Category Archives: Uncategorized

FMLA, DISABILITIES, AND LIGHT DUTY An employee, Jessie Crutch, had a long-time reasonable accommodation of being allowed to rest his hip for a few minutes every few hours while working as a warehouse custodian.  As the injury got worse and … Continue reading

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ASKING THE SPOUSE IS A D.O. DUE PROCESS NO-NO When a federal firefighter failed a random drug test, he claimed that he must have mistakenly taken one of his mother’s pills given that they live together. The agency decided not … Continue reading

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WHEN HAIR TRUMPS URINE An agency suspended a firefighter for 30 days who tested positive for illegal drugs after being selected in a random test. Because the employee was absolutely convinced that he had not used drugs, he tried to … Continue reading

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WANT TO KNOW WHAT IS HAPPENING IN CBP? FEDSMILL.com reports on CBP-related cases coming out of the FLRA, FSIP, EEOC, CBCA, MSPB, OSC and a handful of other agencies.  We do not care if the case was won by a … Continue reading

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WHEN THE GERMANS BOMBED PEARL HARBOR One of the great lines from film is the Animal House passage where one of the frat boys declares that nothing is over until the frat declares it over—just like it wasn’t over for … Continue reading

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WHAT DID THIS UNION DO WRONG? Here are the facts.  See if you can figure out two things the union did wrong.  The agency had a practice of placing a guard at each of its strategically important locations around its property every … Continue reading

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IS AFGE THE UNION OF THE CENTURY?   That is what one reader suggested.  So, we decided to look into how it has done since the year 2000.  The most powerful piece of evidence supporting the reader’s claim is the increase … Continue reading

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BOSS FEARING BIAS SUIT GETS ‘FISHING BUDDY’ POLICE CHIEF TO ARREST EMPLOYEE We just have to share this “Washington Post” story. Click here.

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FLRA SMACKS DOWN FSIP ON “TENTATIVELY AGREED” ISSUES On May 22, the Authority told FSIP that it does not have the power to order the parties to implement those issues tentatively agreed before they came to the Panel to settle … Continue reading

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TIME TO RECONSIDER THE “SEVERE & PERVASIVE” SEXUAL HARASSMENT STANDARD If you have ever represented an employee complaining about sexual harassment you know that case law requires a very high degree of proof, i.e., you must prove the improper behavior … Continue reading

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