Holding Federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity precludes the supervisor from initiating a suspension or removal, but […]

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 […]

When the EEOC issues a finding of discrimination, harassment, reprisal, or failure to accommodate, it’s common for the Commission to order mandatory compliance training for the offenders. Sometimes, the orders […]

A reference to dinosaurs, a joke about retirement, or the snide “OK Boomer” – nothing wrong with that if it’s said in fun, right?  Wrong! And if you think those […]

When a complaint is filed with your agency’s EEO office, it’s possible that something very wrong has happened. And it’s possible nothing happened at all. Yet, how agency officials respond […]

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 […]

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 […]

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 […]

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 […]

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? […]

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 […]

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 […]