Federal employees have many options when it comes to challenging disciplinary actions, but many times the process can seem like a confusing maze. The author provides some information regarding the rights and legal remedies available to federal civilian employees facing disciplinary action.
The author offers suggestions for dealing with employee behavior issues.
Will a person’s behavior change when getting a written reprimand? The author analyzes the disciplinary process and offers suggestions for those who may be involved in a disciplinary situation.
The 12 factors enumerated by the new MSPB in “Curtis Douglas, et. al. v Veterans Administration, et. al.” changed the way we administer discipline in the Federal sector. It’s time to consider limiting them to 10 factors.
A federal court concludes that a decision resulting in the 342 suspension of an employee in the Social Security Administration was arbitrary because it was based solely on a “time served” suspension without logical deliberation on the length of the suspension.
Over 75% of disciplinary and adverse action cases in the Federal service involve attendance related issues. If a supervisor or manager is going to deal with an employee problem, it is almost always going to have an attendance component. This article discusses what you can do to prepare yourself to resolve these problems.
What about the use of prior discipline in the selection process? Can it be used? Should it be used? Readers had a variety of comments and opinions.
Can you consider prior discipline in the selection process? Here is a quick summary of the situation. What is your opinion? Read the article and send in your comments.
Taking a disciplinary action in the federal human resources system is a two-step process. Here are the requirements that must be met.
What is “alternative discipline” of a federal employee and how is it implemented?