Author Archives: AdminUN
HOW EEOC PROTECTS FORMER EMPLOYEES A former employee has 45 days after s/he leaves an agency to file a complaint over some discriminatory treatment. That can be extended if the employee only learned of the discrimination after the 45th day. … Continue reading
THE OPTION OF WORK WHILE ON FMLA LEAVE We recommend that advocates on both sides of the table check out this post from the folks at JacksonLewis, who get paid to advise managers. It raises the idea that unions could … Continue reading
BORDER PATROL CAUGHT VIOLATING CIVIL RIGHTS OF ITS OWN A Border Patrol supervisor initiated an investigation of a subordinate claiming that Complainant exhibited “lack of candor.” But EEOC found it was done solely because the employee had named the supervisor … Continue reading
Posted in EEO/Discrimination
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WHEN AGENCY AWARDS DISCRIMINATE Unless the union has negotiated a criteria for granting awards or other safeguards agencies are largely free to do what they want with awards—unless the employee can find that s/he was treated differently than someone in … Continue reading
Posted in Awards, EEO/Discrimination
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EEOC PAYS LOSERS TOO Suppose an employee files an EEO charge or grievance over a denied promotion and the judge finds that there was discrimination in how the employee and other candidates were treated. But also assume that the judge … Continue reading
NFFE, NON-DISCRIMINATION AND THE NLRB Way back in 1986 NFFE demanded an agency give it data on employees so that it could pursue civil rights claims on their behalf, and FLRA upheld the union’s ground breaking logic then as well as two … Continue reading
ATTORNEY FEE TURMOIL AHEAD? In NAGE and DOD, DLA, 69 FLRA 572 (2016) the Authority signaled that it is willing to reconsider the criteria for approving employee attorney fee petitions. Given the pre-disposition of the two Trump appointees, Kiko and Abbott, unions and … Continue reading
HOW UNIONS CAN BOOST MEMBERSHIP AND OFFICIAL TIME Now that FSIP has announced that it is going to reduce unions’ official time allotment if the unions do not increase their activity on behalf of employees, unions need to step up … Continue reading
WHAT IS CO-WORKER HARASSMENT? This VA case will give you a good idea. In a case of co-worker harassment, an agency is responsible for acts of harassment in the workplace where the agency (or its agents) knew or should have … Continue reading