Wednesday, November 5, 2008

Local email 11/4/08: Ready-to-use training for obtaining medical documentation

Avoid agency liability with comprehensive training on requesting medical documentation. Gain expert insights into legal compliance with Obtaining Medical Documentation in Federal Leave and Accommodation: What the EEOC, MSPB and the Courts Are Saying, presented by highly respected federal trainer and consultant Marilyn Mattingly -- now available on audio CD.

Order your copy today, and get concrete guidance on how to handle specific leave issues involving FMLA, sick leave, extended and excessive absences, medical inability to perform, and inability to work a regular schedule. Best of all, with the CD you can train when it's convenient for you! In staff meetings . . . In the office . . . Even on your commute. What could be easier?

In this 90-minute audio conference, Ms. Mattingly draws from key case law to provide specific guidance on when, how and exactly what medical documentation can be required or requested when dealing with leave, discipline and accommodation. And, discover what medical document requests are deemed appropriate by the EEOC, MSPB and the courts.
You and your entire staff get answers to complex questions including:

Ø What are the employer's -- and employee's -- responsibilities when obtaining documentation?
Ø What are the rules for confidentiality?
Ø What is conclusory medical documentation and how do you deal with it?

Plus, handy program materials guide you through the training and help you follow along with the presentation!
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Local email 10/30/08: Your 2009 Employee Handbook

Always up to date, always accurate, and always in easy-to-understand terms. With the election just a few days away and the Bush administration departing in January, what does it all mean to the federal civil service system? Things aren't clear and there is no crystal ball. But one thing is certain … New rules, large and small, will be in effect -- rules that impact YOUR pay, YOUR benefits, YOUR retirement.

For more than three decades, the Federal Personnel Guide has updated federal employees, like yourself, with new information, sections, tables and charts to answer your toughest career questions. That's why thousands have relied on the Federal Personnel Guide each year. Every rule and regulation is spelled out in easy-to-understand terms that simplify even the most confusing regulatory language. And now you can rely on this must-have guide to get answers to your career and benefits questions -- from the simplest to the toughest -- involving:

ü Health Insurance
ü Advancement and Promotion
ü Injury Compensation
ü Buyouts/Early Outs
ü And much more!

The 2009 Federal Personnel Guide is available in print or CD-ROM! Both versions include the same valuable guidance and charts. Plus, the CD-ROM gives you searchable access to frequently used forms, full-text regulations, reference documents and more -- for the same low price!

Reserve your print or CD-ROM copy today! Choose from 4 easy ways to order! Mention Source Code E-EM103008F. http://www.on2url.com/app/adtrack.asp?MerchantID=51121&AdID=409690

Local email 10/28/08: MSPB Case Law and the Douglas Factors

The MSPB has mitigated many agency penalty determinations because the deciding official failed to consider all relevant factors, improperly considered a factor, or assessed a certain fact under the wrong factor.

On Nov. 6, listen in -- right from your own office or conference room -- as Federal labor and employment expert Robert Erbe presents the interactive audio conference Douglas Dos and Don'ts: Using MSPB Case Law to Determine the Right Penalty.

In just 90 minutes, Mr. Erbe will guide you through the Douglas minefield, with a look at the most recent MSPB case law involving penalty determination -- so you understand how the board determines whether a penalty is reasonable and how it views a particular Douglas factor.

You'll get answers to questions such as:

Ø In determining an appropriate penalty, can a deciding official rely on a prior proposed, but not finalized, removal for similar misconduct?
Ø In response to a discovery request, is an agency required to produce e-mail communications between various management officials discussing what penalty should be proposed?
Ø What is the new "penalty trend" at the Board and what does the future hold?

Early Bird DiscountHurry! Register by Thursday, Oct. 30 to save $20.00! Click here to register. http://www.federalaudios.com/audiofed_5.html Invite your colleagues!

Connect to the audio conference from the comfort of your office -- all you need is a phone. Or, use your conference room and speakerphone, and invite as many colleagues as you like for one low price.

This conference is a must-attend for HR Professionals, Employee and Labor Relations Specialists, Employment Law Attorneys, Union Representatives, Managers and Supervisors.

Local email 10/26/08: Pimentel to speak on Reasonable Accommodation

Find out how the new ADA Amendments, veterans returning to the workforce and other pressing issues affect reasonable accommodation with . . . Demystifying Reasonable Accommodation: Your Agency's Role in the Interactive Process Join renowned disability expert Richard Pimentel on Thursday, December 4 for this in-depth audio conference.

You'll get useful guidance on how to determine if an accommodation is needed, implement the planned accommodation and evaluate its success. Plus, learn how the new amendments to the ADA -- effective in just ten weeks -- will affect the accommodation process.

In just 90 minutes, you'll get valuable tips on carrying out the accommodation process from start to finish including:

Ø The dos and don'ts of discussing disability in the interview process
Ø Where to turn to review possible accommodations for an employee
Ø How to handle accommodation disagreements with employees
Ø What to do when an employee can't help you determine what he or she needs

Plus, time is allotted for interactive Q&A sessions with Mr. Pimentel, so you get authoritative answers to your specific questions. All you need to participate is a phone -- or a speakerphone -- and you can train your entire staff for one low rate!

Register by November 26 to claim your $20.00 Early Bird Discount! Visit http://www.federalaudios.com/ for details and to reserve your spot.

Local email 10/22/08: Practical guidance to handle your federal HR challenges

Performance Management . . . Civil Service Reform . . . Recruitment . . . Retention . . . Cover all of your federal HR bases! Written specifically for federal human resources professionals by seasoned federal journalists based in Washington D.C., Federal Human Resources Week keeps you ahead of the curve -- in an ever-changing work environment. Every issue is filled with the latest news and trends in areas such as discrimination, excessive leave, recruitment, pay for performance, civil service reform and more. And, you get timely, in-depth analysis of laws, rules and regulations plus easy-to-read summaries of recent decisions by key boards and courts -- so you stay abreast of critical changes in federal employment law and how they affect you. What's more, each issue delivers practical advice on the challenges you face every day related to EEO, employee relations, workforce management, labor relations, workers' comp, and much more. Take a look at the type of practical guidance you can expect: v Find out the effect of the presidential election on the FY 2009 budgetv See which factors determine if a contractor can appeal to the EEOCv Find out your agency's options when it comes to employees' intermittent FMLA leavev Get clarity on what the MSPB considers correct standards for medical disqualification removals Click here for more details or to start your one-year subscription!
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Mention Source Code E-EM102208F

Local email 10/15/08: Get the most out of your employees and your career

A smooth-running federal government is dependent upon each manager's supervisory skills in so many areas -- recruiting and retaining . . . handling sick leave . . . workplace conflict . . . accommodating disabilities . . . religious expression . . . and dozens more.

Look to the 2009 Federal Manager's Guide for guidance on federal government policy, rules and regulations that affect the way you handle your employees, plus the development of your career and your retirement. The Manager's Guide shows you how to:

  • Handle performance problemsAvoid saying the wrong thing during the hiring process
  • Tackle computer misuse
  • Deliver termination notices
  • Ensure you don't unknowingly discriminate on the basis of age, race or color
  • And much more!

The 2009 Federal Manager's Guide is available in print or CD-ROM! Both versions include the same valuable guidance and charts. Plus, the CD-ROM gives you searchable access to frequently used forms, full-text regulations, reference documents and more -- for the same low price! Reserve your print or CD-ROM copy today, and be among the first to receive it hot off the press in February!

Choose from 4 easy ways to order! Mention Source Code E-EM101508F.
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Local email 10/10/08: Appeal-proof your disciplinary and adverse actions

What's the worst possible outcome of taking a disciplinary or adverse action against an employee? Having your action overturned on appeal due to one procedural error! Turn to the Second Edition of Effective Techniques for Preparing Disciplinary and Adverse Actions. With easy-to-read, straightforward guidance, you learn how to lay the groundwork for preparing and carrying out actions -- both informal and formal -- that serve your agency's interests while maintaining the employee's due process rights.

The Second Edition brings you Mistakes to Avoid and Frequently Asked Questions in each chapter to help you prevent the missteps that lead to reversals. Plus, model language helps you create:
ü Informal letters of warning
ü Formal letters of reprimand
ü Notices of removal
ü And more! Take the first step to establish your case -- and appeal-proof your disciplinary and adverse actions!

Choose from 4 easy ways to order! Mention Source Code E-EM101008F.
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Local email 10/7/08: Managing Today's Federal Employees

To be a successful manager, you need to possess a range of leadership skills, plus stay up to date with recent case law and the latest management trends. That's why hundreds of your colleagues already turn to Managing Today's Federal Employees -- and why you should too. It’s the one resource you need for guidance to help you develop your leadership skills, get the best possible performance from your employees, and operate your department more efficiently.

This practical newsletter gives you easy-to-implement, proven solutions to your toughest workplace challenges in features such as "Quick Tips," "Best Practices" and "The Advisor." And, you get the run-down of what significant case law means to you as a manager without wordy legalese. Take a look at a sample of recent articles that federal managers are using to make sound employment decisions:

v As election nears, watch out for Hatch Act violations
v Show employees you are a problem-solver
v Penalties for misconduct need to be fair, not identical
v Managers have an important role to play in employee workers' comp claims

Plus, you discover how your peers' success stories can be implemented in your agency -- and how you can avoid costly mistakes! 4 easy ways to subscribe!
Mention Source Code E-EM100708F.
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Local Email 10/1/08: Steps to steer clear of reprisal claims

Agencies routinely lose 20% of EEO grievances and appeals. What's going wrong? It's disheartening when a successful defense against an EEO complaint is lost because actions are deemed retaliatory. No Retaliation! Strategies for Avoiding Reprisal Complaints from Federal Employees helps you avoid retaliation complaints and gives you strategies to respond if reprisal complaints are filed.

This easy-to-read guide delivers strategies to help you: ·
  • Distinguish between the "perpetually outraged," "confused" and "bona fide" complaint·
  • Defend complaints and justify your agency's actions·
  • Understand the complaint processes and timeframes -- including grievance and appeal forums

Don't let the fear of reprisal complaints keep you from doing your job. Safeguard your agency from unnecessary claims.

Choose from 4 easy ways to order! Mention Source Code E-EM100108F

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Thursday, March 13, 2008

Employee Concerns

This article is a work in progress while we continue our web site construction. We would like to hear from you and know what issues are important to you. Please post a comment to this announcement to make your issue known. To respect your co-workers, please refrain from using inappropriate language and personal names, for privacy purposes. Thank you.

Friday, February 29, 2008

Immediate Need

Dear Brothers and Sisters,

We have a busy year ahead. Just a few things coming up this year are:
- Updating our Local bylaws
- National Caucus Delegate Election
- Election of Local Officers
- Contract Negotiations

The US Department of Labor requires that labor unions keep and maintain updated contact information for its membership. In compliance with this mandate, we have published update forms in each issue of our newsletter that members may fill out and return to the local office or give to any local official, and March 1st 2008 we completed a telephone campaign to reach each member.

Even if you believe your contact information on record is accurate, please contact any local official listed on Agency roster posted on the bulletin boards, or call the local office at extension 3188 and let us know. If you reach our voicemail, please leave your name, current home mailing address, telephone number, and email address. This will ensure our information is correct.

On your behalf, we are actively pursuing corrective action regarding abuses of the intermittent hiring authority, overtime, performance appraisals, merit system promotion issues, and others, in an effort to promote agency efficiency as well as fair and equal treatment of all employees. We invite you to inform us of any issues that are of concern to you and employees in your area. If we don't know about them, we can't help NPC's Jeffersonville employees resolve them. Together, we can build a strong, stable work environment we all can be proud of.

Thank you for your support.