Federal HR news topics include federal employee unions, labor relations, bargaining, pay/leave and benefits.
The author says that managers are not getting the necessary training or the backing of their senior management to take on the problem employee. He says it is this lack of training that causes supervisors not to address problem employees.
A new report from the Government Accountability Office says that it can take a great deal of time and effort for supervisors to remove federal workers for performance reasons and offers some suggestions for agencies to improve the disciplinary process.
How do you think your agency could improve performance and make government a better place to work? Here is your choice to submit your opinion.
A bill introduced in the House would prohibit federal employees from accessing or watching pornographic material on government computers or devices.
As a federal civilian employee, you enjoy various rights, protections and avenues of due process. The author says there is no better time to exercise these rights and protections than when facing a disciplinary matter that could affect, or possibly end, your federal career.
Congressman Jeff Miller (R-FL) has introduced legislation to designed to offer VA whistleblowers protection from reprisals and real accountability for those who reprise against them.
The author says that the workplace has its own “treacherous triangle” that instills distress in managers trying to accomplish a program plan consisting of FMLA, ADA, and FECA. He explains more about what these are and how they interact with each other.
The new Congress has taken aim at the definition of what constitutes a “full time” work week under Obamacare, but the debate raises a more basic question: what should be considered working “full time” in America today?
Senior level managers are performing their duties with the government in the “public trust” to ensure the taxpayers receive the best quality of service, free from fraud, waste and abuse. The author says there are three basic duties that go along with this responsibility and asks whether or not they are clearly defined in every agency’s core operating philosophies. His supposition? Not even close.
Agencies (and private sector employers too) are searching for the candidate that most closely matches the requirements for the jobs that they are filling. This means a generic résumé will not be as successful as one that is written specifically for a job announcement.
