Selecting the Arbitrator: The First Key to Success
The author analyzes a recent Navy case which he says is an example of a conflict of interest on the part of the arbitrator due to a union background.
Author: Robert Dietrich
Will Your Pay Be Affected When You Return to Work?
Will new safety measures when returning to work at the office impact your paycheck or time at work?
Alphabet Soup and FMLA Abuse
Supervisors must ensure compliance with FMLA law while also preventing leave abuse by employees. These are some tips to help navigate the process.
Witness Collaboration in Arbitration
Avoiding collusion between witnesses in a hearing is important. Here are suggestions for preparing a case.
Arbitration: The Seven Tests of ‘Just Cause’
The author describes a seven part standard for analyzing the discipline or discharge of an employee which can help with upholding these types of decisions.
Opening Statements: One of the Keys to Winning Your Arbitration Hearing
The author says that having an effective opening statement is one of the keys to prevailing at an arbitration hearing. He provides some tips for preparing and presenting a strong opening statement.
Some Case Law Surrounding Excessive Leave
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.
The Adjudication of Attendance
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.
Effective Management Requires Effective Discipline
The author says that to many employees, the concept of discipline usually conjures up a very negative impression as being punitive. However, he says that if applied effectively, discipline is designed to modify behavior or performance and should always be the first and foremost goal of supervisors and management.
You Get What You Paid For – Part II
The author discusses the case of an employee who could lose her job through no fault of her own due to a mistake made by her agency’s human resources department. He describes the latest details of the case and what he believes to be the broader implications of the situation for federal employment.
