Calendar

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara Haga.

Course Description

Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.

These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.

As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

2017 dates:

March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline

March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action

April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability

April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards

May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents

May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership 

May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan

June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process

June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA

July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship

July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment

August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination

August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework

September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs

Price

• $220 per site, per session.
• Teleworkers may be added to a primary site registration for $25 each, per session,
• Special series discounts available through March 1. See registration form for details.

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

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara Haga.

Course Description

Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.

These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.

As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

2017 dates:

March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline

March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action

April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability

April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards

May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents

May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership 

May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan

June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process

June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA

July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship

July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment

August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination

August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework

September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs

Price

• $220 per site, per session.
• Teleworkers may be added to a primary site registration for $25 each, per session,
• Special series discounts available through March 1. See registration form for details.

Download Registration Form

Instructor

Rock Rockenbach

Course Description

Schedule A hiring authority allows agencies to hire individuals with disabilities non-competitively, thus eliminating the need to post a job opening or certify a certain number of candidates for an open position. The use of Schedule A is beneficial to agencies and to qualified employees with disabilities, but many agencies don’t understand the process or how to take advantage of this special authority.

Join FELTG instructor Rock Rockenbach, attorney at law, as he discusses how agencies can best determine which jobs fit with Schedule A authority, and how to decide whether those appointments should be temporary or permanent. He’ll cover the placement process and the steps to providing reasonable accommodation under Schedule A, and will clarify the meaning of targeted disabilities and how those fit into the overall scheme of Schedule A hiring.

In addition, Mr. Rockenbach will discuss:

• The two-year probationary period under Schedule A
• Performance and conduct standards for Schedule A employees
• How to recruit qualified candidates
• Hiring individuals with targeted disabilities
• Converting Schedule A employees to permanent, competitive employees

Attend this FELTG seminar to learn all you need to know about taking advantage of Schedule A – thus reducing onboarding time from months to weeks – at your agency. Disability program managers, EEO and HR staff, OGC attorneys, and even supervisors won’t want to miss this one.

Price

$270 per site

Teleworkers may be registered for $25 each, in addition to a main site registration. Contingent on available space.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara Haga.

Course Description

Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.

These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.

As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

2017 dates:

March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline

March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action

April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability

April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards

May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents

May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership 

May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan

June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process

June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA

July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship

July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment

August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination

August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework

September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs

Price

• $220 per site, per session.
• Teleworkers may be added to a primary site registration for $25 each, per session,
• Special series discounts available through March 1. See registration form for details.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara Haga.

Course Description

Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.

These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.

As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

2017 dates:

March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline

March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action

April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability

April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards

May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents

May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership 

May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan

June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process

June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA

July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship

July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment

August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination

August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework

September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs

Price

• $220 per site, per session.
• Teleworkers may be added to a primary site registration for $25 each, per session,
• Special series discounts available through March 1. See registration form for details.

Download Registration Form

Instructor

William Wiley

Course Description

If you’ve been following the news lately, you’ve probably heard that people who “leak” information to the press or to Congress are the target of negative attention and in some cases are fired for their disclosures.

Listen up, folks: another word for “leaker” is “whistleblower.” So when you hear that someone is firing “leakers,” keep in mind that there are good leakers and there are bad leakers, according to the law. Good leakers are whistleblowers who cannot be disciplined; bad leakers are civil servants who disclose information prohibited from disclosure by law and who can be fired. Do you know the difference? If not, you’d better learn quickly – and we are here to help.

Congress has provided whistleblowers with the highest level of protection from reprisal for disclosures of waste, fraud or abuse in the government. Join FELTG President William Wiley on August 10 for a 90-minute webinar on this topic. After providing the statutory basis and explaining the civil service protections of the Whistleblower Protection Enhancement Act, he will discuss:

• The categories of protected disclosures
• How to handle disclosures that turn out to be false
• The appropriate avenues of protected disclosure
• What constitutes whistleblower reprisal – and how to avoid it
• Evidence needed to discipline a whistleblower for misconduct unrelated to whistleblowing

You won’t want to miss this important – and timely – session. 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.

Download Registration Form

Instructor

Barbara Haga

Course Description

Resignations and retirements are normally voluntary – but can they become involuntary?  How bad is it if a resignation or retirement is judged to be involuntary?  Spoiler alert: you DON’T want this to happen to you.

For those answers – and much more – join instructor Barbara Haga on August 17 as she explains what exactly about resignations and retirements make them voluntary, and the management actions that might cause an employee-initiated action to be overturned by the Merit Systems Protection Board (MSPB) as a constructive removal.

She’ll also cover

• Regulatory requirements related to withdrawal of resignations and retirements
• Various problem elements in involuntary separation cases
• Who shares in the responsibility if an employee-initiated action is ruled to be involuntary
• Strategies to avoid so that your agency’s actions won’t be overturned
• A review of relevant MSPB decisions

Plus, you’ll have the chance to ask your questions and get them answered in real time, during this live 90-minute event. The information that will be covered in this seminar is not something you want to learn the hard way! Register your site today.

Price

$270 per site

Teleworkers may be registered for $25 each, in addition to a main site registration. Contingent on available space.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara Haga.

Course Description

Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.

These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.

As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

2017 dates:

March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline

March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action

April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability

April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards

May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents

May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership 

May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan

June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process

June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA

July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship

July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment

August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination

August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework

September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs

Price

• $220 per site, per session.
• Teleworkers may be added to a primary site registration for $25 each, per session,
• Special series discounts available through March 1. See registration form for details.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara Haga.

Course Description

Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.

These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.

As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

2017 dates:

March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline

March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action

April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability

April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards

May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents

May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership 

May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan

June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process

June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA

July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship

July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment

August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination

August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework

September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs

Price

• $220 per site, per session.
• Teleworkers may be added to a primary site registration for $25 each, per session,
• Special series discounts available through March 1. See registration form for details.

Download Registration Form

Instructors

Deborah Hopkins, Shana Palmieri

Course Description

We see it every single week – a disgruntled employee, customer, or someone who is upset with an employee goes in to a workplace with a weapon, and kills innocent people. What should you do if someone threatens violence in your federal agency? How can you best prepare yourself to protect the lives of those around you? Are there risk factors that might give you an indication of when someone will become violent?

This topic is too important to ignore, so join FELTG for the webinar Handling Violence and Threats of Violence in the Federal Workplace. This program will be instructed by Deborah Hopkins, FELTG Executive Director, and Shana Palmieri, FELTG instructor and LCSW who specialized in mental health and who handled the aftermath of the Navy Yard shooting in 2013.

The session will begin with an overview of the legal issues that agencies encounter when dealing with an employee whose behavior poses a risk to workplace safety. From there the conversation will shift to:

• Warning signs that violence may be imminent, and dynamic risk and protective factors for workplace targeted violence
• How the ADA and the “direct threat” analysis interplay with circumstances to mandate an internal threat assessment investigation
• Equipping Threat Management Teams to respond to threats or violent acts
• Understanding the behavioral health issues that contribute to violent behavior – and those that don’t
• Domestic or intimate partner violence and the federal workplace

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

$270 per site

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

Download Registration Form

Instructor

William Wiley

Course Description

Unacceptable performers. Every agency has them – employees who don’t meet the minimum performance standards of their positions. How does an agency take appropriate, defensible action against poor performers? You might be surprised to know: it’s SO easy.

FELTG President, attorney and renowned author William Wiley answers that question – and several more – in this 90-minute webinar.  He’ll begin the presentation by explaining the appropriate procedures to take when initiating an opportunity period and a subsequent Performance Improvement Plan (PIP) and will highlight mistakes that your agency can’t afford to make in the PIP process.

In addition, Mr. Wiley will discuss:

• Critical time periods for the stages of performance-based actions
• How to draft and deliver performance documents
• The importance of holding employees accountable throughout the process
• Tips for managing problem employees during the notice period
• The necessary levels of proof an agency must maintain to defend a performance-based suspension or termination

It’s possible to remove a poor performer from the federal civil service in just 31 days. Attend this FELTG seminar to learn the appropriate methods to safeguard your agency when removing poor performers, and guarantee that your actions will stand.

Price

$270 per site

Teleworkers may be registered for $25 each, in addition to a main site registration. Contingent on available space.

Download Registration Form

Instructor

Barbara Haga

Course Description

Not every leave request falls into a major category such as annual leave, sick leave or FMLA. What happens when someone wants to use leave for jury duty, or to attend the funeral of a friend? What about the new leave categories like investigative and notice leave, introduced in last year’s Administrative Leave Act?

Join FELTG instructor Barbara Haga as she discusses the various types of paid leave and excused time off that are often looked at as secondary to annual and sick leave and FMLA, but which can be problematic if not administered correctly.

This session will tackle discussions on several less-common types of leave – Leave Without Pay, Leave Transfer, Disabled Veteran Leave, and Court and Military Leave.  Additionally, Ms Haga will cover excused absences and administrative leave and will detail the new requirements imposed by the Administrative Leave Act of 2016. You won’t want to miss this important information!

Price

$270 per webinar per site.

Add a teleworker for only $25 in addition to a main site registration. Contingent on available space.

Download Registration Form

Instructor

Anthony Marchese

Course Description

The law is clear about what must be done with employees who have performance or conduct issues, but it gives zero guidance about how to handle employees whose personalities make then difficult to work with. Whether you’re a supervisor, an HR or EEO professional, or an attorney, you know how challenging it can be to handle unique personality types and still get your job done.

Good news: FELTG is here to help. Join instructor Anthony Marchese, PhD, on December 14 for a 90-minute webinar on how best to communicate with – and tolerate – difficult employees in the federal workplace. During this session he will discuss:

• How to give clear and actionable feedback that helps employees become aware of their problems – and even get better
• The Triple-D method for holding conversations with difficult employees
• A breakdown of difficult personality types (such as The Martyr, The Comedian, and The Tester), and the best approaches to effectively deal with each
• How to increase your impact through structured communication, word selection and social styles
• How to manage multiple generations in the workplace, with a special emphasis on understanding millennials

You’ll also get to ask questions – and get answers in real-time – during this live event, 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.

Download Registration Form

Instructors

Deborah Hopkins, Shana Palmieri

Course Description

FELTG proudly presents this four-part series on dealing with behavioral health issues in the federal workplace. Join us for one session, or register for them all.

Session 1: Handling Behavioral Health: Legal Considerations and Clinical Overview (February 8)

• Legal considerations for managing employees with a behavioral health disability
  • Disability Accommodation
  • The Rehabilitation Act of 1973
  • Americans with Disabilities Act
• Overview of Behavioral Health Conditions & Symptoms
• Effective Accommodations for Behavioral Health Conditions
• Effective Communication and Supervision/Management Strategies for Employees with Behavioral Health Conditions

Session 2: Successful Management and Supervision of Employees with PTSD (February 22)

• An in-depth understanding of Post Traumatic Stress Disorder (PTSD) Symptoms, Causes, and Prevalence
• Overview of how symptoms of how PTSD symptoms impact performance in the workplace
• Learn Effective Management and Supervision strategies to support employees in the workplace
• Learn how to effectively assist an employee in the workplace having a crisis due to PTSD symptoms

Session 3: Managing Employees with Substance Use Disorders (March 8)

• Overview of substance use disorders, causes and prevalence
• Legal considers in the workplace for employees with substance abuse disorders
  • What is protected and what is reason for termination
• How to handle intoxication in the workplace
• How to handle employees positive for cannabis (marijuana) on their drug test
• Learn how to effectively manage and support employees recovering from substance use disorders in the workplace

Session 4: Handling a Psychiatric Crisis in the Workplace (March 22)

• Overview of behavioral health symptoms that may present as a crisis in the workplace
• Suicidal Ideation and how to handle in the workplace
• Steps to take in the workplace with an employee experiencing a psychiatric crisis

   Price

• $220 per site, per session.
• Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
• Special series discounts available through Feb. 3. See registration form for details.

Download Registration Form

Instructors

Deborah Hopkins, Shana Palmieri

Course Description

FELTG proudly presents this four-part series on dealing with behavioral health issues in the federal workplace. Join us for one session, or register for them all.

Session 1: Handling Behavioral Health: Legal Considerations and Clinical Overview (February 8)

• Legal considerations for managing employees with a behavioral health disability
  • Disability Accommodation
  • The Rehabilitation Act of 1973
  • Americans with Disabilities Act
• Overview of Behavioral Health Conditions & Symptoms
• Effective Accommodations for Behavioral Health Conditions
• Effective Communication and Supervision/Management Strategies for Employees with Behavioral Health Conditions

Session 2: Successful Management and Supervision of Employees with PTSD (February 22)

• An in-depth understanding of Post Traumatic Stress Disorder (PTSD) Symptoms, Causes, and Prevalence
• Overview of how symptoms of how PTSD symptoms impact performance in the workplace
• Learn Effective Management and Supervision strategies to support employees in the workplace
• Learn how to effectively assist an employee in the workplace having a crisis due to PTSD symptoms

Session 3: Managing Employees with Substance Use Disorders (March 8)

• Overview of substance use disorders, causes and prevalence
• Legal considers in the workplace for employees with substance abuse disorders
  • What is protected and what is reason for termination
• How to handle intoxication in the workplace
• How to handle employees positive for cannabis (marijuana) on their drug test
• Learn how to effectively manage and support employees recovering from substance use disorders in the workplace

Session 4: Handling a Psychiatric Crisis in the Workplace (March 22)

• Overview of behavioral health symptoms that may present as a crisis in the workplace
• Suicidal Ideation and how to handle in the workplace
• Steps to take in the workplace with an employee experiencing a psychiatric crisis

   Price

• $220 per site, per session.
• Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
• Special series discounts available through Feb. 3. See registration form for details.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara 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.

Download Registration Form

Instructors

Deborah Hopkins, Shana Palmieri

Course Description

FELTG proudly presents this four-part series on dealing with behavioral health issues in the federal workplace. Join us for one session, or register for them all.

Session 1: Handling Behavioral Health: Legal Considerations and Clinical Overview (February 8)

• Legal considerations for managing employees with a behavioral health disability
  • Disability Accommodation
  • The Rehabilitation Act of 1973
  • Americans with Disabilities Act
• Overview of Behavioral Health Conditions & Symptoms
• Effective Accommodations for Behavioral Health Conditions
• Effective Communication and Supervision/Management Strategies for Employees with Behavioral Health Conditions

Session 2: Successful Management and Supervision of Employees with PTSD (February 22)

• An in-depth understanding of Post Traumatic Stress Disorder (PTSD) Symptoms, Causes, and Prevalence
• Overview of how symptoms of how PTSD symptoms impact performance in the workplace
• Learn Effective Management and Supervision strategies to support employees in the workplace
• Learn how to effectively assist an employee in the workplace having a crisis due to PTSD symptoms

Session 3: Managing Employees with Substance Use Disorders (March 8)

• Overview of substance use disorders, causes and prevalence
• Legal considers in the workplace for employees with substance abuse disorders
  • What is protected and what is reason for termination
• How to handle intoxication in the workplace
• How to handle employees positive for cannabis (marijuana) on their drug test
• Learn how to effectively manage and support employees recovering from substance use disorders in the workplace

Session 4: Handling a Psychiatric Crisis in the Workplace (March 22)

• Overview of behavioral health symptoms that may present as a crisis in the workplace
• Suicidal Ideation and how to handle in the workplace
• Steps to take in the workplace with an employee experiencing a psychiatric crisis

   Price

• $220 per site, per session.
• Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
• Special series discounts available through Feb. 3. See registration form for details.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara 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.

Download Registration Form

Instructors

Deborah Hopkins, Shana Palmieri

Course Description

FELTG proudly presents this four-part series on dealing with behavioral health issues in the federal workplace. Join us for one session, or register for them all.

Session 1: Handling Behavioral Health: Legal Considerations and Clinical Overview (February 8)

• Legal considerations for managing employees with a behavioral health disability
  • Disability Accommodation
  • The Rehabilitation Act of 1973
  • Americans with Disabilities Act
• Overview of Behavioral Health Conditions & Symptoms
• Effective Accommodations for Behavioral Health Conditions
• Effective Communication and Supervision/Management Strategies for Employees with Behavioral Health Conditions

Session 2: Successful Management and Supervision of Employees with PTSD (February 22)

• An in-depth understanding of Post Traumatic Stress Disorder (PTSD) Symptoms, Causes, and Prevalence
• Overview of how symptoms of how PTSD symptoms impact performance in the workplace
• Learn Effective Management and Supervision strategies to support employees in the workplace
• Learn how to effectively assist an employee in the workplace having a crisis due to PTSD symptoms

Session 3: Managing Employees with Substance Use Disorders (March 8)

• Overview of substance use disorders, causes and prevalence
• Legal considers in the workplace for employees with substance abuse disorders
  • What is protected and what is reason for termination
• How to handle intoxication in the workplace
• How to handle employees positive for cannabis (marijuana) on their drug test
• Learn how to effectively manage and support employees recovering from substance use disorders in the workplace

Session 4: Handling a Psychiatric Crisis in the Workplace (March 22)

• Overview of behavioral health symptoms that may present as a crisis in the workplace
• Suicidal Ideation and how to handle in the workplace
• Steps to take in the workplace with an employee experiencing a psychiatric crisis

   Price

• $220 per site, per session.
• Teleworkers may be added to a main site registration for $25 each teleworker, each webinar, on a space-available basis.
• Special series discounts available through Feb. 3. See registration form for details.

Download Registration Form

You’ve probably noticed that the #MeToo movement is as strong as ever. There are all kinds of comments, from all kinds of people, about the need for training on this important topic, but there hasn’t been much action.

As we like to do at FELTG, we’re doing something about it by addressing the issue of sexual harassment in the federal government head-on. Join us in Washington, DC, March 26 for a half-day seminar Sexual Harassment as Misconduct: Defending Your Agency while Protecting Your Employees. In this program, we’ll discuss the foundational law and how sexual harassment cases come to be, but our emphasis will be on STOPPING it from happening by addressing the misconduct before it becomes a problem. Case examples will show you the best ways to handle inappropriate sexual conduct from employees and supervisors – and things to avoid. We hope you’ll be able to attend this important discussion.

The program runs from 9:30 a.m. – 1:00 p.m. and is targeted to supervisors, managers, and advisers.

 3

Instructor

Deborah Hopkins

Agenda:

• 9:30 – 10:30 – Statutory basis; differentiating tangible employment actions
• 10:40 – 11:50 – Hostile work environment cases; unwelcome conduct; severe or pervasive; agency liability; defenses
• 12:00 – 1:00 – Addressing the misconduct; proper and improper rules of behavior in the workplace; penalty determinations;disciplining for inappropriate sexual conduct; zero tolerance policies

Pricing

• $295 per participant. Group discounts for 5 or more attendees available.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara 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.

Download Registration Form

Instructors

William Wiley, Deborah Hopkins, Barbara 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.

Download Registration Form

Instructor

Deborah Hopkins

Course Description

 1.5

You’ve probably noticed that the #MeToo movement is as strong as ever. There are all kinds of comments, from all kinds of people, about the need for training on this important topic, but there hasn’t been much action.

At FELTG, we’re doing something about it by addressing the issue of sexual harassment in the federal government as MISCONDUCT, not just as an EEO issue.

Join us for the webinar Sexual Harassment as Misconduct: Defending Your Agency while Protecting Your Employees. In this program, we’ll discuss the foundational law and how sexual harassment cases come to be, but our emphasis will be on STOPPING it from happening by addressing the misconduct before it becomes a problem. Case examples will show you the best ways to handle inappropriate sexual conduct from employees and supervisors – and things to avoid. We hope you’ll be able to attend this important discussion.

Price

$270 per site

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