# Federal Employee Relations Course (Intermediate) (Self-Paced)

Canonical URL: <https://www.graduateschool.edu/courses/federal-employee-relations-course-intermediate-self-paced>

## Overview

Formerly titled: Employee Relations for Practitioners.

This course focuses on the practice of employee relations in the federal workplace. It provides an in-depth understanding of the more complex aspects of federal employee relations that a federal employee relations practitioner needs to know when advising management and effectively dealing with employee issues and activities.

## What you'll learn

- Overview of the laws, regulations, and administrative bodies governing employee relations in the federal government.
- Apply case law and regulatory references to employee relations decision-making.
- Discuss the rights and responsibilities of the parties in employee relations matters.
- Describe the origins and procedures regarding the right to due process.
- Identify and apply the law, regulations, and procedures regarding probationary periods and termination during probation.
- Identify and apply the procedures and processes for taking disciplinary and adverse actions, including determining credibility in disciplinary situations.
- Identify and apply procedures and case law for dealing with leave issues, including dealing with excessive leave use.
- Define and apply the proper use of medical documentation in leave and accommodation issues.
- Define and apply the law and regulations regarding disability and reasonable accommodation.
- Describe the procedures for filing grievances, appeals, and EEO complaints.
- Apply the Douglas factors and Hillen credibility criteria.
- Outline the PIP process and performance-based action procedures.

## Prerequisites

Participants in this course should have taken [Federal Employee Relations (Basic)](https://www.graduateschool.edu/courses/federal-employee-relations-basic) or have equivalent experience.

## Curriculum

**Module 1: Basic Workplace Rights and Expectations**

- Legal foundation of management’s right to assign work and set expectations.
- Key management rights and limitations in directing the workforce.
- Employee rights, including the right to due process in agency actions.
- Core due process procedures supervisors must follow.

**Module 2: Coverage Requirements for Disciplinary and Adverse Actions**

- What actions are covered (e.g., suspensions, removals, grade/pay reductions, furloughs ≤30 days) and what are not.
- Which employees are covered vs. excluded and why that matters.
- Jurisdictional issues: probationary removals, pre-/post-appointment reasons, and appeal rights.
- When actions are considered voluntary vs. involuntary (e.g., resignations, demotions via reassignment).

**Module 3: Approaches to Discipline and Adverse Action**

- Determine whether the problem is misconduct or performance—and choose the correct path.
- Principles of discipline: positive vs. negative, progressive discipline, and “just cause.”
- When adverse action procedures apply; employee coverage and voluntary/involuntary actions.
- Constructive suspensions/removals and harmful procedural error.

**Module 4: Common Problems in Discipline and Adverse Action**

- Indefinite suspensions and criminal/off-duty misconduct (ascertainable end, reasonable period).
- Security clearance or license failures; correcting erroneous personnel actions.
- Threats, falsification, insubordination, and misuse of government property/vehicles.
- Leave problems (AWOL, abuse, excessive absence) and medical inability to perform.

**Module 5: Proving Disciplinary and Adverse Actions**

- Standards of proof (preponderance) and establishing nexus to the efficiency of the service.
- Formulating charges: charges, elements, and specifications; naming and combining charges.
- Selecting penalties using Douglas factors and agency tables of penalties.
- Assessing credibility with Hillen factors.

**Module 6: Taking Performance-Based Actions**

- Distinguish performance vs. conduct issues and understand procedural differences.
- Chapter 75 vs. Chapter 43 routes; when each applies.
- Performance Improvement Plans (when to issue, components, monitoring, and documentation).
- Within-Grade Increase (WGI) denials and reconsideration basics.

**Module 7: Leave Basics**

- Federal workday/workweek rules and leave charging basics.
- Annual and sick leave administration, approvals, and required medical documentation.
- FMLA coverage, rights/responsibilities, and related programs (Wounded Warriors, military family, exigency leave).
- LWOP, leave transfer, and other miscellaneous leave categories.

**Module 8: Medical Issues and Reasonable Accommodation**

- Two paths: address performance/conduct or the medical condition itself.
- Reasonable accommodation—definitions, request formats, and when accommodation is not reasonable.
- Medical documentation rules and confidentiality.
- Disability discrimination theories and how RA interacts with discipline/performance.

**Module 9: Grievances, EEO Complaints, and Appeals**

- Overview of appeals procedures across MSPB and EEOC (including mixed cases).
- MSPB process steps and key filing timelines.
- Choosing EEOC or MSPB; handling “mixed case” scenarios.
- Special considerations, including contract employees.

**Module 10: Federal Sector Arbitration**

- Grievance procedures leading to arbitration and how arbitrators are selected.
- Threshold issues of arbitrability and framing the issue/theory of the case.
- Conducting hearings—opening statements and closing briefs.
- Relationship between MSPB decisions and arbitration outcomes.

## Pricing

**Tuition:** $1299