Advanced Employee Relations Presented by Barbara I. Haga – Register Today!

Attend one, two, or all three days!

Bundled or separate pricing available – see below for details and to download the registration form

Course Summary

If you spend your day answering questions, preparing actions, advising managers, or defending your agency in matters regarding leave and attendance, performance management, and conduct issues, then this class is for you. This course will provide experienced practitioners important information about the fine points of these programs, updates based on OPM regulations and decisions of the Merit Systems Protection Board (MSPB), and practical tips for dealing with some of the thorny problems that these topics can present. Throughout the course, attendees will learn about common pitfalls and how to avoid them. We look forward to seeing you there!

Schedule

Day 1: Leave and Attendance

Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Dealing with abuse of sick leave. Detailed discussion of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Acceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave, including substitution of Paid Parental Leave. Discipline tied to FMLA. Review of LWOP, including when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics – leave transfer, and administrative leave.

Day 2: Performance Management

Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals as required under agency appraisal system. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review. Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance. Includes discussion of Santos requirements.

Day 3: Misconduct and Related Issues

Implementation of a successful disciplinary program, including delegation of authority, role of advisors, warnings and cautions, union contract requirements, use of investigative and notice leave. Analyzing nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements, including requirement for annotating investigative results. Ordering and offering medical examinations. Specific disciplinary situations, including absence and illness related charges such as inability to perform, excessive leave, and individually and agency-filed disability retirement; conduct unbecoming; misuse charges and technology-related misconduct; failure to meet conditions of employment

Pricing

Registration Closed