Tag: arbitration

Dealing With… Proposed Changes to Working Conditions

Note, this is our second article in a series of articles titled “Dealing With….”.  This special series is designed to provide simple practical advice of immediate usefulness to federal employees (and even local and state employee to a certain degree) dealing with…

When Not to Fire Your Attorney

At InformedFed, our primary objective is providing expert consultation to employees affected by proposed or final adverse personnel actions or otherwise engaging administrative processes such as grievance procedures, Merit Systems Protection Board (MSPB), arbitration, Office of Special Counsel (OSC), Equal…

Last Chance Agreements

Last chance agreements (LCA’s) and settlements contain terms agreed to by an employee, or former employee, and the agency, in which the employee is provided an opportunity to retain (or return to) employment, usually when the agency would otherwise remove, or did in fact…

Time is Critical

Recently, our consultants were contacted by clients notified by their respective agencies that the agency was proposing removal from employment.  In all cases, the affected employees (clients) waited to contact a consultant until well after they received the notice of proposed…

Consultant or Attorney? It’s your choice.

When facing an adverse personnel action (such as removal, demotion, etc.), or other issue necessitating some form of representation (such as EEO, administrative grievance, etc.), federal employees at all grade levels must decided whether they will engage some form of representation…

FAQ: Timeliness in Discipline

Question “Can a disciplinary action be challenged for timeliness if the employee has been on administrative duty for two years awaiting the completion of a misconduct investigation and presentation of the actual charges.” Answer We will give you one of our more…

FAQ: MSPB or Arbitration?

Many practitioners, both union and agency, will cite MSPB management (agency) favorability statistics indicating MSPB favors the agency in outcomes. This is true, but somewhat skewed because most labor organizations will 1) send “bad cases” (those lacking merit) to the MSPB because there are no associated costs unlike arbitration and/or 2) send cases to MSPB because they lack funds to pay for arbitration.