Taking an adverse or disciplinary action against a federal employee is complex and should not be undertaken without understanding the facts of a case.
When starting negotiations, there are technical issues that must be considered. Here is a list of some of these issues for agency negotiators.
What do you have to consider in the terms of the strategic, tactical and technical issues in negotiations before and as you enter the process and once you’re in it, how you shut it down? This article considers at the opening phase. While this focuses on labor relations, the principles are the same for any negotiation including alternate discipline or case settlements before MSPB or EEOC.
Knowing how to charge a federal employee with an offense can make the difference in winning or losing a case.
Getting the employee’s side of the story is an important first step in a possible disciplinary action. Here are tips for a federal manager or supervisor on how to prepare for and conduct a meeting on this touchy subject.
The records that are created in a federal disciplinary or performance case can be the difference between winning or losing. Here are tips on how to create an effective paper trail.
Taking action against a federal employee requires considerable paperwork. Here is a review of what has to be covered in the paperwork for one of these actions.
A federal official taking disciplinary action against an employee needs to know the principles involved before initiating the action. Federal employees have numerous avenues of appeal available–any one of which can result in overturning your action.
What is “alternative discipline” of a federal employee and how is it implemented?
What are the steps a supervisor or manager should take in analyzing and responding to a grievance? Here is guidance on how to approach an issue that can create problems if not done carefully and thoughtfully.