The EEOC is finalizing a rule that will require federal agencies to enact hiring policies that favor individuals with disabilities.
The federal government held a special event to celebrate a new milestone: it has achieved President Obama’s goal of hiring 100,000 disabled federal employees.
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. He describes some of the keys to dealing with these problems as well as some court cases that set precedent for what agencies can and can’t do in dealing with leave and attendance problems.
In the second of two series of articles on job restructuring as a reasonable accommodation, the author explores how job restructuring could affect other employees besides the disabled person being accommodated, and examines the limitations on the burden that an agency may place on other employees.
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.
Which racial groups are the largest in the federal workforce and are there salary differentials? How is the racial composition of the workforce changing?
When preparing, filing or presenting an EEO case, does a Federal employee generally get paid by the government or is the employee required to use leave or leave without pay?
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. He outlines another approach that he says agency human resources officers should instead use that is much more effective in disciplining problem employees.