Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructors
Course Description
If one of your employees had a mental health crisis in the workplace, would you know what to do? This isn’t a far-fetched scenario. Almost 18 percent of all adults have a mental illness diagnosis at some point in their lives. This 90-minute webinar will provide you with an understanding of mental health conditions and the impact they have on the individual, as well as strategies to effectively provide supervision and management to ensure a productive workplace.
Licensed Clinical Social Worker Shana Palmieri will help you walk the tenuous line between providing accommodations and support for a mental health condition and holding employees accountable for their work performance.
Attendees will leave this webinar with strategies to:
- Improve performance and success for employees with mental health conditions.
- Effectively accommodate employees with behavioral health conditions.
- Set appropriate boundaries and expectations in the workplace.
This class focuses on the practical and clinical side of managing employees with behavioral health conditions, rather than the legal side. You won’t want to miss it.
Price
Early Bird Tuition: $275 per webinar per site (registration submitted by April 8)
Standard Tuition: $305 per webinar per site (registration submitted April 9 or later)
Register for both webinars by April 8 and pay only $530.
Add a teleworker for $35 per webinar, in addition to a main site registration, if space permits.
SOLD OUT. Register now for this program August 5-9, also in Denver.
This week focuses on conducting administrative investigations in the federal workplace with an emphasis on employee misconduct including workplace harassment. After an overview of the substantive law, participants will learn procedures and best practices for conducting investigations in the federal workplace, including planning the investigation, fact finding, collecting evidence, dealing with witnesses, understanding types of questioning, and testifying at hearing. The week concludes with a day focused on writing an investigative report.
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.
This program fulfills the requirements for 32-hour EEO Investigator training and 8-hour annual EEO investigator refresher training.
Instructors
Deborah Hopkins, Katherine Atkinson, Meghan Droste
Daily Agenda
Administrative Investigations: The Substantive Basis: Why investigate; discipline law and elements; understanding charges of misconduct; collecting penalty evidence; law behind other types of administrative investigations; witness rights; union representation.
Tuesday
Harassment Investigations: Investigating allegations of harassment; differentiating between EEO and non-EEO harassment; the intersection with criminal investigations; special considerations in light of #MeToo and #TimesUp.
Wednesday
Conducting the Investigation, Part I: Evidentiary principles; purpose of investigation; preparing for the investigation; role of the investigator; planning the investigation. beginning the interview.
Thursday
Conducting the Investigation, Part II: Conducting the interview; handling difficult witnesses; assessing credibility/lies/hearing what isn’t said; body language; gathering other evidence; technology and investigations; high profile case considerations; testifying at an administrative hearing; rules for being an effective witness.
Friday
Writing the Investigative Report: Organizing for the report; establishing the chronology; writing for your audience; report writing style; report writing conventions; report organization; sample report.
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 April 29):
- 5 days = $2170
- 4 days = $1780
- 3 days = $1370
- 2 days = $970
- 1 day = $530
Standard Tuition (register April 30 – May 17):
- 5 days = $2270
- 4 days = $1880
- 3 days = $1470
- 2 days = $1070
- 1 day = $630
Lodging
The host hotel, the Sheraton Denver West, has a limited block of rooms set aside at the per diem rate. Call the hotel directly at 303-987-2000 and mention this training event to receive the special 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.
This class is nearly full. Consider registering for this program in Washington, DC June 25-27 or Atlanta, GA September 17-19.
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, Meghan Droste
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 April 30):
- 3 days = $1380
- 2 days = $980
- 1 day = $540
Standard Tuition (register May 1 – May 16):
- 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.
Lodging
The host hotel, the Sheraton Denver West, has a limited block of rooms set aside at the per diem rate. Call the hotel directly at 303-987-2000 and mention this training event to receive the special 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.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructor
Course Description
1.5
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.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructors
Course Description
Within-grade Increases (WIGIs), besides having an acronym that’s fun to say, have often been dubbed “those automatic increases that Federal employees always receive.” In 2011, OPM instructed agencies to make sure that WIGIs were properly granted, and withheld when warranted. If you are looking for detailed information on WIGIs from the fine points of eligibility to the steps to deny one, or how to answer the appeal, join FELTG’s Barbara Haga for this 90-minute webinar. Ms. Haga will give you a primer on this seemingly simple subject complete with detailed references to relevant MSPB decisions.
Attendees will learn about:
- Eligibility for WIGIs
- When a WIGI decision may be delayed
- Properly handling the notice of an acceptable level of competence determination and the reconsideration decision
- Successfully defending the appeal
You’ll have the opportunity to ask your questions – and get answers – in real time. Register your site today and get ready to assist supervisors and managers at your agency properly act on within-grade increase determinations.
Price
Early Bird Tuition: $275 per site (registration submitted by May 20)
Standard Tuition: $305 per site (registration submitted May 21 or later)
Teleworkers may be added to a main site registration for $35 each, on a space-available basis.
Instructor
Course Description
Your agency’s Office of Inspector General employs investigators, auditors, evaluators, and, sometimes, armed special agents. Its mission is to prevent and detect waste, fraud, and abuse, and promote economy, effectiveness, and efficiency of Agency operations, and it does that by investigating potential violations of law or misconduct and auditing or evaluating the agency’s operations and systems.
If it sounds like your OIG’s mission may overlap or interconnect with your office’s mission, you’re right. So it’s important that you not only have a clear picture of what the OIG does, but also how to work with them. Jim Protin, whose 30-year federal career included several positions in the National Security Agency’s Office of Inspector General, will explain both.
In this 90-minute webinar, Mr. Protin will review how the IG’s statutory authority was created, how it has developed, and what it means to you that the OIG is “independent.”
Attendees will learn:
- The various types, purposes, and qualifications of Inspector Generals.
- The agency information that the OIG has access to, and any limitations it has on that information.
- What triggers responsibility for you to notify the OIG of something.
- How the OIG reports its findings.
- The situations in which the OIG will work directly interact with the agency.
Price
Early Bird Tuition: $275 per site (payment required by May 27)
Standard Tuition: $305 per site (for payments made May 28 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructors
Course Description
Reprisal is a term that gets used a lot, but did you know that it has different definitions in different cases? If you join FELTG President Deborah Hopkins during this 90-minute webinar to find out exactly where the differences lie, you just might save your agency from losing a reprisal case.
During this interactive discussion, Ms. Hopkins will explain the legal background on the various forms of reprisal and why it’s such an important area of focus in federal employee statutory protection. From there, she will talk about:
- Whistleblower reprisal: the standards, burden of proof, and actions that constitute reprisal
- The many forms of EEO reprisal and why it’s the most common category in discrimination findings
- Reprisal for union activity, including what type of activity falls outside the bounds of coverage
- What is legal and not legal when considering someone’s veteran status in making employment-related decisions
- The distinction between reprisal and retaliation
This is an event you won’t want to miss, whether you’re an attorney, LER specialist, EEO specialist, union official or supervisor. We hope you’ll join us.
Price
Early Bird Tuition: $275 per site (registration submitted by June 3)
Standard Tuition: $305 per site (registration submitted June 4 or later)
Teleworkers may be added to a main site registration for $35 each, on a space-available basis.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructor
Course Description
1.5
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.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructor
Course Description
If you’ve attended a FELTG training or read our newsletters, you know how important we believe word selection is when framing charges of employee misconduct. FELTG President Deborah Hopkins, attorney at law, will conduct a 90-minute webinar discussing best practices for drafting disciplinary documents that will withstand even the harshest scrutiny by the Merit Systems Protection Board (MSPB) or an arbitrator.
After the proper statutory foundation is laid, this program will cover:
- The four mandatory rules of charging
- The three styles of charging
- Charge specifications and label elements
- Why less is more in proposal and decision letters
- Specific words to use – and avoid – in drafting charging documents
Whether you’re new to drafting disciplinary documents, or you’ve been doing it for years, your work will be more efficient, professional, and defensible if you participate in this program. Register your site today!
Price
Early Bird Tuition: $275 per site (payment required by July 1)
Standard Tuition: $305 per site (for payments made July 2 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructor
Deborah Hopkins, Joe Schimansky
Course Description
The drama continues.
President Trump issued three Executive Orders last year aimed at curtailing union activity and increasing supervisors’ ability to hold employees accountable for misconduct and shoddy performance. Three months later, several provisions of those Executive Orders were set aside as illegal, per a D.C. District Court judge decision.
And now, almost a year since the District Court decision, its ruling has been overturned by an Appeals Court. The Executive Orders are no longer enjoined.
If you think this all seems confusing, you’re not alone. As always, you can count on FELTG to help you through these confusing times. Join FELTG President and Attorney at Law Deborah Hopkins and Joseph Schimansky, former Executive Director of the Federal Service Impasses Panel (FSIP), on July 31 for a 60-minute discussion about the most important takeaways from this decision. They will explain the key provisions of the Executive Orders, and spell out exactly your agencies can, cannot, and should do under these EOs.
You’ll leave this important webinar with answers to the the 6 Ws:
- Who is impacted by the latest decision?
- What did the District and Appeals Courts actually decide?
- Why did the courts make those decisions?
- Where will the next challenge to the Executive Orders take place?
- When will this all finally be resolved?
- What does this mean for us today?
You can’t afford to miss this session. Register your site now.
Price
- $225 per site through July 26, 2019.
- $255 per site July 27, 2019 and later.
Teleworkers may be added to a main site registration for $35 each, on a space-available basis.
This week focuses on conducting administrative investigations in the federal workplace with an emphasis on employee misconduct including workplace harassment. After an overview of the substantive law, participants will learn procedures and best practices for conducting investigations in the federal workplace, including planning the investigation, fact finding, collecting evidence, dealing with witnesses, understanding types of questioning, and testifying at hearing. The week concludes with a day focused on writing an investigative report.
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.
This program fulfills the requirements for 32-hour EEO Investigator training and 8-hour annual EEO investigator refresher training. It also meets the requirements for training under the Department of Interior’s Anti-Harassment Policy.
Instructors
Daily Agenda
Administrative Investigations: The Substantive Basis: Why investigate; discipline law and elements; understanding charges of misconduct; collecting penalty evidence; law behind other types of administrative investigations; witness rights; union representation.
Tuesday
Harassment Investigations: Investigating allegations of harassment; differentiating between EEO and non-EEO harassment; the intersection with criminal investigations; special considerations in light of #MeToo and #TimesUp.
Wednesday
Conducting the Investigation, Part I: Evidentiary principles; purpose of investigation; preparing for the investigation; role of the investigator; planning the investigation. beginning the interview.
Thursday
Conducting the Investigation, Part II: Conducting the interview; handling difficult witnesses; assessing credibility/lies/hearing what isn’t said; body language; gathering other evidence; technology and investigations; high profile case considerations; testifying at an administrative hearing; rules for being an effective witness.
Friday
Writing the Investigative Report: Organizing for the report; establishing the chronology; writing for your audience; report writing style; report writing conventions; report organization; sample report.
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 July 22):
- 5 days = $2170
- 4 days = $1780
- 3 days = $1370
- 2 days = $970
- 1 day = $530
Standard Tuition (register July 23-August 9):
- 5 days = $2270
- 4 days = $1880
- 3 days = $1470
- 2 days = $1070
- 1 day = $630
Lodging
The host hotel, the Sheraton Denver West, has a limited block of rooms set aside at the per diem rate. Call the hotel directly at 303-987-2000 and mention this training event to receive the special 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.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm
Course Description
Back by popular demand, and updated for 2019! Join FELTG for the most comprehensive supervisory training event available anywhere. Supervising Federal Employees: Managing Accountability and Defending Your Actions, a 13-part webinar training series (with a bonus session for those who supervise unionized employees), is targeted specifically to the issues and challenges faced by supervisors in agencies across the country, and around the world.
These 60-minute sessions, held every other Tuesday from 1:00 p.m. – 2:00 p.m. eastern time, will expand upon legal principles to provide federal supervisors with the necessary tools and best practices they need to manage the agency workplace effectively and efficiently. Plus, they’ll have a chance to ask questions and get answers – in real time.
As a special bonus, the first six modules fulfill OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2019 dates:
March 5: Accountability for Performance and Conduct: The Foundation: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 19: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 2: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 16: Writing Effective Performance Plans: Performance management; understanding the system; defining elements and standards; creating the performance plan.
April 30: Preparing an Unacceptable Performance Case: Performance in a nutshell; preparing a performance case; proof and evidence standards.
May 14: Dealing with Poor Performing Employees: Managing the PIP; proposed removal letters; unacceptable performance documents.
May 28: Mentoring a Multigenerational Workforce: What OPM says about mentorship; mentorship styles; formal and informal mentorship; pilot mentorship programs; best practices for leadership; handling difficult employee types.
June 11: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 25: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 9: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 23: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 6: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 20: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
September 3: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Price
- $225 per site, per session.
- Teleworkers may be added to a primary site registration for $35 each, per session, on a space-available basis.
- Special series discounts available through March 1. See registration form for details.
Instructor
Course Description
1.5
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.
Instructor
Course Description
We are often get asked: “Why should I use the Douglas factors?” Our answer is always: “Why in the world wouldn’t you?”
The Douglas factor analysis is incredibly useful in helping any manager figure out an appropriate penalty for an employee who engaged in misconduct. If you don’t use Douglas, you are just penalizing based upon what seems or feels right, and that isn’t going to be easy to defend.
FELTG instructor Ann Boehm will explain the importance of the Douglas Factors even in the seemingly most relatively minor misconduct cases. After this 90-minute webinar, attendees will be able to :
- Explain the importance of the Douglas Factors in penalty determination.
- Address all 12 Douglas Factors in an analysis.
- Identify cases that illustrate the perils of not considering the Douglas Factors.
Price
Early Bird Tuition: $275 per site (payment required by September 2)
Standard Tuition: $305 per site (for payments made September 3 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
This training is SOLD OUT. Register now for EEOC Law Week April 27 – May 1 to guarantee your spot for 2020!
If you’re looking for training that covers the gamut of EEO issues, and provides usable guidance for all practitioners, regardless of experience level, this is it: FELTG’s EEOC Law Week. FELTG’s expert speakers, drawing on years of experience from all sides of the litigation table, deliver a fast-paced week of strategies, principles, and authorities relative to the major aspects of the field of discrimination law in the federal government. This course is updated for 2019, and has a whole day focused on harassment. Register early because EEOC Law Week regularly sells out.
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.
6 per day Monday – Thursday; 5 on Friday.
Instructors
Ernest Hadley, Meghan Droste, Katherine Atkinson
Daily Agenda
Monday
Basic EEOC, Nuts & Bolts: The Basics – Statutory authority and jurisdiction of EEOC, an overview of the theories of discrimination, overview of EEO process, amended and consolidated complaints; timeliness issues in the wake of the Supreme Court decisions in Morgan and Ledbetter.
Tuesday
Contractor Complaints; Intentional Discrimination and Reprisal Cases: Contractor complaints; intentional discrimination analysis and cases; selection & promotion cases; a focus on national origin and religious discrimination cases; reprisal analysis and cases.
Wednesday
Accommodating Individuals with Disabilities: The Rehabilitation Act, the Americans with Disabilities Act Amendments Act, defining individuals with a disability, major life activities and substantial limitation; essential job functions, the interactive process, types of reasonable accommodation; the Genetic Information Nondiscrimination Act (GINA) regulations.
Thursday
Current Trends in EEO Law: a Focus on Harassment: The latest on what’s happening in EEO, hostile environment harassment, gender stereotyping, same-sex harassment sexual orientation and transgender discrimination, non-EEO harassment; settlement.
Friday
Mixed Cases; Damages & Remedies: Mixed cases; overview of Equitable Remedies: back pay, front pay, reinstatement; non-pecuniary and pecuniary damages, past and future damages, damages offsets, the duty to mitigate damages, collateral sources and pre-existing conditions, multiple causations of harm, the eggshell complainant.
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 September 3):
- 5 days = $2170
- 4 days = $1780
- 3 days = $1370
- 2 days = $970
- 1 day = $530
Standard Tuition (register September 4 – September 20):
- 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.
Instructor
Course Description
In 2016, suicide was the 10th leading cause of death overall in the United States, killing more than 44,000 people. And 291 of those suicides took place in the workplace.
As suicide rates continue to rise, the impact is becoming more severe on the workplace. Join Shana Palmieri, LCSW for this 90-minute webinar as she discusses the behavior health disorders that lead to suicide risk, provides an overview of suicide and suicidal ideation in the United States and in the workplace, and shares real answers on what you can do and when to save an employee’s life.
Attendees will learn how to:
- Identify the signs and symptoms of suicide that indicate the need for professional intervention
- Effectively communicate to employees about suicide
- Handle a suicidal crisis in the workplace
The webinar will also include time for Q & A on these topics. This is a session you truly can’t afford to miss, so register your site today.
Price
Early Bird Tuition: $275 per site (payment required by September 16)
Standard Tuition: $305 per site (for payments made September 17 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
Course Description
Agencies have a problem addressing unacceptable performance. How else do you explain that nearly 75 percent of non-supervisory federal employees believe supervisors fail to take the necessary steps to address poor performance?
In this 90-minute webinar, FELTG President, attorney and author Deborah Hopkins will answer the question: How does an agency take appropriate, defensible action against poor performers?
Ms. Hopkins will explain the appropriate procedures to take when initiating an Opportunity to Demonstrate Acceptable Performance and will highlight mistakes that your agency can’t afford to make, and show you how to remove a poor performer from the federal service in just 31 days.
In addition, Ms Hopkins will discuss:
- Critical time periods for the stages of performance-based actions
- How to draft and deliver performance documents
- The importance of holding employees accountable throughout the process
- Tips for managing problem employees during the notice period
- The necessary levels of proof an agency must maintain to defend a performance-based suspension or termination
Attend this FELTG seminar to learn the appropriate methods to safeguard your agency when removing poor performers, and guarantee that your actions will stand.
Price
Early Bird Tuition: $275 per site (payment required by September 23)
Standard Tuition: $305 per site (for payments made September 24 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
Course Description
If you’re a federal EEO practitioner, attorney, or HR professional, you can’t afford to sleep on recent EEOC decisions. You also can’t afford to sit through a boring case law update that will put you to sleep.
That’s why you need to join FELTG for this fast-paced review of the most surprising, significant, and groundbreaking recent decisions from the EEOC. Attorney Meghan Droste will break down recent Commission cases involving harassment, reasonable accommodations, remedies, sanctions, and more. Find out where the EEOC is headed on these critical topics, and how these decisions impact your agency.
This 60-minute webinar will also cover recent developments at the EEOC, including the Commission’s case closure statistics. Plus, ask your questions and get answers in real time.
Price
Early Bird Tuition: $225 per site (payment required by September 30)
Standard Tuition: $255 per site (for payments made October 1 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
Course Description
Absence due to illness has changed the landscape in dealing with federal workplace issues. Problems arise when employees are absent – let alone the huge amounts of leave entitlements tied to family member medical conditions.
Administering sick leave can be complicated, and proper documentation is critical. The Family & Medical Leave Act adds an additional layer of complexity to these illness-related absences. When can you require medical examinations? When can you take action on excessive absences?
If you need more information on absence related to illness so you are able to answer those tough questions on sick leave and FMLA – or if you want to ensure that the adverse action case you assemble will withstand the scrutiny of the MSPB – then this webinar series is custom-made for you.
While the near future of the Merit Systems Protection Board remains uncertain, FELTG is staying on top of the situation and will provide attendees with the most up-to-date information they need to know.
Instructors Deborah Hopkins, William Wiley, and Barbara Haga will guide you through these thorny issues. Register for any or all of the sessions.
- Session 1 – Sick Leave, Part I (October 16)
- Earning and accumulation
- Authorized uses of sick leave
- Family care sick leave – documentation and limits
- Advance sick leave
- Session 2 – Sick Leave, Part II (October 30)
- Notice requirements
- Definition of “serious health condition”
- Substitution of paid leave for FMLA LWOP
- Medical certification – what is required and what needs to be in it
- Sick leave abuse
- Medical examinations
- Taking action on sick leave-related absences
- Session 3 – Understanding FMLA (November 13)
- Basic entitlement
- Notice requirements
- FMLA Medical certification requirements
- Discipline and FMLA – excessive absence, falsified information, failure to comply with notice requirements, last chance agreements
You’ll have the chance to ask your questions, and get them answered in real time, during each of these 90-minute sessions. Register your site today.
Price
Early Bird Tuition: $275 per webinar per site (registration submitted by October 7)
Standard Tuition: $305 per webinar per site (registration submitted October 8 or later)
Register for all three webinars by October 7 and pay only $795.
Add a teleworker for $35 per webinar, in addition to a main site registration, if space permits.
Instructor
Course Description
The Douglas factors require agencies to consider alternative sanctions, but what exactly are alternatives to discipline? How do they work? Does anyone even know where to start an alternative to discipline?
FELTG instructor Ann Boehm does. In this 90-minute webinar, she will show you how how to think outside the box in certain disciplinary situations. For example, the last thing you want to do to someone who is AWOL is suspend them — they already are not coming to work. Instead, we can show you how to give a reprimand in lieu of suspension. The goal of discipline is to rehabilitate, and in certain circumstances, alternative sanctions are very effective in that regard.
Attendees will:
- Learn the legal requirements that form the foundation of disciplinary actions.
- Identify several alternatives to adverse actions.
- Understand the benefits of a reprimand in lieu of a suspension.
Price
Early Bird Tuition: $275 per site (payment required by October 14)
Standard Tuition: $305 per site (for payments made October 15 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.
Instructor
Course Description
Absence due to illness has changed the landscape in dealing with federal workplace issues. Problems arise when employees are absent – let alone the huge amounts of leave entitlements tied to family member medical conditions.
Administering sick leave can be complicated, and proper documentation is critical. The Family & Medical Leave Act adds an additional layer of complexity to these illness-related absences. When can you require medical examinations? When can you take action on excessive absences?
If you need more information on absence related to illness so you are able to answer those tough questions on sick leave and FMLA – or if you want to ensure that the adverse action case you assemble will withstand the scrutiny of the MSPB – then this webinar series is custom-made for you.
While the near future of the Merit Systems Protection Board remains uncertain, FELTG is staying on top of the situation and will provide attendees with the most up-to-date information they need to know.
Instructors Deborah Hopkins, William Wiley, and Barbara Haga will guide you through these thorny issues. Register for any or all of the sessions.
- Session 1 – Sick Leave, Part I (October 16)
- Earning and accumulation
- Authorized uses of sick leave
- Family care sick leave – documentation and limits
- Advance sick leave
- Session 2 – Sick Leave, Part II (October 30)
- Notice requirements
- Definition of “serious health condition”
- Substitution of paid leave for FMLA LWOP
- Medical certification – what is required and what needs to be in it
- Sick leave abuse
- Medical examinations
- Taking action on sick leave-related absences
- Session 3 – Understanding FMLA (November 13)
- Basic entitlement
- Notice requirements
- FMLA Medical certification requirements
- Discipline and FMLA – excessive absence, falsified information, failure to comply with notice requirements, last chance agreements
You’ll have the chance to ask your questions, and get them answered in real time, during each of these 90-minute sessions. Register your site today.
Price
Early Bird Tuition: $275 per webinar per site (registration submitted by October 7)
Standard Tuition: $305 per webinar per site (registration submitted October 8 or later)
Register for all three webinars by October 7 and pay only $795.
Add a teleworker for $35 per webinar, in addition to a main site registration, if space permits.