10 Things Agency Management Can Do to be More Effective in Labor Relations (Part 1)
What steps can a federal agency take to make its labor relations program more effective? Here are suggestions in part one of a two-part series.
What steps can a federal agency take to make its labor relations program more effective? Here are suggestions in part one of a two-part series.
Violence among Postal Service workers has been a big problem for the agency. When a fight involving a deadly weapon erupted at a union picnic, the agency took action. The employee who was fired appealed because the incident did not occur at work.
Were this employee’s actions “lack of candor” or “falsification”? The employee sees a difference; the court does not so this DHS employee’s appeal fails.
Here are the possible consequences when providing an employee with a guidance and direction memo.
An employee who worked for the Navy for 22 years was apparently surprised when he applied for retirement and found he was not eligible.
Can a federal employee charged with murder be fired? This one was fired for an offense that occurred back in 1999. The action is still being upheld as appeals were filed on various aspects of the case.
How can federal employee unions improve their success when representing employees? Here are observations and suggestions from an experienced management negotiator.
A federal employee fired during her probationary period argued before the MSPB and a court that she was fired based on “partisan politics.” But, as the former VA employee discovered, “partisan politics” is not the same as office politics.
“Pay parity” for military and civilian employees has been a rallying cry for federal pay increases for the past several years. This year, that is already a reality in proposes pay raises. So, will everyone be happy? Not likely.
Writing and delivering a memo to an employee can be useful. This article outlines what a guidance and direction memo should include.