Trainings That Meet Your Agency’s Needs

FELTG’s flagship course UnCivil Servant empowers Federal supervisors and advisers to confidently handle the challenges that come with supervising in the Federal workplace. It shatters misconceptions about performance and misconduct-based actions and gives you simple step-by-step guidance for taking swift, appropriate, and legally defensible actions. Wednesday, February 12: Accountability for Conduct and …

The selection and promotion process is an emotional one, especially for those who aren’t selected. If you’re a federal EEO practitioner or supervisor, chances are you’ve had a case where an employee alleges that she was not selected or promoted because of something other than job qualifications – race, sex, …

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

For many, it’s the most difficult and unpredictable part of the workplace investigation — conducting the interview. This is especially the case when the witness has suffered trauma. And it’s likely to happen, considering these sobering statistics: Seven to eight percent will have PTSD at some point in their lifetimes. …

In this 60-minute webinar, FELTG instructor Ann Boehm identifies and discusses when the law requires your agency 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 …

5 USC 7112 of the Federal Service Labor-Management Relations Statute defines the types of positions that must be excluded from the bargaining units. But in the modern workforce, those definitions aren’t always that clear. In this 60-minute webinar, FELTG Instructor Ann Boehm takes you through how to not only identify …

The borderline between on-duty and off-duty became blurred in recent years with the omnipresence of social and media and many employees working from home. Yet, one thing has remained clear and constant: If you’re going to discipline someone for what they do on their own time, you need to show …

Could use of pronouns or names that are inconsistent with an individual’s gender identity be considered discrimination or harassment? Yes. In certain circumstances. Gender identity and related topics are so important that in June 2022 the EEOC introduced a nonbinary gender marker for people to use during the intake process, …

When faced with a case involving appealable adverse actions, an arbitrator must apply the same substantive standards as the Merit Systems Protection Board. The arbitrator must decide whether discipline was appropriate, and also assess whether the agency considered the relevant factors in determining the penalty. Just like an MSPB judge, the arbitrator …

Antisemitism is never acceptable. However, recent remarks by celebrities, athletes, and news networks have made antisemitism seem more commonplace, in all facets of life, including the workplace. Title VII makes it illegal to discriminate against someone based on, among other things, religion. However, this is one of the protected categories …

Be prepared. Be on time. Be civil. These are fairly basic expectations. Yet, they’re often forgotten once parties enter the EEO process. And once in the process, the potential pitfalls only increase. EEOC Administrative Judge Meghan Droste discusses the common mistakes agencies make, from missing important deadlines to missing the …

When a complaint is filed with your agency’s EEO office, it’s possible that something very wrong has happened. Yet, how agency officials respond to that complaint could go a long way toward not only resolving the complaint, but ensuring that you don’t make matters even worse than they are. Too …

Want to reduce conflict, increase productivity, and limit absenteeism, turnover, and even removals? That’s impossible, you say. Maybe not, if you learn how to effectively manage individuals whose behavior repeatedly generates workplace conflict. This two-hour presentation teaches how to recognize employees with high-conflict personalities, whether it’s individuals who blame their peers …

Your agency has ordered some employees to return to the physical workplace, and one of them hasn’t shown up for work for three days straight. He hasn’t contacted his supervisor either. Is the best way to discipline the employee to charge him with AWOL?  What if he comes up with …

Subtle and overt language, joking, off-handed comments, and offensive comments and gestures can lead to a hostile work environment. And that includes ill-advised, even if not ill-intentioned, phrases such as “hold down the fort” and “low man on the totem pole.” Being a respectful communicator means more than just not …

Whether it’s up-and-down roller coaster performers or repeat offenders of misconduct, chronically challenging employees eat up time, create workplace stress, and dampen productivity. And it will only get worse until you address the issue. FELTG President Deborah J. Hopkins shares the tools necessary to address performance issues and lays the …

Maybe you envision yourself donning a Sherlock Holmes hat and cape. Or, perhaps, your model is the masterful Benoit Blanc of Knives Out Mystery fame. If only the work of a Federal administrative investigation was as easy as these fictional detectives make their jobs seem. Instead, there are more than …

Every agency has employees who struggle with performance, but there is a reliable solution for addressing unacceptable performance. A successful Performance Demonstrate Period (DP) will either lead to sustained improved performance or a defensible performance-based removal or demotion. This fast-paced class guides you through the critical steps to reaching that …

What is a microaggression? Can microaggressions ever rise to the level of unlawful workplace harassment? And if they aren’t acts of discrimination, why should you care? During this training, FELTG will explain what microaggressions look like it in their various forms — microinsults, microassaults, and microinvalidations. Plus, we’ll discuss how …

Did you know that the innocent release of medical information can result in an expensive decision against an agency even if no actual harm was done to the employee? This training will explain how and when to collection medical information without going astray of the Americans with Disabilities Act, the …

It’s one thing to say you support DEIA efforts at your agency, but how do you do that? This training will provide the foundation you need to jumpstart your DEIA efforts or take them to the next level. We’ll cover the concept of belonging, preventing and correcting harassment and discrimination, …

Hurry through the Federal hiring process, and not only are you likely to make a mistake in hiring, but you may also end up without sufficient documentation to combat a discrimination complaint. Per Executive Order, your agency should have already taken steps to “advance diversity, equity, inclusion, and accessibility,” and …

Research estimates that around 1% of the population has an autism spectrum disorder, between 5-9% are estimated to have a learning disability, and just under 10% have a diagnosis of ADHD. The ability to recruit and retain neurodivergent employees will make your agency more diverse — and effective. This training …

Whether it’s a disgruntled employee or customer, or a domestic issue that follows an employee to work, workplaces are at a distinct risk of violent incidents. And that risk may be heightened when it’s a Federal workplace. How do you prepare yourself to protect the lives of those around you? …

If a contractor files an EEO complaint against your agency, is your agency liable? Don’t say “No” quite so quickly. The Federal sector EEO process is not exclusively limited to civil service employees. In certain cases, contractors under agency supervision can file EEO complaints if the agency is determined to …

If one of your agency’s employees had a mental health crisis in the workplace, would you know what to do? And with many employees still working remotely, how would you even know? One in six workers are experiencing mental health problems at any given time, according to recent studies. This …

Could use of pronouns or names that are inconsistent with an individual’s gender identity be considered discrimination or harassment? Yes, in certain circumstances. This session will explain how and why proper pronoun use, name use, and recognition of employee gender identity in the workplace is more than just a liability …

How do you determine if an employee has a disability? What does qualified individual mean? What exactly is the interactive process? Do you have to approve telework as an accommodation? And how does the Americans with Disabilities Act, the Amendments Act, and the Rehabilitation Act apply to your agency? This …

From chronic pain and chronic fatigue to depression and diabetes, disabilities are not always visible or obvious in the workplace. And the number of employees with hidden or invisible disabilities continues to grow. This course explains how to properly navigate the laws, regulations, and EEOC guidance while taking a commonsense …

You’ve gone through the interactive process and come up with a reasonable accommodation that both you and the employee think will be effective. Are you done? Not even close. And what happens if a new supervisor comes in and wants to change a long-standing accommodation? Over time, certain accommodations will …

If you’ve ever used undue hardship to deny an accommodation request or asked for more information from an employee’s doctor, we have two words for you: Uh oh. Oftentimes the best way to learn is by making mistakes. But not when it comes to reasonable accommodation law. This course provides …

Potential reasonable accommodations should be discussed by the employee and the agency, through what the EEOC refers to as “the interactive process.” So, what exactly does the interactive process involve? This course explains what agencies need to know when they work with employees on reasonable accommodation, including practical applications and …

This training focuses on a new law that just went into effect in 2023: the Pregnant Workers Fairness Act (PWFA), which requires agencies to provide reasonable accommodations to employees who have medical restrictions related to pregnancy, childbirth, and related conditions. This training will answer the following questions: What are your …

Not everyone has the same definition of “harassment.” While most professionals recognize harassment that violates Title VII, some employees consider it harassment when supervisors provide critical performance feedback or assign work. In between, there are threatening, intimidating, and disturbing acts that are unrelated to protected classes, but nonetheless may be non-EEO …

Most of us know something about service animals, but what about emotional support animals, comfort animals, and the like? Are they permitted in the workplace? The EEOC’s stance that an emotional support animal may be a required reasonable accommodation for a qualified individual with a disability, even if it is not a …

You can’t discipline an employee for AWOL unless it has reached a certain number of days. Employees can’t be removed for AWOL. You can’t be charged AWOL for time that you were physically present in the office. None of these statements are true; they are AWOL myths. This training will …

The Federal Service Labor-Management Relations Statute defines the types of positions that must be excluded from the bargaining units. But in the modern workforce, those definitions aren’t always entirely clear. This course will take you through how to not only identify the applicable statutory provisions, but also provide practical and …

The most difficult and unpredictable part of the workplace investigation – conducting the interview – can be especially challenging when the witness has a behavioral or mental health condition, or violent tendencies. This course will explain temperament traits and personality disorders and provide a road map to help you understand how to …

Any effective misconduct investigation starts with a solid foundation of the law and an understanding of the full scope of your investigation. This class explains the principles that underpin a successful investigation of Federal employee misconduct, including harassment.  You’ll leave with guidance on developing the investigation, from creating a plan …

There are numerous examples of investigations that have gone awry. It could be an investigator’s failure to interview certain witnesses, a failure to take a complainant’s statement into account, or, perhaps, an action, such as a widely shared email, that shows a lack of objectivity. This course will provide guidance …

Why are labor-management relations perpetually adversarial? Are agencies and unions supposed to be working together, or against each other?  How can both sides get along better, as Congress intended? The Federal Service Labor-Management Relations Statute says collective bargaining “safeguards the public interest,” “contributes to the effective conduct of public business,” …

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.” How should this be interpreted? Shall seems to be the critical word here.  In this training, …

Did you know that an arbitrator, much like a Merit Systems Protection Board (MSPB) judge, has the authority to mitigate a penalty if it is outside the bounds of reasonableness? This session will explain how the Douglas Factors came about and provide a detailed look at the role those factors play in the arbitration …

With more Federal employees working remotely, the nature of the Federal workplace has changed. This class will help you design work structures for wellbeing while cultivating a culture of civility and respect. This workshop will provide you with practical, easy-to-implement data-driven insights plus tools and resources that empower high-performing, engaged …

This course will discuss when the law requires you to provide the union an opportunity to be involved in agency meetings with employees, focusing on the requirements for a meeting to be considered a formal discussion. It will also explore the union’s rights and responsibilities when it comes to meetings, …

Selection and promotion processes can be emotional, especially for those who aren’t selected. If you’re a Federal EEO practitioner or supervisor, chances are you’ve had a case where an employee alleges that they were not selected or promoted because of something other than job qualifications. Nonselection cases present agency reps …

Whether you’re currently preparing to negotiate a collective bargaining agreement, or if it’s a year down the road, now is always the best time to ensure that you’re ready for anything.  This training will provide you with key strategies and guidance to ensure you are well-equipped to begin negotiations and …

Just about every Federal labor relations professional has dealt with a union request for information, but they may not have handled it correctly. This training will help anyone dealing with an information request to ensure the agency provides information that it owes the union, but also ensure that the unions …

Working in labor relations requires a firm foundation of the statute, historical perspective, and FLRA decisions, plus an understanding of agency and union rights and responsibilities. Whether you’re new to labor relations or looking for a refresher, this class will provide an overview of the Federal Service Labor-Management Relations Statute …

It’s time for negotiations, and it’s critical not only that you know the current law, but that you have the right skills and know how to choose wisely your words and your battles. This training will cover it all — everything from understanding management rights and management maybes to handling …