Holding Government Employees Accountable for Performance and Conduct
By: Wiley & Hopkins
ISBN: 978-1-941825-29-7; 1-941825-29-X
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Written by federal employment law attorney, William Wiley, UnCivil Servant examines employee performance and conduct and offers advice on how to institute and complete disciplinary and performance based actions.
- how supervisors can defend themselves when accused of discrimination
- what to do when the Office of Special Counsel comes knocking
- when not to worry about the consistency of a penalty selection when compared to previous employee discipline
Federal supervisors and managers, those who advise them, and policymakers rely on Uncivil Servant for instruction on:
- Getting Started—steps to consider before firing an employee, identifying the employee’s status, identifying the nature of the problem and union membership, and the guiding principle for disciplinary and performance based actions;
- The Five Fundamental Elements for Discipline—the validity of the rule, employee knowledge of the rule, proof that the employee broke the rule, penalty selection, and due process;
- Performance Actions—writing good standards, implementing the standards and measuring performance, establishing and managing a PIP, and making and implementing a decision;
- The Termination Process—the five steps of a removal action;
- Defending a Penalty—selected decisions of the Merit Systems Protection Board;
- Special Challenges—whistleblowers, union officials, leave abusers, medical problems, and discrimination claims;
- Aggressive Strategies—directed geographic reassignment, reduced work schedules, last chance agreements, last rites, and security clearance revocation; how to terminate an employee in eight days;
- Appendix – Sample Forms—including conduct and performance-based removal actions, a “Last Rites” agreement memorializing an employee’s voluntary resignation/retirement, "Agency Supported Job Search Agreement," and other resignation agreements.
Also included is a detailed table of contents.