Why Do Feds Join Unions and Pay Dues?
The author poses this question to FedSmith readers: if you currently pay or used to pay dues to a federal employee union, why did you choose to do so?
Author: Robbie Kunreuther
How Many Psychologists Does It Take to Change a Light Bulb?
The author says that the disciplinary process used by human resources offices in government hasn’t changed over the last 35 years and that it also doesn’t work.
12 Thoughts Regarding Incompetent Federal Employees
While it would be nice if federal employees always work in jobs suited to their talents, the author shares wisdom for the situations when this doesn’t happen.
The Good and the Bad Union Representative
What defines a “good” or “effective” labor organization and its leadership?
The Myth of Consistency
Should two employees with different work histories, attitudes, and behaviors receive the same discipline for the same offense?
Who Says We Have Unacceptable Performers?
The author says that there are too many managers who believe it’s impossible to rid the government of unacceptable performers, but that a recent report from the GAO shows otherwise. He outlines some reasons why managers tend to freeze when addressing problem employees as well as some suggestions for ways to better deal with these types of situations.
Clear the Table!
The author discusses the “table of penalties” often used by HR departments in agencies and explains why he believes it is no longer needed.
It’s Time to Wake up and Call Back
Which is worse for a Federal agency to have, a bad employee or a bad supervisor? No doubt, the government would rather have neither, but the author says the effects of inept, biased, or malevolent leaders are among the greatest risks to your agency’s mission.
Who Decides? Due Process May Be Due For A Redo
Fewer than 3% of the EEO cases were litigated are lost by agencies. The EEOC tried to put a spin on this disturbing statistic by noting that more than one-fourth of cases are settled and “Many of these resolutions contained favorable outcomes for the complainant, including monetary and non-monetary benefits.”
Reconfiguring Discipline: Memos, Meetings and Money
The author offers suggestions for dealing with employee behavior issues.
