Tag Archives: EEOC
FDIC CLOBBERED FOR LACKING CREDIBILITY FDIC management has been ordered to rehire a former employee retroactively to late 2000. KAAAA-POW for management and KAH-CHING for the employee. EEOC found that management repeatedly lacked credibility when it tried to explain why … Continue reading
Posted in EEO/Discrimination, Information, Resignations
Tagged Constructive discharge, Credibility, EEOC, FDIC, ROI
Leave a comment
RETALIATION, SPOUSES, AND CATS News broke last week that retaliation against employees spiked last year. So, FEDSMILL.com thought it might be a good time to remind everyone what actions are considered retaliation and the options for dealing with it.
RELIGIOUS REFUSALS TO DO WORK QUESTION: When can an employee demand that he or she not be required to perform certain tasks? ANSWER: When performance of the work conflicts with the employee’s religious convictions and it is reasonable for the … Continue reading
Posted in EEO/Religion, Employee Rights, Performance
Tagged EEOC, Reasonable Accommodation, Religious Objection, union
Leave a comment
IRS PROBATIONER’S REINSTATEMENT A LESSON FOR ALL STEWARD ALERT! Managers constantly tell probationary employees they have no appeal rights if terminated, but that is just not true. FEDSMILL.com is working on a longer article about probationary employee appeal rights, but here … Continue reading
Posted in EEO/Discrimination, Probation Period
Tagged Discrimination, EEOC, Probationary Employee, union
3 Comments
HOW TO GRIEVE PROMOTION INTERVIEW SCORES STEWARD ALERT! As explained in FEDSMILL’s recent four-part series on how to grieve promotion decisions, one way is to challenge the promotion scores. A large part of those scores often comes from an interview. … Continue reading
Posted in Promotion/Hiring
Tagged arbitration, CFR, Discrimination, EEOC, FLRA, grievance, interviews, Promotion, Unions
Leave a comment
WHO GETS THE DIRTY WORK? MEMBER ALERT! Virtually everything that comes out of the FLRA loudly broadcasts that management can assign any work it wants to an employee and there is little to nothing the union can do about that. … Continue reading
EEOC TO MANAGERS: “ZIP IT!” Loose lips not only sink ships, but they also violate employee rights. EEOC issued two decisions recently where it could not have made it clearer that managers are not to talk about employee EEO complaints.
Posted in EEO/Discrimination, Medical Issues
Tagged Compensatory, Disclosure, EEOC, Privacy
Leave a comment