Here is yet another case in which a court has taken issue with an agency’s withholding of information in response to a FOIA request. This time it’s the Department of Justice—the agency responsible for “overseeing” how the government is handling its disclosure obligations.
AFGE Officer Lies Under Oath to Chief FLRA ALJ While AFGE Locals Continue Corruption Crimes at Higher Rates Than Ever
The author looks at a history of court cases involving AFGE and says that they indicate the union has more corruption indictments and convictions than ever before.
Incidents of anger, outbursts and threats in the workplace lead the agency to suspend then fire a long-standing employee.
The author says that one of the most time consuming and frustrating tasks for supervisors is dealing with the small number of employees who abuse leave. He describes some of the keys to dealing with these problems as well as some court cases that set precedent for what agencies can and can’t do in dealing with leave and attendance problems.
In the second of two series of articles on job restructuring as a reasonable accommodation, the author explores how job restructuring could affect other employees besides the disabled person being accommodated, and examines the limitations on the burden that an agency may place on other employees.
Crimes against the Postal Service seem rampant in one section of California. 33 people, including a number of Postal Service employees, have been charged with various crimes.
In the first of two articles on job restructuring as a reasonable accommodation, the author explores how managers ascertain what an employee’s essential functions of his or her job position are, how to restructure a job position to accommodate an employee, and explores some cases that shed light on how the EEOC and federal courts look at these issues.
The author says that it is a well established fact that managers have the right to establish standards for requiring employee attendance at work. He notes, however, that failure to enforce attendance requirements can result in further attendance problems and lower morale among employees. He says that supervisors should never be afraid to initiate the appropriate action when warranted and cites some cases as precedent for enforcing consistent attendance in the federal workplace.