Many federal managers are responsible for managing a workforce that consists of both federal employees and contractors. When this happens, federal managers typically have questions about just how much management authority they have over their contracted employees. When issues arise in the workplace, it can cause concern about the federal manager’s jurisdiction in managing the complaint — especially when it comes to employment discrimination complaints lodged by a contracted employee against a member of the federal workforce. The Equal Employment Opportunity (EEO) rules and regulations applicable to the federal workforce do not usually transfer to contracted employees. The Equal Employment Opportunity…

Getting a security clearance is not easy. The application process includes an extensive background investigation into the applicant’s personal life. One reason your clearance can be denied is drug involvement. If there are mitigating factors, however, you might still be able to obtain clearance. Under Title 10 of the U.S. Code, any person who is an unlawful user of, or addicted to, a controlled substance, as defined in the 1970 Controlled Substances Act, may not be granted access to classified information. If your application is denied, you will be issued a notice that outlines the reasons for the decision and…

One of the most difficult decisions you make as a manager is to fire an employee. First, understand that the terms “termination” and “removal” do not mean the same thing. Removal is when an employee is separated as a result of adverse action procedures, because of problems such as poor performance, misconduct or the loss of a security clearance. Removals also extend to cases involving special circumstances, such as furlough or medical inability. Termination is attached to decisions involving probationary or trial-period employees, temporarily appointed employees, and employees removed due to background investigation determinations of negative suitability. Employees who are removed have appeal…