Supervisory Training Courses

Group of three professionals discusses document in hand

At FELTG, we understand how important the managers and supervisors are to every agency’s workforce. These training courses are specifically designed to meet essential training requirements and provide your supervisors with the skills they need to effectively manage their employees within the guidelines of the law. Managers and supervisors who attend FELTG training learn how to comply with President Trump’s Executive Orders and how to streamline procedures for handling poor performance per OPM and OMB requirements. From first-line supervisors to senior executives, federal managers at all levels will benefit from the various adaptations of these programs.

Several of these courses, as well as all of FELTG’s Leadership and Team Effectiveness courses, align with the Office of Personnel Management’s Executive Core Qualifications. The ECQs are required for entry to the Senior Executive Service and are used by many departments and agencies in selection, performance management, and leadership development for management and executive positions. 

To find out how these courses align with OPM ECQs, click here.

MG-1: UnCivil Servant: Holding Employees Accountable for Performance and Conduct (1-2 days)

FELTG’s flagship course UnCivil Servant empowers federal supervisors to confidently handle the challenges that come with supervising in the federal workplace. We hope that you never have to fire an employee. But it’s important that you have the tools to effectively address poor performance and misconduct, should the need arise. UnCivil Servant identifies misconceptions about performance and misconduct-based actions and provides you with simple step-by-step guidance for taking swift, appropriate and legally defensible actions.
Course Topics: Supervisory authority; employee rights; fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; handling performance problems; implementing an Opportunity to Demonstrate Acceptable Performance; removal for unacceptable performance in 31 days. 
Note: This course fulfills the 5 CFR 412.202(b) mandatory training requirements for new supervisors.

MG-2: The Supervisor’s Role in EEO (1 day)

For many federal supervisors, the EEO process is mysterious and foreboding. With this course, FELTG aims to make it less so. Federal supervisors have a role to play in the EEO process – and it’s an important one. FELTG’s experienced instructors describe that role in detail and provide specific guidance of how to handle each step along the way. Failure to understand the process will lead to costly mistakes, especially if the complaint reaches the EEOC. Attendees will leave this course with a thorough understanding of Equal Employment law basics.

Course Topics: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; what to do if you’re a Responding Management Official in a complaint; defending against frivolous complaints; EEO witness tips.

MG-3: Preventing and Correcting Sexual Harassment in the Federal Workplace (1/2-1 day)

The #MeToo movement has had a noticeable influence on the workplace. There has been a noticeable increase in sexual harassment complaints, according to EEOC reports. Supervisors who attend this course will learn their responsibilities to respond to harassment claims, as well as how to effectively address situations before they rise to the level of harassment.

Course Topics: Definition of sexual harassment; circumstances that constitute harassment; roles in harassment; tangible employment actions; hostile work environment harassment; same-sex harassment; strategies for prevention.

MG-4: Supervising in a Unionized Environment (1 day)

Does it sometimes feel like there are different rules for employees in unions? Well, there are. And if you supervise bargaining unit employees, you need to know those rules. This course will explain those rules and everything else federal supervisors need to know about federal labor unions.

Course Topics: Collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; union representative rights to participate in meetings; controlling official time; handling information requests.

MG-5: Effectively Managing and Communicating with Federal Employees (1-2 days)

There is a significant difference between managing and leading, and we’ll explain that difference in detail. Attendees will leave this training with the know-how to use social styles to communicate and manage conflict with precision, and a structured approach to high-stakes conversations.

Course Topics: Identifying and honing your supervisory skills; managing difficult employee personality types; managing a multigenerational workforce; managing a mobile workforce; using structured communication with your employees; conflict resolution skills; utilizing a team-based approach in the federal government.

MG-6: Leave-Related Discipline & Medical Removals
(1 day)

Federal employees enjoy a wide variety of leave-related benefits. And sometimes they enjoy a little too much leave. Can you discipline, or even remove, an employee for taking too much leave? You most certainly can, but it’s not easy. Let FELTG walk you through all the charges and rules, as well as how to handle employees are unable to perform the job due to medical reasons. The course includes a workshop to help you hone the skills you need to handle the most challenging leave situations.

Course Topics: Handling the leave abuser according to the legal discipline process; documentation necessary to discipline an employee for leave abuse; steps to disciplining leave abusers; AWOL charges; leave restriction; excessive absence removals; medical inability to perform removals. 

MG-7: Making Performance Plans Work (1 day)

Don’t let your poor performance drag your unit or your agency down.  This one-day course will give you the direction you need to effectively and quickly deal with poor performance in the federal workplace – and to be able to survive third-party review.

Course Topics: Legal and regulatory background; environment; system requirements; performance plan elements and standards; feedback; applying performance plans; MSPB decisions on performance measures; Performance Plan Review Workshop; Within-Grade Increases; unacceptable performance; Opportunity to Demonstrate Acceptable Performance; taking performance-based actions.

MG-8: Understanding Misconduct Investigations (1-2 days)

This one- or two-day dive into investigations provides managers and supervisors with a thorough grasp of how misconduct should be investigated to withstand third-party scrutiny.

Course Topics: Investigative authority; investigative interviews; witness rights in a unionized organization; comparative liability; collecting penalty evidence; what supervisors should know about reprisal and retaliation.

MG-9: Handling Behavioral Health Issues and Threats of Violence in the Federal Workplace (1-2 days)

These are the kind of workplace challenges that make you pause and, sometimes, doubt yourself. What should you do if someone threatens violence at your agency? How can you best prepare yourself to protect the lives of those around you? Are there risk factors that might give you an indication of when someone will become violent? What do you do when an employee with bipolar disorder is going through a manic phase? Our behavior health expert will provide you with real answers – once that require more understanding more than the law says. For federal managers, these topics are too important to ignore.

Course Topics: Your agency’s legal obligation to provide its employees with a safe workplace; ADAAA requirements on accommodating individuals with mental impairments and other behavioral health issues; types of mental disabilities and how they may exhibit in the workplace; the “direct threat” analysis; dealing with suicidal employees; dos and don’ts when working employees who have behavioral health issues; myths and facts about targeted violence in the workplace; individual characteristics that put an employee at higher risk of committing an act of violence; steps to take if someone becomes violent in the workplace; developing and implement an in-house threat management team to deal with threat assessments; risk management; the best ways to keep employees safe during a crisis.

MG-10: Mindset Matters: Making the Transition from Individual Contributor to Supervisor (1 day)

Receiving a promotion is a career highlight. However, if that promotion means you’re now supervising your former co-workers, then it also means you’re about to navigate the trickiest part of your career. This one-day course is perfect those who have been promoted, or hope to be promoted at some point, and will cover the following competencies — leading people, resilience, decisiveness, flexibility.

Course Topics: Assessing existing managerial knowledge, skills, behaviors, and confidence; understanding the art and science behind managing others; differentiating between a general mindset, positional mindset, and job-specific mindset; understanding the traits that directly correlate with the ability to accurately assess performance; create a personal development strategy to transition to supervision. 

MG-11: Leadership Deep Dive (1-2 days)

Take one or two days to submerge yourself into this interactive course led by nationally recognized leadership scholar and trainer Dr. Anthony J. Marchese and you’ll leave with a roadmap for continuously improving your leadership skills. The four areas of content (Leading Self, Leading Others, Leading Teams, Leading the Agency) can be emphasized and focused on the needs of the group in attendance.

Course Topics: Equipping individuals at all levels with the knowledge, skills, behaviors, and confidence to lead with excellence; research-inspired best-practices and a practice-driven approach to increasing leadership effectiveness; self-assessments; an easy-to-remember framework for managing conversations with employees; strategies for cultivating high-performing teams; recommendations to increase your influence within your agency.

MG-12: The High-Performing Team (1 day)

This  interactive, full-day learning experience is based upon Social Styles, an industry-tested assessment that helps leaders leverage individual personality types and strengths to promote accurate communication, diminish unhealthy conflict, and increase individual and collective performance. The High-Performing Team, led by nationally recognized leadership scholar and trainer Dr. Anthony J. Marchese, includes assessments, relevant articles and videos, real-life simulations, and practical suggestions for ongoing sustainability

Course topics:  The neuroscience behind peak performance; the composition of teams of excellence; strategies to understand and negotiate individual difference; align team goals with those of the agency.

MG-13: Developing & Defending Discipline: Holding Federal Employees Accountable (3 days)

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true. FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration.

Course Topics:

Day 1 – Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Day 2 – Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Day 3 – Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Note: This course fulfills the 5 CFR 412.202(b) mandatory training requirements for new supervisors.

MG-14: Managing Federal Employee Accountability 
(5 days)

One of the biggest myths about federal employees is that it’s very difficult to hold them accountable. This five-day program will disprove that myth, while making lives much easier for the supervisors who attend. Our presenters will explain how to take defensible misconduct and performance actions quickly and fairly. This is the only course that teaches supervisors the skills to manage in a unionized environment and to handle leave abuse, EEO complaints, and reasonable accommodation requests? Attendees will also learn workplace management, communication, and leadership skills that will help when dealing with the most challenging situations and employees. And then there’s this bonus: The course fulfills the 5 CFR 412.202(b) mandatory training requirements for new supervisors. 

Course Topics (note: the order of training days may be altered based on instructor availability):

Day 1 – Uncivil Servant: Holding Employees Accountable for Performance and Conduct: Fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; implement an Opportunity to Demonstrate Acceptable Performance; removal for unacceptable performance in 31 days.

Day 2 – The Supervisor’s Role in EEO: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; what to do if you’re a Responding Management Official in a complaint; EEO witness tips.

Day 3 – Essential Management Skills for Federal Supervisors: Communicating effectively with employees; managing a multigenerational workforce; handling difficult employees; managing a mobile workforce; mentorship; identifying your leadership skills; bullying v. harassment; “robust debate” and union employees.

Day 4 – Managing Employee Leave Abuse: Types of leave and leave entitlements; overviews of Family and Medical Leave Act; Office of Workers Compensation Program absences; leave as a reasonable accommodation under the Americans with Disabilities Act; leave as religious accommodation; leave abuse; alternative, modified and compressed work schedules; managing telework; the magic of Medical Inability to Perform removals.

Day 5 – Supervising in a Unionized Environment: What every supervisor should know about federal labor unions; collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; controlling official time; handling information requests.


Day 5 – Effectively Managing and Communicating with Federal Employees: Managing vs. leading; identifying and honing your supervisory skills; managing difficult employee personality types; managing a multigenerational workforce; managing a mobile workforce; using structured communication with your employees; conflict resolution skills; utilizing a team-based approach in the federal government.

MG-15: The Performance Equation: Providing Feedback That Makes a Difference (1/2-day)

There is one action you can take that, when done effectively, could have a major impact on your team’s morale and productivity, and that is providing employees with honest feedback.  This half-day training experience will equip participants to nurture a culture of candor, while exposing feedback myths and ineffective practices.

Course Topics: Tools and frameworks for training others to provide feedback; and best practices for nurturing a culture of healthy and actionable feedback.

MG-16: Jumping In: Be Confident When Managing Conflict (1 day)

Conflict is going to happen. And the best thing a manager can do is address it confidently. Avoiding conflict or failing to address it effectively will put a serious crimp in agency morale and productivity. This simulation-based training will examine conflict through interpersonal relationships as well as within teams. Attendees will leave with an invaluable skill in their supervisory toolbox.

Course Topics: Reassessing beliefs about conflict; the dimensions of conflict; misconceptions about conflict; benefits of conflict; practical strategies for facilitating conflict.

Upcoming Supervisory Training Events

Webinar Series – Supervising Federal Employees: Managing Accountability and Defending Your Actions
Apr 14 @ 1:00 pm – 2:00 pm

FELTG is making its webinars easier to access during the COVID-19 closures and emergency telework scheduling, to ensure that proper training is still available when the majority of employees are working at home. Contact us at 844.283.3584 or to find out how this applies to our webinars, or how you can bring FELTG’s off-the-shelf or custom webinars directly to your agency.

Download Registration Form


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

Course Description

Those of you who supervise federal employees know it can be a frustrating calling, especially when you face so many new and challenging issues amid complex and changing laws.

Help is on the way. Register now for one, several, or all of the courses in FELTG’s comprehensive webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions. No other training provides the depth and breadth of guidance federal supervisors need to manage the agency workplace effectively and efficiently.

Over the course of 14 webinars, FELTG’s experienced and knowledgeable instructors provide support on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse, and much much more.

This unique series has been updated to address the most timely and important topics supervisors are facing right now. The 60-minute webinars, held every other Tuesday from 1 – 2 p.m. eastern time, will expand upon legal principles to provide attendees with the necessary tools and best practices. Plus, you’ll have a chance to ask questions and get answers from FELTG instructors – in real time.

As an added bonus, this series fulfills OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).

2020 dates:

March 3: The Foundations of Accountability: Performance vs. Misconduct: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.

March 17: Writing Effective Performance Plans: Performance management; understanding the performance appraisal system; defining elements and standards; drafting standards according to legal requirements; creating the performance plan.

March 31: Preparing an Unacceptable Performance Case: Performance accountability in a nutshell; preparing and executing a performance demonstration period; proof and evidence standards.

April 14: Addressing Special Challenges with Performance: Permutations on performance accountability and the performance warning period; performance standards with multiple sub-components; managing teleworker performance; what do when a poor-performing employee requests reasonable accommodation.

April 28: Providing Performance Feedback That Makes a Difference: Communicating performance expectations; providing ongoing feedback; positive vs. negative framing; why you shouldn’t wait until the mid-year to discuss performance issues; what OPM says about mentorship; leader as mentor.

May 12: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action. 

May 26: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability. 

June 9: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer. 

June 23: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 7: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.

July 21: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination. 

August 4:  Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship. 

August 18: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity. 

September 1: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs. 


Early Bird Tuition:

  • $240 per site, per session (payment required by Feb 24).
  • Special series discounts available through February 24: $2,925 for the first 13 webinars or $3,150 for all 14. See registration form for details.

Standard Tuition: 

  • $270 per site, per session (payments made Feb. 25 or later).


Teleworkers may be added to a primary site registration for $40 each, per session, on a space-available basis.

Virtual Training Event: Emerging Issues in Federal Employment Law
Apr 21 – Apr 23 all-day

Download Individual Registration Form

Event Description

These are challenging times for the federal workforce. Over three days, the FELTG Virtual Training Institute will broadcast nine live instructor-led sessions, aimed at providing you with the latest legal and practical guidance to meet these current challenges.

Renew your efforts to hold employees accountable for performance and conduct. Review your responsibilities regarding leave, reasonable accommodation, investigating harassment, and preventing discrimination in the workplace. Stay current on case law. Learn strategies for managing teleworkers – and for managing your own stress and handling employee stress during these trying times. And much more.

There’s no need to feel isolated – even if you’re working alone at home. The open enrollment FELTG Virtual Training Institute’s Emerging Issues in Federal Employment Law program offers opportunities to ask questions of FELTG’s experienced instructors, and get answers in real time. Plus, we’ll provide a forum for participants to get in touch and discuss the issues after the sessions are over.

You can register for any of the sessions individually. You can register for a whole day. Or you can register for the whole program. Earn CLE credits and EEO refresher training credits. Three days. Nine sessions. Eight instructors. We’d love to have you join us.

Download Individual Registration Form

Tuesday, April 21, 2020

Performance, Conduct and Legal Updates

Session 1
10:30 am – 12:00 pm EDT
Accountability for Conduct: Taking Defensible Disciplinary Actions
Presented by Deborah J. Hopkins, Attorney at Law, FELTG President

Course Description: This session begins with a discussion on the foundation of supervisory authority, and it will clarify the too-common misconceptions that prevent federal agencies from taking successful misconduct actions against employees. Attendees will learn the five elements that must be present in a disciplinary case, with a special focus on penalty justification and due process requirements. Attendees will leave with the guidance necessary to take defensible actions quickly and fairly – and to ensure that those actions will withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Earn 1.5 CLE credits.

Learning Objectives

Attendees will learn how to:

  • Understand the legal definition of discipline, and which corrective actions are not discipline under the law.
  • Identify the legal elements required in every disciplinary case, and the standard of proof to take a defensible action.
  • Use the Douglas Factors in penalty determination.

Session 2
1:00 – 2:30 pm EDT
Unacceptable Performance: Streamlining the Procedures
Presented by William Wiley, Attorney at Law, FELTG Past President

Course Description: When it comes to poor performance, the one action you can’t afford to take is not taking action. Yet, when you do take a performance-based action, there are limitless mistakes that can trip you up and result in lost appeals. During this session, Bill Wiley shares the tools you need to confidently and effectively address poor performance, including initiating a performance demonstration period/PIP, the evidence and documentation needed to justify a performance-based action, and a secret trick on removing an employee for poor performance without using a demonstration period/PIP. After this session, attendees will have the tools necessary to remove an unacceptable performer in 31 days. Earn 1.5 CLE credits.

Learning Objectives

Attendees will learn how to:

  • Recognize the standards of proof needed for a performance-based action.
  • Implement recent Executive Orders and OPM guidance into your performance procedures.
  • Successfully take a defensible performance-based action.

Session 3
3:00 – 4:30 pm EDT 
Federal Employment Law Update: Recent Developments at the EEOC, FLRA and MSPB
Presented by Ann Boehm, Attorney at Law, FELTG Instructor

Course Description: In the world of federal employment law, things can change quickly; there has been more action in the past three years than in the last 35 years before. Join FELTG Instructor Ann Boehm for a review of the most recent and relevant cases, regulations, studies and reports from the EEOC, FLRA and MSPB, plus information from OPM and the Office of Special Counsel. She will also cover the very latest on Executive Orders 13836, 13836, 13837 and 13839. Attendees will leave with knowledge of recent developments and with an in-depth analysis of the current employment law climate and its impact on the federal workplace. Earn 1.5 CLE credits.

Learning Objectives

Attendees will learn how to:

  • Identify the most critical recent decisions from the EEOC and FLRA.
  • Explain the status and impact of President Trump’s Executive Orders regarding the federal workplace.
  • Understand the current status of the MSPB and how the lack of quorum impacts agency actions and appeals.

Wednesday, April 22, 2020

Managing and Advising During the COVID-19 Pandemic and Beyond

Session 4
10:30 am – 12:00 pm EDT
Handling Current Leave Challenges in the Federal Workplace
Presented by Barbara Haga, President/Federal HR Services, FELTG Senior Instructor

Course description: Barbara Haga will review some of the most pressing issues involving leave, including tough questions related to FMLA and sick leave, the paid family leave provisions expected to go into effect in October, and the flexibilities related to leave tied to the COVID-19 pandemic including weather and safety leave. Attendees will come away with an array of knowledge for handling the leave issues they’re likely to face in the coming weeks and months, and will be equipped for a successful return to more normal operations in the future.

Learning Objectives

Attendees will learn how to:

  • Apply weather and safety leave standards during the COVID-19 pandemic.
  • Identify the provisions of the new paid family leave, and which employees are affected.
  • Manage requests for sick leave and FMLA, from near and far.

Session 5
1:00 – 2:30 pm EDT
Managing a Mobile Workforce: Tools for Accountability
Presented by Deborah J. Hopkins, Attorney at Law, FELTG President

Course description: One of the biggest challenges facing agencies during this COVID-19 Pandemic is that so much of the workforce is no longer in the workplace. How do you handle performance issues? What about conduct? Are work expectations lowered or amended when people telework in emergency situations? What are the pitfalls or best practices for managing employees from afar? Using anecdotes from her decade of experience managing a remote workforce, FELTG President Deborah J. Hopkins will provide the answers and share exclusive tips you shouldn’t miss. Earn 1.5 CLE credits

Learning Objectives

Attendees will learn how to:

  • Communicate expectations to employees who are new to telework.
  • Conduct a performance demonstration period while an employee is working remotely.
  • Identify the telework performance pitfalls for employees and supervisors.

Session 6
3:00 – 4:30 pm EDT
Strategies for Stress: Effectively Coping in a COVID-19 World
Presented by Shana Palmieri, LCSW, FELTG Instructor

Course description: The COVID-19 pandemic has required all of us to make major lifestyle changes, whether you’re in the office or working from home. Our lives have quickly been altered, creating varying levels of anxiety and uncertainty. Change, stress and social isolation can significantly impact your health and job performance. Licensed Clinical Social Worker Shana Palmieri will guide you through how to manage change and stress for yourself and your employees so you can continue to focus on your agency’s mission – from wherever you happen to be working.

Learning Objectives

Attendees will learn how to:

  • Manage workforce disruptions to successfully stay focused on work during the COVID-19 pandemic.
  • Cope with social distancing and social isolation.
  • Recognize and manage stress levels that, when unaddressed, impact your work performance and overall wellness.

Thursday, April 23, 2020

EEO Challenges in the Federal Workplace

Session 7
10:30 am – 12:00 pm EDT
Preventing and Correcting Discrimination: A Focus on Race, Color, and National Origin
Presented by Ricky Rowe, Former National EEO Manager/Veterans Affairs, FELTG Instructor

Course description: During stressful times, there is often a desire to find something, or someone, to blame. In some cases, employees perceive a conflict with agency management to be motivated by an illegal reason. And every now and then, an agency official engages in unlawful discrimination, and then the agency has a responsibility to make amends with the employee. FELTG Instructor Ricky Rowe will use his 38 years of federal sector EEO and HR experience to address these scenarios with a review of relevant EEOC decisions involving employee race, color and national origin, and will share timely and critical information to ensure that your workplace is safe and inclusive for all. Earn 1.5 EEO refresher training hours by attending this session.

Learning Objectives

Attendees will learn how to:

  • Identify the discrimination theories where race, color and national origin could form the basis of a complaint.
  • Recognize and immediately address instances of race, color, and national origin discrimination in the workplace.
  • Determine when language-restrictive policies are discriminatory – and when they are permitted.

Session 8
1:00 – 2:30 pm EDT
Conducting Effective Harassment Investigations
Presented by Katherine Atkinson, Attorney at Law, FELTG Instructor

Course description: If there’s one topic on every agency’s front burner, it’s harassment. FELTG Instructor Katherine Atkinson will explain the differences between EEO and non-EEO harassment, and the critical steps that agencies should take when investigating misconduct. An incomplete investigation could cost you the case, so it’s imperative to understand the requirements for a legally sufficient harassment investigation. Attendees will leave with useful guidance and practical tools to help them complete an effective and thorough investigation. Earn 1.5 EEO refresher training hours by attending this session. Earn 1.5 CLE credits.

Learning Objectives

Attendees will learn how to:

  • Address the issue of harassment as misconduct, not just an EEO issue.
  • Identify the numerous forms that harassment takes.
  • Interview all relevant parties in a harassment investigation: the complainant, the accused, and material witnesses.

Session 9
3:00 – 4:30 pm EDT
Reasonable Accommodation in the Federal Workplace: Challenges and Solutions for 2020
Presented by Meghan Droste, Attorney at Law, FELTG Instructor

Course description: Reasonable accommodation for disabilities intersects with every aspect of the federal workforce: conduct, performance, leave, telework, and more. FELTG Instructor Meghan Droste will explain answers to the most common questions including: What does qualified individual really mean? What is the agency required to do during the interactive process? Must I provide a provisional accommodation? Do I have to grant telework as an accommodation? Is providing a new supervisor a reasonable accommodation? You’ll receive guidance on other perplexing reasonable accommodation challenges, and discuss the mistakes agencies have made in recent cases – so you can avoid similar mistakes. You can’t afford to miss this session. Earn 1.5 EEO refresher hours and 1.5 CLE credits.

Learning Objectives

Attendees will learn how to:

  • Make legal disability determinations.
  • Understand “qualified individual” standard.
  • Provide the most effective reasonable accommodation to allow the employee to successfully perform the essential functions of the job.



  • Early Bird Tuition (register by April 14): One Session = $100  |  Three Sessions = $250  |  All Access = $700
  • Standard Tuition (register April 15-23): One Session = $115  |  Three Sessions = $275  |  All Access = $750
  • Rates per registrant.
  • Want to register a group? Group discounts are available through April 14. Contact FELTG.


Event FAQs

  • Can I attend Virtual Training from my government computer?
    • FELTG uses Zoom Webinars (not Zoom Meetings) to broadcast its Virtual Training Institute events. Many government computers and systems allow Zoom access. If for some reason your firewall will not allow access, you’re welcome to use your personal email address to register, and to attend the sessions from your personal device.
  • How do I claim CLE or EEO refresher credits?
    • This program has been submitted (and we anticipate this program will be approved) for Virginia CLE credits. Members of other state bars must submit for CLE credit on their own. Upon request FELTG will provide attendees with a CLE sample packet containing relevant information they can submit to their state bar. Attendees may also request a certificate of completion which will contain the number of training hours you attended, and will designate how many EEO refresher hours were earned.
  • What if I want to attend a session but have a schedule conflict?
    • FELTG plans to record every session, and will make recordings available for purchase after the conclusion of the event.
  • Can I share my access link with co-workers?
    • No. Registration for this event is per individual, and access links may not be shared. Each link may only be used by one person.
  • Can I register a teleworker?
    • This event is individual registration, so the cost is the same whether the person is teleworking or in an agency facility.
  • How do I receive a group rate discount?
    • Group rates are based on the number of sessions attended by employees in an organization. If an agency wishes to register participants for 45 sessions, a group discount will apply if all registrations received and paid for together. For example, that’s 5 all-access registrations; or 15 people attending three sessions each; or 45 people attending one session each. Group discounts are available through April 14.


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