Readers' Comments
Total Comments: 40
Page 2 of 4
Page 2 of 4
Ten Critical Mistakes Made by Federal Employees in Trouble
Total Comments: 40
Page 2 of 4
Page 2 of 4
Free Email Newsletter
| Close | Change | YTD | |
| G | $13.0760 | +0.0011 | +2.63% |
| F | $13.4554 | -0.0007 | +6.95% |
| C | $12.9082 | -0.0394 | +23.71% |
| S | $15.5321 | -0.0625 | +27.24% |
| I | $18.2310 | -0.1403 | +27.89% |
| Close | Change | YTD | |
| L 2040 | $15.2768 | -0.0566 | +22.32% |
| L 2030 | $15.1461 | -0.0487 | +19.99% |
| L 2020 | $15.0617 | -0.0401 | +17.13% |
| L 2010 | $15.0897 | -0.0155 | +9.09% |
| L Income | $13.7765 | -0.0111 | +7.76% |
November 21, 2009
Search:
Custom Search
Home | About Us | FAQ's |
Site Map | Terms of Use |
Privacy Policy |
RSS 
|
Twitter 
| Mobile
© 2009 FedSmith Inc. All Rights Reserved.
Critical Mistake 6 Error?
DA
Thu Dec 13, 2007 10:41 AM
Post Reply
"Critical Mistake #6: Engage a Representative with No Interests Other Than Yours"
I think it's supposed to read "Engage a Representative with Interests Other Than Yours"
The paragraph that follows as a "Smart Move" seems to explain why you should hire someone who only works to get what's best for you.
Management
HUD
Thu Dec 13, 2007 11:19 AM
Post Reply
Smart Move #1 – My supervisor made up two stories in order to give me two suspensions. I filed an EEO complaint and the judge ruled in my favor. No disciplinary action was taken against the manager.
Smart Move #2 – "Treat all involved with respect and politely. Diverting attention.." This does not apply to management. They lie and raise unrelated nonsense when they have no case. No disciplinary action will be taken against them.
Smart Move #3 – ".. if you think government lawyers are dumb.." Some are dumb. They are also liars and bigots.
Smart Move #4 –" So either cooperate or find yourself with a, perhaps, more serious charge." Does not apply to management.
Smart Move #5 –" Inventing answers or fudging facts may be cause for additional disciplinary charges." Does not apply to management. Some are sociopaths who are chronic liars and they know that no disciplinary action will result.
Smart Move #7 – "Attorney accepting a contingency fee." No chance of this occurring.
In your defense
Dept of the Navy
Thu Dec 13, 2007 4:19 PM
Post Reply
Having dealt with this with the Dept of Interior I would recommend seeing an attorney very early on, and try not to represent yourself before the EEO or judge unless you can emotionally detach yourself, and of course do your homework on the rules of engagement. Read case law.
Unfortunately
DOI
Thu Dec 13, 2007 5:53 PM
Post Reply
Employees generally go into protection and/or fight mode when their conduct is challenged rather than looking deep inside to see what might have provoked the supervisor to take action. Usually in conduct cases there is history and a "straw" breaks the camel's back. In many EEO and other third party cases the employee becomes so enmired in his/her case that they lose all perspective. They live and breath it every minute and become ineffective at the job or get physically or mentally ill. Unfortunately, these cases take their toll on all involved. Employees should think long and hard before fighting it through the system.
Bad Managers
ICE
Thu Dec 13, 2007 8:38 PM
Post Reply
"I have seen supervisors that took some pleasure in an employee's problems. " Bob Gilson
Unfortunately they get to be Deputy Special Agents in Charge!
Another argument for not going to hearing
NASA
Fri Dec 14, 2007 8:49 AM
Post Reply
This is an excellent article, Bob.
I would add one consideration to your discussion on Mistake No. 9--going to hearing when you did the deed.
If you go to hearing and lose, eventually there will be a published decision so all the world can see that your agency, the Merit Systems Protection Board, and possibly an appeals court if you insist on going that far, concluded you were guilty of the offense. Can you spell "Google?" If so, trust me, prospective employers will quickly discover your past. The Internet makes it a breeze.
Feedback
BOP
Fri Dec 14, 2007 9:14 AM
Post Reply
While I generally agree with the information in the article it is premised on the assumption that management is always fair and objective. Of course they try to be and of course most managers are decent people, the fact is that we live in an imperfect world where that is not always the case. I am long time union rep and can attest to the fact that life at work is like society as a whole. Very often truth and objectivity are about the balance of power, maiantaining authority and ones personal beliefs. More specifically, justice and fairness will always be something that has to be fought for. It is not automatic, never has been and never will be. Having unions in the federal workforce make it better and the private sector should take heed. As Federal employees, we should defend government as a good example of modern employment and nothing less, This of course while knowing that perfection is an ideal, not reality.