# Federal Due Process: Notice, Reply, and Decision Course (Self-Paced) Canonical URL: ## Overview Most employee relations training teaches you to recognize the parts of a disciplinary action. This course teaches you to produce them. You will learn to tell an employee relations matter from a labor relations, equal employment opportunity (EEO), or suitability matter, determine who is entitled to procedural due process and under which subchapter of chapter 75, and work the full notice, reply, and decision sequence for a suspension of 14 days or less. The course closes with a real case file: you draft the Notice of Proposed Suspension yourself, assessed against the criteria a reviewing official would apply. Every rule carries its governing authority so you can verify it. ## What you'll learn - Distinguish employee relations from labor relations, equal employment opportunity (EEO), and suitability, and route an issue to the right authority - Trace a discipline case through its full lifecycle, from intake to review - Rank the sources of federal HR authority and resolve a conflict between agency policy and regulation - Determine whether an employee is entitled to procedural due process, and under which subchapter - Draft a legally sufficient Notice of Proposed Suspension of 14 days or less that meets 5 C.F.R. part 752 - Conduct and document an oral reply so the record shows genuine consideration - Write a decision that resolves the charges, addresses the reply, and states appeal rights correctly - Distinguish a constitutional due-process violation from harmful procedural error from a curable mistake ## Curriculum #### Module 1: Federal ER Certification Orientation - Distinguish employee relations from labor relations, equal employment opportunity (EEO), and suitability - Route an incoming issue to the correct authority, forum, and clock - Recognize when a single fact pattern belongs in more than one lane at once - Trace a discipline case through its full lifecycle, from intake to review - Identify who acts at each stage of the case and what each stage produces - Recognize the two stages where agencies most often lose cases - Rank the sources of federal HR authority in order of precedence - Read a 5 U.S.C. and 5 C.F.R. citation and find the text it points to - Resolve an apparent conflict between agency policy and regulation #### Module 2: Due Process: Notice, Reply, and Decision - Explain the constitutional basis for federal employee due process - Determine whether an employee is covered by subchapter I, subchapter II, or neither - Identify the coverage variations that most often trip up an entry-level specialist - State the required contents of a notice of proposed suspension of 14 days or less - Distinguish a charge from a specification and write each correctly - Identify the defects that most often make a notice indefensible - Schedule and conduct an oral reply that satisfies the employee's right to answer - Document a reply so the record shows it was genuinely considered - Handle extension requests, representation, and mitigation evidence correctly - Write a decision that resolves each charge and addresses the reply - Apply the ex parte rule and recognize when a communication becomes a due-process problem - Distinguish a constitutional due-process violation from harmful procedural error from a curable mistake - Draft a legally sufficient Notice of Proposed Suspension against a real case file ## Pricing **Tuition:** $649