Trainings That Meet Your Agency’s Needs

FELTG’s flagship course UnCivil Servant empowers Federal supervisors and advisers to confidently handle the challenges that come with supervising in the Federal workplace. It shatters misconceptions about performance and misconduct-based actions and gives you simple step-by-step guidance for taking swift, appropriate, and legally defensible actions. This course fulfills the 5 CFR 412.202(b) …

Maybe you envision yourself donning a Sherlock Holmes hat and cape. Or, perhaps, your model is the masterful Benoit Blanc of Knives Out Mystery fame. If only the work of a Federal administrative investigation was as easy as these fictional detectives make their jobs seem. Instead, there are more than …

A reference to dinosaurs, a joke about retirement, or a snide “OK Boomer” – nothing wrong with that if it’s just in fun, right?  Wrong! And if you think those are the only actions that’ll lead to an age discrimination claim, you’re wrong again. Join Attorney and FELTG Instructor Meghan …

For many, it’s the most difficult and unpredictable part of the workplace investigation — conducting the interview. This is especially the case when the witness has suffered trauma. And it’s likely to happen, considering these sobering statistics: Seven to eight percent will have PTSD at some point in their lifetimes. …

In this 60-minute webinar, FELTG instructor Ann Boehm identifies and discusses when the law requires your agency to provide the union an opportunity to be involved in discussions, focusing on the requirements for a meeting to be considered a formal discussion, the union’s rights and responsibilities when it comes to …

5 USC 7112 of the Federal Service Labor-Management Relations Statute defines the types of positions that must be excluded from the bargaining units. But in the modern workforce, those definitions aren’t always that clear. In this 60-minute webinar, FELTG Instructor Ann Boehm takes you through how to not only identify …

A principal rule in findings of discrimination is to, as nearly as possible, place the victim in the position that person would have occupied but for the discrimination. This is easier said than done, because there’s no way to undo the harm caused by illegal employment discrimination. Even still, damages and remedies …

The EEOC allows parties to file motions for summary judgment, potentially eliminating the need for a time-consuming, expensive, and risky hearing. Yet, many agencies fail to take advantage of this opportunity. During this 60-minute webinar, FELTG Instructor Katherine Atkinson explains the importance of the Report of Investigation and thorough discovery, …

When faced with a case involving appealable adverse actions, an arbitrator must apply the same substantive standards as the Merit Systems Protection Board. The arbitrator must decide whether discipline was appropriate, and also assess whether the agency considered the relevant factors in determining the penalty. Just like an MSPB judge, the arbitrator …

The selection and promotion process is an emotional one, especially for those who aren’t selected. If you’re a federal EEO practitioner or supervisor, chances are you’ve had a case where an employee alleges that she was not selected or promoted because of something other than job qualifications – race, sex, …

Antisemitism is never acceptable. However, recent remarks by celebrities, athletes, and news networks have made antisemitism seem more commonplace, in all facets of life, including the workplace. Title VII makes it illegal to discriminate against someone based on, among other things, religion. However, this is one of the protected categories …

Be prepared. Be on time. Be civil. These are fairly basic expectations. Yet, they’re often forgotten once parties enter the EEO process. And once in the process, the potential pitfalls only increase. EEOC Administrative Judge Meghan Droste discusses the common mistakes agencies make, from missing important deadlines to missing the …

Want to reduce conflict, increase productivity, and limit absenteeism, turnover, and even removals? That’s impossible, you say. Maybe not, if you learn how to effectively manage individuals whose behavior repeatedly generates workplace conflict. This two-hour presentation teaches how to recognize employees with high-conflict personalities, whether it’s individuals who blame their peers …

Whether it’s up-and-down roller coaster performers or repeat offenders of misconduct, chronically challenging employees eat up time, create workplace stress, and dampen productivity. And it will only get worse until you address the issue. FELTG President Deborah J. Hopkins shares the tools necessary to address performance issues and lays the …

Whether it’s a disgruntled employee or customer, or a domestic issue that follows an employee to work, workplaces are at a distinct risk of violent incidents. And that risk may be heightened when it’s a Federal workplace. How do you prepare yourself to protect the lives of those around you? …

Sexual harassment is a term of art that while easy to allege, isn’t always easy to prove. However, just because something may not rise to the level of Title VII sexual harassment, doesn’t mean it’s not inappropriate or that it should be tolerated in the workplace. FELTG President Deborah Hopkins, …

We get it. You don’t want to look like you did something wrong. But here’s the thing: Settling a case does not mean there were flaws in your case, nor is it an admittance of liability or wrongdoing. This training will explain why so many disputes are settled and why …

Domestic violence significantly impacts the workplace. Nearly one in four women and one in nine men experience severe intimate partner physical violence, sexual violence, or stalking – and nearly three-quarters of those victims are harassed by their abuser at work. This leads to lost productivity, declining performance, and increased potential …

A surprisingly large number of agency dismissals are overturned by the EEOC each year – and a remand years after the events in question can equal big problems when it comes to the investigation. This class covers all you need to know on when to accept, dismiss, and how to …

A surprisingly large number of agency dismissals are overturned by the EEOC each year – and a remand years after the events in question can equal big problems when it comes to the investigation. This class covers all you need to know on when to accept, dismiss, and how to …

Discovery is an integral part of the litigation process. It is your opportunity to gather the evidence and documents that are critical to your case. If only it were easy. This is, as a FELTG instructor once said, “the heavy lifting portion of litigation.” This two-hour presentation provides you with …

A Final Agency Decision is appealable, by the complainant, to the EEOC. And EEOC case law is filled with reversals of agency FADs that found no discrimination. This class will teach you how to write an effective and defensible FAD, which requires thorough knowledge and understanding of discrimination law, as …

A Final Agency Decision is appealable, by the complainant, to the EEOC. And EEOC case law is filled with reversals of agency FADs that found no discrimination. This class will teach you how to write an effective and defensible FAD, which requires thorough knowledge and understanding of discrimination law, as …

Wouldn’t it be great if your first reaction to a reasonable accommodation request didn’t involve increased heartbeat, immediate beads of sweat, or fear? It doesn’t have to be that way. You can be the supervisor (or advisor) who sees the benefit of the interactive process and confidently navigates it to find a …

On the surface, probationary periods seem rather simple. An employee is given a year to prove they are a good fit for the job, and if they aren’t, it’s an easy separation process, right? Generally, yes, but there can be challenges. What if you are unable to make an appropriate …

Numerous pitfalls can derail an agency’s disciplinary action, whether it’s suspension, demotion, or removal – and even make a bad situation worse. The most “effective and efficient” approach isn’t always traditional disciplinary action. This two-hour training explains why, how, and when to use numerous alternative actions, including not just clean …

Has your agency received any Pregnant Workers Fairness Act claims? Are you even aware of your responsibilities under the PWFA? Does the act create a new EEO category? How do pregnancy protections under the PWFA differ from those under Title VII or the Americans with Disabilities Act? This training will …

You can’t discipline an employee for AWOL unless it has reached a certain number of days. Employees can’t be removed for AWOL. You can’t be charged AWOL for time that you were physically present in the office. None of these statements are true; they are AWOL myths. This training deconstructs …

Each presidential administration brings its own priorities and policies to the White House, but the speed with which the Trump Administration has issued Executive Orders regarding the Federal workplace is unprecedented. In this 60-minute review, FELTG President Deborah J. Hopkins provides up to-minute guidance on what several new Federal workplace-related …

A joke. A threat. A slap. A social media post. These could all possibly lead to viable claims of a hostile work environment harassment. But then again, they may not. Claims of harassment and more specifically, hostile work environment, continue to soar in the Federal workplace, along with confusion about …

President Trump recently reinstated the policies outlined in his 2018 Executive Order 13839: Promoting Accountability and Streamlining Removal Procedures Consistent With Merit System Principles — and you are now on the clock. Agencies have until March 7 (yes, March 7, 2025) to report to OPM all policies that have been …

An employee does not follow an order. Seems like an open-and-shut case of insubordination, right? Think again. Was it a refusal or simply a failure to comply? When you charge an employee with insubordination, you must prove intent along with the other elements of the charge. This class explains what …

The administration has highlighted that agencies should swiftly and properly deal with employees who engage in misconduct. In many cases, progressive discipline is a win-win for agencies. It’s a valuable tool to (hopefully) correct an employee’s misconduct. But, if it doesn’t have its intended effect, it gives the agency a …

If an employee tells you they have a disability and need reasonable accommodation, do you know what to do? The Americans with Disabilities Act, the Amendments Act, and the Rehabilitation Act provide the legal requirements, but what does the accommodation process look like in an actual workplace? This course provides …

If a Federal employee is required to have access to classified information, then the employee must be eligible for a security clearance in order to keep that position. What happens when the employee no longer has that clearance? This class will detail how to handle a security clearance suspension, revocation …

Any effective misconduct investigation starts with a solid foundation of the law and an understanding of the full scope of your investigation. This class explains the principles that underpin a successful investigation of Federal employee misconduct, including harassment.  You’ll leave with guidance on developing the investigation, from creating a plan …

Leading people is tough. Conflict happens. But is conflict always a bad thing? This class will explain how to address workplace conflict clearly and directly – without excess emotions. It will also cover how accountability impacts morale, and all of the small and simple actions supervisors can take to become …

Are you looking for a convenient and engaging way to pick up your mandatory 8 annual refresher training hours? Are you interested in useful, timely, and up-to-date guidance where you can ask your questions, and get answers in real time? As an EEO counselor or investigator, you are required by …

Are you looking for a convenient and engaging way to pick up your mandatory 8 annual refresher training hours? Are you interested in useful, timely, and up-to-date guidance where you can ask your questions, and get answers in real time? As an EEO counselor or investigator, you are required by …

Some in the new administration, including the President, have voiced support for the changing of marijuana from a Schedule I to a Schedule III substance. Meanwhile, the substance is legal in 38 states for medicinal purposes, and 24 for recreational purposes. And we continue to receive questions regarding Federal employees …

As part of President Trump’s transformation of the Federal government, on June 17, 2025, OPM issued a memo, Performance Management for Federal Employees, that required agencies to overhaul their non-SES performance management systems and processes – amounting to the biggest performance changes we’ve seen in the executive branch in years. …

This year, it is more important than ever for supervisors, reasonable accommodation coordinators, EEO specialists, LR/ER specialists, HR staff, attorneys, and union reps to understand the process for determining when an employee is legally entitled to a reasonable accommodation, whether the request is related to an individual’s disability, pregnancy-related medical …

Whether you work for a Federal agency subject to President Trump’s inauguration day Return to In-Person Work Memorandum, or you work for a state or local government or private sector company who has ordered employees back to work onsite, one thing is sure: you have received a number of exemption …

Subtle and overt language, joking, off-handed comments, and offensive comments and gestures can lead to a hostile work environment. And that includes ill-advised, even if not ill-intentioned, phrases such as “hold down the fort” and “low man on the totem pole.” Being a respectful communicator means more than just not …

“Who wrote this statute? Somebody who takes pleasure in pulling wings off flies?” The process for handling mixed cases has confused and frustrated many EEO practitioners, HR professionals, agency attorneys, and aggrieved employees – not to mention Supreme Court Justice Samuel Alito, author of the aforementioned quote. In this 60-minute …

Every agency has employees who struggle with performance, but there is a reliable solution for addressing unacceptable performance. A successful Performance Demonstrate Period (DP) will either lead to sustained improved performance or a defensible performance-based removal or demotion. This fast-paced class guides you through the critical steps to reaching that …

The most difficult and unpredictable part of the workplace investigation – conducting the interview – can be especially challenging when the witness has a behavioral or mental health condition, or violent tendencies. This course will explain temperament traits and personality disorders and provide a road map to help you understand how to …

Any effective misconduct investigation starts with a solid foundation of the law and an understanding of the full scope of your investigation. This class explains the principles that underpin a successful investigation of Federal employee misconduct, including harassment.  You’ll leave with guidance on developing the investigation, from creating a plan …

There are numerous examples of investigations that have gone awry. It could be an investigator’s failure to interview certain witnesses, a failure to take a complainant’s statement into account, or, perhaps, an action, such as a widely shared email, that shows a lack of objectivity. This course will provide guidance …

This class provides attendees with a full understanding of their rights and responsibilities as Federal employees. Employees will learn about the merit system principles, EEO, whistleblower, and retaliation protections, as well as what will happen if their performance becomes an issue. The course will also educate employees on the various …