The author says that when one digs into the VA Accountability First and Appeals Modernization Act of 2016, there is a lot more to it than the title would have you believe.
Incidents of anger, outbursts and threats in the workplace lead the agency to suspend then fire a long-standing employee.
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.
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.
Have a concern or frustration about your agency or your job? You may have a chance to share your feedback in the upcoming Merit Principles Survey.
The appeals court agrees with the Merit Systems Protection Board that just because an HR Specialist had access to confidential personnel databases and was labeled a manager by her agency does not mean that she was in a management position or one that otherwise gave the Board jurisdiction over her adverse action (demotion) appeal.
A bill recently introduced in the House of Representatives would limit the amount of time federal employees have to appeal adverse actions. Ironically however, another House bill introduced at the same time would help strengthen protections for whistleblowers.
Congressman Jeff Miller (R-FL) is taking another shot at reforming policy at the VA, this time with a bill that would strengthen whistleblower protections and institute a number of measures intended to hold agency employees more accountable for wrongdoing.