The Federal Services Labor Management Relations Statute, although somewhat “watered down” by years of case law, reserves a supervisory assignment, and most matters involving assignment of work in any regard, to the sole discretion of the agency.
The first thing any bargaining unit employee should do when determining whether they have a right to union representation is refer to their Master Agreement (union contract) or contact a Union Representative
The terms Administrative Leave and Authorized Absence are essentially synonymous (we will use the term Administrative Leave for the purposes of this post). Further, we distinguish that for the purpose of this article, we are not addressing such leave used by union representatives for official time related to union activities.
During the course of your federal career, you may find yourself the subject of a proposed agency action. Frankly, the longer your career and more complex your job functions, the greater this likelihood.
Failure to State A Claim in EEOC under Title 29 can lead to dismissal of EEO claims for federal employees.
If a federal employee has sufficient leave balances there is no requirement the affected employee first be approved under the FMLA prior to a supervisor approving the use of accrued sick leave (SL) or accrued annual leave (AL) in lieu of sick leave
United States States Postal Service employees have what is best described as unusual federal employee/employment status. Specifically and to the point, U.S. Postal Service employees are in the excepted, not competitive, service.
Employees should understand that just as the affected employee can serve discovery requests upon the agency, the agency can serve discovery requests upon the affected employee.
During and following the massive debacle of the “Trump Shutdown”, we received a large number of inquiries.
Top topics of inquiries we have received at InformedFED in connection with the #TRUMPSHUTDOWN.
Federal employees do not have a right to remain silent concerning non-criminal workplace matters and doing so may result in removal from employment.
Our organization has already noticed a significant increase in the number of calls from employees across all federal agencies seeking assistance.
Under the Republican plan outlined here, all current and future federal employees would be hit with astonishingly higher retirement contributions while at the same time reducing benefits.
Merit Systems Protection Board (MSPB) Judge’s Handbook and Guidance
Federal employee pay and benefits have been a target of Republicans for a long time and to be fair, to a much lesser degree, even Democrats (remember the Obama federal pay freeze)
Waiting to begin addressing a notice of proposed removal from federal service severely undermines the ability of federal employees to substantively respond to proposed actions.
federal employees at all grade levels must decided whether they will engage some form of representation or consultation in responding to, or appealing, the action or issue
It is important to note that the Federal Labor Relations Authority (FLRA) will first examine whether the union has exclusive representational authority over the matter in dispute.
The underlying premise of the benefits of representation is that the representative, whether union, friend, legal, or relative, is qualified to provide such representation and more knowledgeable than the person needing the representation.
In general, awards in the federal service are not considered an entitlement. That statement is the prevailing guiding principle. However, in 1997 the Office of Personnel Management (OPM), issued significant rules deregulating performance management systems and related awards.
The Federal Employees Compensation Act (FECA) is administered nation-wide by the Office of Worker’s Compensation (OWCP) under the Department of Labor (DOL). On the very best of days, navigating the OWCP bureaucracy is a nightmare.
Federal employees who are removed from federal service (“fired”) do not normally lose any entitlement to retirement benefits already earned, with limited exceptions (see, 5 USC 8312). The type of retirement in this instance is sometimes erroneously referred to as…
Note, this article is part of our continuing series of articles titled “Dealing With….”. This special series is designed to provide simple practical advice of immediate usefulness to federal employees (and even local and state employees to a certain degree) dealing with…
Leave Without Pay (LWOP) in connection with Office of Worker’s Compensation Claims (DOL OWCP) is a source of confusion for federal employees, as well as agencies. In our experience, this is largely due to a number of misperceptions of affected employees…
Somewhat regularly, we field calls from union members in the federal sector (and even union officials) regarding issues with union representation or leadership. The issues may involve claims of failure to provide union representation (including adequate representation are most common), the…