Some major areas of labor law haven’t changed in over 30 years, and some change regularly. Every labor attorney, human resource specialist, and union representative in government needs to have both a firm foundation in the historical perspective and precedence of FLRA decisions, as well as a strategy for taking advantage of any new flexibilities and approaches that are coming out of an ever-evolving Federal Labor Relations Authority. This training week does just that.
Become a certified FLRA practitioner: FLRA Law Week participants are eligible for the FELTG Certified Practitioner Program.
Instructors
William Wiley, Susan McCluskey
Daily Agenda
Monday
Basic Management and Employee Rights: An overview of the Federal Service Labor-Management Relations Statute, fundamental employee, union, and management rights, Weingarten meetings and a bargaining unit employee’s right to be represented by the union in certain investigations.
Tuesday
Meetings, Official Time, and ULPs: When is the agency obligated to invite a union rep into a formal discussion, union representative use of government time to conduct union responsibilities, violations of law known as unfair labor practices, legal requirements, practical strategies.
Wednesday
Investigations, Grievances, Negotiability: What happens when the FLRA comes knocking; how do grievances, MSPB appeals, and EEO complaints interact; what subjects must be bargained; what subjects may not be bargained; and what subjects may be bargained at the agency’s discretion.
Thursday
Impact & Implementation Bargaining, Principle Bargaining Topics, Negotiation Strategies: Management may have the right to act, but it must satisfying the obligation to negotiate the impact and implementation; certain difficult topics that arise over and over; there are good ways and bad ways to implement bargaining.
Friday
Grievance Arbitration: Invoking arbitration under the collective bargaining agreement, the arbitration process, researching and selecting an arbitrator, rules of evidence as compared to MSPB and EEOC, how government arbitration is different from private sector arbitration, educating the arbitrator.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2050
- 4 days = $1680
- 3 days = $1290
- 2 days = $910
- 1 day = $490
Settlement makes up a major part of federal employment law practice. Most disputes in our field settle – whether they initiate as grievances, EEO complaints or as appeals of agency disciplinary actions – before they ever get to hearing. You might be thinking, “Settlement just doesn’t feel right. It’s like saying the employee did nothing wrong and the agency is at fault.” That’s a common misconception, but it’s not actually grounded in truth; settlement has no direct tie to liability or admissions of wrongdoing.
Settlement happens – a lot. Yet somehow, this is a topic that doesn’t get a lot of love in the training world. Few people actually ever trained in the skills required to negotiate settlement agreements. That all changes now. Join FELTG for this brand-new seminar and learn the skills you need to save your agency time and money, and successfully resolve federal employment law disputes without litigation.
Instructors
William Wiley, Rock Rockenbach, Deborah Hopkins
Daily Agenda
Monday
Why Settle in Federal Sector Employment Disputes?: Why settlement is important; select options to discipline; rescinding the removal; statistics and writing; protective agreement provisions; unlawful agreements and duress.
Tuesday
Knowing the Players: The Office of Special Counsel, the Federal Labor Relations Authority, and Unfair Labor Practices; Interest-based negotiation in practice; positive framing; impasse; void agreements.
Wednesday
Determining Objectives and Methods: Why complainants and managers don’t want to resolve disputes without litigation (and how to combat that); statements v. objectives; separating the people from the problem; creating and evaluating options for mutual gain; settlement options.
Thursday
Alternative Dispute Resolution: Calculating the costs of litigation; preparing for settlement; mediations; arbitrations; settlement conference; using settlement memoranda; offers of resolution; compensatory damages; tax consequences; red flags: union impact.
Friday
Drafting Enforceable Settlement Agreements: Organizing for the agreement; settlement agreement writing style and conventions; parts of an agreement; OPM restrictions; sentence and paragraph structure; best practices for word selection; deconstruction of a sample report.
Pricing:
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2050
- 4 days = $1680
- 3 days = $1290
- 2 days = $910
- 1 day = $490
Some major areas of labor law haven’t changed in over 30 years, and some change regularly. Every labor attorney, human resource specialist, and union representative in government needs to have both a firm foundation in the historical perspective and precedence of FLRA decisions, as well as a strategy for taking advantage of any new flexibilities and approaches that are coming out of an ever-evolving Federal Labor Relations Authority. This training week does just that.
The program runs 8:30 – 4:00 each day.
Become a certified FLRA practitioner: FLRA Law Week participants are eligible for the FELTG Certified Practitioner Program.
Instructors
William Wiley, Susan McCluskey
Daily Agenda
Monday
Basic Management and Employee Rights: An overview of the Federal Service Labor-Management Relations Statute, fundamental employee, union, and management rights, Weingarten meetings and a bargaining unit employee’s right to be represented by the union in certain investigations.
Tuesday
Meetings, Official Time, and ULPs: When is the agency obligated to invite a union rep into a formal discussion, union representative use of government time to conduct union responsibilities, violations of law known as unfair labor practices, legal requirements, practical strategies.
Wednesday
Investigations, Grievances, Negotiability: What happens when the FLRA comes knocking; how do grievances, MSPB appeals, and EEO complaints interact; what subjects must be bargained; what subjects may not be bargained; and what subjects may be bargained at the agency’s discretion.
Thursday
Impact & Implementation Bargaining, Principle Bargaining Topics, Negotiation Strategies: Management may have the right to act, but it must satisfying the obligation to negotiate the impact and implementation; certain difficult topics that arise over and over; there are good ways and bad ways to implement bargaining.
Friday
Grievance Arbitration: Invoking arbitration under the collective bargaining agreement, the arbitration process, researching and selecting an arbitrator, rules of evidence as compared to MSPB and EEOC, how government arbitration is different from private sector arbitration, educating the arbitrator.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2050
- 4 days = $1680
- 3 days = $1290
- 2 days = $910
- 1 day = $490
Attention, all federal supervisors (and those who advise them): this is a program you can’t afford to miss. This week covers a range of topics including employee performance and conduct, FMLA and other leave scenarios, EEO and disability discrimination, workplace management and leadership skills, and supervising unionized employees.
As a bonus, supervisors who complete this training meet OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
The program runs 8:30 – 4:00 each day.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Daily Agenda:
Monday
Uncivil Servant: Holding Employees Accountable for Performance and Conduct: Fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; implement a Performance Improvement Plan; removal for unacceptable performance in 31 days.
Tuesday
The Manager’s Role in EEO: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; what to do if you’re a Responding Management Official in a complaint; EEO witness tips.
Wednesday
Essential Management Skills for Federal Supervisors: Communicating effectively with employees; managing a multigenerational workforce; handling difficult employees; managing a mobile workforce; mentorship; honing your presentation skills; conducting effective meetings.
Thursday
Effectively Managing Employee Leave Issues: Annual leave; sick leave; Leave Without Pay; FMLA; medical certification requirements; substitution of paid leave; leave stacking.
Friday
Supervising in a Unionized Environment: What every supervisor should know about federal labor unions; collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; controlling official time; handling information requests.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2075
- 4 days = $1705
- 3 days = $1315
- 2 days = $935
- 1 day = $515
Registered participants will receive a copy of the textbook UnCivil Servant, fourth edition (pending publication date).
With a new administration in place, your guess is as good as ours about what the state of federal labor relations might become over the next few years. Some major areas of labor law haven’t changed in over 30 years, and some are poised to change soon. Every labor attorney, human resource specialist, and union representative in government needs to have both a firm foundation in the historical perspective and precedence of FLRA decisions, as well as a strategy for taking advantage of any new approaches that are coming out of an ever-evolving Federal Labor Relations Authority. This training week, updated to reflect the current state of the law, does just that.
The program runs 8:30 – 4:00 each day.
Become a certified FLRA practitioner: FLRA Law Week participants are eligible for the FELTG Certified Practitioner Program.
Instructors
William Wiley, Deborah Hopkins
Daily Agenda
Monday
Basic Management and Employee Rights: An overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; bargaining unit definition; the union organizer’s role; information requests; and official time
Tuesday
Meetings and Bargaining: More on official time, when is the agency obligated to invite a union rep into a formal discussion, the collective bargaining process, the three categories of bargaining, management rights and management maybe’s.
Wednesday
Unfair Labor Practices and Negotiability: What happens when the FLRA comes knocking; what subjects must be bargaining, may not be bargained, and what subjects may be bargained at the agency’s discretion; the Federal Services Impasse Panel; negotiability appeals.
Thursday
Redress Alternatives and the Psychology of Bargaining: The interplay among grievances, appeals, MSPB, and EEOC; exceptions to arbitration awards; selecting a bargaining strategy; there are good ways and bad ways to implement bargaining and a lot of psychology is involved.
Friday
Two Bargaining Approaches and Arbitration Issues: Interest based bargaining as compared to hard ball bargaining, arbitration process overview, binding the arbitrator, how federal government arbitration is different from private sector arbitration and appeals, educating the arbitrator.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2070
- 4 days = $1700
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Settlement makes up a major part of federal employment law practice. Most disputes in our field settle – whether they initiate as grievances, EEO complaints or as appeals of agency disciplinary actions – before they ever get to hearing. You might be thinking, “Settlement just doesn’t feel right. It’s like saying the employee did nothing wrong and the agency is at fault.” That’s a common misconception, but it’s not actually grounded in truth; settlement has no direct tie to liability or admissions of wrongdoing.
Settlement happens – a lot. Yet somehow, this is a topic that doesn’t get a lot of love in the training world. Few people actually ever trained in the skills required to negotiate settlement agreements. That all changes now. Join FELTG for this brand-new seminar and learn the skills you need to save your agency time and money, and successfully resolve federal employment law disputes without litigation.
Instructors
William Wiley, Rock Rockenbach, Deborah Hopkins
Daily Agenda
Monday
Why Settle in Federal Sector Employment Disputes?: Why settlement is important; select options to discipline; rescinding the removal; statistics and writing; protective agreement provisions; unlawful agreements and duress.
Tuesday
Knowing the Players: The Office of Special Counsel, the Federal Labor Relations Authority, and Unfair Labor Practices; Interest-based negotiation in practice; positive framing; impasse; void agreements.
Wednesday
Determining Objectives and Methods: Why complainants and managers don’t want to resolve disputes without litigation (and how to combat that); statements v. objectives; separating the people from the problem; creating and evaluating options for mutual gain; settlement options; OPM restrictions.
Thursday
Alternative Dispute Resolution: Calculating the costs of litigation; preparing for settlement; mediations; arbitrations; settlement conference; using settlement memoranda; offers of resolution; compensatory damages; tax consequences; red flags: union impact.
Friday
Drafting Enforceable Settlement Agreements: Organizing for the agreement; settlement agreement writing style and conventions; parts of an agreement; sentence and paragraph structure; best practices for word selection; deconstruction of a sample settlement agreement.
Pricing:
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2070
- 4 days = $1700
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Lodging
A limited block of rooms is reserved at the Kimpton Carlyle Hotel Dupont Circle, through September 28. Book here directly or call 1-800-KIMPTON to make a reservation through the reservation desk with the special code 1029FELT.
With a new administration in place, your guess is as good as ours about what the state of federal labor relations might become over the next few years. Some major areas of labor law haven’t changed in over 30 years, and some are poised to change soon. Every labor attorney, human resource specialist, and union representative in government needs to have both a firm foundation in the historical perspective and precedence of FLRA decisions, as well as a strategy for taking advantage of any new approaches that are coming out of an ever-evolving Federal Labor Relations Authority. This training week, updated to reflect the current state of the law, does just that.
The program runs 8:30 – 4:00 each day.
Become a certified FLRA practitioner: FLRA Law Week participants are eligible for the FELTG Certified Practitioner Program.
Instructors
William Wiley, Deborah Hopkins
Daily Agenda
Monday
Basic Management and Employee Rights: An overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; bargaining unit definition; the union organizer’s role; information requests; and official time
Tuesday
Meetings and Bargaining: More on official time, when is the agency obligated to invite a union rep into a formal discussion, the collective bargaining process, the three categories of bargaining, management rights and management maybe’s.
Wednesday
Unfair Labor Practices and Negotiability: What happens when the FLRA comes knocking; what subjects must be bargaining, may not be bargained, and what subjects may be bargained at the agency’s discretion; the Federal Services Impasse Panel; negotiability appeals.
Thursday
Redress Alternatives and the Psychology of Bargaining: The interplay among grievances, appeals, MSPB, and EEOC; exceptions to arbitration awards; selecting a bargaining strategy; there are good ways and bad ways to implement bargaining and a lot of psychology is involved.
Friday
Two Bargaining Approaches and Arbitration Issues: Interest based bargaining as compared to hard ball bargaining, arbitration process overview, binding the arbitrator, how federal government arbitration is different from private sector arbitration and appeals, educating the arbitrator.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
- 5 days = $2070
- 4 days = $1700
- 3 days = $1310
- 2 days = $930
- 1 day = $510
Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.
FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.
The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).
Instructors
William Wiley, Deborah Hopkins
Daily Agenda:
Tuesday
Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.
Wednesday
Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.
Thursday
Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.
Pricing
- 3 days = $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.
Instructors
Deborah Hopkins, Shana 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.
On May 25, the President issued three new executive orders that had a significant impact on federal labor relations. With orders regarding official time, negotiation timeframes, and union responsibilities to pay for things they never had to pay for before, this was the biggest change to rock the world of federal labor relations in years. And then in late August, a federal judge enjoined several parts of the EOs, stating they were illegal.
Where do things stand today?
While some major areas of federal labor law haven’t changed in almost 40 years, many changed a few weeks ago. Every labor attorney, human resource specialist, and union representative in government needs to have both a firm foundation in the historical perspective and precedence of FLRA decisions, as well as a strategy for taking advantage of any new approaches that are coming out of an ever-evolving Federal Labor Relations Authority. This training week, updated to reflect the current state of the law, does just that.
The program runs 8:30 – 4:00 each day.
Become a certified FLRA practitioner: FLRA Law Week participants are eligible for the FELTG Certified Practitioner Program.
Instructors
William Wiley, Deborah Hopkins, Joseph Schimansky
Daily Agenda
Monday
Basic Management and Employee Rights: An overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; bargaining unit definition; the union organizer’s role; information requests; official time.
Tuesday
Meetings and Bargaining: More on official time, when is the agency obligated to invite a union rep into a formal discussion, the collective bargaining process, the three categories of bargaining, management rights and management maybe’s.
Wednesday
Unfair Labor Practices and Negotiability: What happens when the FLRA comes knocking; what subjects must be bargained, may not be bargained, and what subjects may be bargained at the agency’s discretion; the Federal Services Impasse Panel; negotiability appeals.
Thursday
Redress Alternatives and the Psychology of Bargaining: The interplay among grievances, appeals, MSPB, and EEOC; exceptions to arbitration awards; selecting a bargaining strategy; there are good ways and bad ways to implement bargaining and a lot of psychology is involved.
Friday
Two Bargaining Approaches and Arbitration Issues: Interest based bargaining as compared to hard ball bargaining, arbitration process overview, binding the arbitrator, how federal government arbitration is different from private sector arbitration and appeals, educating the arbitrator.
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
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.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.
Instructors
Deborah Hopkins, Shana Palmieri, Katherine Atkinson, Anthony Marchese
Course Description
Navigating your role in the modern federal workplace requires not just the legal knowledge, but also the practical skills to handle the most intense and challenging situations. For example, do you know what to do in the following scenarios?
- An employee with bipolar disorder is having a manic episode in the workplace.
- An employee threatens violence or suicide.
- An employee claims she is being sexually harassed by one of your best performers.
- You’ve heard reports that another manager is bullying an employee.
- An employee is requesting leave or telework as a reasonable accommodation.
- An employee is wasting time on social media when he is supposed to be working.
We will provide you the specific legal, practical and clinical guidance you need to reply effectively in these and many other difficult situations during our all-new Emerging Issues Week. You’ll gain the tools to better understand how to:
- Deal with employees who have mental and behavioral health issues.
- Handle sexual harassment and bullying claims.
- Manage risk in your agency.
- Handle the conflicts that take your employees off task.
- Respond appropriately to the most challenging reasonable accommodation requests.
Daily Agenda:
Monday
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 with employees who have behavioral health issues.
Tuesday
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.
Wednesday
Employee 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.
Thursday
Harassment Allegations and Investigations: Differentiating between EEO and non-EEO harassment; investigating harassment allegations; the intersection with criminal investigations; bullying; special considerations in light of #MeToo and #TimesUp.
Friday
The Nontraditional Workplace: Telework, Reasonable Accommodation, and Technology Challenges: Accountability for a mobile workforce; telework or flexible schedules as reasonable accommodation; challenges with technology in the federal workplace.
Pricing
Early Bird Tuition (register by July 1):
- 5 days = $2170
- 4 days = $1780
- 3 days = $1370
- 2 days = $970
- 1 day = $530
Standard Tuition (register July 2 – July 19):
- 5 days = $2270
- 4 days = $1880
- 3 days = $1470
- 2 days = $1070
- 1 day = $630
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.
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.
President Trump issued three executive orders last year that had a significant impact on federal labor relations. With orders regarding official time, negotiation timeframes, and union responsibilities to pay for things they never had to pay for before, this was the biggest change to rock the world of federal labor relations in years. Three months later, a D.C. District Court Court judge enjoined several parts of the EOs, stating they were illegal. The White House then appealed.. And then this summer, that District Court ruling was overturned by an Appeals Court. The Executive Orders are no longer enjoined.
Where do things stand today? Join FELTG for FLRA Law Week and we’ll bring you up to speed on what you can, cannot and should do under these EOs.
But that’s not all. Every labor attorney, labor relations specialist, and union representative in government needs to have both a firm foundation in the historical perspective and precedence of FLRA decisions, as well as a strategy for taking advantage of any new approaches that are coming out of an ever-evolving Federal Labor Relations Authority. This training week, updated to reflect the current state of the law, does just that — and with instructors who spent a combined 38 years working at the FLRA, there’s no other federal labor relations training that will give you this type of inside perspective. You won’t want to miss it.
The program runs 8:30 – 4:00 each day.
Instructors
Daily Agenda
Monday
Basic Management and Employee Rights: An overview of the Federal Service Labor-Management Relations Statute; the current status of Executive Orders 13836 and 13837; fundamental employee, union, and management rights; bargaining unit definition; the union organizer’s role; information requests; official time.
Tuesday
Labor Relations Meetings and Bargaining: More on official time; formal discussions; union representative rights; the collective bargaining process; the three categories of bargaining: mandatory, permissive, and prohibited.
Wednesday
Unfair Labor Practices and Negotiability: What happens when the FLRA comes knocking; the anatomy of an Unfair Labor Practice; the Federal Services Impasse Panel; negotiability appeals.
Thursday
Redress Alternatives and the Psychology of Bargaining: The interplay among grievances, appeals, MSPB, and EEOC; exceptions to arbitration awards; selecting a bargaining strategy; interest based bargaining as compared to hard ball bargaining,
Friday
Understanding Arbitration Issues: The arbitration process overview; binding the arbitrator; how federal government arbitration is different from private sector arbitration and appeals; educating the arbitrator.
Pricing
Most people attend the full training week, but you may opt out of any days you don’t plan to attend.
Early Bird Tuition (register by October 7):
- 5 days = $2170
- 4 days = $1780
- 3 days = $1370
- 2 days = $970
- 1 day = $530
Standard Tuition (register October 8 – October 25):
- 5 days = $2270
- 4 days = $1880
- 3 days = $1470
- 2 days = $1070
- 1 day = $630
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.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.