Federal HR Compliance and Risk Awareness for Supervisors and Managers Course
IDPMGT7100

Module 1: Federal Supervisors and Human Resources Management

• Explains the role of supervisors and managers in federal human resources management and their shared responsibilities with HR and agency leadership.
• Distinguishes between acquiring employees (recruitment, hiring, onboarding) and retaining employees (performance management, conduct, and engagement).
• Identifies common compliance risks and the consequences of improper HR actions, including grievances, appeals, and litigation.

Module 2: Framework for Federal Human Resources Compliance

• Introduces the Merit System Principles (MSPs) and how they guide fair and lawful personnel decisions.
• Explains Prohibited Personnel Practices (PPPs) and how supervisors can avoid violations.
• Reviews the legal foundations of federal HR management, including Title 5, the Code of Federal Regulations, and Executive Orders.
• Identifies the roles of key oversight agencies such as OPM, MSPB, EEOC, and FLRA.
• Uses case studies to help supervisors recognize compliance risks and decision points requiring HR consultation.

Module 3: Equal Employment Opportunity (EEO) Responsibilities for Supervisors

• Defines protected classes and prohibited forms of discrimination under federal EEO law.
• Distinguishes between disparate treatment and disparate impact.
• Explains harassment, hostile work environment standards, and supervisory responsibilities for prevention and response.
• Covers reasonable accommodation obligations related to disability and religious practices.
• Outlines the informal and formal EEO complaint processes and the supervisor’s role in each.

Module 4: Labor-Management Relations and Supervisory Obligations

• Introduces bargaining unit concepts and the rights of management, employees, and unions.
• Explains impact and implementation (I&I) bargaining and when it is required.
• Identifies formal discussions and Weingarten meetings and the supervisor’s responsibilities during each.
• Defines unfair labor practices (ULPs) and common supervisory actions that trigger violations.
• Provides practical guidance for avoiding common labor-relations mistakes.

Module 5: Risk Awareness and When to Seek Expert Guidance

• Identifies high-risk HR situations that require early consultation with HR, EEO, or Labor Relations.
• Reinforces the importance of documentation, consistency, and procedural compliance.
• Helps supervisors recognize when to pause action to prevent escalation, liability, or compliance violations.