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.
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.
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.
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.
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
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.
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.
Instructors
Katherine Atkinson, Ann Boehm, Deborah Hopkins, Meghan Droste
Course Description
Legal writing in federal sector employment law is a specialized craft. Cases have been lost because of poorly or ambiguously written documents. This webinar series will help you sharpen the skills you need to produce effective, defensible, legally sound documents in the federal sector. This includes disciplinary letters, summary judgment motions, reports of investigation, and more. With the sample language, templates and documents provided during the webinars, you’ll have tools use can continue to use long after the series ends.
Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.
It doesn’t matter if you haven’t been to law school recently, or ever at all. Spend an hour a week with FELTG and you’ll find the way to make the documents you write be more clear, effective, and persuasive.
- January 16 – Legal Writing for the MSPB, EEOC and FLRA: Nuts and Bolts
- January 23 – Writing Performance Demonstration Period Plans that Work
- January 30 – Framing Charges and Drafting Proposed Discipline
- February 6 – The Douglas Factor Analysis and Writing the Decision
- February 13 – Writing Effective Motions for Summary Judgment
- February 20 – Drafting a Legally Sufficient Report of Investigation
Price
- Early Bird Tuition: $240 per site (payment made by January 13).
- Standard Tuition: $270 per site (payment made January 14 or later).
- Register for all six webinars by January 13 and pay only $1350!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructors
Katherine Atkinson, Ann Boehm, Deborah Hopkins, Meghan Droste
Course Description
Legal writing in federal sector employment law is a specialized craft. Cases have been lost because of poorly or ambiguously written documents. This webinar series will help you sharpen the skills you need to produce effective, defensible, legally sound documents in the federal sector. This includes disciplinary letters, summary judgment motions, reports of investigation, and more. With the sample language, templates and documents provided during the webinars, you’ll have tools use can continue to use long after the series ends.
Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.
It doesn’t matter if you haven’t been to law school recently, or ever at all. Spend an hour a week with FELTG and you’ll find the way to make the documents you write be more clear, effective, and persuasive.
- January 16 – Legal Writing for the MSPB, EEOC and FLRA: Nuts and Bolts
- January 23 – Writing Performance Demonstration Period Plans that Work
- January 30 – Framing Charges and Drafting Proposed Discipline
- February 6 – The Douglas Factor Analysis and Writing the Decision
- February 13 – Writing Effective Motions for Summary Judgment
- February 20 – Drafting a Legally Sufficient Report of Investigation
Price
- Early Bird Tuition: $240 per site (payment made by January 13).
- Standard Tuition: $270 per site (payment made January 14 or later).
- Register for all six webinars by January 13 and pay only $1350!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructors
Katherine Atkinson, Ann Boehm, Deborah Hopkins, Meghan Droste
Course Description
Legal writing in federal sector employment law is a specialized craft. Cases have been lost because of poorly or ambiguously written documents. This webinar series will help you sharpen the skills you need to produce effective, defensible, legally sound documents in the federal sector. This includes disciplinary letters, summary judgment motions, reports of investigation, and more. With the sample language, templates and documents provided during the webinars, you’ll have tools use can continue to use long after the series ends.
Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.
It doesn’t matter if you haven’t been to law school recently, or ever at all. Spend an hour a week with FELTG and you’ll find the way to make the documents you write be more clear, effective, and persuasive.
- January 16 – Legal Writing for the MSPB, EEOC and FLRA: Nuts and Bolts
- January 23 – Writing Performance Demonstration Period Plans that Work
- January 30 – Framing Charges and Drafting Proposed Discipline
- February 6 – The Douglas Factor Analysis and Writing the Decision
- February 13 – Writing Effective Motions for Summary Judgment
- February 20 – Drafting a Legally Sufficient Report of Investigation
Price
- Early Bird Tuition: $240 per site (payment made by January 13).
- Standard Tuition: $270 per site (payment made January 14 or later).
- Register for all six webinars by January 13 and pay only $1350!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
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.
Instructors
Katherine Atkinson, Ann Boehm, Deborah Hopkins, Meghan Droste
Course Description
Legal writing in federal sector employment law is a specialized craft. Cases have been lost because of poorly or ambiguously written documents. This webinar series will help you sharpen the skills you need to produce effective, defensible, legally sound documents in the federal sector. This includes disciplinary letters, summary judgment motions, reports of investigation, and more. With the sample language, templates and documents provided during the webinars, you’ll have tools use can continue to use long after the series ends.
Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.
It doesn’t matter if you haven’t been to law school recently, or ever at all. Spend an hour a week with FELTG and you’ll find the way to make the documents you write be more clear, effective, and persuasive.
- January 16 – Legal Writing for the MSPB, EEOC and FLRA: Nuts and Bolts
- January 23 – Writing Performance Demonstration Period Plans that Work
- January 30 – Framing Charges and Drafting Proposed Discipline
- February 6 – The Douglas Factor Analysis and Writing the Decision
- February 13 – Writing Effective Motions for Summary Judgment
- February 20 – Drafting a Legally Sufficient Report of Investigation
Price
- Early Bird Tuition: $240 per site (payment made by January 13).
- Standard Tuition: $270 per site (payment made January 14 or later).
- Register for all six webinars by January 13 and pay only $1350!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructors
Katherine Atkinson, Ann Boehm, Deborah Hopkins, Meghan Droste
Course Description
Legal writing in federal sector employment law is a specialized craft. Cases have been lost because of poorly or ambiguously written documents. This webinar series will help you sharpen the skills you need to produce effective, defensible, legally sound documents in the federal sector. This includes disciplinary letters, summary judgment motions, reports of investigation, and more. With the sample language, templates and documents provided during the webinars, you’ll have tools use can continue to use long after the series ends.
Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.
It doesn’t matter if you haven’t been to law school recently, or ever at all. Spend an hour a week with FELTG and you’ll find the way to make the documents you write be more clear, effective, and persuasive.
- January 16 – Legal Writing for the MSPB, EEOC and FLRA: Nuts and Bolts
- January 23 – Writing Performance Demonstration Period Plans that Work
- January 30 – Framing Charges and Drafting Proposed Discipline
- February 6 – The Douglas Factor Analysis and Writing the Decision
- February 13 – Writing Effective Motions for Summary Judgment
- February 20 – Drafting a Legally Sufficient Report of Investigation
Price
- Early Bird Tuition: $240 per site (payment made by January 13).
- Standard Tuition: $270 per site (payment made January 14 or later).
- Register for all six webinars by January 13 and pay only $1350!
Teleworkers may be added to a main site registration for $40 per teleworker, on a space-available basis.
Instructors
Katherine Atkinson, Ann Boehm, Deborah Hopkins, Meghan Droste
Course Description
Legal writing in federal sector employment law is a specialized craft. Cases have been lost because of poorly or ambiguously written documents. This webinar series will help you sharpen the skills you need to produce effective, defensible, legally sound documents in the federal sector. This includes disciplinary letters, summary judgment motions, reports of investigation, and more. With the sample language, templates and documents provided during the webinars, you’ll have tools use can continue to use long after the series ends.
Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.
It doesn’t matter if you haven’t been to law school recently, or ever at all. Spend an hour a week with FELTG and you’ll find the way to make the documents you write be more clear, effective, and persuasive.
- January 16 – Legal Writing for the MSPB, EEOC and FLRA: Nuts and Bolts
- January 23 – Writing Performance Demonstration Period Plans that Work
- January 30 – Framing Charges and Drafting Proposed Discipline
- February 6 – The Douglas Factor Analysis and Writing the Decision
- February 13 – Writing Effective Motions for Summary Judgment
- February 20 – Drafting a Legally Sufficient Report of Investigation
Price
- Early Bird Tuition: $240 per site (payment made by January 13).
- Standard Tuition: $270 per site (payment made January 14 or later).
- Register for all six webinars by January 13 and pay only $1350!
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.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Joe Schimansky, Katherine Atkinson, Anthony Marchese
Course Description
Those of you who supervise federal employees know it can be a frustrating calling, especially when you face so many new and challenging issues amid complex and changing laws.
Help is on the way. Register now for one, several, or all of the courses in FELTG’s comprehensive webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions. No other training provides the depth and breadth of guidance federal supervisors need to manage the agency workplace effectively and efficiently.
Over the course of 14 webinars, FELTG’s experienced and knowledgeable instructors provide support on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse, and much much more.
This unique series has been updated to address the most timely and important topics supervisors are facing right now. The 60-minute webinars, held every other Tuesday from 1 – 2 p.m. eastern time, will expand upon legal principles to provide attendees with the necessary tools and best practices. Plus, you’ll have a chance to ask questions and get answers from FELTG instructors – in real time.
As an added bonus, this series fulfills OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2020 dates:
March 3: The Foundations of Accountability: Performance vs. Misconduct: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 17: Writing Effective Performance Plans: Performance management; understanding the performance appraisal system; defining elements and standards; drafting standards according to legal requirements; creating the performance plan.
March 31: Preparing an Unacceptable Performance Case: Performance accountability in a nutshell; preparing and executing a performance demonstration period; proof and evidence standards.
April 14: Addressing Special Challenges with Performance: Permutations on performance accountability and the performance warning period; performance standards with multiple sub-components; managing teleworker performance; what do when a poor-performing employee requests reasonable accommodation.
April 28: Providing Performance Feedback That Makes a Difference: Communicating performance expectations; providing ongoing feedback; positive vs. negative framing; why you shouldn’t wait until the mid-year to discuss performance issues; what OPM says about mentorship; leader as mentor.
May 12: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
May 26: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
June 9: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 23: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
July 21: 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 4: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
August 18: 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 1: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Pricing
Early Bird Tuition:
- $240 per site, per session (payment required by Feb 24).
- Special series discounts available through February 24: $2,925 for the first 13 webinars or $3,150 for all 14. See registration form for details.
Standard Tuition:
- $270 per site, per session (payments made Feb. 25 or later).
Teleworkers may be added to a primary site registration for $40 each, per session, 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.
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.
Instructors
Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Joe Schimansky, Katherine Atkinson, Anthony Marchese
Course Description
Those of you who supervise federal employees know it can be a frustrating calling, especially when you face so many new and challenging issues amid complex and changing laws.
Help is on the way. Register now for one, several, or all of the courses in FELTG’s comprehensive webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions. No other training provides the depth and breadth of guidance federal supervisors need to manage the agency workplace effectively and efficiently.
Over the course of 14 webinars, FELTG’s experienced and knowledgeable instructors provide support on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse, and much much more.
This unique series has been updated to address the most timely and important topics supervisors are facing right now. The 60-minute webinars, held every other Tuesday from 1 – 2 p.m. eastern time, will expand upon legal principles to provide attendees with the necessary tools and best practices. Plus, you’ll have a chance to ask questions and get answers from FELTG instructors – in real time.
As an added bonus, this series fulfills OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
2020 dates:
March 3: The Foundations of Accountability: Performance vs. Misconduct: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 17: Writing Effective Performance Plans: Performance management; understanding the performance appraisal system; defining elements and standards; drafting standards according to legal requirements; creating the performance plan.
March 31: Preparing an Unacceptable Performance Case: Performance accountability in a nutshell; preparing and executing a performance demonstration period; proof and evidence standards.
April 14: Addressing Special Challenges with Performance: Permutations on performance accountability and the performance warning period; performance standards with multiple sub-components; managing teleworker performance; what do when a poor-performing employee requests reasonable accommodation.
April 28: Providing Performance Feedback That Makes a Difference: Communicating performance expectations; providing ongoing feedback; positive vs. negative framing; why you shouldn’t wait until the mid-year to discuss performance issues; what OPM says about mentorship; leader as mentor.
May 12: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
May 26: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
June 9: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 23: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
July 21: 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 4: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
August 18: 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 1: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Pricing
Early Bird Tuition:
- $240 per site, per session (payment required by Feb 24).
- Special series discounts available through February 24: $2,925 for the first 13 webinars or $3,150 for all 14. See registration form for details.
Standard Tuition:
- $270 per site, per session (payments made Feb. 25 or later).
Teleworkers may be added to a primary site registration for $40 each, per session, on a space-available basis.