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your posts and updates have been absent… looking forward to some regular updates. I find this site to be very informative. Please get back to updating frequently.
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We’ve been searching all over the place but have been unable to find a definitive answer to this question:
If an employee is on light duty due to an injury and is detailed to a work site other than his/her permanent duty station, is that employee entitled the use of a GOV to travel to that work site? We have several employees that get injured who could start their day at their permanent station, pick up a GOV, and drive to the detail location. However, some managers are balking and not allowing this to happen. Have you seen this issue pop up before?
If a GOV is not available, would that employee be entitled to having their mileage reimbursed?
Sorry, but we do not offer advice in response to specific questions. And even if we did, this is a very complex one. Is the employee on light duty pursuant to a disability? Is the alternate POD in the commuting area? Is the alternate POD assignment something she requested? Did the employee perform any work at the location where she picked up the POV? Had thed normal workday begun when she picked up the POV?
Even if we knew the answer to those questions, GSA and OPM regulations are so screwed up on the question of when travel time must be compensated it would still be difficult to say with certainty. Personally, we would probably file a grievance claiming compensation and see what management had to say to defend its position.
We can see why you can’t find an answer. Sorry, but good luck.
your sarcasim in using mental health diagnosis in the article UNTIMELY DISCIPLINE SUGGESTS CBP MULTIPLE PERSONALITY DISORDER
or in ANY article is a slap in the face to the thousands of individuals/families that struggle with mental health everyday. Articles like this continue to reinforce the stigma of mental health treatment. It is entirely inappropiate to use psychiatric labels metaphorically and it is even more ghastly when they are using it to make a point about someone being ill treated: truly hypocritical. I hope FEDSMILL addresses this issue and issues an apology to all readers.
Sorry for not getting back to you for so long. You presented an interesting comment. Although we had thought the question through before we posted the piece, we reexamined it after reading your thoughts.
The last thing in the world we wanted to do was be insensitive to the disabled. As you can see, we post a lot of articles educating our readers about the many rights of the disabled in the hopes that they will pursue them. Unions can and should be doing a lot more with reasonable accommodation requests and outright discriminaiton than they are–and we want to change that.
On the other hand, we never want to treat the disabled community like China dolls that are too delicate and too easily offended that we should not treat them like everyone else or even talk about them in what some “might” perceive as offensive. Stated differently, we believe in treating them just like “one of the boys” to borrow an expression. For example, we would not hesitate to call a denial of a Caucasion employee’s civil rights “racism” just because racism is felt most severly by minorities.
Based on that view of the publishing world, we decided that it is OK to use the a mental health diagnostic term on organizations just as it is on individuals. We admit that is not clinically proper because most medical experts believe that only individuals can suffer mental illness not organizations. But there are academics who believe they can. We are not alone.
We were also waiting to see if we got any more feedback similar to yours. Thankfully, no.
So, let us close with not just this explanation, but an apology if we offended you. Thanks for reading FEDSMILL.
Our Nursing Executive recently implemented a policy mandating Nurse Managers to cahrge an employee (RNs) with AWOL if their ACLS was not up to date. Previously, notification would be provided that this requirement was upcoming and nurses given a chance to complete without penalty. All within a reasonable amount of time. I believe AA was given. Now AWOLs are given. My question is “Can management institute a policy with no prior notificiation of possible adverse action if policy is violated”?
The Dallas FDIC office continues to rely on Veterans preference to “legally” exclude hiring women, even going as far as using confidential health-related information to get out of hiring a female veteran. Human Resource Management is supplying Dallas ORE dept. non-management personnel confidential resumes and vetting the resumes amongst technicians and secretaries who are choosing who get moved on in the process by deciding “who they like or know”. In addition, the answers to the interview questions are being provided in advance to “favored” employees. I will gladly provide copies.
Thanks for the kind words on my work, but its a COLUMN, not a story, the difference being reporters (used to be) write stories that are neutral reportage, I use the same facts but get to have a point of view based on the facts for Reuters.
Sorry about that. We will correct it right now. Thanks for the great work you do on IRS and other fed issues.
QUESTION: WHEN IS A PIP A ULP?
ANSWER: Almost always. Continue reading →
Clicking on Continue reading leads nowhere.
QUESTION: WHEN IS A PIP A ULP? ANSWER: Almost always.????
Alright, you guys are really going to have to explain this……
Contact Us
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Nick Bartzis says:
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December 15, 2011 at 3:29 pm
QUESTION: WHEN IS A PIP A ULP? ANSWER: Almost always.????
Alright, you guys are really going to have to explain this……
A ULP is a violation of Labor Law Statute, 5 USC CH71. Which law specificially was violated by a PIP and what is the theory that this violation isn’t ‘Covered By’ the contract?
Are you sending these questions to us at FEDSMILL?
Now we get it. Check it again. It should be there now.
I would like to “unsubscribe” …especially since I never signed up for these emails in the first place. Your assistance and understanding are appreciated.
Done.
please assist with direction on subscription
We have you on the list. Thanks
I have been unable to locate any identifying information about Fedsmill.com or Fedsmill LLC, and I am suspicious as to why none of the articles are attributed to an author. (?)
Just want to preserve anonymity. Nothing sinister. Check us out for a few months to see if we try anything odd. Thanks for asking the questions, at least.