Federal Employee Relations Course (Basic)
IDLABR7110

Module 1: Foundation of Employee Relations

• Differentiate the competitive and excepted services and where ER issues arise.
• Navigate governing sources: United States Code, Code of Federal Regulations, and agency rules.
• Apply merit system principles and prohibited personnel practices as the ER framework.
• Identify the roles of OPM, MSPB, EEOC, OSC, FLRA, and grievance systems in ER matters.

Module 2: Basic Workplace Rights in Employee Relations Matters

• Define management rights (set expectations, assign/reassign work, enforce conduct, ensure attendance and safety).
• Explain employee rights (pay, leave, safe and nondiscriminatory workplace, privacy, “obey now—grieve later” limits).
• Use case examples to distinguish proper discipline from protected activity or rights violations.
• Recognize residual rights and how agency policies/CBA terms shape daily practice.

Module 3: Distinguishing Between Conduct and Performance Problems

• Decide conduct vs. performance using standards, elements, and evidence burdens (preponderance vs. substantial).
• Link conduct to rules/standards and performance to critical elements and PIPs.
• Know when Chapter 75 may address performance (e.g., safety, legal violations, self-certification).
• Apply practical guidelines for choosing the correct route and avoiding mitigation pitfalls.

Module 4: The Probationary Period

• Explain length, coverage, and how breaks in service/prior service credit affect probation.
• Follow proper procedures for termination during probation (pre- vs. post-appointment reasons).
• Address absences during probation and their treatment toward completion.
• Apply special rules for supervisory/managerial probation and limited appeal/grievance rights.

Module 5: The Investigation

• Collect and evaluate physical, written, demonstrative, and testimonial evidence.
• Plan interviews and address uncooperative witnesses, credibility issues, and representation.
• Avoid common interview problems and document findings effectively.
• Handle resignations during an ongoing investigation and preserve the record.

Module 6: Adverse Action Principles and Procedures

• Differentiate informal vs. formal discipline and use tables of penalties appropriately.
• Build actions around the charge, nexus, burden of proof, and penalty considerations.
• Provide due process (notice, reply, decision) and manage duty status during actions.
• Time actions correctly and distinguish voluntary from constructive actions.

Module 7: Performance Appraisal and Taking Performance-Based Actions

• Understand performance systems and plan components; evaluate plans for clarity and measurability.
• Apply performance expectations, ratings, and treatment of unsatisfactory performers.
• Address WIGIs, PIPs, and post-PIP options consistent with Chapter 43/432 requirements.
• Document performance evidence that supports defensible actions.

Module 8: Types of Leave and Their Application

• Administer administrative, annual, sick, FMLA, wounded warrior, and LWOP appropriately.
• Address approval/advancement rules, restoration, and restricted sick leave.
• Manage AWOL, leave abuse, and excessive absence using established criteria (e.g., Cook).
• Balance program needs with employee rights and documentation requirements.

Module 9: Medical Issues and Reasonable Accommodation

• Request and evaluate medical documentation under applicable definitions and privacy rules.
• Process reasonable accommodation requests, including undue hardship analysis.
• Differentiate conduct/performance issues from medical inability to perform.
• Make and document medical inability determinations that withstand review.