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Main Site (required for Additional Site registrations):
$275 per connection until September 22
$295 per connection from September 23 - 29
Additional Site for Teleworker:
$55 per connection Now to September 29
The Biden administration continues to alter the federal work environment, and OPM is expected to release new adverse action regulations. But your agency still needs to be able to take performance-based actions now where appropriate. Get valuable guidance directly from a former MSPB administrative judge on how to put together solid performance-based actions that factor in the nuances of today's evolving federal employment landscape.
Drawing on his 28 years with the MSPB, Richard Vitaris will take you through the pros and cons of Chapter 75 and Chapter 43 actions as well as their unique differences related to the work agencies must do to address the burdens of each. You'll also hear about alternative personnel systems like the VA’s Accountability Act.
Know which action to take for your employees' situations — and make your actions stick — by learning how to:
- Properly determine whether the goal is to discipline or rehabilitate a poor performer
- Organize and put together proper documentation to take the appropriate action
- Set deadlines for various steps in the performance-based action process
- Assess each individual situation and what action to take for the good of the agency
- Prepare for challenges to these actions by the poor performer
- And more!
Main Site (required for Additional Site registrations):
$275 per connection until September 29
$295 per connection from September 30 - October 6
Additional Site for Teleworker:
$55 per connection Now to October 6
As your agency carries out the reentry process, you'll face new workforce issues raised by returning and non-returning employees, as well as new iterations of perennial issues. Get guidance on them all from a seasoned federal employment law expert, as attorney Debra D'Agostino explains relevant EEO and ER law and policy plus gives you best practices to comply when instituting your reentry plan across a broad and blended workforce.
Major Content Areas You'll Explore:
- Telework requests, both disability- and nondisability-related
- Other accommodations including leave, comfort animals and new technology
- COVID-19 vaccinations
- Mask mandates for unvaccinated employees
- Leave options related to continued pandemic-related issues
Within each content area you'll dig into specific concerns and learn best practices such as how to:
- Determine if an employee with disabilities who is wanted in the workplace is entitled to remain teleworking as a reasonable accommodation
- Handle vaccine exemption requests related to religious beliefs or disabilities
- Enforce mask mandates for unvaccinated employees
- Respond to an employee's inability to return to in-person work because of childcare issues
- Handle performance/conduct issues related to telework and reentry
- And more!
Plus, you'll learn ideas for making the new normal of telework, hybrid telework and flexible work schedules function successfully while still promoting high performance and collaboration.
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!