Author Archives: AdminUN
CREATIVE GRIEVANCE REMEDIES One of the criticisms that can be leveled against most unions is that they often file grievances that fail to pursue all the potential remedies an employee is due. To put it more bluntly, they are letting … Continue reading
“INTERACTIVE PROCESS” APPLIES TO RELIGIOUS ACCOMMODATION REQUESTS, TOO All too often managers reply to employee requests for a work accommodation with a quick “No” or “HR said no.” A large bundle of case law holds that it violates law to … Continue reading
REASSIGNMENT RIGHTS TO TELEWORK-APPROVED JOBS If an agency has terminated your right to telework, do you have the right to be reassigned to a job that does permit telework?
YET ANOTHER SEXUAL HARASSMENT CASE It is a mystery why agencies still do not seem to understand what sexual harassment looks like. In a recent EEOC case, the facts showed that for nine months an employee was subjected to, “unwelcome … Continue reading
BIG MONEY FOR TELEWORK GRIEVANTS? We have reminded readers several times that when they grieve telework denials they should ask to be reimbursed for the mileage they racked up coming to the office when they should have been allowed to … Continue reading
Posted in Remedies, Telework, Travel/Per Diem
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“PROVE YOU ARE RELIGIOUS OR ELSE” When Alisia, a VA employee, asked to have every Sunday off to practice her religion, management asked her to prove that she actually participated in religious activity. More specifically, it wanted the name and … Continue reading
SUPERVISOR VERSUS CO-WORKER SEXUAL HARASSMENT Are your legal protections different between them? YUP! The Solomon Law Firm did a good job in laying out the differences and we recommend that you take use a few minutes to read through what … Continue reading
QUIZ: HOW DO UNION STAFFERS INFLUENCE LOCAL ELECTIONS? Let’s start with a hypothetical. Assume that the local’s election of officers is coming up in three months and that the only member who can beat the current local president is waffling … Continue reading
MARGARET, MINNIE, AND THE DOUGLAS FACTORS We recently wrote that agencies will sorely regret it if they decide to no longer consider the Douglas Factors when disciplining employees. The White House brain trust may want them to do so, but … Continue reading