Legislation has been introduced to make employment of future federal employees “at-will.” The author explains the legal implications of this proposed change.
The VA has announced that it will begin posting data about adverse actions taken against agency employees online in a new effort to hold employees accountable.
The VA Accountability and Whistleblower Protection Act is expected to become law. These are some of the key changes impacting employee disciplinary procedures.
The author says there are two common disciplinary measures federal managers can utilize, but only one of them allows for applying discipline progressively in the event the problems continue.
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.
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.
Should two employees with different work histories, attitudes, and behaviors receive the same discipline for the same offense? While this may seem like a simple question, the author highlights a scenario that makes it more complicated and explains why federal managers should not always apply consistent discipline.