Instructors: Deborah Hopkins, Katherine Atkinson, Rock Rockenbach
Course Description
Meet your mandatory EEO Counselor and Investigator refresher training with FELTG this summer. Each 90-minute session provides 1.5 hours toward the annual refresher requirement mandated by EEOC. Register for the entire series and receive a bonus supplement of materials on interviewing skills, to complete the hours of content mandated by EEOC to fulfill the entire 8-hour refresher requirement. Series attendees will receive a certificate of completion at the conclusion of the series.
Sessions
Wednesday, June 28: EEO Complaints in 2017: What Counselors and Investigators Need to Know
Wednesday, July 12: Understanding Current Issues: Reasonable Accommodation Trends in 2017
Wednesday, July 26: The Latest on Sexual Orientation and Gender Discrimination in the Federal Government
Wednesday, August 9: Updates on Discrimination: Recent Cases about Race, Color, Religion and National Origin
Wednesday, August 23: Practical Skills for Counselors and Investigators: Interviewing Complainants and Witnesses
Price
$270 per session. Register for all five by June 23 and pay only $1180!
Teleworkers may be added to a main site registration for $25 per person, per session, on a space available basis.
Instructor
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.
Instructor
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.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Course Description
Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2017 dates:
March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline
March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action
April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability
April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards
May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents
May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership
May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan
June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process
June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA
July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship
July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment
August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination
August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework
September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs
Price
- $220 per site, per session.
- Teleworkers may be added to a primary site registration for $25 each, per session,
- Special series discounts available through March 1. See registration form for details.
Instructors: Deborah Hopkins, Katherine Atkinson, Rock Rockenbach
Course Description
Meet your mandatory EEO Counselor and Investigator refresher training with FELTG this summer. Each 90-minute session provides 1.5 hours toward the annual refresher requirement mandated by EEOC. Register for the entire series and receive a bonus supplement of materials on interviewing skills, to complete the hours of content mandated by EEOC to fulfill the entire 8-hour refresher requirement. Series attendees will receive a certificate of completion at the conclusion of the series.
Sessions
Wednesday, June 28: EEO Complaints in 2017: What Counselors and Investigators Need to Know
Wednesday, July 12: Understanding Current Issues: Reasonable Accommodation Trends in 2017
Wednesday, July 26: The Latest on Sexual Orientation and Gender Discrimination in the Federal Government
Wednesday, August 9: Updates on Discrimination: Recent Cases about Race, Color, Religion and National Origin
Wednesday, August 23: Practical Skills for Counselors and Investigators: Interviewing Complainants and Witnesses
Price
$270 per session. Register for all five by June 23 and pay only $1180!
Teleworkers may be added to a main site registration for $25 per person, per session, on a space available basis.
Instructors
William Wiley, Deborah Hopkins, Barbara Haga.
Course Description
Back by popular demand, and expanded to include new topics in 2017! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Important Tools for Managers and Advisers, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2017 dates:
March 7: Holding Employees Accountable for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline
March 21: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action
April 4: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability
April 18: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards
May 2: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents
May 16: Leading and Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership
May 30: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan
June 13: What Supervisors Should Know about EEO: Overview of Title VII protections; protected categories; theories of discrimination; the supervisor’s role in the EEO process
June 27: Tackling Leave Issues: Handling the leave issues most common in the federal government; annual leave; sick leave; LWOP and FMLA
July 11: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship
July 25: Important Developments in Sex Discrimination: Current information on LGBT discrimination and gender stereotyping; tangible employment action vs. hostile work environment; same-sex harassment
August 8: Preventing Discrimination Based on Religion and National Origin: Religious discrimination; reasonable accommodation for religion; national origin discrimination: speak English only rules; accent discrimination
August 22: Managing a Mobile Workforce: Telework and alternative work schedules; managing employees who aren’t there; handling performance and conduct problems with teleworkers; best practices for telework
September 5: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs
Price
- $220 per site, per session.
- Teleworkers may be added to a primary site registration for $25 each, per session,
- Special series discounts available through March 1. See registration form for details.
Instructors
Deborah Hopkins, 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.
Instructor
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.
Instructor
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.
Instructors
William Wiley, Deborah Hopkins
Course Description
Reprisal is a term that gets used a lot, but did you know that it has different definitions in different cases? If you join FELTG President William Wiley and FELTG Executive Director Deborah Hopkins during this 90-minute webinar to find out exactly where the differences lie, you just might save your agency from losing a reprisal case.
During this interactive discussion, the instructors will explain the legal background on the various forms of reprisal and why it’s such an important area of focus in federal employee statutory protection. From there, they’ll talk about:
- Whistleblower reprisal: the standards, burden of proof, and actions that constitute reprisal
- The many forms of EEO reprisal and why it’s the most common category in discrimination findings
- Reprisal for union activity, including what type of activity falls outside the bounds of coverage
- What is legal and not legal when considering someone’s veteran status in making employment-related decisions
- The distinction between reprisal and retaliation
This is an event you won’t want to miss, whether you’re an attorney, LER specialist, EEO specialist, union official or supervisor. We hope you’ll join us.
Price
$270 per site
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructors
William Wiley, Deborah Hopkins
Course Description
It’s that time again!
Twice a year we update you with what’s new from the MSPB, EEOC and FLRA. Join FELTG attorneys William Wiley and Deborah Hopkins as they combine forces for a fast-paced discussion on the most surprising, significant and groundbreaking recent decisions and trends from the MSPB, EEOC and FLRA. If you’ve attended a past edition, you know this is not your standard [“boring”] case law update, but an editorial discussion that not only informs you about current cases, but explains how they impact your daily work whether you’re a lawyer, or an HR, ER, LR or EEO practitioner.
Bill and Deb will share where we’ve been and where we’re headed with the trends and regulations that influence your workplace and the way issues are litigated in your agency or union. Plus, ask your questions and get answers in real time.
We’d love to tell you now about the cases and regulations that will be discussed, but that’s entirely up to the MSPB, EEOC and FLRA. Stay tuned!
Price
$270 per site
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructors
Deborah Hopkins, Katherine Atkinson
Course Description
Over the past few weeks, countless people have come forward to share that they have been the victims of sexual harassment in the workplace. In fact, in just three weeks the #MeToo hashtag has been used over six million times to signify support for to survivors of sexual assault, exploitation, and harassment – and to take a stand that this is not acceptable behavior.
As part of the #MeToo movement, we’ve also seen a number of stories about sexual harassment, assault, and abuse of federal employees. It’s topic a we can’t, and shouldn’t, ignore, so FELTG presents a special discussion on November 16 to explain – in clear terms – the law on sexual harassment in federal agencies. In addition, we’ll cover the following topics:
- Why many victims don’t come forward, until one person does
- Hostile Work Environment and Tangible Employment Action claims
- Time limits for filing sexual harassment claims
- Discipline for coworkers and supervisors who engage in sexual harassment
- Agency defenses and liability in sexual harassment claims
- Corrective action – what will stop harassment from continuing?
This is an event you won’t want to miss, whether you’re an attorney, LER specialist, EEO specialist, union official, supervisor, or federal employee. We hope you’ll join us.
Price
$225 per site
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
Instructors
Course Description
Under the Theory of Agency, when a federal employee suffers some type of harm at work, the agency is generally liable for the harm because the employee was at work when the tort occurred (you may be more familiar with the term “respondeat superior”).
What happens when the harm is not some type of workplace accident or third-party incident, but is committed by a supervisor or employee of the agency? In our world, under the Theory of Agency, a federal supervisor or employee who commits a harm during the course of conducting the government’s business is sheltered from personal lawsuit by the victim of the harm. But can the employee who commits the harm ever be sued personally? Is this different in MSPB and EEO cases?
Join FELTG for a 90-minute discussion on personal liability to get that answer and more. During this session we will discuss:
- The three areas of liability: torts, crimes, and administrative sanctions
- Actions committed inside vs. outside the scope of employment
- Whether federal supervisors need liability insurance
- Considerations and strategies for when the Office of Special Counsel gets involved
- Damages and remedies available to prevailing parties in EEOC cases
You’ll also get to ask questions – and get immediate answers – 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.
Instructor
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.
Instructor
Course Description
Every federal advisor and supervisor has to deal with discipline on some level – but have you ever considered using discipline alternatives in cases of employee misconduct?
Discipline alternatives are options that carry the weight of progressive discipline but look a little different than the reprimands, suspensions, demotions and removals you’re accustomed to seeing in the federal government. Join FELTG president Bill Wiley as he shares his experiences using these lesser-known tools in misconduct cases.
After explaining the the legal requirements that form the foundation of disciplinary actions, he will cover alternatives to adverse actions, including:
- Reprimands in lieu of suspensions
- Last chance agreements
- Leave bank donations, community service and other alternatives
- Legally talking an employee into quitting
- Avoiding a grievance, EEO complaint or MSPB appeal
You won’t want to miss this session, 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.
Instructor
Course Description
1.5
If you’re a federal EEO practitioner, chances are you’ve had a case where an employee alleges that she was not selected or promoted because of something other than job qualifications – race, sex, age, disability, or another protected class. These cases may be common, but that doesn’t mean they’re routine and they can present agency reps with major challenges: from properly defining the claim, to collecting the right information during the investigation, to presenting evidence at the hearing or in a motion for summary judgment.
On February 1, join FELTG instructor and attorney at law Meghan Droste, who has years of experience litigating selection and promotion cases, as she guides you through the important considerations necessary to defend your selections and promotions. Ms Droste will begin by covering the basic principles of selection cases, and will take you through all the important categories of selection criteria.
She’ll also discuss:
- Selection panels
- Selection records
- How to defend selection cases before the EEOC or an arbitrator
Don’t miss out on this special event. Register your site today.
Price
$270 per site
Teleworkers may be added to a main site registration for $25 each, pending space availability.
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.
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.
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.
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.
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.
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.
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.
Instructors
William Wiley, Deborah Hopkins
Course Description
1
It’s that time again!
Twice a year we update you with what’s new from the MSPB, EEOC and FLRA. Join FELTG attorneys William Wiley and Deborah Hopkins as they combine forces for a fast-paced discussion on the most surprising, significant and groundbreaking recent decisions and trends from the MSPB, EEOC and FLRA. If you’ve attended a past edition, you know this is not your standard [“boring”] case law update, but an editorial discussion that not only informs you about current cases, but explains how they impact your daily work whether you’re a lawyer, or an HR, ER, LR or EEO practitioner.
Bill and Deb will share where we’ve been and where we’re headed with the trends and regulations that influence your workplace and the way issues are litigated in your agency or union. Plus, ask your questions and get answers in real time.
We’d love to tell you now about the cases and regulations that will be discussed, but that’s entirely up to the MSPB, EEOC and FLRA. Stay tuned!
Price
$270 per site
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
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.
Instructor
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.
Instructor
Course Description
1.5
If a contractor files an EEO complaint against your agency, is your agency liable? Don’t say “No” quite so quickly. The federal-sector EEO process is not exclusively limited to civil service employees; in certain cases contractors under agency supervision can file EEO complaints if the agency is determined to be a “joint employer.”
Join FELTG instructor Katherine Atkinson as she takes you through the steps you need to determine whether your agency passes the joint employer test. After covering the substantive law, she’ll discuss:
- The Ma v. HHS case and the resulting Ma factors
- How the Ma test should be applied in your agency
- Roles and responsibilities of agency personnel when contractors start the EEO process
- Defenses to the “joint employer” allegation
- Common questions and answers that arise from agencies dealing with contractors
This webinar will include time for your Q & A, so make plans to join us!
Price
$270 per site.
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
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.
Instructor
Course Description
1.5
There’s a lot of discussion these days about whether or not employees can legally be fired for being LGBTQ+. In fact, the EEOC says sexual orientation and gender identity is protected under Title VII, but the DoJ says just the opposite. It’s quite a conflict between two relatively independent federal agencies, so what does it all mean for the federal workforce?
Join FELTG instructor Meghan Droste, an experienced LGBTQ and Gender Issues Practice Group team lead, for this 90-minute webinar that explains the latest information on the state of sexual orientation and gender identity protections in the federal workplace.
After a brief discussion on applicable law and the theories of discrimination, Ms Droste will cover:
- Important definitions in 2018
- The latest on sexual orientation protection under Title VII, and the current federal circuit split
- Transgender status and legal protections
- Gender stereotyping claims and same-sex harassment
- Best practices for agencies to follow
The law has been evolving for quite some time, and with a circuit split it’s crucial to understand where things are – today. Register now!
Price
$270 per site.
Teleworkers may be added to a main site registration for $25 each, on a space-available basis.
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.