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.
Course Description
The Executive Orders President Biden signed early on in his presidency have significantly changed the face of the federal workplace, leading to changes in workplace diversity initiatives, LGBTQ issues, labor relations official time, union contract negotiation timelines, topics of bargaining, performance and disciplinary actions for non-union employees, clean record settlements, and much more.
If you attended one of FELTG’s recent webinars on the Biden Executive Orders, then you know some of this already. But that’s not enough. OPM guidance has been provided, and that guidance could dramatically change many processes and procedures for Executive Orders 13985, 13988, and 14003. Join FELTG for this new and updated-to-the-minute comprehensive training event where President Deborah Hopkins and Instructor Ann Boehm will dive into the language of the EOs, related OPM guidance, and significant legal decisions, and interpret what it means to your day-to-day operations.
The federal workplace remains in a state of flux. The administration has nominated Kiran Ahuja to lead the Office for Personnel Management and made changes in the leadership of the EEOC and FLRA. Can nominees to the MSPB be far behind? Meanwhile, the majority of federal employees continue to work remotely, yet agencies plan for the return of vaccinated employees. Ms. Hopkins and Ms. Boehm will provide you with all of the latest information on federal employment law-related news and thoroughly explain their impact.
If you missed any of the recent FELTG webinars on the Biden Executive Orders, then hurry up and register. You have a lot to catch up on. If you already attended, this session will build on the last one with newer, updated guidance. In this 90-minute webinar, you will get the answers to all of your questions, such as:
- Does OPM guidance address what to do if your CBAs were already renegotiated?
- How have workplace protections changed for transgender employees?
- How long are Performance Demonstration Periods supposed to be?
- What has become of the OPM regulations implementing EO 13839?
- Is progressive discipline mandatory now?
- What changes if permissive bargaining is now mandatory?
- Are there any restrictions on diversity training?
And you’ll have the opportunity to ask your own questions, and get answers, in real time.
The federal workplace is undergoing a dramatic shift right now, and you can’t afford to miss this training event.
Instructors
Pricing
Early Bird Tuition (price per webinar, payment required by March 29): $295
Standard Tuition (price per webinar, payment made March 30 or later) : $325
Remote working? Teleworker lines may be added to a main site registration for $50 per person, on a space-available basis.
Interested in registering more than 50 attendees? Contact FELTG for information about large group pricing.
Cancellation and No-show Policy for Registered Participants: Event held on Webex. 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
Course Description
The Federal Circuit recently overturned 40 years of precedent in its Santos v. NASA decision, ruling that agencies under MSPB jurisdiction must have substantial evidence that the employee was performing poorly BEFORE the agency is allowed to put the employee on a PIP.
So, what kinds of evidence do you need pre-PIP? Can an employee grieve your decision to put him on a PIP? Who has the burden to prove whether a performance plan was discriminatory? And, exactly how much poor performance is needed to show a “continued” pattern of poor performance, as is now required?
In this 60-minute webinar, FELTG President Deborah Hopkins and FELTG Instructor Bob Woods will explain how this case drastically changes the way agencies handle instances of employee poor performance, and what’s required to satisfy the new requirements in Santos. While this is a significant change, good news: it doesn’t have to be as difficult as you think and, in fact, may even help you protect the agency against claims of reprisal or discrimination. Ms. Hopkins will walk you through other details in Santos and share some of the pitfalls that could lead to a questioning of whether putting the employee on the performance improvement plan was appropriate.
Attendees will learn how to:
- Assess what constitutes “continued” poor performance.
- Determine when there is enough evidence to put an employee on a PIP.
- Document your justification for putting the employee on a PIP.
Price
- Early Bird Tuition (payment required by April 2): $285
- Standard Tuition (payment made by April 3 later): $315
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.
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.
Instructor
Course Description
Executive Order 14003 rescinded limitations on collective bargaining and instructed agency leaders that they “shall elect to negotiate over the subjects set forth in 5 USC 7106(b)(1) and shall instruct subordinates to do the same.” Shall seems to be the critical word here. How should that be interpreted? How is this EO different from the similar Clinton-era EO? How do you determine whether a union proposal is a USC 7206(b)(1) subject? Is insisting to impasse a permissive item an unfair labor practice?
In this 60-minute webinar, Ann Boehm will answer all of these questions, and provide the most up-to-date guidance on permissive bargaining.
Attendees will learn how to:
- Determine best practices in dealing with negotiability determinations in light of EO 14003
- Develop effective negotiation strategies
- Implement communication strategies to ensure mission is not adversely impacted by labor negotiations.
Price
- Early Bird Tuition (payment required by April 12): $240
- Standard Tuition (payment made by April 13 or later): $270
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.
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.
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.
Course Description
Back by popular demand!
The Federal Circuit recently overturned 40 years of precedent in its Santos v. NASA decision, ruling that agencies under MSPB jurisdiction must have substantial evidence that the employee was performing poorly BEFORE the agency is allowed to put the employee on a PIP.
So, what kinds of evidence do you need pre-PIP? Can an employee grieve your decision to put him on a PIP? Who has the burden to prove whether a performance plan was discriminatory? And, exactly how much poor performance is needed to show a “continued” pattern of poor performance, as is now required?
In this 60-minute webinar, FELTG President Deborah Hopkins and FELTG Instructor Bob Woods will explain how this case drastically changes the way agencies handle instances of employee poor performance, and what’s required to satisfy the new requirements in Santos. While this is a significant change, good news: it doesn’t have to be as difficult as you think and, in fact, may even help you protect the agency against claims of reprisal or discrimination. The instrcutors will walk you through other details in Santos and share some of the pitfalls that could lead to a questioning of whether putting the employee on the performance improvement plan was appropriate.
Attendees will learn how to:
- Assess what constitutes “continued” poor performance.
- Determine when there is enough evidence to put an employee on a PIP.
- Document your justification for putting the employee on a PIP.
Instructors
Price
- Early Bird Tuition (payment required by April 30): $290
- Standard Tuition (payment made May 1 or later): $325
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.
Instructor
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.
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.
Instructor
Course Description
Are you aware that Employee Paid Leave (EPL) became effective on March 11, 2021? Did you know that the leave must be paid for by funds set aside by the American Rescue Plan? Have you read through OPM’s guidance on the topic?
No worries. During this 60-minute webinar, FELTG Senior Instructor Barbara Haga will share the details you need to understand the implementation and use of EPL. She will thoroughly explain the requirement that leave be paid for funds set aside by the American Rescue Plan and its impact on agencies and employees. Ms. Haga will also address the specifics of when the leave may be used, applying the pay cap, and understanding the impact on retirement of the use of the leave. The session will include scenarios that illustrate various leave use situations.
Attend this training and you’ll learn how to:
- Identify the eight situations covered by Emergency Paid Leave
- Recognize the type of documentation needed to substantiate each use
- Explain what conditional approval of EPL means
Price
- Early Bird Tuition: $285 per site (payment made by May 17).
- Standard Tuition: $315 per site (payment made May 18 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.
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.
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.
Instructor
Course Description
Remember those Trump Executive Orders that stressed progressive discipline was not mandatory? Well, those EOs are gone — rescinded and replaced by the new administration’s EOs. Does that mean that progressive discipline is now mandatory?
No it’s not, and you’re excused if you weren’t sure. The media has created a legend about the unfireable employee that continues to confuse and mislead many supervisors,
While it’s not mandatory, progressive discipline is a highly effective and useful disciplinary tool, even more so now under the Biden Administration. This 60-minute webinar will lay out the case for when and how to effectively use progressive discipline. FELTG President Deborah Hopkins will explain the foundations of discipline, and discuss cases where progressive discipline was used and cases where it wasn’t, along with the results of those decisions.
Attendees will learn how to:
- Differentiate between performance problems and misconduct
- Identify instances where one act of misconduct was so bad, removal was warranted.
- Understand the tricky concept of comparator employees.
Price
- Early Bird Tuition (payment required by June 1): $240
- Standard Tuition (payment made by June 2 or later): $270
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.
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.
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.
Instructors
Course Description
You don’t have to necessarily be ready to return all employees to the office. But you better have a plan. And it better be in writing. The Biden administration is giving you until July 19 to submit that finalized plan with reentry and post-reentry policies and procedures.
A successful return to the physical workplace plan is going to require more than the safety measures, as there are numerous HR-, EEO-, and legal-related challenges that will need to be addressed in your plan.
Time is winding down. Let FELTG help.
On June 30, FELTG President Deborah Hopkins and instructor Ann Boehm share all of the details you need to consider to successfully return your employees to the physical workspace. While safety is key, your initiatives must “satisfy applicable collective-bargaining obligations and provide ample notice to any employees who will be returning to the physical workplace, who will have altered work schedules, or who will otherwise have altered work circumstances, consistent with the agency’s intended post-reentry work environment.”
Ms. Hopkins and Ms. Boehm will address the challenges you’re likely to face so that they can be adequately addressed in your return-to-work plan. How will you handle leave for those employees who are unable to physically return? What EEO implications must be considered? Can you require that employees be vaccinated? What flexibilities can you offer for those whose child or elder care responsibilities make it difficult to return? How do you charge someone who refuses to report?
This 75-minute webinar will not only provide the answers to these questions, but will give ample time for you to ask our presenters about your own specific challenges.
Price
- Early Bird Tuition: $295 per site, per session (payment made by June 18).
- Standard Tuition: $335 per site, per session (payment made June 19-30).
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.
Instructor
Course Description
In this 60-minute webinar, FELTG instructor Ann Boehm will identify and discuss when the law requires you to provide the union an opportunity to be involved in discussions, focusing on the requirements for a meeting to be considered a formal discussion, the union’s rights and responsibilities when it comes to meetings, what to do when an employee requests union representation for a meeting, and more.
Attendees will learn how to:
- Determine whether a right to representation is the union’s right or the employee’s
- Ensure managers know what are legitimate representational rights for bargaining unit members.
Price
- Early Bird Tuition (payment required by June 21): $240
- Standard Tuition (payment made by June 22 or later): $270
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.
Instructors
Course Description
As agencies prepare to return their employees to the physical workspace, many questions remain. And, unsurprisingly, considering the EEOC’s recent announcement that employers can require vaccinations, most of the questions are related to those possible life-saving shots in the arm. While the White House’s current guidance seems to indicate that vaccines won’t generally be a requirement before a return to the Federal workplace, that word “generally” contains a whole realm of potential exceptions. What about health care workers? Employees who work in close proximity to one another, or to the public? Are agencies permitted to mandate vaccines for certain categories of employees?
Do agencies have to provide a reasonable accommodation of permanent telework for an employee who refuses to get the vaccine for religious reasons? If it’s for health reasons, can you require medical documentation as proof? What if the employee’s position description requires travel, where proof of vaccination may be required?
If you’re looking for answers to these or other vaccine-related questions, join FELTG Instructor and Attorney at Law Katherine Atkinson as she provides the answers and talks the class through how to respond to employee requests for exemptions to a vaccine requirement.
Those who attend this 75-minute webinar, will learn how to:
- Respond to an employee’s request for a vaccine exemption.
- Determine whether an employee’s religion or medical condition warrants an exemption and whether a reasonable accommodation is appropriate.
- Understand when it’s appropriate to ask for medical documentation.
Price
- Early Bird Tuition: $295 per site, per session (payment made by June 30).
- Standard Tuition: $335 per site, per session (payment made July 1-12).
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.
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.
Instructor
Course Description
1
FELTG kicks off its five-part webinar series Reasonable Accommodation in the Federal Workplace with an overview of the the current state of disability law and how the ADA, ADAAA, and Rehabilitation Act apply to federal employees with disabilities. Before you can appropriately manage the complex reasonable accommodation requests you’re likely to receive in the next few months, you need a thorough understanding of the basics. Attendees will learn about:
- Making disability determinations
- What “qualified individual” actually means
- Reasonable accommodation requests
- The interactive process
- Denials of reasonable accommodation
- Reassignment and Medical Inability to Perform removals
Whether you’re an attorney, disability program manager, EEO or HR Specialist or a supervisor, you’ll want to be sure to attend this session.
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 session (payment made by July 2).
- Standard Tuition: $270 per site, per session (payment made July 3 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.
Instructors
Deborah Hopkins, Katherine Atkinson, Meghan Droste
Course Description
One of the most important and complex areas in federal employment law is the obligation to provide reasonable accommodation, whether it’s to qualified individuals with disabilities or for individuals with sincerely held religious beliefs. And the pandemic has made these laws even trickier and more important than usual.
The Americans with Disabilities Act Amendments Act is more than ten years old; the ADA is more than 30, and the Rehabilitation Act is nearing 50. However, too many agencies continue to follow outdated procedures that are not compliant with the law. Because there are so many complexities in the reasonable accommodation process, the best way to avoid pitfalls and to be sure you provide accommodations for people who are entitled is to follow the appropriate steps, in the proper order.
Yet, times change, and we learn new information about medical conditions, while new medications and treatments raise different issues. Technological advances create opportunities that previously didn’t exist. And once-in-a-lifetime pandemics create new, multifaceted challenges.
Updated for 2021, FELTG’s annual five-part series on reasonable accommodation provides an opportunity to re-familiarize yourself with the critical foundation of disability law, and apply it to the ever-evolving federal workplace. The series will tackle everything from the basics of the law to challenges, such as providing accommodations to teleworkers and accommodating invisible disabilities. You’ll learn from the mistakes others have made, as well as how the law differs for religious accommodation. Attend one session, or attend them all.
This series meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.
Click on any event for a full description.
5 (1 per webinar)
Session 1: Reasonable Accommodation Overview and Analysis (July 15)
Session 2: Accommodating Invisible Disabilities (July 22)
Session 3: Telework as Reasonable Accommodation (July 29)
Session 4: Reasonable Accommodation: The Mistakes Agencies Make (August 5)
Session 5: Religious Accommodations: How They’re Different from Disability Accommodations (August 12)
Price
- Early Bird Tuition: $240.00 per site, per session (payment made by July 2).
- Standard Tuition: $270.00 per site, per session (payment made July 3 or later).
- Register for all five webinars by July 2 and pay only $1,150.00!
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.
Instructor
Course Description
A few weeks ago the MSPB released a report called Agency Leader Responsibilities Related to Prohibited Personnel Practices. As part of the report, MSPB has mandated training for agency supervisors and employees on whistleblowing, prohibited personnel practices, and the new disciplinary procedures required under the Dr. Chris Kirkpatrick Whistleblower Protection Act (Kirkpatrick Act) at 5 U.S.C. § 7515.
In some ways, Kirkpatrick discipline looks like traditional Chapter 75 discipline, but in other ways it varies significantly. Don’t be caught unaware. Join FELTG President Deborah Hopkins as she explains all the specifics.
Attendees will learn how to:
- Understand the reasoning behind Kirkpatrick discipline, and the role of the agency head in such actions.
- Identify the three specific PPPs at issue in Kirkpatrick discipline cases.
- Employ the specific requirements for discipline against management officials who reprise against whistleblowers.
Price
- Early Bird Tuition (payment required by July 9): $285
- Standard Tuition (payment made by July or later): $315
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.
Instructor
Course Description
1
Numerous disabilities, such as chronic pain and diabetes, are not always visible or obvious in the workplace. As the federal workforce ages, the number of employees with hidden disabilities continues to grow. And as a result of the pandemic, you’re likely to see more requests for respiratory illnesses and COVID-related conditions, such as chronic fatigue.
Providing reasonable accommodation for so-called invisible disabilities is going to be a major challenge for HR professionals, supervisors, and the people who advise them.
In the second webinar of our Reasonable Accommodation in the Federal Workplace series 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.
Whether you’re an attorney, disability program manager, EEO or HR Specialist or a supervisor, you’ll want to be sure to attend this session.
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 session (payment made by July 2).
- Standard Tuition: $270 per site, per session (payment made July 3 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.
Instructors
Deborah Hopkins, Katherine Atkinson, Meghan Droste
Course Description
One of the most important and complex areas in federal employment law is the obligation to provide reasonable accommodation, whether it’s to qualified individuals with disabilities or for individuals with sincerely held religious beliefs. And the pandemic has made these laws even trickier and more important than usual.
The Americans with Disabilities Act Amendments Act is more than ten years old; the ADA is more than 30, and the Rehabilitation Act is nearing 50. However, too many agencies continue to follow outdated procedures that are not compliant with the law. Because there are so many complexities in the reasonable accommodation process, the best way to avoid pitfalls and to be sure you provide accommodations for people who are entitled is to follow the appropriate steps, in the proper order.
Yet, times change, and we learn new information about medical conditions, while new medications and treatments raise different issues. Technological advances create opportunities that previously didn’t exist. And once-in-a-lifetime pandemics create new, multifaceted challenges.
Updated for 2021, FELTG’s annual five-part series on reasonable accommodation provides an opportunity to re-familiarize yourself with the critical foundation of disability law, and apply it to the ever-evolving federal workplace. The series will tackle everything from the basics of the law to challenges, such as providing accommodations to teleworkers and accommodating invisible disabilities. You’ll learn from the mistakes others have made, as well as how the law differs for religious accommodation. Attend one session, or attend them all.
This series meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.
Click on any event for a full description.
5 (1 per webinar)
Session 1: Reasonable Accommodation Overview and Analysis (July 15)
Session 2: Accommodating Invisible Disabilities (July 22)
Session 3: Telework as Reasonable Accommodation (July 29)
Session 4: Reasonable Accommodation: The Mistakes Agencies Make (August 5)
Session 5: Religious Accommodations: How They’re Different from Disability Accommodations (August 12)
Price
- Early Bird Tuition: $240.00 per site, per session (payment made by July 2).
- Standard Tuition: $270.00 per site, per session (payment made July 3 or later).
- Register for all five webinars by July 2 and pay only $1,150.00!
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.
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.
Instructor
Course Description
1
Telework is one of the the most commonly requested accommodations for individuals who have physical and mental disabilities. And after a year of pandemic-induced work challenges, it’s more clear than ever: Telework can be a very effective accommodation, too. In light of that, you can expect even more reasonable accommodation requests for telework than ever before. Are you ready to do the appropriate interactive discussion and analysis?
Join FELTG President and Attorney at Law Deborah Hopkins for a discussion on this timely topic during the third event in our Reasonable Accommodation in the Federal Workplace webinar series. Ms Hopkins will detail the required three-step process for agencies to be compliant when dealing with reasonable accommodation requests.
From there, she’ll discuss:
- What to do if telework would be an effective accommodation – but something else would work too
- Who gets to choose the accommodation
- What the EEOC says about accommodating an employee’s commute
- When an agency can legally deny telework as an accommodation
Often times the best way to learn is by looking at real-life case studies, so the session will include a discussion on recent federal cases – won and lost – involving telework requests as reasonable accommodation. Because of the cost incurred when handling a reasonable accommodation complaint, your agency EEO staff, reasonable accommodation coordinators, disability coordinators, HR staff and supervisors truly cannot afford to miss this event.
This program meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.
Price
- Early Bird Tuition: $240.00 per site, per session (payment made by July 2).
- Standard Tuition: $270.00 per site, per session (payment made July 3 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.
Instructors
Deborah Hopkins, Katherine Atkinson, Meghan Droste
Course Description
One of the most important and complex areas in federal employment law is the obligation to provide reasonable accommodation, whether it’s to qualified individuals with disabilities or for individuals with sincerely held religious beliefs. And the pandemic has made these laws even trickier and more important than usual.
The Americans with Disabilities Act Amendments Act is more than ten years old; the ADA is more than 30, and the Rehabilitation Act is nearing 50. However, too many agencies continue to follow outdated procedures that are not compliant with the law. Because there are so many complexities in the reasonable accommodation process, the best way to avoid pitfalls and to be sure you provide accommodations for people who are entitled is to follow the appropriate steps, in the proper order.
Yet, times change, and we learn new information about medical conditions, while new medications and treatments raise different issues. Technological advances create opportunities that previously didn’t exist. And once-in-a-lifetime pandemics create new, multifaceted challenges.
Updated for 2021, FELTG’s annual five-part series on reasonable accommodation provides an opportunity to re-familiarize yourself with the critical foundation of disability law, and apply it to the ever-evolving federal workplace. The series will tackle everything from the basics of the law to challenges, such as providing accommodations to teleworkers and accommodating invisible disabilities. You’ll learn from the mistakes others have made, as well as how the law differs for religious accommodation. Attend one session, or attend them all.
This series meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.
Click on any event for a full description.
5 (1 per webinar)
Session 1: Reasonable Accommodation Overview and Analysis (July 15)
Session 2: Accommodating Invisible Disabilities (July 22)
Session 3: Telework as Reasonable Accommodation (July 29)
Session 4: Reasonable Accommodation: The Mistakes Agencies Make (August 5)
Session 5: Religious Accommodations: How They’re Different from Disability Accommodations (August 12)
Price
- Early Bird Tuition: $240.00 per site, per session (payment made by July 2).
- Standard Tuition: $270.00 per site, per session (payment made July 3 or later).
- Register for all five webinars by July 2 and pay only $1,150.00!
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.
Instructor
Course Description
1
Are you likely to outright deny a reasonable accommodation request for leave or a flexible work schedule? Do you think undue hardship is a viable reason to deny most reasonable accommodations? Do you think it’s the supervisor’s responsibility to determine if the individual is really disabled? Have you reached out to an employee’s doctor to find out more about his disability? If so, we have one word for you: Uh-oh.
Oftentimes the best way to learn is by making mistakes. But not when it comes to reasonable accommodation law. Instead, learn from the costly and embarrassing blunders that other agencies have already made. Attorney Robert Woods will review recent EEO cases to share these mistakes so you know how to avoid them.
During this session, the fourth in our Reasonable Accommodation in the Federal Workplace webinar series, attendees will learn:
- What steps to take when an employee informs you of his or her disability
- How to determine if telework would be an effective accommodation
- When leave would be considered an accommodation
- Why undue hardship is rarely a successful defense for denying an accommodation request
Learn how to handle reasonable accommodation requests with confidence.
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 session (payment made by July 20).
- Standard Tuition: $270 per site, per session (payment made July 21 or later).
Teleworkers may be added to a main site registration for $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.
Instructors
Deborah Hopkins, Katherine Atkinson, Meghan Droste
Course Description
One of the most important and complex areas in federal employment law is the obligation to provide reasonable accommodation, whether it’s to qualified individuals with disabilities or for individuals with sincerely held religious beliefs. And the pandemic has made these laws even trickier and more important than usual.
The Americans with Disabilities Act Amendments Act is more than ten years old; the ADA is more than 30, and the Rehabilitation Act is nearing 50. However, too many agencies continue to follow outdated procedures that are not compliant with the law. Because there are so many complexities in the reasonable accommodation process, the best way to avoid pitfalls and to be sure you provide accommodations for people who are entitled is to follow the appropriate steps, in the proper order.
Yet, times change, and we learn new information about medical conditions, while new medications and treatments raise different issues. Technological advances create opportunities that previously didn’t exist. And once-in-a-lifetime pandemics create new, multifaceted challenges.
Updated for 2021, FELTG’s annual five-part series on reasonable accommodation provides an opportunity to re-familiarize yourself with the critical foundation of disability law, and apply it to the ever-evolving federal workplace. The series will tackle everything from the basics of the law to challenges, such as providing accommodations to teleworkers and accommodating invisible disabilities. You’ll learn from the mistakes others have made, as well as how the law differs for religious accommodation. Attend one session, or attend them all.
This series meets the President’s mandate to provide training on diversity, equity, inclusion and accessibility in the Federal workplace.
Click on any event for a full description.
5 (1 per webinar)
Session 1: Reasonable Accommodation Overview and Analysis (July 15)
Session 2: Accommodating Invisible Disabilities (July 22)
Session 3: Telework as Reasonable Accommodation (July 29)
Session 4: Reasonable Accommodation: The Mistakes Agencies Make (August 5)
Session 5: Religious Accommodations: How They’re Different from Disability Accommodations (August 12)
Price
- Early Bird Tuition: $240.00 per site, per session (payment made by July 2).
- Standard Tuition: $270.00 per site, per session (payment made July 3 or later).
- Register for all five webinars by July 2 and pay only $1,150.00!
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.