Instructor
Course Description
1.5
According to the EEOC, Management Directive 715 “provides a roadmap for creating effective equal employment opportunity (EEO) programs for all federal employees as required by Title VII and the Rehabilitation Act.” MD-715 comes with a list of reporting requirements. While these requirement are mandatory, not all agencies are fully compliant with MD-715.
This is where FELTG comes in. Join us July 12 where instructor Ricky Rowe – who handled the MD-715 program for the Department of Veterans Affairs for several years – explains everything you need to know to report appropriately, and to develop a model EEO program. After an introduction and explanation of the relevant parts of MD-715, he’ll discuss:
- Appropriate formatting
- Levels of reporting required
- How subordinate reporting components fit into the scheme of overall reporting
- The necessary steps to complete an effective barrier analysis
- Strategies for improving diversity in your agency
As always, this session is held live and gives you a chance to ask your questions, and get immediate answers. Space is limited, so register your site today!
Price
$270 per site
Teleworkers may be added to a main site registration for $25 each, on a space-available basis
Instructor
Course Description
1.5
One of the most important – and challenging – areas in federal employment law is the obligation to provide reasonable accommodation to qualified individuals with disabilities. While the law changed nearly ten years ago with the implementation of the Americans with Disabilities Act Amendments Act, a number of agencies are still following outdated procedures that are not compliant with the law. Because there are so many complexities in the reasonable accommodation process, the best way for your agency to avoid pitfalls and to be sure you provide accommodations to people who are entitled is to follow the appropriate steps, in the proper order.
Join FELTG Executive Director and Attorney at Law Deborah Hopkins for Part 1 of the four-part Reasonable Accommodation in the Federal Workplace Series. Ms Hopkins will begin by explaining the current state of disability law and how the ADA, ADAAA, and Rehabilitation Act apply to federal employees with disabilities. From there, she’ll discuss:
- Making disability determinations
- What a “qualified individual” actually means
- Reasonable accommodation requests
- The interactive process
- Denials of reasonable accommodation
- Reassignment and Medical Inability to Perform removals
Whether you’re an attorney, disability program manager, EEO or HR Specialist or a supervisor, you’ll want to be sure to attend this session.
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
When the Americans with Disabilities Act Amendments Act became effective nearly a decade ago, the law expanded ADA coverage to include more individuals in disability determinations. In Part 2 of the Reasonable Accommodation in the Federal Workplace webinar series, FELTG Instructor Katherine Atkinson, attorney at law, will take a focused look at three challenging areas in the disability process that have changed in recent years: qualified individuals, essential functions, and undue hardship.
After an overview of the disability accommodation law and analysis, Ms Atkinson will dive into the details, including:
- How to determine whether an individual is qualified for a particular job
- How to decide what job functions are essential, and what job functions are marginal or ancillary
- What factors control an undue hardship determination
You’ll have time to ask your questions, and get answers in real time, so make plans now to attend this important event.
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
The law requires federal agencies to engage in the interactive process when assessing reasonable accommodations for employees who have disabilities. In 2018, telework and modified work schedules are among the most commonly requested – and most effective – accommodations for individuals who have physical and mental disabilities. But telework is often requested in cases where the “convenience” of working from home is called in to question. What should you do in those situations?
Join FELTG Executive Director and Attorney at Law Deborah Hopkins for a discussion on this timely topic during Part 3 of the Reasonable Accommodation in the Federal Workplace webinar series. Ms Hopkins will start with a quick review of the law, and will detail the required three-step process for agencies to be compliant when dealing with reasonable accommodation requests.
From there, she’ll discuss:
- What to do if telework would be an effective accommodation – but something else would work too
- Why accommodations are always the agency’s choice
- Alternative approaches to providing telework, leave and modified work schedules as accommodation
- The undue hardship analysis
- What the EEOC says about accommodating an employee’s commute
Oftentimes the best way to learn is by looking at real-life case studies, so the session will include a discussion on recent federal cases – won and lost – involving telework and reasonable accommodation. Because of the cost incurred when handling a reasonable accommodation complaint, your agency EEO staff, reasonable accommodation coordinators, disability coordinators, HR staff and supervisors truly cannot afford to miss this event.
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
Almost everyone knows that individuals with disabilities are entitled to reasonable accommodation – but did you know that federal employees are also entitled to reasonable accommodation for religious beliefs and practices? Not everyone realizes this; in 2017 a company in West Virginia was ordered to pay out damages of nearly $600,000 for not taking an employee’s religious accommodation request seriously.
The law requiring religious accommodation is different than the law for disability accommodation, and it’s important you know the distinctions. Join FELTG for the final session in the Four-Part Reasonable Accommodation in the Federal Workplace webinar series, where Attorney at Law Meghan Droste helps in your goal of Understanding Religious Accommodation: How it’s Different from Disability Accommodation.
After a review of the relevant law and regulations law that pertain to religious accommodation, Ms Droste will discuss:
- What religions qualify for accommodation
- The definition of “undue hardship” and case examples
- The most common accommodations for religion
- Issues related to dress code and grooming
- What to do when employees request to be excused from performing certain job tasks because of religious reasons
Whether you’re an attorney, EEO program specialist, HR specialist or manager, you’ll want to be sure to join us for this important session.
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
Have you ever opened up a file to look at an employee’s discipline history, only to come across medical information that may or may not be related to the conduct at issue?
Do you know who in your agency is responsible for collecting medical information from healthcare providers in reasonable accommodation cases?
How much information should supervisors be told about their employees’ health conditions?
These are tough questions, and knowing the answers will help ensure you comply with the strict laws on requesting and storing medical documentation in the federal workplace. Join FELTG instructor Meghan Droste, attorney at law, for this 90-minute webinar on a topic we deal with in both the HR and EEO setting. After a brief discussion on applicable law, Ms Droste will cover:
- How the ADAAA and GINA impact the collection of medical information,
- Pre- and post-employment medical exams and inquiries,
- Conditional employment offers and related medical information,
- Who should gather the information – and who should not, and
- How much detail supervisors need in medical accommodation cases.
This is an area where innocent release of medical information can be expensive – and is an automatic loser even if there was no harm done to the employee. 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
Course Description
1
It’s that time of year again! And boy, do we have some new material, with the new executive orders on accountability and labor relations, plus several much-anticipated FLRA decisions bringing clarity to questions we’ve had for years.
Twice a year we update you with what’s new from the MSPB, EEOC and FLRA, and this one looks to be better than ever.
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.
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
Jennifer Johnson, George Woods
Course Description
Not only can federal employees work past official retirement age, they often have to work longer. This is helping create a federal workforce with more generations working side-by-side than ever before. What does this older generation of employees mean for federal supervisors and those who advise them? This is your opportunity to find out. This 90-minute webinar is a must for attorneys, supervisors, and labor and HR specialists who handle management issues. Attorney Jennifer Johnson and Psychiatrist George Woods will lay out in detail how people change as they age, and the management approaches you may need to adopt as a result. Those who attend this timely webinar will learn how to prioritize the value of older employees’ expertise and experience, as well as make effective accommodations for them to succeed without discriminating against anyone due to age.
Attendees will also learn how to:
- Identify the biological changes that impact functioning.
- Understand the structural and neurocognitive changes that impact brain functioning.
- Eliminate the barriers that keep people from confronting the issue of aging.
Don’t just wait for your older employees to retire. Learn how to maximize their strengths for a more focused and productive workplace.
Price
$275 per site (payment by March 16) $305 per site (payments made March 17 or later)
Teleworkers may be added to a main site registration for $35 each, on a space-available basis.
Instructor
Course Description
1.5
The EEO process can be challenging for even the most experienced practitioners. If only there was someone with close to 35 years of experience as an EEOC administrative judge who has seen numerous agency mistakes who was willing to take the time to explain what you can do to avoid them.
Now there is. Meet Dwight Lewis, who recently retired as chief administrative judge in the Dallas region – a post he held since 1990. Mr. Lewis will guide you through the Dos and Don’ts of the EEO process from effectively framing an EEO complaint to avoiding sanctions.
Join FELTG for this 90-minute webinar, where Mr. Lewis will discuss appropriate etiquette when interacting with a judge. He’ll also help you learn how to:
- Determine which complaints should be investigated, and which should be dismissed.
- Avoid retaliation claims.
- Get past your resistance to settle.
The webinar will also include time for Q&A on these topics. Don’t miss this important opportunity to learn from the highly respected former Chief AJ. Register now.
Price
Early Bird Tuition: $275 per site (registration submitted by May 6) Standard Tuition: $305 per site (registration submitted May 7 or later)
Teleworkers may be added to a main site registration for $35 each, on a space-available basis.
Instructor
Course Description
1.5
In 2017, an MSPB survey revealed that more than 20 percent of female federal employees were sexually harassed in the workplace between 2014 and 2016. There has been a lot of talk about the need for training on this important topic. But now it’s time for action.
Let FELTG help you take that action. Join us for the 90-minute webinar Employee Sexual Misconduct: Discipline Early to Make Your Agency a Safer Place. FELTG President Deborah Hopkins, attorney at law, will show you how to address sexual harassment in the federal government as MISCONDUCT — not just as an EEO issue.
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
Early Bird Tuition: $275 per site (payment required by June 17)
Standard Tuition: $305 per site (for payments made June 18 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
Course Description
1.5
The law regarding sexual orientation and gender identity in the workplace continues to evolve, but not in a way that makes the law clear. For example: The EEOC says sexual orientation and gender identity are protected under Title VII. The Department of Justice says just the opposite. There is the federal circuit split on the issue. And in October 2019, the Supreme Court will finally consider the issue.
It may be confusing, but you don’t have to be confused. In this 90-minute webinar, FELTG instructor Meghan Droste, attorney at law and experienced LGBTQ and Gender Issues Practice Group team lead, will explain where the law stands now. She will provide the latest information on protections under the law, define the terminology, and explain gender stereotyping as sex discrimination.
Attendees will also learn about:
- Transgender status and legal protections
- Identify the actions that have gotten agencies into legal trouble
- Cases involving LGBTQ status and religion
- The best practices for agencies to follow
Price
Early Bird Tuition: $275 per site (payment required by August 26)
Standard Tuition: $305 per site (for payments made August 27 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructors
Deborah Hopkins, Anthony Marchese
Did you ever have an employee that you knew was a problem? You know the steps to take if it’s a performance issue or a conduct issue. But what if it’s neither? What are your options?
Seventy-five percent of the population is different from ourselves. Some of the people that we work with may not only be different but difficult. If you fail to address the issue, you are likely to see decreased production, lowered morale, and increased absenteeism from the rest of the your team.
This 90-minute webinar, hosted by FELTG President Deborah Hopkins and instructor and author/leadership expert Dr. Anthony Marchese, will explain how get the best from all of your employees. They will also provide guidance on:
- Handling issues of performance and conduct
- Communication fundamentals
- Employee types
- Managing difficult employees
- Creating a positive work environment
Join FELTG for an informative, entertaining, and useful session.
Price
Early Bird Tuition: $275 per site (payment required by October 28)
Standard Tuition: $305 per site (for payments made October 29 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
When must you accommodate an employee who is pregnant? Can you request medical documentation if a pregnant employee asks for an accommodation? What if an employee can’t do the critical elements of her job because she is pregnant? What are the options for an employee who hasn’t worked long enough to be eligible for FMLA?
Federal law protects employees from pregnancy-based discrimination and harassment at work, and it allows that employees have a legal right to work adjustments to allow them to do their job without jeopardizing their health. However, these protections come at the intersection of three different laws — the Pregnancy Discrimination Act, the Americans with Disabilities Act, and the Family and Medical Leave Act.
This 90-minute webinar, hosted by FELTG instructor and attorney at law Meghan Droste, will explain the protections afforded pregnant employees under all three laws, as well as explain:
- When you have an obligation to accommodate pregnant employees.
- What medical documentation you are permitted to ask for when evaluating a request for accommodations.
- How to avoid discriminating against pregnant job applicants.
- What to do when supervisors try to “protect” pregnant employees from difficult work.
Get up to speed on this challenging area of law. Register today.
Price
Early Bird Tuition: $275 per site (payment required by November 11)
Standard Tuition: $305 per site (for payments made November 12 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
From chronic pain and chronic fatigue to depression and diabetes, disabilities are not always visible or obvious in the workplace. As the federal workforce ages, the number of employees with hidden disabilities continues to grow. This can make providing reasonable accommodation a challenge for HR professionals, supervisors, and the people who advise them.
During this 90-minute webinar, attorney Katherine Atkinson will explain to how properly navigate Rehabilitation Act regulations and EEOC guidance while taking a common sense approach to reasonably accommodating hidden disabilities. Ms. Atkinson will provide examples of accommodations that have proven successful for hidden disabilities.
Attendees will learn how to:
- Recognize myths and misconceptions about specific disabilities.
- Determine whether the employee is a qualified individual.
- Use the interactive process to find an effective reasonable accommodation.
Price
Early Bird Tuition: $275 per site (payment required by November 25)
Standard Tuition: $305 per site (for payments made November 26 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
Course Description
A few weeks ago, a 25-year-old lawmaker in New Zealand took the internet by storm when she shut down a heckler with two words that went viral: “OK, Boomer.” There were all kinds of connotations in those two words, and while it may be meme-worthy, it’s not a phrase that we’d recommend you start using in the workplace.
Join FELTG President Deborah Hopkins for a 60-minute discussion on age discrimination in the federal workplace, to learn what you can and can’t do – and say – when it relates to an employee’s age. From hiring to promotion, hostile work environment to regarded as disabilities, to performance appraisals, this is a conversation you won’t want to miss.
Attendees will learn how to:
- Understand the various theories of age discrimination in the federal workplace.
- Identify the types of conduct that give rise to age discrimination claims.
- Know the dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA, and more.
Register today.
Price
Early Bird Tuition: $225 per site (payment required by December 2)
Standard Tuition: $255 per site (for payments made December 3 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
Course Description
Ensuring that employees remain capable of performing their duties, whether those requirements involve physical or mental demands of other requirements such as licenses and certifications, is a challenging issue for many HR practitioners. FELTG instructor Barbara Haga will share specific guidance on how to effectively enforce medical requirements without running afoul of the Merit Systems Protection Board or the Equal Employment Opportunity Commission.
During this 90-minute webinar, Ms. Haga will review a number of MSPB cases about employees who either met a qualification requirement or certification requirement and then lost it – or never were able to obtain it all. This program will also cover the gamut from IT to EMT certifications, pilot certifications, ability to qualify with a weapon, and much more.
Attendees will learn how to:
Price
- Early Bird Tuition: $275 per site (payment made by January 27).
- Standard Tuition: $305 per site (payment made January 28 or later).
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructor
Course Description
There are several reasons why an EEO claim might be dismissed, but it’s not a decision that should be made quickly or without much thought. A surprising number of agency dismissals are overturned by the EEOC each year. Join FELTG as we dive into the very core of the EEO complaint process, and understand when to accept EEO claims, and when to deny them. This 60-minute webinar will review the reasons for dismissing a claim — failure to state a claim, timeliness, collateral attack, and framing claims.
This is the first of a four-part series on Navigating Challenges in the EEO Process.
1
Price
- Early Bird Tuition: $240 per site, per session (payment made by February 24).
- Standard Tuition: $270 per site, per session (payment made February 25 or later).
- Register for all four webinars by February 24 and pay only $910!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Course Description
In a matter of weeks, the COVID-19 pandemic has drastically changed the federal workplace, the country, and the world. In this free 30-minute webinar, FELTG President and attorney at law Deborah Hopkins discusses two areas where the response to this virus has impacted the federal workplace:
- ADA and EEOC guidance on the medical impact of COVID-19 in the federal workplace
- Including medical inquiries, fitness for duty exams, and clearance to return to work
- OPM and White House guidance on agency operations during the COVID-19 pandemic
- Including telework, evacuation orders, and weather and safety leave
Instructor
Price and Registration
FREE. Registration is currently full. However, if you use the registration link below FELTG will add you to the wait list, and after the webinar’s conclusion we will email you a link so you can view the recorded presentation.
Register here. Enrollment is limited to the first 200 individuals and space is not guaranteed.
If you are one of the first 200 participants to register, you will receive a confirmation email from Zoom webinars confirming your registration and containing important access information.
FELTG is making its webinars easier to access during the COVID-19 closures and emergency telework scheduling, to ensure that proper training is still available when the majority of employees are working at home. Contact us at 844.283.3584 or [email protected] to find out how this applies to our webinars, or how you can bring FELTG’s off-the-shelf or custom webinars directly to your agency.
Instructor
Course Description
Navigating the FMLA is one of the most complex challenges a federal agency can face unless, of course, it is navigating the ADA at the same time. What’s the difference between a serious health condition and an ADA disability? Does the FMLA limit on leave apply to a reasonable accommodation of leave? This 60-minute webinar will compare and contrast coverage under the FMLA and coverage under the ADA, discuss the tricky role of medical documentation, and review leave under the FMLA and as a reasonable accommodation.
This is the second of four webinars on Navigating Challenges in the EEO Process.
EEO Refresher Hours: 1
Price
- Early Bird Tuition: $240 per site, per session (payment made by February 24).
- Standard Tuition: $270 per site, per session (payment made February 25 or later).
- Register for all four webinars by February 24 and pay only $910!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
FELTG is making its webinars easier to access during the COVID-19 closures and emergency telework scheduling, to ensure that proper training is still available when the majority of employees are working at home. Contact us at 844.283.3584 or [email protected] to find out how this applies to our webinars, or how you can bring FELTG’s off-the-shelf or custom webinars directly to your agency.
Instructor
Course Description
Navigating the FMLA is one of the most complex challenges a federal agency can face unless, of course, it is navigating the ADA at the same time. What’s the difference between a serious health condition and an ADA disability? Does the FMLA limit on leave apply to a reasonable accommodation of leave? This 60-minute webinar will compare and contrast coverage under the FMLA and coverage under the ADA, discuss the tricky role of medical documentation, and review leave under the FMLA and as a reasonable accommodation.
This is the second of four webinars on Navigating Challenges in the EEO Process.
EEO Refresher Hours: 1
Price
- Early Bird Tuition: $240 per site, per session (payment made by February 24).
- Standard Tuition: $270 per site, per session (payment made February 25 or later).
- Register for all four webinars by February 24 and pay only $910!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
FELTG is making its webinars easier to access during the COVID-19 closures and emergency telework scheduling, to ensure that proper training is still available when the majority of employees are working at home. Contact us at 844.283.3584 or [email protected] to find out how you can bring FELTG’s off-the-shelf or custom webinars directly to your agency.
Instructor
Course Description
If a contractor files an EEO complaint, your agency may be liable. The federal-sector EEO process is not exclusively limited to civil service employees. Contractors can file EEO complaints if the agency is determined to be a “joint employer.” How do you determine if you are a joint employer? Join FELTG as we cover the Ma factors; applying the Ma test; roles and responsibilities of agency personnel when contractors start the EEO process; defenses to the “joint employer” allegation; and the common questions and answers that arise from agencies dealing with contractors.
This is the third webinar in a four-part series on Navigating Challenges in the EEO Process.
1
Price
- Early Bird Tuition (payment required by April 28, 2020):
- 1 line: $100
- 2-5 lines: $185
- 6-9 lines: $260
- 10-15 lines: $340
- 16-20 lines: $425
- Standard Tuition (payments made April 29, 2020 or later):
- 1 line: $115
- 2-5 lines: $215
- 6-9 lines: $290
- 10-15 lines: $370
- 16-20 lines: $455
Additional teleworkers may be added for $40 each, if space is available.
FELTG is making its webinars easier to access during the COVID-19 closures and emergency telework scheduling, to ensure that proper training is still available when the majority of employees are working at home. Contact us at 844.283.3584 or [email protected] to find out how you can bring FELTG’s off-the-shelf or custom webinars directly to your agency.
Instructor
Course Description
Failure to interview any of the witnesses identified by the complainant? Yes, it’s happened. Failure to investigate the complainant’s overriding claim? Yes, that too has happened. The EEOC has seen its fair share of bad investigations in recent years. Join FELTG for this final installment of our Navigating Challenges in the EEO Process series. This 60-minute webinar will explain how to keep integrity in the EEO process and review the following topics: Characteristics of a legally sufficient investigation; investigatory standards – impartiality, appropriateness, evidence-based investigation; relevant documents and witnesses; reviewing the investigation.
1
Price
- Early Bird Tuition (payment required by May 26, 2020):
- 1 line: $100
- 2-5 lines: $185
- 6-9 lines: $260
- 10-15 lines: $340
- 16-20 lines: $425
- Standard Tuition (payments made May 27, 2020 or later):
- 1 line: $115
- 2-5 lines: $215
- 6-9 lines: $290
- 10-15 lines: $370
- 16-20 lines: $455
Additional teleworkers may be added for $40 each, if space is available.
Instructor
Course Description
1
FELTG kicks off its five-part webinar series Reasonable Accommodation in the Federal Workplace with an overview of the the current state of disability law and how the ADA, ADAAA, and Rehabilitation Act apply to federal employees with disabilities. Attendees will learn about:
- Making disability determinations
- What “qualified individual” actually means
- Reasonable accommodation requests
- The interactive process
- Denials of reasonable accommodation
- Reassignment and Medical Inability to Perform removals
Whether you’re an attorney, disability program manager, EEO or HR Specialist or a supervisor, you’ll want to be sure to attend this session.
Price
- Early Bird Tuition: $240 per site, per session (payment made by July 20).
- Standard Tuition: $270 per site, per session (payment made July 21 or later).
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructor
Course Description
1
When the Americans with Disabilities Act Amendments Act became effective nearly a decade ago, the law expanded ADA coverage to include more individuals in disability determinations. In Part 2 of the Reasonable Accommodation in the Federal Workplace webinar series, FELTG Instructor Katherine Atkinson, attorney at law, will take a focused look at three challenging areas in the disability process that have changed in recent years: qualified individuals, essential functions, and undue hardship.
After an overview of the disability accommodation law and analysis, Ms Atkinson will dive into the details, including:
- How to determine whether an individual is qualified for a particular job
- How to decide what job functions are essential, and what job functions are marginal or ancillary
- What factors control an undue hardship determination
You’ll have time to ask your questions, and get answers in real time, so make plans now to attend this important event.
Price
- Early Bird Tuition: $240 per site, per session (payment made by July 20).
- Standard Tuition: $270 per site, per session (payment made July 21 or later).
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructor
Course Description
1
The law requires federal agencies to engage in the interactive process when assessing reasonable accommodations for employees who have disabilities. Telework is one of the the most commonly requested – and most effective – accommodations for individuals who have physical and mental disabilities. But telework is often requested in cases where the “convenience” of working from home is called into question. What should you do in those situations?
Join FELTG President and Attorney at Law Deborah Hopkins for a discussion on this timely topic during Part 3 of the Reasonable Accommodation in the Federal Workplace webinar series. Ms Hopkins will start with a quick review of the law, and will detail the required three-step process for agencies to be compliant when dealing with reasonable accommodation requests.
From there, she’ll discuss:
- What to do if telework would be an effective accommodation – but something else would work too
- Who gets to choose the accommodation
- What the EEOC says about accommodating an employee’s commute
- When an agency can legally deny telework as an accommodation
Often times the best way to learn is by looking at real-life case studies, so the session will include a discussion on recent federal cases – won and lost – involving telework requests as reasonable accommodation. Because of the cost incurred when handling a reasonable accommodation complaint, your agency EEO staff, reasonable accommodation coordinators, disability coordinators, HR staff and supervisors truly cannot afford to miss this event.
Price
- Early Bird Tuition: $240 per site, per session (payment made by July 20).
- Standard Tuition: $270 per site, per session (payment made July 21 or later).
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructor
Course Description
1
Are you likely to outright deny a reasonable accommodation request for leave or a flexible work schedule? Do you think undue hardship is a viable reason to deny most reasonable accommodations? Do you think it’s your responsibility as a supervisor or HR professional to determine if the individual is really disabled? Have you reached out to an employee’s doctor to find out more about his disability?
Oftentimes the best way to learn is by making mistakes. But not when it comes to reasonable accommodation law. Instead, learn from the blunders that other agencies have already made. Join Dwight Lewis, former Chief Administrative Judge of the EEOC – Dallas Region, for Part 4 of FELTG’s Reasonable Accommodation in the Federal Workplace webinar series.
Attendees will learn:
- What steps to take when an employee informs you of his or her disability
- What judges really think when an agency chooses an accommodation that is different than what the employee requested
- How to determine if telework would be an effective accommodation
- When leave would be considered an accommodation
- Why undue hardship is rarely a successful defense for denying an accommodation request
Believe us: You don’t want to make these costly and embarrassing gaffes. Find out from a respected EEOC Chief AJ, how to handle reasonable accommodation requests the right way.
Price
- Early Bird Tuition: $240 per site, per session (payment made by July 20).
- Standard Tuition: $270 per site, per session (payment made July 21 or later).
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructor
Course Description
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Almost everyone knows that individuals with disabilities are entitled to reasonable accommodation – but did you know that federal employees are also entitled to reasonable accommodation for religious beliefs and practices? There are important distinctions between religious accommodations and those made for individuals with disabilities, and it’s important that you understand those differences. It’ll help you with accommodation requests involving religious clothing and headwear, grooming, proselytizing, religious displays, and work schedules.
Join FELTG for the final session in our five-part Reasonable Accommodation in the Federal Workplace webinar series. We will help you to meet these challenging requests in Understanding Religious Accommodations: How They’re Different from Disability Accommodations.
After a review of the relevant law and regulations law that pertain to religious accommodation, the instructor will discuss:
- What religions qualify for accommodation
- The definition of “undue hardship” and case examples
- The most common accommodations for religion
- Issues related to dress code and grooming
- What to do when employees request to be excused from performing certain job tasks because of religious reasons
Whether you’re an attorney, EEO program specialist, HR specialist or manager, you’ll want to be sure to join us for this important session.
Price
- Early Bird Tuition: $240 per site, per session (payment made by July 20).
- Standard Tuition: $270 per site, per session (payment made July 21 or later).
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructor
Course Description
During this 90-minute webinar, FELTG Senior Instructor Barbara Haga will share the details practitioners need to understand regarding implementation and use of paid time off for childbirth, adoption, and foster care under the provisions of the Federal Employee Paid Leave Act which become effective October 1, 2020. Ms. Haga will address important additional changes that OPM incorporated in basic Family and Medical Leave Act (FMLA) in the interim regulations.
The session will include information on eligibility, computing the number of hours an employee is eligible for, the length of time the employee has to use the leave, multiple uses of FMLA in the same twelve-month period, requirements for care of the son or daughter during the leave period, and much more. The session will include discussion of intermittent use of the paid leave as well as documentation of the need for leave, return to work agreements, and the enforcement and waiver requirements for those agreements.
Attendees will also be able to:
- Explain the details of when an employee is eligible to utilize the paid leave.
- Identify what type of documentation may be requested.
- Make decisions about options agencies have regarding return to work agreements and waivers.
You’ll want to attend this session so that you’ll be equipped with all the relevant information when the law becomes effective October 1. We hope you’ll join us.
Price
- Early Bird Tuition (payment required by August 27, 2020):
- 1 line: $170
- 2-5 lines: $255
- 6-9 lines: $330
- 10-15 lines: $415
- 16-20 lines: $495
- Standard Tuition (payments made August 28, 2020 or later):
- 1 line: $195
- 2-5 lines: $290
- 6-9 lines: $370
- 10-15 lines: $460
- 16-20 lines: $545
Additional teleworkers may be added for $40 each, if space is available.
Instructor
Course Description
A lot of employees think they work in a hostile environment, and some do. But not all of the employees who make that claim actually work in a place that meets the legal definition of hostile work environment, which is a term of art.
In addition, not all hostile work environment cases involve sexual harassment. In fact, hostile environment harassment can be alleged based on any protected category: sex, race, color, national origin, religion, age, disability, genetic information, or reprisal.
Attorney and FELTG Instructor Katherine Atkinson will share the guidance you need to identify hostile work environment, discusses agency and supervisor liability, and provide successful prevention techniques.
Attendees will learn how to:
- Identify which categories are protected – and which are not.
- Understand the requirements of “unwelcome” and “sufficiently severe or pervasive.”
- Effectively address instances of hostile work environment.
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This webinar is part of the Fall 2020 Webinar Series.
Price
- Early Bird Tuition: $240 per site, per webinar (payment required by October 3)
- Standard Tuition: $270 per site, per webinar (payments made October 4)
- Register for all eight webinars by October 3 and pay only $1825!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.