Grievance timeliness is often misunderstood by (particularly new) union representatives and employees. Yet, it is a critical factor.
Proving Delivery
In Morgan v. Department of Veterans Affairs, 108 LRP 7740 , EEOC No. 0120080380 (EEOC OFO 2008), a tracking slip showing a notice of right to file was left at a complainant’s doorstep. However, it was not conclusive evidence the complainant actually received the notice on that day.
Performance Awards & Negotiable Aspects
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.
Should You Resign From Your Position?
“Last week they [federal agency] decided to fire me. Should I resign my position? If I resign, what will show in my OPF?”
Support of Black Lives Matter in Federal Workplace
The guidance places the Office of Special Counsel at odds with the White House concerning the official government view of BLM.
MSPB or Arbitration in Federal Sector?
Many practitioners, both union and agency, will cite MSPB management (agency) favorability statistics indicating MSPB favors the agency in outcomes. This is true, but somewhat skewed because most labor organizations will 1) send “bad cases” (those lacking merit) to the MSPB because there are no associated costs unlike arbitration and/or 2) send cases to MSPB because they lack funds to pay for arbitration.
Case Evaluation for Prospective Clients
In our case evaluation, we note many situations may be “adverse” or otherwise objectionable, not all situations and appeals are actionable.
COVID-19 & Termination of Authorized Telework
Significant confusion exists across the federal workforce concerning telework authorized as a result of the COVID-19 pandemic.
Mediation and Settlement Service Announcement
Employees engaged in pro se administrative litigation (for example, EEOC complaints or MSPB appeals) often just seek assistance during specific components of a process in an effort to save money.
Responding to Proposed Suspensions
Employees facing discipline must be responsive to the agency notice. It is important affected employees act quickly and immediately begin preparing a reply as appropriate. Even if an employee does not intend to challenge the proposed action, an employee may effectively mitigate the proposed action to a lesser degree or achieve an alternative outcome.
MSPB Right to Counsel Not Absolute
Recently, a Federal employee argued the Merit Systems Protection Board (MSPB) “abused its discretion” by failing to appoint (and pay for) an attorney to represent her.
Worker Compensation & Union Officials
Federal union officials engaged in authorized (by agency) representational activities are covered by the Federal Employees Compensation Act (FECA). However, union representatives engaged in the internal business of a labor organization or not on authorized time are not covered.
Unpleasant Work Environment is Not Unlawful
An unpleasant work environment is not the same as a hostile work environment (HWE) within the meaning and application of actionable discrimination law and concepts.
Timeliness in Disciplinary & Adverse Actions
Timeliness in Disciplinary & Adverse Actions This question involves the general topic of timeliness in disciplinary adverse actions. “ “Can a disciplinary (suspension w/out pay of 14 calendar days or less) or adverse (suspension w/out pay of 15 calendar days…
MSPB Judge’s Handbook as a Resource
Reviewing the MSPB Judge’s handbook, whether you are a union representative representing an employee in an adverse action under appeal at the Merit Systems Protection Board, or you are an employee representing yourself, can prove a valuable resource and an…