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Main Site (required for Additional Site registrations):
$275 per connection until February 2
$295 per connection from February 3 - February 9
Additional Site for Teleworker:
$55 per connection Now to February 9
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 February 8
$295 per connection from February 9 - February 15
Additional Site for Teleworker:
$55 per connection Now to February 15
Increasing accommodation requests. Continued telework. Vaccine documentation … The pandemic has exacerbated the already difficult challenges of requesting and handling employee medical information. In this must-attend webinar, attorney David Weiser will look at medical information through the lens of COVID-19, equipping you to properly request, handle and store medical documentation within the bounds of the law.
You'll learn the types of medical information your agency can request in various situations, including COVID-related requests for reasonable accommodation and requests to remain teleworking, proof of vaccine and exemption requests, and more. You'll also learn the limits on what the agency can ask for and the possible consequences if the rules are not followed.
Along with an update on the latest EEOC guidance and legal challenges to vaccine protocols, you'll gain practical strategies to:
- Determine if medical information can be requested from an employee who appears ill
- Use medical documentation to determine if an employee's claimed long-COVID symptoms constitute a disability
- Respond when an employee refuses to submit sufficient medical information to make a reasonable accommodation determination
- Assure employees about the safety of the workplace without unlawfully sharing information about coworkers' health status
- And more!
Main Site (required for Additional Site registrations):
$275 per connection until March 23
$295 per connection from March 24 - March 30
Additional Site for Teleworker:
$95 per connection Now to March 30
Although reentry will be in full swing in the first half of 2022, widespread use of telework and remote work is expected to continue. The resulting hybrid workforce will present novel management issues, adding to lingering discipline issues stemming from the 2021 vaccination mandate.
In this webinar, noted federal employment law expert Robert Erbe will provide advice on the unique issues involved in managing performance and adverse actions in the new federal workforce. Using relevant case law, agency-wide guidance and his years of practical experience, Mr. Erbe will explain how agencies can tackle the litany of novel workplace issues that will arise and how employee representatives can develop arguments to challenge agency actions.
With OPM having cleared out the remnants of the Trump era Executive Orders, you can confidently apply the evolving rules by gaining a solid foundation in:
- How the Biden administration policies support a hybrid work environment
- What the Santos decision and OPM's response mean for agencies taking performance actions
- Assessing how performance should be evaluated in the new federal workspace
- Determining whether an adverse action should be taken when handling deficient performance
- Identifying how revised rules and regulations impact pre-existing law
- And more