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Main Site (required for Additional Site registrations):
$275 per connection until October 13
$295 per connection from October 14 - 20
Additional Site for Teleworker:
$55 per connection Now to October 20
As your agency's reentry plan is implemented, you'll likely face another wave of requests for reasonable accommodations – both pandemic-related and otherwise. Join award-winning Disability Program Manager Kendra Duckworth Shock for a walk-through of the interactive process required by the EEOC and how to make it work effectively, so you respond to requests in a timely and efficient manner. You'll go through all the steps, complete with examples of how the process might vary when applied to relatively easy versus more complex accommodations.
You'll take away the tools and best practices needed to:
- Determine if an employee who has been teleworking during the pandemic must be allowed to continue teleworking as a reasonable accommodation
- Determine when part-time or situational telework could be required as an accommodation when full-time telework isn’t reasonable
- Accommodate an employee who is immunocompromised but who must be at the worksite at times
- Address the challenges of accommodating employees in a secure environment
- And more!
As your agency's reentry plan is implemented, you'll likely face another wave of requests for reasonable accommodations – both pandemic-related and otherwise. Join award-winning Disability Program Manager Kendra Duckworth Shock for a walk-through of the interactive process required by the EEOC and how to make it work effectively, so you respond to requests in a timely and efficient manner. You'll go through all the steps, complete with examples of how the process might vary when applied to relatively easy versus more complex accommodations.
Main Site (required for Additional Site registrations):
$275 per connection until October 20
$295 per connection from October 21 - 27
Additional Site for Teleworker:
$55 per connection Now to October 27
One misstep in determining a reasonable penalty can lead to mitigation and even reversals of your agency's adverse actions. And now you have to consider the impact of the new administration, new OPM Director and a potentially new MSPB.
Learn how to get penalty determination right – the first time, every time – directly from the federal community's most trusted expert on the subject. Former MSPB administrative judge and EEOC supervisory attorney Sam Vitaro will share with you his extensive knowledge and practical tips to make proper penalty determinations so yours hold up on appeal.
You'll learn the importance of recent initial decisions and what they indicate about the direction the new MSPB might take. You'll also gain critical guidance you need to know when weighing the Douglas factors, including current law and best practices and how the comparator employee test may change under the new board.
Plus, you'll get Vitaro's expert strategies to:
- Properly weigh a reasonable penalty that can withstand review
- Connect the penalty with the charge and actual misconduct that occurred
- Follow the best path for success by understanding how the board values different factors
- Avoid mistakes in providing due process that can lead to penalty mitigation
- And more!
Main Site (required for Additional Site registrations):
$275 per connection until October 27
$295 per connection from October 28 - November 3
Additional Site for Teleworker:
$55 per connection Now to November 3
With the U.S. Supreme Court's recent Bostock decision and President Biden's Executive Orders 13985 and 14035, your agency is expected to protect and include LGBTQ+ employees in new, and still emerging, ways. Join this webinar to learn about – and learn how to comply with – evolving case law, new governmentwide initiatives and recent EEOC guidance.
Attorney Shannon Leary will explain current LGBTQ+ entitlements and protections under Title VII, as set forth in Supreme Court and EEOC decisions, plus the more expansive inclusion goals and priorities advanced by the Biden administration. You'll leave with an understanding of the scope of the new expectations for your agency to create an environment in which LGBTQ+ employees can openly express their sexual orientation, gender identity and gender expression.
Plus, you'll learn how to meet the dual goals of promoting equity and inclusion of LGBTQ+ employees and ensuring that agency anti-discrimination and anti-harassment policies are compliant, with best practices to:
- Correctly use LGBTQ+ terminology and acronyms
- Facilitate usage of an employee's preferred pronouns and names
- Establish inclusive bathroom, locker room and shower policies
- Respond to negative comments about sexual orientation
- Process discrimination and harassment claims by LGBTQ+ employees under Title VII
- And more!
Main Site (required for Additional Site registrations):
$275 per connection until November 10
$295 per connection from November 11 - November 17
Additional Site for Teleworker:
$55 per connection Now to November 17
Federal professionals involved in the Final Agency Decision process face myriad internal and external challenges, from making decisions that are not adverse to their agency, to meeting difficult regulatory deadlines. Get guidance from expert Maxanne Witkin on how to carry out a timely, effective FAD process so your agency's decisions won't get overturned on appeal.
First, you'll learn about EEOC regulations and case law governing the issuance of FADs as well as the EEOC's position on untimely FADs and inadequate investigations. Then, you'll hear about common EEO complaint investigation shortcomings and get guidance on the elements necessary for a thorough FAD that will support your agency's decision.
You'll leave equipped to overcome obstacles and get better results with best practices to:
- Proceed when a complainant is uncooperative or unavailable during the investigation
- Avoid untimely FADs by using investigation best practices for documentation and witness interviews
- Spot an insufficient record so a supplemental investigation can be ordered in time
- Identify when a FAD request should be dismissed or held in abeyance to avoid wasting agency resources
- Improve the quality of investigation reports to achieve more supportable FADs
- Respond to Congressional inquiries about overdue FADs in a meaningful and professional manner
- And more