Taking Disciplinary or Performance-Based Action Against Federal Employees With Medical Issues

Agency management is often hesitant to take adverse action toward employees who have a disability or a medical issue, fearful of triggering discrimination claims. But that doesn’t mean you shouldn’t – or can’t – discipline those employees for misconduct or take action for performance problems when it’s warranted.

You don’t have to be reluctant to act when you know how to make decisions based on case law.

PIP, removal or accommodation? Know the proper action to take — and keep these emotionally charged situations from resulting in costly and embarrassing EEO complaints — with firsthand guidance from Marilyn Mattingly, renowned expert on federal employee medical issues and discipline.

With every best practice supported by decisions from the EEOC, the MSPB, and the courts, Ms. Mattingly will show you the compliant way to determine:

• When an employee is guilty of misconduct or is potentially unacceptable in his performance and in need of a performance improvement period
• When accommodation is appropriate and when it’s not required
• What types of accommodation may be appropriate and what is not reasonable
• When and what medical documentation should be required and when it should never be required
• When a medical inability to perform, inability to work a regular work schedule or excessive absence charge can be used

Need further explanation of an issue? Ask Ms. Mattingly your questions during Q&A breaks!