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Updated to reflect the most current, relevant topics related to employees who aren’t at work, this week brings together two of the most complex areas of federal sector employment law: absences from the workplace, and medical issues that impact employee attendance. Topics include employee leave, leave abuse, and medical issues as they relate to unacceptable performance and conduct, sick leave, annual leave, leave without pay, absence without leave, FMLA, ADA, and telework.

The program runs 8:30 – 4:00 each day.

Instructors

William Wiley, Deborah Hopkins, Barbara Haga, Rock Rockenbach

Daily Agenda:

Monday – Leave Use & Abuse Overview

Types of leave and leave entitlements, overviews of Family Medical Leave Act leave, Office of Workers Compensation Program absences and leave as a reasonable accommodation under the Americans with Disabilities Act, medical determinations, leave abuse, related offenses and controlling principles from case law.

Tuesday – Labor Relations & Other Leave

The impact of collective bargaining on leave-related issues, including negotiability of leave proposals, and relevant rulings of the Federal Labor Relations Authority and the Federal Service Impasses Panel; administrative leave; forced leave; funeral leave; military leave; miscellaneous leave scenarios.

Wednesday – FMLA Law & Policy

Federal sector FMLA basics, military family leave, serious health condition developments, medical certification issues, managing intermittent FMLA leave; discipline, FMLA and the under-performer; and employee notice issues.

Thursday – Reasonable Accommodation: Entitlements and Processes

The ADA Amendments Act; the reasonable accommodation process; the “regarded as” provision of the ADA; telework and leave as reasonable accommodation; religious accommodation.

Friday – Medical Documentation, Medical Requests and Record Confidentiality

How the ADAAA and GINA impact the collection of medical information; pre- and post-employment medical exams and inquiries; conditional employment offers; medical documentation requests; direct threat; conflicting regulations and contra court decisions.

Pricing

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

• 5 days = $2070
• 4 days = $1700
• 3 days = $1310
• 2 days = $930
• 1 day = $510

Download Registration Form

Attention, all federal supervisors (and those who advise them): this is a program you can’t afford to miss. This week covers a range of topics including employee performance and conduct, FMLA and other leave scenarios, EEO and disability discrimination, workplace management and leadership skills, and supervising unionized employees.

As a bonus, supervisors who complete this training meet OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

The program runs 8:30 – 4:00 each day.

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Monday

Uncivil Servant: Holding Employees Accountable for Performance and Conduct: Fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; implement a Performance Improvement Plan; removal for unacceptable performance in 31 days.

Tuesday

The Supervisor’s Role in EEO: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; what to do if you’re a Responding Management Official in a complaint; EEO witness tips.

Wednesday

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

Thursday

Managing Employee Leave Abuse: Types of leave and leave entitlements; overviews of Family and Medical Leave Act; Office of Workers Compensation Program absences; leave as a reasonable accommodation under the Americans with Disabilities Act; leave as religious accommodation; leave abuse; alternative, modified and compressed work schedules; managing telework; the magic of Medical Inability to Perform removals.

Friday

Supervising in a Unionized Environment: What every supervisor should know about federal labor unions; collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; controlling official time; handling information requests.

Pricing

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

• 5 days = $2075
• 4 days = $1705
• 3 days = $1315
• 2 days = $935
• 1 day = $515

Registered participants will receive a copy of the textbook UnCivil Servant, fourth edition.

Download Registration Form

Employee leave abuse and performance issues can be so frustrating for federal supervisors.

It’s essential for supervisors to understand the laws, regulations, policies and procedures associated with employee leave and attendance issues in the federal workplace. There are many leave categories, and different procedures and entitlements that come along with each. Supervisors also need to understand how to handle leave abuse and to use appropriate tools to correct employee behavior, while keeping in mind special cases involving reasonable accommodation, excessive absence and medical inability to perform.

Often, performance issues go right along with attendance issues: performance appraisals, end of cycle ratings on tough-to-track elements; discussing performance problems with employees; dealing with generic performance plans, and taking defensible performance-based actions.

FELTG’s own Barbara Haga will take the mystery out of how the leave and performance systems are supposed to work in the federal government in this brand-new two-day program. Ms Haga has over 30 years of experience working with HR on leave issues and performance appraisal systems, so you won’t want to miss the chance to attend this event.

Take a look at the agenda below.

Instructor

Barbara Haga

Daily Agenda:

Wednesday

Understanding Leave and Workplace Absences: Legal, regulatory, and procedural requirements related to annual leave, sick leave, FMLA, LWOP; family care under sick leave and FMLA; leave for new parents; medical certification requirements; leave transfer; court leave; military leave; dealing with leave abuse; enforced leave and indefinite suspension; reasonable accommodation and leave; separation disability retirement; dealing with excessive absence.

Thursday

Making Performance Plans Work: Legal and regulatory background; environment; system requirements; elements and standards; feedback; applying performance plans; MSPB decisions on performance measures; performance plan review; Within-Grade Increases; unacceptable performance; performance improvement period; taking performance-based actions.

Pricing

• 2 days = $930
• 1 day = $510

Download Registration Form

As an Employee Relations Specialist, you have a challenging job, and you never know just what personnel challenges might find a spot on your ever-increasing “to do” list.

This seminar starts by grounding the student in the laws, regulations and policies associated with job functions, and provides an explanation on how ER fits within the agency’s greater HR function. After the basics, we’ll dive in to a number of unique topics, which include (but definitely are not limited to) performance plans, standards and recognition; hours of work — including overtime and compensatory time; pay and RIFs; furloughs; handling specific disciplinary situations; leave – including types, accrual, FMLA, military leave and leave stacking; involuntary separations; dispute resolution; EAPs; medical issues and injury compensation; drug testing; plus basic EEO information – including disparate treatment, disparate impact and reasonable accommodation.

Daily sessions run from 8:30 a.m. to 4:00 p.m.

Instructor

Barbara Haga

Daily Agenda:

Monday

Introduction to Employee Relations: Functions, key terms and concepts; intersection of Employee Relations and Labor Relations; merit system principles; hours of work; modified schedules; overtime; types of leave.

Tuesday

Leave Administration: Introduction to Family and Medical Leave Act (FMLA); Medical documentation; military leave; administrative leave; performance management appraisal periods; monitoring performance; grievances and appeals; 432 actions.

Wednesday

Performance Issues & Introduction to EEO: Performance Plans; Performance measures; employee recognition; Employee Assistance Programs (EAPs); introduction to Equal Employment Opportunity (EEO): framework and disparate impact.

Thursday

Discipline Issues: Discipline Overview; Responsibilities of HR and supervisors; adverse actions; penalties; alternative discipline; standards of proof; harmful error; specific disciplinary situations; methods of dispute resolution.

Friday

Employee Relations Potpourri: Separations, Retirement; Involuntary Actions; Medical issues: qualification and documentations; reasonable accommodation; drug testing; roles and responsibilities of HR in the process.

Pricing

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

• 5 days = $2070
• 4 days = $1700
• 3 days = $1310
• 2 days = $930
• 1 day = $510

Download Registration Form

Attention all HR professionals and supervisors – this is a BRAND NEW and IMPORTANT training on a mandatory directive from the Office of Management and Budget, and you won’t get it anywhere else.

OMB Directive M-17-22, the Comprehensive Plan for Reforming the Federal Government and Reducing the Federal Civilian Workforce, requires agencies to eliminate unnecessary barriers to addressing poor performance contained in agency policies.  This one-day course will give you the tools you need to analyze your existing appraisal system and to ensure that it helps managers to effectively and quickly deal with poor performance in the federal workplace – and to be able to survive third-party review.

Topics covered include:

• Focusing on accountability for job performance
• Designing and perfecting the appraisal system to ensure accountability
• Within-grade increases (WIGIs) and their impact on accountability
• Eliminating unacceptable performance requirements that are not based on law/regulation (and waste your valuable time!)

The program runs 8:30 – 4:15.

Instructors

Barbara Haga

Agenda:

Coming Soon!

Pricing

• 1 day = $460

Download Registration Form

As an Employee Relations Specialist, you have a challenging job –- and once you know the basics, you realize there is always more to learn. So, FELTG is happy to present Advanced Employee Relations, a three-day seminar focused on immersing you in the employee relations topics you need most.

Held in Norfolk, VA in September 2017, you’ll receive in-depth training on topics including leave, performance, misconduct and more. Plus, hands-on workshops will allow you to leave with the tools you’ll need to succeed.

The program runs 8:30 – 4:30 each day.

Instructor

Barbara Haga.

Daily Agenda:

Tuesday

Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Aacceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.

Wednesday

Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans. Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.

Thursday

Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment.

Pricing

• 3 days = $1310
• 2 days = $930
• 1 day = $510

Download Registration Form

Updated to reflect the most current, relevant topics related to employees who aren’t at work, this week brings together everything involving one of the most complex areas of federal sector employment law: absences from the workplace. Topics include employee leave, leave abuse, and medical issues as they relate to unacceptable performance and conduct, sick leave, annual leave, leave without pay, absence without leave, FMLA, ADA, OWCP, and telework.

The program runs 8:30 – 4:00 each day.

Instructors

William Wiley, Deborah Hopkins, Barbara Haga, Rock Rockenbach

Daily Agenda:

Monday – Leave Use & Abuse Overview

Types of leave and leave entitlements, overviews of Family Medical Leave Act leave, Office of Workers Compensation Program absences and leave as a reasonable accommodation under the Americans with Disabilities Act, medical determinations, leave abuse, related offenses and controlling principles from case law.

Tuesday – Labor Relations & Other Leave

The impact of collective bargaining on leave-related issues, including negotiability of leave proposals, and relevant rulings of the Federal Labor Relations Authority and the Federal Service Impasses Panel; administrative leave; forced leave; funeral leave; military leave; miscellaneous leave scenarios.

Wednesday – FMLA Law & Policy

Federal sector FMLA basics, military family leave, serious health condition developments, medical certification issues, managing intermittent FMLA leave; discipline, FMLA and the under-performer; and employee notice issues.

Thursday – Reasonable Accommodation: Entitlements and Processes

The ADA Amendments Act; the reasonable accommodation process; the “regarded as” provision of the ADA; telework and leave as reasonable accommodation; religious accommodation.

Friday – Medical Documentation, Medical Requests and Record Confidentiality

How the ADAAA and GINA impact the collection of medical information; pre- and post-employment medical exams and inquiries; conditional employment offers; medical documentation requests; direct threat; conflicting regulations and contra court decisions.

Pricing

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

• 5 days = $2070
• 4 days = $1700
• 3 days = $1310
• 2 days = $930
• 1 day = $510

Lodging

A limited block of rooms is reserved at the Kimpton Carlyle Hotel Dupont Circle, through August 23. Book here directly or call 1-800-KIMPTON to make a reservation through the reservation desk with the special code 0924FELT.

Download Registration Form

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.

FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.

The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Wednesday

Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Thursday

Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Friday

Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Pricing

• 3 days = $1325
• 2 days = $945
• 1 day = $525

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

The 2017 Honolulu class is SOLD OUT. Register now for this program in Houston (November 28-30) or Las Vegas (February 27-March1).

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.

FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.

The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Wednesday

Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Thursday

Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Friday

Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Pricing

• 3 days = $1325
• 2 days = $945
• 1 day = $525

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

Download Registration Form

Full week registrations only. Registration is $2970.

Join some of the field’s preeminent litigators in a week-long workshop-based seminar focused on practicing effectively and successfully in administrative hearings involving federal employment law; e.g. MSPB and EEOC. Begin by preparing the case when assigned to a team that represents either the agency or the employee, get organized for the hearing, and learn the techniques of effective direct- and cross-examination. Try the case before an Administrative Judge and receive a critique along with the decision. Close out the week with an appreciation for the available appellate procedures. Space is limited so register early.

The program runs 8:30 – 4:00 each day and concludes at 2:00 on Friday.

MSPB & EEOC Hearing Practices Week participants are eligible for the FELTG Certified Practitioner Program.

Instructors

William Wiley, Ernest Hadley, Deborah Hopkins.

Daily Agenda:

Monday

Developing Your Case: Case theory development (MSPB & EEOC), introduction to administrative hearings and arbitrations, and hearing organization. Workshop: Case Theory Development, What to Prove

Tuesday

Preparing Your Case: Preparing witnesses for direct and cross-examination, dealing with the record and objects, opening and closing arguments, conducting an effective direct examination. Workshop: Admitting Evidence and Making Objections, Direct Examination

Wednesday

Preparing for Hearing: Conducting an effective cross-examination and setting the table at the prehearing conference. Workshop: Cross-Examination

Thursday

Trying Your Case: Your case goes before an MSPB Administrative Judge. Direct and cross examination of witnesses, closing arguments, and critiques from the Judge as well as FELTG’s resident experts

Friday

Rounding Out Your Advocacy Skills: Deposition practice and filing a petition for review. Workshop: Deconstructing and Learning from the Process, Taking and Defending Depositions.

Pricing

Full Week Registrations Only = $2970

Lodging

A limited block of rooms is reserved at the Kimpton Carlyle Hotel Dupont Circle, through August September 15. Book here directly or call 1-800-KIMPTON to make a reservation through the reservation desk with the special code 1017FELT.

Download Registration Form

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.

FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.

The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Tuesday

Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Wednesday

Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Thursday

Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Pricing

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

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

FELTG has reserved a block of rooms at the host hotel, Tropicana Las Vegas. Call the hotel directly at 702-739-2222 and reserve your room before space runs out!

Download Registration Form

Course Description

Attention federal supervisors, HR professionals, medical professionals, attorneys, and other agency employees:

• What should you do when an employee with a behavioral health issue has an episode in the workplace?
• Do you know how to accommodate and work with employees who have PTSD or substance abuse issues?
• What steps should you take if the employee threatens violence or suicide?

According to the National Institute of Mental Health 43.4 million adults – nearly 1 in 5 – had a mental illness diagnosis during the past year. Crisis management in the federal workplace is a critical area to understand – it is truly life and death.

This class is unique in that it covers the legal issues (for example, avoiding discrimination when it comes to behavioral health disabilities; providing reasonable accommodation for “unseen” disabilities; discipline under Title 5 for things such as threats, outbursts, and off-duty violent conduct) as well as the practical/clinical issues (what to do/say when someone has a dissociative episode, or threatens suicide, or has PTSD, or makes violent comments toward a supervisor).

It’s a combination of learning the law, understanding how to deal with employees who have mental issues, and managing risk in your agency. 

Join FELTG Executive Director Deborah Hopkins and Shana Palmieri, Managing Partner of Clinical Education & Consulting at the Healthcare Legal Education & Consulting Network, for the two-day workshop Handling Behavioral Health Issues and Threats of Violence in the Federal Workplace. See below for a daily agenda.

Instructors

Deborah Hopkins, Shana Palmieri

Daily Agenda:

Tuesday

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

Wednesday

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

Pricing

• 2 days = $950
• 1 day = $530

Download Registration Form

Note the updated four-day agenda for the March 2018 program.

Updated to reflect the most current, relevant topics related to employees who aren’t at work, this week brings together everything involving one of the most complex areas of federal sector employment law: absences from the workplace. Topics include employee leave, leave abuse, and medical issues as they relate to unacceptable performance and conduct, sick leave, annual leave, leave without pay, absence without leave, FMLA, ADA, OWCP, and telework.

The program runs 8:30 – 4:00 each day.

Instructors

William Wiley, Deborah Hopkins, Ricky Rowe, Meghan Droste

Daily Agenda:

Tuesday – Leave Use & Abuse Overview

Types of leave and leave entitlements, overviews of Family Medical Leave Act leave, Office of Workers Compensation Program absences and leave as a reasonable accommodation under the Americans with Disabilities Act, medical determinations, leave abuse, related offenses and controlling principles from case law.

Wednesday – Labor Relations; FMLA

The impact of collective bargaining on leave-related issues, including negotiability of leave proposals, and relevant rulings of the Federal Labor Relations Authority and the Federal Service Impasses Panel; federal sector FMLA basics; intermittent FMLA use; FMLA and the under-performer.

Thursday – Reasonable Accommodation: Entitlements and Processes

The ADA Amendments Act; the reasonable accommodation process; the “regarded as” provision of the ADA; telework and leave as reasonable accommodation; religious accommodation.

Friday – Medical Documentation, Medical Requests and Record Confidentiality

How the ADAAA and GINA impact the collection of medical information; pre- and post-employment medical exams and inquiries; conditional employment offers; medical documentation requests; direct threat; conflicting regulations and contra court decisions.

Pricing

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

• 4 days = $1740
• 3 days = $1340
• 2 days = $950
• 1 day = $520

Download Registration Form

MSPB Law Week covers the basics of disciplinary charges and penalties, plus understanding the law and strategy in handling performance cases. Special emphasis on leave abuse and medical issues. Join top MSPB practitioners and topic authors, and learn the law, strategies, and techniques from their many years of combined experience.

The program runs 8:30 – 4:00 each day.

Become a certified MSPB practitioner: MSPB Law Week participants are eligible for the FELTG Certified Practitioner Program.

Instructors

William Wiley, Deborah Hopkins

Daily Agenda

Monday

Adverse Actions: Statutory basis including the Civil Service Reform Act; the new Department of Veterans Affairs Accountability and Whistleblower Protection Act; he five elements of every disciplinary case and the burdens of proof, the fundamentals of penalty selection and defense, obtaining testimony to protect the penalty selection should one or more charges fail, types of evidence necessary to support a penalty selection, the MSPB’s power to mitigate a penalty and recent trends in the Board’s use of that authority, educating uninformed arbitrators, using alternatives to discipline.

Tuesday

Charges: Types of charges, parts of a charge, how charges are interpreted, the role of the proposing and deciding officials, capitalizing on the general charge, allowing the inclusion of lesser-included offenses, charging in the alternative, attractive options to difficult charges and common charging mistakes, proving the difficult “intent” charge element, a step by step approach to charge drafting.

Wednesday

Penalties: MSPB and Federal Circuit lead cases in penalty determination, getting “intent” penalties off of “non-intent” charges, proving harsh penalties off of vanilla charges, charging down and proving up, how the maximum penalty is established, an update of recent Board and court decisions: what’s really new and what’s old wine in new bottles, placing the emphasis on notice, the Obama-Board and big penalty mitigation changes.

Thursday

Unacceptable Performance: Performance actions in perspective, drafting a defensible performance standard, implementing PIP’s, defeating the PIP rollercoaster, accommodating disability-related poor performance, converting an unacceptable performance problem into a Part 752 disciplinary action, termination based on failing a performance quiz.

Friday

Defending Against Affirmative Defenses: Claims of harmful error; whistleblower reprisal; reprisal for union activity; excessive penalty findings. Special Discussion: Recent Procedural Errors.

Pricing

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

Download Registration Form

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.

FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.

The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Tuesday

Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Wednesday

Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Thursday

Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Pricing

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

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

Metro, Parking, Directions

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

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

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

Download Registration Form

Instructors

Deborah Hopkins, Shana Palmieri, Anthony Marchese

Course Description

Pop Quiz:

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

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

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

Daily Agenda:

Tuesday

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

Wednesday

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

Thursday

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

Pricing

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

Metro, Parking, Directions

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

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

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

Download Registration Form

Attention, all federal supervisors (and those who advise them): this is a program you can’t afford to miss. This week covers a range of topics including employee accountability performance and conduct, managing leave abuse, handling EEO complaints, reasonable accommodation, workplace management and leadership skills, and supervising unionized employees.

As a bonus, supervisors who complete this training meet OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

The program runs 8:30 – 4:00 each day.

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Monday

Uncivil Servant: Holding Employees Accountable for Performance and Conduct: Fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; implement a Performance Improvement Plan; removal for unacceptable performance in 31 days.

Tuesday

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

Wednesday

Supervising in a Unionized Environment: What every supervisor should know about federal labor unions; collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; controlling official time; handling information requests.

Thursday

The Supervisor’s Role in EEO: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; theories of discrimination; defending against EEO complaints; Reasonable Accommodation; what to do if you’re a Responding Management Official in a complaint; EEO witness tips.

Friday

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

Pricing

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

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

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

Download Registration Form

As an Employee Relations Specialist, you have a challenging job –- and once you know the basics, you realize there is always more to learn. So, FELTG is happy to present Advanced Employee Relations, a three-day seminar focused on immersing you in the employee relations topics you need most.

In this class you’ll receive in-depth training on topics including leave, performance, misconduct and more. Plus, hands-on workshops will allow you to leave with the tools you’ll need to succeed.

The program runs 8:30 – 4:30 each day.

Instructor

Barbara Haga.

Daily Agenda:

Tuesday

Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Acceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.

Wednesday

Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans. Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.

Thursday

Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment.

Pricing

• 3 days = $1340
• 2 days = $950
• 1 day = $520

This class IS SOLD OUT. Now accepting registrations for March 25-29, 2019.

Download Registration Form

Updated to reflect the most current, relevant topics related to employees who aren’t at work, this week brings together everything involving one of the most complex areas of federal sector employment law: absences from the workplace. Topics include employee leave, leave abuse, and medical issues as they relate to unacceptable performance and conduct, sick leave, annual leave, leave without pay, absence without leave, FMLA, ADA, OWCP, and telework.

The program runs 8:30 – 4:00 each day.

Instructors

William Wiley, Deborah Hopkins, Barbara Haga, Katherine Atkinson, Meghan Droste

Daily Agenda:

Monday – Leave Use & Abuse Overview

Types of leave and leave entitlements, overviews of Family Medical Leave Act leave, Office of Workers Compensation Program absences and leave as a reasonable accommodation under the Americans with Disabilities Act, medical determinations, leave abuse, related offenses and controlling principles from case law.

Tuesday – Labor Relations & Other Leave

The impact of collective bargaining on leave-related issues, including negotiability of leave proposals, and relevant rulings of the Federal Labor Relations Authority and the Federal Service Impasses Panel; administrative leave; forced leave; funeral leave; military leave; miscellaneous leave scenarios.

Wednesday – FMLA Law & Policy

Federal sector FMLA basics, military family leave, serious health condition developments, medical certification issues, managing intermittent FMLA leave; discipline, FMLA and the under-performer; and employee notice issues.

Thursday – Reasonable Accommodation: Entitlements and Processes

The ADA Amendments Act; the reasonable accommodation process; the “regarded as” provision of the ADA; telework and leave as reasonable accommodation; religious accommodation.

Friday – Medical Documentation, Medical Requests and Record Confidentiality

How the ADAAA and GINA impact the collection of medical information; pre- and post-employment medical exams and inquiries; conditional employment offers; medical documentation requests; direct threat; conflicting regulations and contra court decisions.

Pricing

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

• 5 days = $2120
• 4 days = $1740
• 3 days = $1340
• 2 days = $950
• 1 day = $520

Metro, Parking, Directions

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

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

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

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.

FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.

The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Wednesday

Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Thursday

Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Friday

Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Pricing

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

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

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.

FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this brand-new three-day seminar and come away with the tools you need to hold your employees accountable.

The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).

Instructors

William Wiley, Deborah Hopkins

Daily Agenda:

Tuesday

Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Wednesday

Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Thursday

Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Pricing

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

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

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

As an Employee Relations Specialist, you have a challenging job, and you never know just what personnel challenges might find a spot on your ever-increasing “to do” list.

This seminar starts by grounding the student in the laws, regulations and policies associated with job functions, and provides an explanation on how ER fits within the agency’s greater HR function. After the basics, we’ll dive in to a number of unique topics, which include (but definitely are not limited to) performance plans, standards and recognition; hours of work — including overtime and compensatory time; pay and RIFs; furloughs; handling specific disciplinary situations; leave – including types, accrual, FMLA, military leave and leave stacking; involuntary separations; dispute resolution; EAPs; medical issues and injury compensation; drug testing; plus basic EEO information – including disparate treatment, disparate impact and reasonable accommodation.

Daily sessions run from 8:30 a.m. to 4:30 p.m.

Instructor

Barbara Haga

Daily Agenda:

Monday

Introduction to Employee Relations: Functions, key terms and concepts; intersection of Employee Relations and Labor Relations; merit system principles; hours of work; modified schedules; overtime; types of leave.

Tuesday

Leave Administration: Introduction to Family and Medical Leave Act (FMLA); Medical documentation; military leave; administrative leave; performance management appraisal periods; monitoring performance; grievances and appeals; 432 actions.

Wednesday

Performance Issues & Introduction to EEO: Performance Plans; Performance measures; employee recognition; Employee Assistance Programs (EAPs); introduction to Equal Employment Opportunity (EEO): framework and disparate impact.

Thursday

Discipline Issues: Discipline Overview; Responsibilities of HR and supervisors; adverse actions; penalties; alternative discipline; standards of proof; harmful error; specific disciplinary situations; methods of dispute resolution.

Friday

Employee Relations Potpourri: Separations, Retirement; Involuntary Actions; Medical issues: qualification and documentations; reasonable accommodation; drug testing; roles and responsibilities of HR in the process.

Pricing

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

• 5 days = $2120
• 4 days = $1740
• 3 days = $1340
• 2 days = $950
• 1 day = $520

Metro, Parking, Directions

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

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

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

Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.

Download Registration Form

Let’s face it: Being an Employee Relations Specialist is a tough job. It’s great to know the basics, but the basics don’t always help you when you’re facing those really challenging situations. That’s when you realize that there is much more to learn. No worries. FELTG is presenting Advanced Employee Relations, a three-day seminar focused on immersing you in the employee relations training you need most.

Held in lovely San Diego, CA, in February 2019, you’ll receive in-depth training on topics including leave, performance, misconduct, disability accommodation, and more. Plus, hands-on workshops will allow you to leave with the tools you’ll need to succeed. And it will all be taught by FELTG Senior Instructor Barbara Haga.

Great training. Great instructor. Great location. Register now.

The program runs 8:30 – 4:30 each day.

Instructor

Barbara Haga

Daily Agenda:

Tuesday

Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Acceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.

Wednesday

Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans. Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.

Thursday

Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment.

Pricing

Early Bird Tuition (register by January 29):

• 3 days = $1370
• 2 days = $970
• 1 day = $530

Standard Tuition (register January 30 – February 14):

• 3 days = $1470
• 2 days = $1070
• 1 day = $630

Lodging

Contact the Sheraton San Diego Hotel & Marina directly at (619) 291-2900 to inquire about availability at the federal per diem rate.

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

Download Registration Form

Federal employees enjoy a wide variety of leave-related benefits. However, many of us would never use the words “enjoy” and “leave” so closely together. Whether you’re an HR professional, employee relations practitioner, EEO specialist, supervisor, or agency counsel, you have undoubtedly faced a leave-related challenge. FELTG’s Absence, Leave Abuse & Medical Issues Week will give you the critical foundation you need to address the most complex areas of federal employment law.

Our expert speakers will discuss sick leave, annual leave, leave without pay, absence without leave, and FMLA. Then they will tackle the most current, relevant topics, such as medical issues and unacceptable performance, leave and reasonable accommodation, medical documentation, medical exams, and, of course, leave abuse.

You’re going to learn an awful lot about “leave” and you’re going to “enjoy” the training.

The program runs 8:30 – 4:00 each day and is pre-approved for 29 CLE credits in Virginia and California. It is also approved for 29 HRCI general recertification credits.

Instructors

Deborah Hopkins, Barbara Haga, Katherine Atkinson, Meghan Droste

Daily Agenda:

Monday – Leave Use Overview

Types of leave and leave entitlements; proper leave administration; discretionary leave scenarios; leave stacking; understanding when you can say no to a leave request; Administrative Leave Act of 2016 changes.

Tuesday – FMLA Law & Policy

Federal sector FMLA basics, military family leave, serious health condition developments, medical certification issues, managing intermittent FMLA leave; discipline, FMLA and the under-performer; and employee notice issues.

Wednesday – Leave-Related Discipline & Medical Removals

Handling the leave abuser according to the legal discipline process; documentation necessary to discipline an employee for leave abuse; steps to disciplining leave abusers; AWOL charges; leave restriction; excessive absence removals; medical inability to perform removals.

Thursday – Reasonable Accommodation: Entitlements and Processes

The ADA Amendments Act; the reasonable accommodation process; the “regarded as” provision of the ADA; telework and leave as reasonable accommodation; religious accommodation.

Friday – Medical Documentation, Medical Requests and Record Confidentiality

How the ADAAA and GINA impact the collection of medical information; pre- and post-employment medical exams and inquiries; conditional employment offers; medical documentation requests; direct threat; conflicting regulations and contra court decisions.

Pricing

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

Early Bird Tuition (register by March 11):

• 5 days = $2170
• 4 days = $1780
• 3 days = $1370
• 2 days = $970
• 1 day = $530

Standard Tuition (register March 12 – March 29):

• 5 days = $2270
• 4 days = $1880
• 3 days = $1470
• 2 days = $1070
• 1 day = $630

Metro, Parking, Directions

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

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

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

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

This class is nearly full. Consider registering for this program in Norfolk, VA (September 10-12) or in New Orleans, LA (November 19-21).

Download Registration Form

Instructor

Barbara Haga

Daily Agenda:

Tuesday

Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Acceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.

Wednesday

Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans. Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.

Thursday

Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment.

Pricing

Early Bird Tuition (register by April 16):

• 3 days = $1370
• 2 days = $970
• 1 day = $530

Standard Tuition (register April 16 – May 2):

• 3 days = $1470
• 2 days = $1070
• 1 day = $630

Download Registration Form

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.

FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things. Join us for this three-day seminar and come away with the tools you need to hold your employees accountable.

The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).

Instructors

Deborah Hopkins, Ann Boehm

Daily Agenda:

Tuesday

Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Wednesday

Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; handling the absent employee and dealing with attendance issues; medical removals; union considerations; mentorship in the federal government.

Thursday

Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Pricing

Early Bird Tuition (register by June 11):

• 3 days = $1380
• 2 days = $980
• 1 day = $540

Standard Tuition (register June 12-27):

• 3 days = $1480
• 2 days = $1080
• 1 day = $640

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

Download Registration Form

Instructors

Deborah Hopkins, Shana Palmieri, Katherine Atkinson, Anthony Marchese

Course Description

Navigating your role in the modern federal workplace requires not just the legal knowledge, but also the practical skills to handle the most intense and challenging situations. For example, do you know what to do in the following scenarios?

• An employee with bipolar disorder is having a manic episode in the workplace.
• An employee threatens violence or suicide.
• An employee claims she is being sexually harassed by one of your best performers.
• You’ve heard reports that another manager is bullying an employee.
• An employee is requesting leave or telework as a reasonable accommodation.
• An employee is wasting time on social media when he is supposed to be working.

We will provide you the specific legal, practical and clinical guidance you need to reply effectively in these and many other difficult situations during our all-new Emerging Issues Week. You’ll gain the tools to better understand how to:

• Deal with employees who have mental and behavioral health issues.
• Handle sexual harassment and bullying claims.
• Manage risk in your agency.
• Handle the conflicts that take your employees off task.
• Respond appropriately to the most challenging reasonable accommodation requests.

Daily Agenda:

Monday

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

Tuesday

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

Wednesday

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

Thursday

Harassment Allegations and Investigations: Differentiating between EEO and non-EEO harassment; investigating harassment allegations; the intersection with criminal investigations; bullying; special considerations in light of #MeToo and #TimesUp.

Friday

The Nontraditional Workplace: Telework, Reasonable Accommodation, and Technology Challenges: Accountability for a mobile workforce; telework or flexible schedules as reasonable accommodation; challenges with technology in the federal workplace.

Pricing

Early Bird Tuition (register by July 1):

• 5 days = $2170
• 4 days = $1780
• 3 days = $1370
• 2 days = $970
• 1 day = $530

Standard Tuition (register July 2 – July 19):

• 5 days = $2270
• 4 days = $1880
• 3 days = $1470
• 2 days = $1070
• 1 day = $630

Metro, Parking, Directions

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

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

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

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

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If only all employees showed up for work when they were supposed to and behaved like responsible adults. If so, your job would be easier. Also, you wouldn’t need to attend this open enrollment course. But alas, attendance and conduct challenges are very real. And very complicated. However, your time is limited. That’s why we created this intensive two-day course for supervisors and advisers. Over two days, leave expert Barbara Haga will provide you with everything you need to know to effectively handle your most challenging attendance and conduct issues.

Day one runs the gamut on attendance issues from AWOL to Sick Leave; from the ins and outs of the Family and Medical Leave Act to Leave Without Pay; from Annual Leave accrual to understanding the role of EEO in leave and attendance. On day two, you’ll learn the principles, understand the penalties, and gather the necessary tools to take effective and decisive disciplinary action.

Instructor

Barbara Haga

Daily Agenda:

Wednesday

Attendance Challenges:  Legislative and regulatory requirements related to employee relations programs; Merit Principles and Prohibited Personnel Practices; Annual Leave accrual; purposes for which sick leave may be used; sick leave for family care and bereavement; granting/denying sick leave; advanced leave; sick leave abuse, Disabled Veteran leave;  FMLA coverage, entitlements, and family member eligibility; serious health conditions; medical certification requirements, substitution of paid leave; Court Leave; LWOP; leave transfer; excused absence; AWOL; reasonable accommodation.

Thursday

Conduct Challenges:  Philosophy of discipline, roles in the process, and due process;  Nexus; Douglas factors; table of penalties; Pre-Action investigations; procedural requirements of disciplinary and adverse actions;  Common disciplinary charges, such as  Theft, insubordination, falsification, threats, misuse, negligence, unacceptable performance as a conduct matter, conduct unbecoming, excessive absence, and inability to perform; grievances and appeals; medical issues.

Pricing

Early Bird Tuition (register by August 13):

• 2 days = $970
• 1 day = $530

Standard Tuition (register August 8 – 22):

• 2 days = $1070
• 1 day = $630

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