximate walk time: 7-10 minutes.

Parking: Street parking is metered and is limited to two hours, unless you have a Washington, DC, Zone 2 parking pass. The closest parking garage is at 11 Dupont Circle, approximately two blocks from the International Student House (1825 R Street NW). Approximate walk time: 5 -7 minutes.

From the Carlyle Hotel: After exiting the Carlyle Hotel, turn left. At the first intersection, R Street NW, turn right. Proceed approximately one block. The International Student House (1825 R Street NW) will be on your right, just past the Bikeshare dock. Approximate walk time: 4-6 minutes.

Jun
20
Wed
Webinar – Managing & Supporting the Employee with Bipolar Disorder
Jun 20 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructor

Shana Palmieri

Course Description

The word “bipolar” carries with it a stigma: that individuals with bipolar are dangerous, unstable, or unable to work. In reality, an estimated 2.8% of the U.S. population suffers from this diagnosis – so it’s not as uncommon as you might think.

There are a number of myths and misconceptions surrounding bipolar disorder, including the causes, the symptoms, the treatment, and the capabilities of individuals with bipolar disorder. In order to help employees be successful in the federal workplace, it’s important for agencies to develop a clear understanding about the symptoms of bipolar disorder, what to do (and what not to do) if someone is having an acute episode, and the day-to-day needs of individuals suffering from this diagnosis.

Join FELTG for this 60-minute webinar, where instructor Shana Palmieri, LCSW, will discuss:

  • An overview of Bipolar Disorder in the United States and in the workplace
  • A clinical overview of the signs and symptoms of Bipolar Disorder that indicate the need for professional intervention
  • Effective communication strategies with an employee in an acute manic or depressive episode
  • Practical & effective reasonable accommodations for an employee with bipolar disorder
  • Practical recommendations for handing a crisis in the workplace due to symptoms of bipolar disorder

The webinar will also include time for Q & A on these topics. This is a session you truly can’t afford to miss, so register your site today.

Price

$225 per site

Teleworkers may be added to a main site registration for $25 each, on a space-available basis.

Jun
26
Tue
Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
Jun 26 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
Jun
27
Wed
Webinar – What You Need to Know about the New Executive Orders: A Discussion on Changes in the Accountability Processes and Federal Union Rights
Jun 27 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructor

William Wiley, Deborah Hopkins

Course Description

Unless you’ve just returned from a remote island with no connection to the rest of the world, you’ve probably heard about the new Executive Orders, issued May 25, that are purported to significantly change the civil service protections that have been in place for nearly four decades.

Some changes are small, but others radically alter the status quo. Now is the time for federal attorneys, HR and LER specialists, union reps, and federal supervisors, to tune in and see exactly what these changes will mean in your day-to-day life. Join FELTG President William Wiley, attorney at law, on June 27 for a 60-minute discussion about the most important takeaways from the new Executive Orders.

Topics include:

  • Changes in the performance opportunity period timeline
  • Modifications to Douglas, including comparator penalties
  • The undoing of progressive discipline
  • Restrictions on official time for union activity
  • What rights – if any – unions have any more

You won’t want to miss this important session. Register your site today.

Price

$225 per site

Teleworkers may be added to a main site registration for $25 each, on a space-available basis.

Jun
28
Thu
Webinar – Selecting a Defensible Penalty for Misconduct: An In-Depth Look at the Douglas Factors
Jun 28 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructor

William Wiley

Course Description

Selecting a defensible penalty is crucial part of the disciplinary process. Adding to the challenge, in the past few years the MSPB has been all over the place regarding penalties for comparator employees. And because we are under a new administration – and are waiting for new Board Members to be announced – this topic is one causing concern and confusion throughout the federal employment law world.

FELTG President, attorney and noted author William Wiley is here to make sure you have the tools you need to select an appropriate penalty for employee misconduct. He’ll start this 90-minute session by discussing the most recent and relevant MSPB and Federal Circuit cases in penalty determination, providing information on getting “intent” penalties off of “non-intent” charges, and explaining the concept of “charging down and proving up.”

He’ll also cover:

  • Establishing the maximum penalty
  • Notice requirements
  • Considerations if your agency uses a Table of Penalties
  • How to defend your agency against the Terrible Trilogy and Fearsome Foursome
  • The importance of the Douglas factors in penalty determination and how to make those Douglas factors sing

As always, this session is held live and gives you a chance to ask your questions, and get immediate answers. Attorneys and HR practitioners alike will want to make plans to attend. But space is limited, so register your site today!

Price

$270 per site

Teleworkers may be added to a main site registration for $25 each, on a space-available basis

Jul
10
Tue
Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
Jul 10 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
Jul
12
Thu
Webinar – Understanding MD-715: An Effective Approach to Barrier Analysis
Jul 12 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructor

Ricky Rowe

Course Description

 1.5

According to the EEOC, Management Directive 715 “provides a roadmap for creating effective equal employment opportunity (EEO) programs for all federal employees as required by Title VII and the Rehabilitation Act.” MD-715 comes with a list of reporting requirements. While these requirement are mandatory, not all agencies are fully compliant with MD-715.

This is where FELTG comes in. Join us July 12 where instructor Ricky Rowe – who handled the MD-715 program for the Department of Veterans Affairs for several years – explains everything you need to know to report appropriately, and to develop a model EEO program. After an introduction and explanation of the relevant parts of MD-715, he’ll discuss:

  • Appropriate formatting
  • Levels of reporting required
  • How subordinate reporting components fit into the scheme of overall reporting
  • The necessary steps to complete an effective barrier analysis
  • Strategies for improving diversity in your agency

As always, this session is held live and gives you a chance to ask your questions, and get immediate answers. Space is limited, so register your site today!

Price

$270 per site

Teleworkers may be added to a main site registration for $25 each, on a space-available basis

Jul
17
Tue
Federal Workplace Challenges: Behavioral Health Issues, Threats of Violence, and Employee Conflicts – Washington, DC @ International Student House (ISH) – Ella Burling Hall
Jul 17 – Jul 19 all-day

Download Registration Form

Instructors

Deborah HopkinsShana Palmieri, Anthony Marchese

Course Description

Pop Quiz:

  • What should you do when an employee with bipolar disorder has a manic episode in the workplace?
  • Do you know how to accommodate and work with employees who have PTSD or substance abuse issues?
  • Are you allowed to drug test an employee who comes to work smelling like marijuana?
  • What steps should you take if an employee in your agency threatens violence or suicide?
  • What’s the best way to handle workplace conflicts that don’t rise to the level of performance or conduct but involve difficult personality types?

We have answers to all those questions – and many more – in the the three-day workshop Federal Workplace Challenges: Behavioral Health Issues, Threats of Violence, and Coworker Conflicts.

This class is unique in that it covers the legal issues AND the practical/clinical issues that arise in these challenging workplace scenarios. Through this combination you’ll gain the tools to better understand how to deal with employees who have mental and behavioral health issues, how to manage risk in your agency, and how to handle the conflicts that take your employees off task. 

Daily Agenda:

Tuesday

Handling Behavioral Health Issues: An overview of the ADA requirements on accommodating individuals with mental impairments and other behavioral health issues; your agency’s legal obligation to provide its employees with a safe workplace; types of mental disabilities and how they may exhibit in the workplace; PTSD, substance abuse disorders; dos and don’ts when working employees who have behavioral health issues.

Wednesday

Dealing with Threats of Violence: Handling the psychiatric emergency; legal considerations for federal agencies; dangerous scenarios during the notice period; myths and facts about targeted violence in the workplace; dealing with suicidal employees; individual characteristics that put an employee at higher risk of committing an act of violence; how to develop and implement an in-house threat management team to deal with threat assessments, risk management, and the best ways to keep employees safe during a crisis; steps to take if someone becomes violent in the workplace.

Thursday

Conflict Management: Managing vs. leading; difficult employee personality types; potential generational conflicts; using structured communication with your employees; learning how to “Flex” in difficult conversations with others; conflict resolution skills; utilizing a team-based approach in the federal government.

Pricing

  • 3 days = $1340
  • 2 days = $950
  • 1 day = $530

Metro, Parking, Directions

Metro: The International Student House (1825 R Street NW) is located in convenient proximity to the Red Line. Exit Metro at the Dupont Circle station and proceed to the Q Street/North exit. Head north (you will come off the escalator facing north; if you use the elevator take a left after exiting) on Connecticut Avenue to R Street NW (approximately one block). Turn right onto R Street NW. Cross 19th Street NW and the International Student House will be on the left side of the street approximately halfway down the block. If you reach the Bikeshare dock, you’ve gone too far. Approximate walk time: 7-10 minutes.

Parking: Street parking is metered and is limited to two hours, unless you have a Washington, DC, Zone 2 parking pass. The closest parking garage is at 11 Dupont Circle, approximately two blocks from the International Student House (1825 R Street NW). Approximate walk time: 5 -7 minutes.

From the Carlyle Hotel: After exiting the Carlyle Hotel, turn left. At the first intersection, R Street NW, turn right. Proceed approximately one block. The International Student House (1825 R Street NW) will be on your right, just past the Bikeshare dock. Approximate walk time: 4-6 minutes.

Jul
19
Thu
Webinar – Reasonable Accommodation for Disabilities: The Law, the Challenges, and Solutions for Agencies
Jul 19 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructor

Deborah Hopkins

Course Description

 1.5

One of the most important – and challenging – areas in federal employment law is the obligation to provide reasonable accommodation to qualified individuals with disabilities. While the law changed nearly ten years ago with the implementation of the Americans with Disabilities Act Amendments Act, a number of agencies are still following outdated procedures that are not compliant with the law. Because there are so many complexities in the reasonable accommodation process, the best way for your agency to avoid pitfalls and to be sure you provide accommodations to people who are entitled is to follow the appropriate steps, in the proper order.

Join FELTG Executive Director and Attorney at Law Deborah Hopkins for Part 1 of the four-part Reasonable Accommodation in the Federal Workplace Series. Ms Hopkins will begin by explaining the current state of disability law and how the ADA, ADAAA, and Rehabilitation Act apply to federal employees with disabilities. From there, she’ll discuss:

  • Making disability determinations
  • What a “qualified individual” actually means
  • Reasonable accommodation requests
  • The interactive process
  • Denials of reasonable accommodation
  • Reassignment and Medical Inability to Perform removals

Whether you’re an attorney, disability program manager, EEO or HR Specialist or a supervisor, you’ll want to be sure to attend this session.

Price

$270 per site

Teleworkers may be added to a main site registration for $25 each, if space is available.

Webinar Series – Reasonable Accommodation in the Federal Workplace
Jul 19 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructors

Deborah Hopkins, Katherine Atkinson, Meghan Droste

Course Description

FELTG proudly presents this four-part series on reasonable accommodation in the federal workplace.

Click on any event for a full description.

 6 (1.5 per webinar)

Session 1: Reasonable Accommodation: The Law, the Challenges, & Solutions for Agencies (July 19)

Session 2: Reasonable Accommodation: A Focus on Qualified Individuals, Essential Functions, & Undue Hardship (July 26)

Session 3: Telework and Flexible Work Schedules as Reasonable Accommodation (August 2)

Session 4: Understanding Religious Accommodation: How it’s Different from Disability Accommodation (August 9)

Price

  • $270 per site, per session.
  • Series discount: Register for all four webinars by July 13 and pay only $990!

  • Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
Jul
23
Mon
Managing Federal Employee Accountability – Anchorage
Jul 23 – Jul 27 all-day

Download Registration Form

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 accountability performance and conduct, managing leave abuse, handling EEO complaints, reasonable accommodation, 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

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

Managing Employee Leave Abuse: Types of leave and leave entitlements; overviews of Family and Medical Leave Act; Office of Workers Compensation Program absences; LWOP; AWOL; leave restriction; handling leave abuse; the magic of Medical Inability to Perform removals.

Wednesday

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.

Thursday

The Supervisor’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; theories of discrimination; defending against EEO complaints; Reasonable Accommodation; what to do if you’re a Responding Management Official in a complaint; EEO witness tips.

Friday

Management and Communication Skills for Federal Supervisors: Communicating effectively with employees; managing a multigenerational workforce; handling difficult employees; managing a mobile workforce; mentorship; identifying your leadership skills; bullying v. harassment.

Pricing

Most people attend the full training week, but you may opt out of any days you don’t plan to attend.

  • 5 days = $2130
  • 4 days = $1750
  • 3 days = $1350
  • 2 days = $960
  • 1 day = $530

Registered participants will receive a copy of the textbook UnCivil Servant, fourth edition, by Wiley and Hopkins.

Jul
24
Tue
Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
Jul 24 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
Jul
26
Thu
Webinar – Reasonable Accommodation: A Focus on Qualified Individuals, Essential Functions, and Undue Hardship
Jul 26 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructor

Katherine Atkinson

Course Description

 1.5

When the Americans with Disabilities Act Amendments Act became effective nearly a decade ago, the law expanded ADA coverage to include more individuals in disability determinations. In Part 2 of the Reasonable Accommodation in the Federal Workplace webinar series, FELTG Instructor Katherine Atkinson, attorney at law, will take a focused look at three challenging areas in the disability process that have changed in recent years: qualified individuals, essential functions, and undue hardship.

After an overview of the disability accommodation law and analysis, Ms Atkinson will dive into the details, including:

  • How to determine whether an individual is qualified for a particular job
  • How to decide what job functions are essential, and what job functions are marginal or ancillary
  • What factors control an undue hardship determination

You’ll have time to ask your questions, and get answers in real time, so make plans now to attend this important event.

Price

$270 per site

Teleworkers may be added to a main site registration for $25 each, if space is available.

Webinar Series – Reasonable Accommodation in the Federal Workplace
Jul 26 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructors

Deborah Hopkins, Katherine Atkinson, Meghan Droste

Course Description

FELTG proudly presents this four-part series on reasonable accommodation in the federal workplace.

Click on any event for a full description.

 6 (1.5 per webinar)

Session 1: Reasonable Accommodation: The Law, the Challenges, & Solutions for Agencies (July 19)

Session 2: Reasonable Accommodation: A Focus on Qualified Individuals, Essential Functions, & Undue Hardship (July 26)

Session 3: Telework and Flexible Work Schedules as Reasonable Accommodation (August 2)

Session 4: Understanding Religious Accommodation: How it’s Different from Disability Accommodation (August 9)

Price

  • $270 per site, per session.
  • Series discount: Register for all four webinars by July 13 and pay only $990!

  • Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
Aug
2
Thu
Webinar – Telework and Flexible Work Schedules as Reasonable Accommodation
Aug 2 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructor

Deborah Hopkins

Course Description

 1.5

The law requires federal agencies to engage in the interactive process when assessing reasonable accommodations for employees who have disabilities. In 2018, telework and modified work schedules are among the most commonly requested – and most effective – accommodations for individuals who have physical and mental disabilities. But telework is often requested in cases where the “convenience” of working from home is called in to question. What should you do in those situations?

Join FELTG Executive Director and Attorney at Law Deborah Hopkins for a discussion on this timely topic during Part 3 of the Reasonable Accommodation in the Federal Workplace webinar series. Ms Hopkins will start with a quick review of the law, and will detail the required three-step process for agencies to be compliant when dealing with reasonable accommodation requests.

From there, she’ll discuss:

  • What to do if telework would be an effective accommodation – but something else would work too
  • Why accommodations are always the agency’s choice
  • Alternative approaches to providing telework, leave and modified work schedules as accommodation
  • The undue hardship analysis
  • What the EEOC says about accommodating an employee’s commute

Oftentimes the best way to learn is by looking at real-life case studies, so the session will include a discussion on recent federal cases – won and lost – involving telework and reasonable accommodation. Because of the cost incurred when handling a reasonable accommodation complaint, your agency EEO staff, reasonable accommodation coordinators, disability coordinators, HR staff and supervisors truly cannot afford to miss this event.

Price

$270 per site

Teleworkers may be added to a main site registration for $25 each, if space is available.

Webinar Series – Reasonable Accommodation in the Federal Workplace
Aug 2 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructors

Deborah Hopkins, Katherine Atkinson, Meghan Droste

Course Description

FELTG proudly presents this four-part series on reasonable accommodation in the federal workplace.

Click on any event for a full description.

 6 (1.5 per webinar)

Session 1: Reasonable Accommodation: The Law, the Challenges, & Solutions for Agencies (July 19)

Session 2: Reasonable Accommodation: A Focus on Qualified Individuals, Essential Functions, & Undue Hardship (July 26)

Session 3: Telework and Flexible Work Schedules as Reasonable Accommodation (August 2)

Session 4: Understanding Religious Accommodation: How it’s Different from Disability Accommodation (August 9)

Price

  • $270 per site, per session.
  • Series discount: Register for all four webinars by July 13 and pay only $990!

  • Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
Aug
7
Tue
Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
Aug 7 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
Aug
9
Thu
Webinar – Understanding Religious Accommodation: How it’s Different from Disability Accommodation
Aug 9 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructor

Meghan Droste

Course Description

 1.5

Almost everyone knows that individuals with disabilities are entitled to reasonable accommodation – but did you know that federal employees are also entitled to reasonable accommodation for religious beliefs and practices? Not everyone realizes this; in 2017 a company in West Virginia was ordered to pay out damages of nearly $600,000 for not taking an employee’s religious accommodation request seriously.

The law requiring religious accommodation is different than the law for disability accommodation, and it’s important you know the distinctions. Join FELTG for the final session in the Four-Part Reasonable Accommodation in the Federal Workplace webinar series, where Attorney at Law Meghan Droste helps in your goal of Understanding Religious Accommodation: How it’s Different from Disability Accommodation.

After a review of the relevant law and regulations law that pertain to religious accommodation, Ms Droste will discuss:

  • What religions qualify for accommodation
  • The definition of “undue hardship” and case examples
  • The most common accommodations for religion
  • Issues related to dress code and grooming
  • What to do when employees request to be excused from performing certain job tasks because of religious reasons

Whether you’re an attorney, EEO program specialist, HR specialist or manager, you’ll want to be sure to join us for this important session.

Price

$270 per site

Teleworkers may be added to a main site registration for $25 each, if space is available.

Webinar Series – Reasonable Accommodation in the Federal Workplace
Aug 9 @ 1:00 pm – 2:30 pm

Download Registration Form

Instructors

Deborah Hopkins, Katherine Atkinson, Meghan Droste

Course Description

FELTG proudly presents this four-part series on reasonable accommodation in the federal workplace.

Click on any event for a full description.

 6 (1.5 per webinar)

Session 1: Reasonable Accommodation: The Law, the Challenges, & Solutions for Agencies (July 19)

Session 2: Reasonable Accommodation: A Focus on Qualified Individuals, Essential Functions, & Undue Hardship (July 26)

Session 3: Telework and Flexible Work Schedules as Reasonable Accommodation (August 2)

Session 4: Understanding Religious Accommodation: How it’s Different from Disability Accommodation (August 9)

Price

  • $270 per site, per session.
  • Series discount: Register for all four webinars by July 13 and pay only $990!

  • Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
Aug
21
Tue
Webinar Series – Supervising Federal Employees: Important Tools for Managers and Advisers
Aug 21 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

William Wiley, Deborah HopkinsBarbara Haga, Anthony Marchese.

Course Description

Back by popular demand, and expanded to include new topics in 2018! 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).

2018 dates:

March 6: 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 20: 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 3: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 17: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.

May 1: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.

May 15: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.

May 29: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 12: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.

June 26: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.

July 10: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 24: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.

August 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

August 21: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.

September 4: 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, on a space-available basis.
  • Special series discounts available through March 1. See registration form for details.
Aug
27
Mon
MSPB Law Week – Okinawa
Aug 27 – Aug 31 all-day

Download Registration Form

FELTG is coming to Okinawa!

The civil service world is changing and it’s important to be aware of the new laws and executive orders that apply to you. MSPB Law Week covers the basics of disciplinary charges and penalties, plus understanding the law and strategy in handling performance cases and defending against whistleblower reprisal complaints. Join MSPB practitioners and topic authors William Wiley and Deborah Hopkins, and learn the law, strategies, and techniques that will benefit your agency for years to come.

The program runs 8:00 – 4:00 each day.

* This program is taking place Camp Foster. Exact location will be emailed to confirmed participants. In order to register you MUST have either (1) a DoD Issued Common Access Card (CAC), or (2) Camp Foster Base Access Pass.

Instructors

William Wiley, Deborah Hopkins

Daily Agenda

Monday

Adverse Actions: Statutory basis including the Civil Service Reform Act; the new Department of Veterans Affairs Accountability and Whistleblower Protection Act; he 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; Labor Relations: 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, labor relations considerations.

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 = $2130
  • 4 days = $1750
  • 3 days = $1350
  • 2 days = $960
  • 1 day = $530

Location

We anticipate this program will be held at Camp Foster or Camp Butler, and will post specifics just as soon as we have them.

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