The Merit Systems Protection Board is delaying the processing and adjudication of the recent influx of furlough appeals until it can get a better general understanding of them.
The Merit Systems Protection Board said in a recent report that federal workers generally appear to be motivated in their work, but that there is room for improvement in terms of linking rewards to employee performance.
According to a new study of data by Tully Rinckey PLLC, the MSPB’s track record for disposing of federal employees’ initial appeals and petitions for review has not changed much under either Republican or Democratic administrations.
An MSPB survey found that 13% of federal employee respondents observed a violent incident in 2010. According to the report, BLS reported a result of 5% relating violent incidents in industry, state and local government asking similar questions. If the survey sample is valid, nearly 300,000 Feds observed violent incidents at work as there are about 2.3 million Federal employees.
The author says that the federal government continues to fumble with veteran’s preference matters as evidenced by some recent cases.
The U.S. Merit Systems Protection Board (MSPB) and its reviewing court are increasingly seeing eye to eye on issues involving federal employment law. Consequently, the independent quasi-judicial agency charged with protecting federal merit principles is also getting slower at delivering justice.
What is the best way for an agency to take a disciplinary action? An experienced federal human resources expert offers an opinion and explains what factors go into winning an appeal.
This federal employee’s disciplinary case involved a charge of nepotism, a violation that one does not encounter every day in the federal workplace.
The U.S. Court of Appeals for the Federal Circuit recently ruled the U.S. Postal Service was justified in demoting a supervisor to a non-managerial position after he consistently made inappropriate comments and, at one point, dropped his pants at work.
Federal agency managers need to be more forthcoming with the information they use in their decisions to fire employees. Due to a February 2011 U.S. Court of Appeals for the Federal Circuit ruling, the U.S. Merit Systems Protection Board is no longer inclined to consider an agency’s omission of such information from removal notices as a harmless procedural error.