Removing a federal employee for poor performance is a long, difficult job. Some agencies do not try to take performance actions but find other reasons to remove an employee. The Dept. of Education took the performance route in this case which was reviewed by the Federal Circuit Court of Appeals.
An agreement has been reached to delay implementing portions of the new HR system in the Department of Defense.
How do the actions of a federal employee who is not on duty relate to official job performance? Can a federal employee be fired for what happens away from work?
Does a union have the right to attend a settlement meeting between an employee in a bargaining unit and an EEO manager?
When does a federal employee become a whistleblower and when is an employee performing normal job duties? A federal court considers a recent case.
Does a federal employee have to be convicted of a crime to be fired for shoplifting?
A settlement agreement was reached in a case but the employee was concerned that the agency had not lived up to its end of the bargain. He appealed to enforce the agreement and lost.
A federal judge has ruled against the implementation of the newly-designed labor relations program for DHS putting the program on hold for now.
Appeals by a federal employee can easily take several years to resolve. The removal of this federal employee was upheld on review at all levels and the removal stands.
The FAA and NATCA don’t agree on the best way to wind up labor negotiations.