Download Registration Form

Instructor

Meghan Droste

Course Description

Dealing with medical issues under the Americans With Disabilities Act (ADA) can be a tricky area of federal sector employment law. Join FELTG instructor and attorney at law Meghan Droste for this 90-minute webinar as she discusses the things to do – and not to do – when dealing with employee medical information.

Ms. Droste will begin by covering the basics about requests for employee medical information, and the appropriate way for agencies to collect it, and store it. Se’ll also discuss medical exams, medical documentation requests for reasonable accommodation, direct threat, and the “regarded as” provision of the ADA.

But that’s not all. She’ll also include details about:

• Conditional offers of employment
• Segregation of medical records
• Confidentiality and disclosure

One mistake in requesting or disclosing medical information can lead to major liability. Be sure to join us for this important event to learn how to protect your agency. You really can’t afford to miss it!

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Price

Early Bird Tuition (payment required by February 8): $270

Standard Tuition (payment made by February 9 or later): $300

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

Download Registration Form

Instructor

Meghan Droste

Course Description

A reference to dinosaurs, a joke about retirement, or a snide “OK Boomer” – nothing wrong with that if it’s just in fun, right?  Wrong! And if you think those are the only actions that’ll lead to an age discrimination claim, you’re wrong again.

Join Attorney and FELTG Instructor Meghan Droste for a 60-minute discussion on age discrimination in the federal workplace to learn you can and can’t say or do when it relates to an employee’s age. Ms. Droste will cover everything from hiring to promotion, and hostile work environment to performance appraisals, as well as the Supreme Court’s recent decision in the DVA case Babb v. Wilkie and what it means for cases going forward. As the federal workforce ages and older employees continue to be the most susceptible to the coronavirus, this is a conversation you cannot afford to miss.

This is the first of four webinars in the Navigating Challenges in the EEO Process series.

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.

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Price

• Early Bird Tuition: $240 per site, per webinar (payment required by February 23)
• Standard Tuition: $270 per site, per webinar (payments by February 24)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructors

Katherine Atkinson, Barbara Haga, Meghan Droste

Series Description

Equal Employment Opportunity claims can be a long and often complicated process, and some challenges are a bit more troublesome than others. It’s those topics we are tackling during this four-part webinar series. Why should know the Supreme Court’s recent decision in Babb v. Wilkie? What are steps you can take to avoid an age discrimination claim? What’s the difference between serious health condition and an ADA disability? And what happens if you confuse the two? How do you determine whether a job task is an essential function? How do you define a “prompt and effective” response to a complaint?

We’ll answer these questions and more over the course of four 60-minute webinars, held the first Thursday of the month. Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.

• March 4 – Addressing Age Discrimination in the Federal Workplace: Theories of age discrimination; types of conduct that give rise to age discrimination claims; dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA.
• April 1 – When the ADA and FMLA Collide: Coverage under the FMLA; coverage under the ADA; medical documentation; requesting leave under the FMLA; leave as a reasonable accommodation.
• May 6 – Reasonable Accommodation: A Focus on Essential Functions: Qualified individual with a disability; determining whether job functions are essential or marginal, undue hardship.
• June 3 –Avoiding EEO Mistakes: How Not to Respond to a Complaint: Responding to a discrimination or harassment complaint; avoid creating a retaliation complaint; avoid liability; strength agency’s affirmative defendings.

Price

• Early Bird Tuition: $240 per site, per session (payment made by February 23).
• Standard Tuition: $270 per site, per session (payment made February 24 or later).
• Register for all four webinars by February 23 and pay only $910!

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Registration Form

Instructor

Barbara Haga

Course Description

Navigating the FMLA is one of the most complex challenges a federal agency can face unless, of course, it is navigating the ADA at the same time. What’s the difference between a serious health condition and an ADA disability? Does the FMLA limit on leave apply to a reasonable accommodation of leave? This 60-minute webinar will compare and contrast coverage under the FMLA and coverage under the ADA, discuss the tricky role of medical documentation, and review leave under the FMLA and as a reasonable accommodation.

Attendees will learn how to:

• Identify areas and situations in which the ADA and FMLA intersect
• Determine whether a condition is covered by the ADA, FMLA, or both.
• Assess when leave is an appropriate accommodation.

This is the second of four webinars in FELTG’s 2021 Navigating Challenges in the EEO Process series.

EEO Refresher Hours: 1

Price

• Early Bird Tuition: $240 per site, per webinar (payment required by February 23)
• Standard Tuition: $270 per site, per webinar (payments made by February 24)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructors

Katherine Atkinson, Barbara Haga, Meghan Droste

Series Description

Equal Employment Opportunity claims can be a long and often complicated process, and some challenges are a bit more troublesome than others. It’s those topics we are tackling during this four-part webinar series. Why should know the Supreme Court’s recent decision in Babb v. Wilkie? What are steps you can take to avoid an age discrimination claim? What’s the difference between serious health condition and an ADA disability? And what happens if you confuse the two? How do you determine whether a job task is an essential function? How do you define a “prompt and effective” response to a complaint?

We’ll answer these questions and more over the course of four 60-minute webinars, held the first Thursday of the month. Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.

• March 4 – Addressing Age Discrimination in the Federal Workplace: Theories of age discrimination; types of conduct that give rise to age discrimination claims; dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA.
• April 1 – When the ADA and FMLA Collide: Coverage under the FMLA; coverage under the ADA; medical documentation; requesting leave under the FMLA; leave as a reasonable accommodation.
• May 6 – Reasonable Accommodation: A Focus on Essential Functions: Qualified individual with a disability; determining whether job functions are essential or marginal, undue hardship.
• June 3 –Avoiding EEO Mistakes: How Not to Respond to a Complaint: Responding to a discrimination or harassment complaint; avoid creating a retaliation complaint; avoid liability; strength agency’s affirmative defendings.

Price

• Early Bird Tuition: $240 per site, per session (payment made by February 23).
• Standard Tuition: $270 per site, per session (payment made February 24 or later).
• Register for all four webinars by February 23 and pay only $910!

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Registration Form

Instructor

Katherine Atkinson

Course Description

When the Americans with Disabilities Act Amendments Act became effective nearly a decade ago, the law expanded ADA coverage to include more individuals in disability determinations. FELTG Instructor Katherine Atkinson, attorney at law, will take a focused look at three challenging areas in the disability process that have changed in recent years: qualified individuals, essential functions, and undue hardship.

After an overview of the disability accommodation law and analysis, Ms Atkinson will dive into the details, including:

• How to determine whether an individual is qualified for a particular job
• How to decide what job functions are essential, and what job functions are marginal or ancillary
• What factors control an undue hardship determination

This is the third of four webinars in FELTG’s 2021 Navigating Challenges in the EEO Process series.

EEO Refresher Hours: 1

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

• Early Bird Tuition: $240 per site, per webinar (payment required by February 23)
• Standard Tuition: $270 per site, per webinar (payments made February 24 or later)

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructors

Katherine Atkinson, Barbara Haga, Meghan Droste

Series Description

Equal Employment Opportunity claims can be a long and often complicated process, and some challenges are a bit more troublesome than others. It’s those topics we are tackling during this four-part webinar series. Why should know the Supreme Court’s recent decision in Babb v. Wilkie? What are steps you can take to avoid an age discrimination claim? What’s the difference between serious health condition and an ADA disability? And what happens if you confuse the two? How do you determine whether a job task is an essential function? How do you define a “prompt and effective” response to a complaint?

We’ll answer these questions and more over the course of four 60-minute webinars, held the first Thursday of the month. Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.

• March 4 – Addressing Age Discrimination in the Federal Workplace: Theories of age discrimination; types of conduct that give rise to age discrimination claims; dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA.
• April 1 – When the ADA and FMLA Collide: Coverage under the FMLA; coverage under the ADA; medical documentation; requesting leave under the FMLA; leave as a reasonable accommodation.
• May 6 – Reasonable Accommodation: A Focus on Essential Functions: Qualified individual with a disability; determining whether job functions are essential or marginal, undue hardship.
• June 3 –Avoiding EEO Mistakes: How Not to Respond to a Complaint: Responding to a discrimination or harassment complaint; avoid creating a retaliation complaint; avoid liability; strength agency’s affirmative defendings.

Price

• Early Bird Tuition: $240 per site, per session (payment made by February 23).
• Standard Tuition: $270 per site, per session (payment made February 24 or later).
• Register for all four webinars by February 23 and pay only $910!

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructor

Deborah Hopkins

Course Description

One of the biggest discoveries of the pandemic has been how well federal employees have transitioned to telework. That’s good since most will continue to work remotely for the foreseeable future, and increased telework appears to be in many agencies’ long-term plans.

But telework isn’t for everyone, and some employees will struggle regardless of whether they’re at home or in an office. Poor performance and misconduct can never be overlooked, particularly under a new administration in which accountability is prioritized.

FELTG’s flagship courses, such as UnCivil Servant, have empowered supervisors and their advisors to confidently handle the challenges that come with supervising federal employees. Using the UnCivil Servant framework, FELTG President and attorney at law Deborah Hopkins will address and provide guidance on handling employee conduct and performance issues during a pandemic.

Over the course of 90 minutes, Ms. Hopkins will address challenges such as remote employees, who:

• Misuse technology or violate time and attendance protocols.
• Fail to perform their critical element(s) at an acceptable level.
• Request telework as a Reasonable Accommodation.

It’s imperative to agency mission that you use the right tools to swiftly and effectively address poor performance and misconduct, regardless of where the employee is doing – or NOT doing – the actual work.

Learning Objectives

Attendees will learn how to:

• Take disciplinary action against a teleworking employee.
• Determine whether you have enough evidence that a non-performer should be put on a demonstration period during emergency telework.
• Manage a demonstration period remotely.

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Price

Early Bird Tuition (payment required by May 3): $270

Standard Tuition (payment made by May 4 or later): $300

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Individual Registration Form

More Americans are receiving COVID-19 vaccinations each day. But while the vaccine is helping eradicate the virus, it hasn’t put an end to pandemic-related EEO challenges. If anything, the increased availability of the COVID vaccines has created some new and even more difficult EEO quandaries.

Attorney Katherine Atkinson helped FELTG customers navigate these uncharted waters in 2020, and now she returns with more answers and the latest available guidance, including how to respond to employees who won’t take the vaccine due to disability, or religious reasons.

No doubt about it. The federal workplace was turned upside down in 2020 as more than a million employees suddenly became full-time teleworkers. While employees vanished from the physical workplace, EEO problems did not.  Meanwhile, EEO issues rose for health care providers, security officers, law enforcement officials, and other essential workers. These EEO problems have gotten more challenging — and many of the situations arising have no legal precedent.

Ms. Atkinson will explain how applying the basic EEO framework can answer the aforementioned and other puzzling EEO questions you may suddenly face. Because Ms. Atkinson will use a legal analysis to address these challenges, the answers and guidance you receive during this virtual training will be useful long after the coronavirus is gone.

Topics covered will include answers to these questions:

• Can you require that an employee take the vaccine before returning to the workplace?
• What if an employee refuses to take the vaccine, but is also not in a position that can be done remotely?
• If a supervisor treats an employee like she has COVID-19, could that employee have a “regarded as” claim under the ADA/Rehabilitation Act?
• How would you handle an employee’s claim that he’s being harassed because he is at high risk for COVID-19, or has recovered from the virus?
• Can you direct someone with asthma to telework when she prefers to work in the office?
• Does asking the pre-vaccination screening questions create a violation of Title II of the Genetic Information and Nondiscrimination Act?

Plus, you’ll have plenty of opportunities to ask questions about the unique problems you’re facing during these unprecedented times.

Learning Objectives

Attendees will learn how to determine:

• Whether an employee with COVID-19 or pre-existing respiratory sensitivities should receive a reasonable accommodation.
• How OPM’s telework flexibilities impact the federal workplace.
• When and how to take action against pandemic-related harassment and discrimination.

This program runs from 1:00 – 4:30 eastern, with a 30-minute break from 2:30 – 3:00 eastern.

3

This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.

Download Individual Registration Form

Price

• Early Bird Tuition (register by May 18): $340
• Standard Tuition (register May 19 or later): $380
• Rates per registrant.
• Want to register a group? Group discounts for 10 or more attendees are available through May 18. Contact FELTG.

Event FAQs

• Can I attend Virtual Training from my government computer?
  • FELTG uses Webex to broadcast this Virtual Training Institute event. Many government computers and systems allow Webex access. If for some reason your firewall will not allow access, you’re welcome to use your personal email address to register, and to attend the sessions from your personal device.
• Can I earn CLE credits for this class?
  • CLE applications are the responsibility of each attendee; FELTG does not apply for the credits on behalf of attendees.  If you are seeking CLE credit, attendees may use the materials provided by FELTG in submission to your state bar. Attendees may also request a certificate of completion which will contain the number of training hours attended.
  • What if I want to attend a session but have a schedule conflict?
    • FELTG also plans to offer this live event periodically, so check our calendar for upcoming dates.
• Can I share my access link with co-workers?
  • No. Registration for this event is per individual, and access links may not be shared. Each link may only be used by one person.
• Can I register a teleworker?
  • This event is individual registration, so the cost is the same whether the person is teleworking or in an agency facility.
• How do I receive a group rate discount?
  • Group rates are available for agencies registering 10 or more individuals. Group discounts are available through May 18.

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

Download Registration Form

Instructors

Katherine Atkinson, Barbara Haga, Meghan Droste

Series Description

Equal Employment Opportunity claims can be a long and often complicated process, and some challenges are a bit more troublesome than others. It’s those topics we are tackling during this four-part webinar series. Why should know the Supreme Court’s recent decision in Babb v. Wilkie? What are steps you can take to avoid an age discrimination claim? What’s the difference between serious health condition and an ADA disability? And what happens if you confuse the two? How do you determine whether a job task is an essential function? How do you define a “prompt and effective” response to a complaint?

We’ll answer these questions and more over the course of four 60-minute webinars, held the first Thursday of the month. Sessions will be held on Thursdays from 1:00 – 2:00 p.m. ET.

• March 4 – Addressing Age Discrimination in the Federal Workplace: Theories of age discrimination; types of conduct that give rise to age discrimination claims; dos and don’ts when discussing age-related topics in the workplace including retirement, OWBPA.
• April 1 – When the ADA and FMLA Collide: Coverage under the FMLA; coverage under the ADA; medical documentation; requesting leave under the FMLA; leave as a reasonable accommodation.
• May 6 – Reasonable Accommodation: A Focus on Essential Functions: Qualified individual with a disability; determining whether job functions are essential or marginal, undue hardship.
• June 3 –Avoiding EEO Mistakes: How Not to Respond to a Complaint: Responding to a discrimination or harassment complaint; avoid creating a retaliation complaint; avoid liability; strength agency’s affirmative defendings.

Price

• Early Bird Tuition: $240 per site, per session (payment made by February 23).
• Standard Tuition: $270 per site, per session (payment made February 24 or later).
• Register for all four webinars by February 23 and pay only $910!

Teleworkers may be added to a main site registration for $50 per teleworker, on a space-available basis.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Individual Registration Form

Course Description

The country and its workplaces are eyeing a return to pre-pandemic normalcy. But normal didn’t equate to perfect before COVID-19, and it won’t be that way after. As virus-related restrictions began to ease in recent weeks, news networks shifted their focus to a string of deadly violence across the country. The network attention was new, but the violence wasn’t. It had been on the upswing before the pandemic even arrived.

It’s not hyperbole to suggest that a violent threat (whether by gun, knife, vehicle, bomb, or mob) in or near your workplace would be the most demanding and traumatic situation you’ve ever faced.  Unfortunately, the federal government is not immune from this violence, as recent events at the Capitol illustrate. This training aims to provide you with the knowledge and foresight to be as prepared as you can be.

During this special 2-hour event, you will learn how to:

• Efficiently and effectively address threats of violence made by an employee, customer, known entity, or stranger with anti-government motivations.
• Understand the role of Federal law enforcement in managing a crisis.
• Implement best practices for workplace safety.

This special FELTG Town Hall is a rare opportunity to discuss this difficult topic as it applies specifically to the federal workplace. It’s a must-attend for Law Enforcement Officers, HR directors, L/ER specialists, EEO professionals, agency counsel, supervisors, union officials, and employees, or anyone else in your agency who wants to learn about bystander intervention, de-escalation techniques, and other tools for handling threats of violence.

Our panel provides unique experience and expertise. As co-founder and a senior vice president at Xferall, Shana Palmieri has more than 15 issues of direct clinical experience in areas including emergency psychiatric assessment and treatment, domestic violence, chronic homelessness, mental health, and substance use disorders. Attorney at Law Deborah Hopkins is president of FELTG and co-author of UnCivil Servant: Holding Employees Accountable for Performance and Conduct. And the majority of Ann Boehm’s 26-year career as a government attorney was spent in law enforcement organizations.

This LIVE event also provides several opportunities to ask questions.

Download Individual Registration Form

Instructor

Shana Palmieri

Ann Boehm

Deborah Hopkins

Price

• Early Bird Tuition: $295 (register by June 11).
• Standard Tuition: $345 (register by June 12-28).
• Rates per registrant.

Event FAQs

• Can I attend Virtual Training from my government computer?
  • FELTG uses Webex to broadcast this Virtual Training Institute event. Many government computers and systems allow Webex access. If for some reason your firewall will not allow access, you’re welcome to use your personal email address to register, and to attend the sessions from your personal device.
• Can I share my access link with co-workers?
  • No. Registration for this event is per individual, and access links may not be shared. Each link may only be used by one person.
• Can I register a teleworker?
  • This event is individual registration, so the cost is the same whether the person is teleworking or in an agency facility.
• Can I earn CLE credits or EEO refresher training for this class?
  • CLE applications are the responsibility of each attendee; FELTG does not apply for the credits on behalf of attendees.  If you are seeking CLE credit, attendees may use the materials provided by FELTG in submission to your state bar. Attendees may also request a certificate of completion which will contain the number of training hours attended.
• How do I receive a group rate discount?
  • Group rates are available for agencies registering 10 or more individuals. Group discounts are available through June 11.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese

Course Description

President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.

FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees.  Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.

There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.

You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and 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).

2021 dates:

March 9: 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 23: 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 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.

April 20: 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.

May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.

May 18: 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.

June 1: 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.

June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.

June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.

July 27: 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 10:  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 24: 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.

August 31: 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 March 1).
• Special series discounts available through March 1: $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 March 2 or later).

Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.

Have a large group teleworking? Contact FELTG for information on group discounts.

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.