Calendar

Download Registration Form

Instructor

Barbara Haga

Course Description

Navigating the FMLA is one of the most complex challenges a federal agency can face unless, of course, it is navigating the ADA at the same time. What’s the difference between a serious health condition and an ADA disability? Does the FMLA limit on leave apply to a reasonable accommodation of leave? This 60-minute webinar will compare and contrast coverage under the FMLA and coverage under the ADA, discuss the tricky role of medical documentation, and review leave under the FMLA and as a reasonable accommodation.

Attendees will learn how to:

• Identify areas and situations in which the ADA and FMLA intersect
• Determine whether a condition is covered by the ADA, FMLA, or both.
• Assess when leave is an appropriate accommodation.

This is the second of four webinars in FELTG’s 2021 Navigating Challenges in the EEO Process series.

EEO Refresher Hours: 1

Price

• Early Bird Tuition: $240 per site, per webinar (payment required by February 23)
• Standard Tuition: $270 per site, per webinar (payments made by February 24)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructors

Katherine Atkinson, Barbara Haga, Meghan Droste

Series Description

Equal Employment Opportunity claims can be a long and often complicated process, and some challenges are a bit more troublesome than others. It’s those topics we are tackling during this four-part webinar series. Why should know the Supreme Court’s recent decision in Babb v. Wilkie? What are steps you can take to avoid an age discrimination claim? What’s the difference between serious health condition and an ADA disability? And what happens if you confuse the two? How do you determine whether a job task is an essential function? How do you define a “prompt and effective” response to a complaint?

We’ll answer these questions and more over the course of four 60-minute webinars, held the first Thursday of the month. Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.

• March 4 – Addressing Age Discrimination in the Federal Workplace: Theories of age discrimination; types of conduct that give rise to age discrimination claims; dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA.
• April 1 – When the ADA and FMLA Collide: Coverage under the FMLA; coverage under the ADA; medical documentation; requesting leave under the FMLA; leave as a reasonable accommodation.
• May 6 – Reasonable Accommodation: A Focus on Essential Functions: Qualified individual with a disability; determining whether job functions are essential or marginal, undue hardship.
• June 3 –Avoiding EEO Mistakes: How Not to Respond to a Complaint: Responding to a discrimination or harassment complaint; avoid creating a retaliation complaint; avoid liability; strength agency’s affirmative defendings.

Price

• Early Bird Tuition: $240 per site, per session (payment made by February 23).
• Standard Tuition: $270 per site, per session (payment made February 24 or later).
• Register for all four webinars by February 23 and pay only $910!

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Course Description

The Executive Orders President Biden signed early on in his presidency have significantly changed the face of the federal workplace, leading to changes in workplace diversity initiatives, LGBTQ issues, labor relations official time, union contract negotiation timelines, topics of bargaining, performance and disciplinary actions for non-union employees, clean record settlements, and much more.

If you attended one of FELTG’s recent webinars on the Biden Executive Orders, then you know some of this already. But that’s not enough. OPM guidance has been provided, and that guidance could dramatically change many processes and procedures for Executive Orders 13985, 13988, and 14003. Join FELTG for this new and updated-to-the-minute comprehensive training event where President Deborah Hopkins and Instructor Ann Boehm will dive into the language of the EOs, related OPM guidance, and significant legal decisions, and interpret what it means to your day-to-day operations.

The federal workplace remains in a state of flux. The administration has nominated Kiran Ahuja to lead the Office for Personnel Management and made changes in the leadership of the EEOC and FLRA. Can nominees to the MSPB be far behind? Meanwhile, the majority of federal employees continue to work remotely, yet agencies plan for the return of vaccinated employees. Ms. Hopkins and Ms. Boehm will provide you with all of the latest information on federal employment law-related news and thoroughly explain their impact.

If you missed any of the recent FELTG webinars on the Biden Executive Orders, then hurry up and register. You have a lot to catch up on. If you already attended, this session will build on the last one with newer, updated guidance. In this 90-minute webinar, you will get the answers to all of your questions, such as:

• Does OPM guidance address what to do if your CBAs were already renegotiated?
• How have workplace protections changed for transgender employees?
• How long are Performance Demonstration Periods supposed to be?
• What has become of the OPM regulations implementing EO 13839?
• Is progressive discipline mandatory now?
• What changes if permissive bargaining is now mandatory?
• Are there any restrictions on diversity training?

And you’ll have the opportunity to ask your own questions, and get answers, in real time.

The federal workplace is undergoing a dramatic shift right now, and you can’t afford to miss this training event.

Instructors

Deborah Hopkins

Ann Boehm

Pricing

Early Bird Tuition (price per webinar, payment required by March 29): $295

Standard Tuition (price per webinar, payment made March 30 or later) : $325

Remote working? Teleworker lines may be added to a main site registration for $50 per person, on a space-available basis.

Interested in registering more than 50 attendees? Contact FELTG for information about large group pricing.

Cancellation and No-show Policy for Registered Participants: Event held on Webex. Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructors

Deborah Hopkins

Bob Woods

Course Description

The Federal Circuit recently overturned 40 years of precedent in its Santos v. NASA decision, ruling that agencies under MSPB jurisdiction must have substantial evidence that the employee was performing poorly BEFORE the agency is allowed to put the employee on a PIP.

So, what kinds of evidence do you need pre-PIP? Can an employee grieve your decision to put him on a PIP? Who has the burden to prove whether a performance plan was discriminatory? And, exactly how much poor performance is needed to show a “continued” pattern of poor performance, as is now required?

In this 60-minute webinar, FELTG President Deborah Hopkins and FELTG Instructor Bob Woods will explain how this case drastically changes the way agencies handle instances of employee poor performance, and what’s required to satisfy the new requirements in Santos. While this is a significant change, good news: it doesn’t have to be as difficult as you think and, in fact, may even help you protect the agency against claims of reprisal or discrimination. Ms. Hopkins will walk you through other details in Santos and share some of the pitfalls that could lead to a questioning of whether putting the employee on the performance improvement plan was appropriate.

Attendees will learn how to:

• Assess what constitutes “continued” poor performance.
• Determine when there is enough evidence to put an employee on a PIP.
• Document your justification for putting the employee on a PIP.

Price

• Early Bird Tuition (payment required by April 2): $285
• Standard Tuition (payment made by April 3 later): $315

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Ann Boehm

Course Description

Executive Order 14003 rescinded limitations on collective bargaining and instructed agency leaders that they “shall elect to negotiate over the subjects set forth in 5 USC 7106(b)(1) and shall instruct subordinates to do the same.” Shall seems to be the critical word here. How should that be interpreted? How is this EO different from the similar Clinton-era EO? How do you determine whether a union proposal is a USC 7206(b)(1) subject? Is insisting to impasse a permissive item an unfair labor practice?

In this 60-minute webinar, Ann Boehm will answer all of these questions, and provide the most up-to-date guidance on permissive bargaining.

Attendees will learn how to:

• Determine best practices in dealing with negotiability determinations in light of EO 14003
• Develop effective negotiation strategies
• Implement communication strategies to ensure mission is not adversely impacted by labor negotiations.

Price

• Early Bird Tuition (payment required by April 12): $240
• Standard Tuition (payment made by April 13 or later): $270

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Katherine Atkinson

Course Description

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. 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

This is the third of four webinars in FELTG’s 2021 Navigating Challenges in the EEO Process series.

EEO Refresher Hours: 1

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

• Early Bird Tuition: $240 per site, per webinar (payment required by February 23)
• Standard Tuition: $270 per site, per webinar (payments made February 24 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructors

Katherine Atkinson, Barbara Haga, Meghan Droste

Series Description

Equal Employment Opportunity claims can be a long and often complicated process, and some challenges are a bit more troublesome than others. It’s those topics we are tackling during this four-part webinar series. Why should know the Supreme Court’s recent decision in Babb v. Wilkie? What are steps you can take to avoid an age discrimination claim? What’s the difference between serious health condition and an ADA disability? And what happens if you confuse the two? How do you determine whether a job task is an essential function? How do you define a “prompt and effective” response to a complaint?

We’ll answer these questions and more over the course of four 60-minute webinars, held the first Thursday of the month. Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.

• March 4 – Addressing Age Discrimination in the Federal Workplace: Theories of age discrimination; types of conduct that give rise to age discrimination claims; dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA.
• April 1 – When the ADA and FMLA Collide: Coverage under the FMLA; coverage under the ADA; medical documentation; requesting leave under the FMLA; leave as a reasonable accommodation.
• May 6 – Reasonable Accommodation: A Focus on Essential Functions: Qualified individual with a disability; determining whether job functions are essential or marginal, undue hardship.
• June 3 –Avoiding EEO Mistakes: How Not to Respond to a Complaint: Responding to a discrimination or harassment complaint; avoid creating a retaliation complaint; avoid liability; strength agency’s affirmative defendings.

Price

• Early Bird Tuition: $240 per site, per session (payment made by February 23).
• Standard Tuition: $270 per site, per session (payment made February 24 or later).
• Register for all four webinars by February 23 and pay only $910!

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Course Description

Back by popular demand!

The Federal Circuit recently overturned 40 years of precedent in its Santos v. NASA decision, ruling that agencies under MSPB jurisdiction must have substantial evidence that the employee was performing poorly BEFORE the agency is allowed to put the employee on a PIP.

So, what kinds of evidence do you need pre-PIP? Can an employee grieve your decision to put him on a PIP? Who has the burden to prove whether a performance plan was discriminatory? And, exactly how much poor performance is needed to show a “continued” pattern of poor performance, as is now required?

In this 60-minute webinar, FELTG President Deborah Hopkins and FELTG Instructor Bob Woods will explain how this case drastically changes the way agencies handle instances of employee poor performance, and what’s required to satisfy the new requirements in Santos. While this is a significant change, good news: it doesn’t have to be as difficult as you think and, in fact, may even help you protect the agency against claims of reprisal or discrimination. The instrcutors will walk you through other details in Santos and share some of the pitfalls that could lead to a questioning of whether putting the employee on the performance improvement plan was appropriate.

Attendees will learn how to:

• Assess what constitutes “continued” poor performance.
• Determine when there is enough evidence to put an employee on a PIP.
• Document your justification for putting the employee on a PIP.

Instructors

Deborah Hopkins

Bob Woods

Price

• Early Bird Tuition (payment required by April 30): $290
• Standard Tuition (payment made May 1 or later): $325

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Deborah Hopkins

Course Description

One of the biggest discoveries of the pandemic has been how well federal employees have transitioned to telework. That’s good since most will continue to work remotely for the foreseeable future, and increased telework appears to be in many agencies’ long-term plans.

But telework isn’t for everyone, and some employees will struggle regardless of whether they’re at home or in an office. Poor performance and misconduct can never be overlooked, particularly under a new administration in which accountability is prioritized.

FELTG’s flagship courses, such as UnCivil Servant, have empowered supervisors and their advisors to confidently handle the challenges that come with supervising federal employees. Using the UnCivil Servant framework, FELTG President and attorney at law Deborah Hopkins will address and provide guidance on handling employee conduct and performance issues during a pandemic.

Over the course of 90 minutes, Ms. Hopkins will address challenges such as remote employees, who:

• Misuse technology or violate time and attendance protocols.
• Fail to perform their critical element(s) at an acceptable level.
• Request telework as a Reasonable Accommodation.

It’s imperative to agency mission that you use the right tools to swiftly and effectively address poor performance and misconduct, regardless of where the employee is doing – or NOT doing – the actual work.

Learning Objectives

Attendees will learn how to:

• Take disciplinary action against a teleworking employee.
• Determine whether you have enough evidence that a non-performer should be put on a demonstration period during emergency telework.
• Manage a demonstration period remotely.

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

Early Bird Tuition (payment required by May 3): $270

Standard Tuition (payment made by May 4 or later): $300

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Barbara Haga

Course Description

Are you aware that Employee Paid Leave (EPL) became effective on March 11, 2021? Did you know that the leave must be paid for by funds set aside by the American Rescue Plan? Have you read through OPM’s guidance on the topic?

No worries. During this 60-minute webinar, FELTG Senior Instructor Barbara Haga will share the details you need to understand the implementation and use of EPL. She will thoroughly explain the requirement that leave be paid for funds set aside by the American Rescue Plan and its impact on agencies and employees. Ms. Haga will also address the specifics of when the leave may be used, applying the pay cap, and understanding the impact on retirement of the use of the leave. The session will include scenarios that illustrate various leave use situations.

Attend this training and you’ll learn how to:

• Identify the eight situations covered by Emergency Paid Leave
• Recognize the type of documentation needed to substantiate each use
• Explain what conditional approval of EPL means

Price

• Early Bird Tuition: $285 per site (payment made by May 17).
• Standard Tuition: $315 per site (payment made May 18 or later).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructors

Katherine Atkinson, Barbara Haga, Meghan Droste

Series Description

Equal Employment Opportunity claims can be a long and often complicated process, and some challenges are a bit more troublesome than others. It’s those topics we are tackling during this four-part webinar series. Why should know the Supreme Court’s recent decision in Babb v. Wilkie? What are steps you can take to avoid an age discrimination claim? What’s the difference between serious health condition and an ADA disability? And what happens if you confuse the two? How do you determine whether a job task is an essential function? How do you define a “prompt and effective” response to a complaint?

We’ll answer these questions and more over the course of four 60-minute webinars, held the first Thursday of the month. Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.

• March 4 – Addressing Age Discrimination in the Federal Workplace: Theories of age discrimination; types of conduct that give rise to age discrimination claims; dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA.
• April 1 – When the ADA and FMLA Collide: Coverage under the FMLA; coverage under the ADA; medical documentation; requesting leave under the FMLA; leave as a reasonable accommodation.
• May 6 – Reasonable Accommodation: A Focus on Essential Functions: Qualified individual with a disability; determining whether job functions are essential or marginal, undue hardship.
• June 3 –Avoiding EEO Mistakes: How Not to Respond to a Complaint: Responding to a discrimination or harassment complaint; avoid creating a retaliation complaint; avoid liability; strength agency’s affirmative defendings.

Price

• Early Bird Tuition: $240 per site, per session (payment made by February 23).
• Standard Tuition: $270 per site, per session (payment made February 24 or later).
• Register for all four webinars by February 23 and pay only $910!

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Deborah Hopkins

Course Description

Remember those Trump Executive Orders that stressed progressive discipline was not mandatory? Well, those EOs are gone — rescinded and replaced by the new administration’s EOs. Does that mean that progressive discipline is now mandatory?

No it’s not, and you’re excused if you weren’t sure. The media has created a legend about the unfireable employee that continues to confuse and mislead many supervisors,

While it’s not mandatory, progressive discipline is a highly effective and useful disciplinary tool, even more so now under the Biden Administration. This 60-minute webinar will lay out the case for when and how to effectively use progressive discipline. FELTG President Deborah Hopkins will explain the foundations of discipline, and discuss cases where progressive discipline was used and cases where it wasn’t, along with the results of those decisions.

Attendees will learn how to:

• Differentiate between performance problems and misconduct
• Identify instances where one act of misconduct was so bad, removal was warranted.
• Understand the tricky concept of comparator employees.

Price

• Early Bird Tuition (payment required by June 1): $240
• Standard Tuition (payment made by June 2 or later): $270

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Scott Boehm

Course Description

The federal workplace is making a big U-turn. So many changes are taking place at such a quick pace, that the only way for agencies to survive and thrive is through leadership and coordination.

Join FELTG Instructor Scott Boehm for this important webinar. He will explain how your agency’s Office of Inspector General can play a critical role in helping you navigate these changes. But this is not a one-way discussion. Those who work in your agency’s OIG will learn what they can do to foster this coordination. So whether you work in an OIG or you’re an attorney, HR professional, EEO specialist or supervisor, this webinar will help you face the challenging situations brought about by the new Administration’s change in direction.

Your agency’s OIG employs investigators, auditors, evaluators, and, sometimes, armed special agents. Its mission is to prevent and detect waste, fraud, and abuse, and promote economy, effectiveness, and efficiency of agency operations. It does so by investigating potential violations of law or misconduct and auditing or evaluating the agency’s operations and systems.

Attendees will leave with a clear picture of how the HR, EEO, and General Counsel offices can work effectively with the OIG to bring about effective change to skillfully meet agency mission.

Price

• Early Bird Tuition: $240 per site, per session (payment made by June 14).
• Standard Tuition: $270 per site, per session (payment made June 15 or later).

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructors

Deborah Hopkins, Ann Boehm

Course Description

You don’t have to necessarily be ready to return all employees to the office. But you better have a plan. And it better be in writing. The Biden administration is giving you until July 19 to submit that finalized plan with reentry and post-reentry policies and procedures.

A successful return to the physical workplace plan is going to require more than the safety measures, as there are numerous HR-, EEO-, and legal-related challenges that will need to be addressed in your plan.

Time is winding down. Let FELTG help.

On June 30, FELTG President Deborah Hopkins and instructor Ann Boehm share all of the details you need to consider to successfully return your employees to the physical workspace. While safety is key, your initiatives must  “satisfy applicable collective-bargaining obligations and provide ample notice to any employees who will be returning to the physical workplace, who will have altered work schedules, or who will otherwise have altered work circumstances, consistent with the agency’s intended post-reentry work environment.”

Ms. Hopkins and Ms. Boehm will address the challenges you’re likely to face so that they can be adequately addressed in your return-to-work plan. How will you handle leave for those employees who are unable to physically return? What EEO implications must be considered? Can you require that employees be vaccinated? What flexibilities can you offer for those whose child or elder care responsibilities make it difficult to return? How do you charge someone who refuses to report?

This 75-minute webinar will not only provide the answers to these questions, but will give ample time for you to ask our presenters about your own specific challenges.

Price

• Early Bird Tuition: $295 per site, per session (payment made by June 18).
• Standard Tuition: $335 per site, per session (payment made June 19-30).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Ann Boehm

Course Description

In this 60-minute webinar, FELTG instructor Ann Boehm will identify and discuss when the law requires you to provide the union an opportunity to be involved in discussions, focusing on the requirements for a meeting to be considered a formal discussion, the union’s rights and responsibilities when it comes to meetings, what to do when an employee requests union representation for a meeting, and more.

Attendees will learn how to:

• Determine whether a right to representation is the union’s right or the employee’s
• Ensure managers know what are legitimate representational rights for bargaining unit members.

Price

• Early Bird Tuition (payment required by June 21): $240
• Standard Tuition (payment made by June 22 or later): $270

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructors

Katherine Atkinson

Course Description

Price

• Early Bird Tuition: $295 per site, per session (payment made by June 30).
• Standard Tuition: $335 per site, per session (payment made July 1-12).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Meghan Droste

Course Description

 1

FELTG kicks off its five-part webinar series Reasonable Accommodation in the Federal Workplace with an overview of the the current state of disability law and how the ADA, ADAAA, and Rehabilitation Act apply to federal employees with disabilities. Before you can appropriately manage the complex reasonable accommodation requests you’re likely to receive in the next few months, you need a thorough understanding of the basics. Attendees will learn about:

• Making disability determinations
• What “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.

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

• Early Bird Tuition: $240 per site, per session (payment made by July 2).
• Standard Tuition: $270 per site, per session (payment made July 3 or later).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Deborah Hopkins

Course Description

A few weeks ago the MSPB released a report called Agency Leader Responsibilities Related to Prohibited Personnel Practices. As part of the report, MSPB has mandated training for agency supervisors and employees on whistleblowing, prohibited personnel practices, and the new disciplinary procedures required under the Dr. Chris Kirkpatrick Whistleblower Protection Act (Kirkpatrick Act) at 5 U.S.C. § 7515.

In some ways, Kirkpatrick discipline looks like traditional Chapter 75 discipline, but in other ways it varies significantly. Don’t be caught unaware. Join FELTG President Deborah Hopkins as she explains all the specifics.

Attendees will learn how to:

• Understand the reasoning behind Kirkpatrick discipline, and the role of the agency head in such actions.
• Identify the three specific PPPs at issue in Kirkpatrick discipline cases.
• Employ the specific requirements for discipline against management officials who reprise against whistleblowers.

Price

• Early Bird Tuition (payment required by July 9): $285
• Standard Tuition (payment made by July or later): $315

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Katherine Atkinson

Course Description

 1

Numerous disabilities, such as chronic pain and diabetes, are not always visible or obvious in the workplace. As the federal workforce ages, the number of employees with hidden disabilities continues to grow. And as a result of the pandemic, you’re likely to see more requests for respiratory illnesses and COVID-related conditions, such as chronic fatigue.

Providing reasonable accommodation for so-called invisible disabilities is going to be a major challenge for HR professionals, supervisors, and the people who advise them.

In the second webinar of our Reasonable Accommodation in the Federal Workplace series attorney Katherine Atkinson will explain to how properly navigate Rehabilitation Act regulations and EEOC guidance while taking a common sense approach to reasonably accommodating hidden disabilities. Ms. Atkinson will provide examples of accommodations that have proven successful for hidden disabilities.

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.

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

• Early Bird Tuition: $240 per site, per session (payment made by July 2).
• Standard Tuition: $270 per site, per session (payment made July 3 or later).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Deborah Hopkins

Course Description

 1

Telework is one of the the most commonly requested accommodations for individuals who have physical and mental disabilities. And after a year of pandemic-induced work challenges, it’s more clear than ever: Telework can be a very effective accommodation, too. In light of that, you can expect even more reasonable accommodation requests for telework than ever before. Are you ready to do the appropriate interactive discussion and analysis?

Join FELTG President and Attorney at Law Deborah Hopkins for a discussion on this timely topic during the third event in our Reasonable Accommodation in the Federal Workplace webinar series. Ms Hopkins 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
• Who gets to choose the accommodation
• What the EEOC says about accommodating an employee’s commute
• When an agency can legally deny telework as an accommodation

Often times 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 requests as 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.

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

• Early Bird Tuition: $240.00 per site, per session (payment made by July 2).
• Standard Tuition: $270.00 per site, per session (payment made July 3 or later).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Robert Woods

Course Description

 1

Are you likely to outright deny a reasonable accommodation request for leave or a flexible work schedule? Do you think undue hardship is a viable reason to deny most reasonable accommodations? Do you think it’s the supervisor’s responsibility to determine if the individual is really disabled? Have you reached out to an employee’s doctor to find out more about his disability? If so, we have one word for you: Uh-oh.

Oftentimes the best way to learn is by making mistakes. But not when it comes to reasonable accommodation law. Instead, learn from the costly and embarrassing blunders that other agencies have already made. Attorney Robert Woods will review recent EEO cases to share these mistakes so you know how to avoid them.

During this session, the fourth in our Reasonable Accommodation in the Federal Workplace webinar series, attendees will learn:

• What steps to take when an employee informs you of his or her disability
• How to determine if telework would be an effective accommodation
• When leave would be considered an accommodation
• Why undue hardship is rarely a successful defense for denying an accommodation request

Learn how to handle reasonable accommodation requests with confidence.

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

• Early Bird Tuition: $240 per site, per session (payment made by July 20).
• Standard Tuition: $270 per site, per session (payment made July 21 or later).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Katherine Atkinson

Course Description

 1

A request for religious accommodation requires a much different response than a request for reasonable accommodation of a disability. Failure to understand the important distinctions between religious accommodations and those made for individuals with disabilities could lead to costly mistakes and embarrassing gaffes.

Join attorney Katherine Atkinson for the final session in our five-part Reasonable Accommodation in the Federal Workplace webinar series, and leave with specific guidance to help you with accommodation requests involving religious clothing and headwear, grooming, proselytizing, religious displays, and work schedules.

After a review of the relevant law and regulations law that pertain to religious accommodation, the instructor 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.

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

• Early Bird Tuition: $240 per site, per session (payment made by July 20).
• Standard Tuition: $270 per site, per session (payment made July 21 or later).

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructors

Ricky Rowe, Deborah Hopkins

Course Description

Pet ownership increased and animal shelters emptied during COVID-enforced lockdowns in 2020. Undoubtedly, remote workers have enjoyed the therapeutic benefits that come with owning a pet. But does that make their new furry friends therapy or emotional support animals? And can no-longer-remote employees bring their new four-legged friends to the workplace? In most cases, the answer is an easy no. But if it’s a reasonable accommodation request, the answer isn’t quite as definitive.

The EEOC’s stance that an emotional support animal may be a required reasonable accommodation for a qualified individual with a disability, even if it is not a trained service dog, fails to provide an easy answer.

Attendees will learn how to:

• Determine the difference between a service animal and a therapy animal.
• Recognize when an emotional support animal would be a reasonable accommodation
• Effectively navigate the interactive process.

Price

• Early Bird Tuition: $270 per site, per webinar (payment required by September 27)
• Standard Tuition: $295 per site, per webinar (payments made September 28 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Katherine Atkinson

Program Description

There are several reasons why an EEO claim might be dismissed, but it’s not a decision that should be made too quickly or without much thought. A surprising number of agency dismissals are overturned by the EEOC each year. Don’t become another EEOC statistic.

FELTG Instructor Katherine Atkinson will review the lawful reasons for dismissing a claim — failure to state a claim, timeliness, collateral attack — and walk you through making that determination.

Learning objectives:

• Identify claims that do not fall under the EEO process
• Understand the components of timeliness in EEO claims
• Draft legally-sufficient acceptance and dismissal documents

Price

• Early Bird Tuition: $270 per site, per webinar (payment required by November 8)
• Standard Tuition: $295 per site, per webinar (payments made November 9 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Barbara Haga

Course Description

Navigating the FMLA is one of the most complex challenges a federal agency can face and the addition of Paid Parental Leave (PPL) has further complicated matters. Let Federal leave expert Barbara Haga  break it all down for you. During this 90-minute webinar, Ms. Haga will explain entitlements, notice requirements, medical certifications and how to hold employees accountable for conduct and performance matters when FMLA leave is involved.

Attendees will work through scenarios to learn how and when to grant FMLA. And there will be several opportunities to ask questions.

Attendees will learn how to:

• Manage substitution of paid leave (including PPL) in place of unpaid FMLA leave.
• Decide what to do when medical documentation is insufficient.
• Identify covered serious health conditions.

Price

• Early Bird Tuition: $295 per site (payment required by January 21)
• Standard Tuition: $325 per site (payments made January 22 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Deborah Hopkins

Program Description

As 2021 came to a close, agency leaders and supervisors worked diligently processing requests for exemptions to the vaccine mandate, and disciplining those who refused or failed to be vaccinated. Then on January 21, a Federal judge in Texas issue a nationwide injunction that brought everything to a screeching halt. But questions remain:

• Must you overturn discipline you’ve already taken against unvaccinated employees?
• Do employees who complied with the vaccine mandate in order to maintain their jobs have a route of grievance or appeal?
• Do you still process reasonable accommodation requests for exemptions?
• Can you still ask applicants for proof of vaccination status?
• Can you still enforce other safety protocols, such as masking?
• What happens if a higher court reinstates the mandate?
• How do you handle hostile workplace discrimination based on vaccination status?
• What does this mean for agencies that have established, or want to establish, their own vaccine requirements?

During this 60-minute webinar, FELTG President Deborah Hopkins will provide answers to these and other questions — and she will take your questions as you try to navigate these uncertain issues, while at the same time your agency is making preparations to return employees to the physical workspace.

Price

• Early Bird Tuition: $285 per site (payment required by February 7)
• Standard Tuition: $315 per site (payments made February 8 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Katherine Atkinson

Program Description

Unlike the MSPB, the EEOC allows parties to file motions for summary judgment, potentially eliminating the need for a time-consuming, expensive, and risky hearing. Yet, many agencies fail to take advantage of this opportunity. During this 60-minute webinar, FELTG Instructor Katherine Atkinson will explain the the importance of the Report of Investigation and thorough discovery, the benefits of motions for for summary judgment (MSJs), and what to include in the MSJ to best represent your client and case.

Attendees will learn how to:

Price

• Early Bird Tuition: $270 per site, per webinar (payment required by February 11)
• Standard Tuition: $295 per site, per webinar (payments made February 12 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Instructor

Deborah Hopkins

Program Description

Recreational marijuana is legal in over a dozen states and the District of Columbia, and its use for medical purposes is now legal in 30-plus states. What does that mean for Federal workers in those locations? Could their careers still go up in smoke for a “legal” activity? Are you required to accommodate an employee’s medically certified marijuana usage? What should you do if the Federal employee is married to someone who legally grows marijuana? Should you overlook an employee’s suspected marijuana usage because it makes him more pleasant to work with?

FELTG President Deborah Hopkins will review the laws that apply to Federal employees and share the most effective approach to managing and/or disciplining employees when their drug usage seeps into the workplace.

Attendees will learn how to:

• Craft the right charge when disciplining an employee for marijuana usage.
• Determine when it’s appropriate to require an employee to take a drug test.
• Handle an employee who has lied about previous marijuana usage.

Price

• Early Bird Tuition: $270 per site (payment required by February 16)
• Standard Tuition: $295 per site (payments made February 17 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.