Monthly Archives: June, 2010

Employee's right to representation can be tricky for managers


Federal managers are often confronted with a situation in which a subordinate employee wants a representative or witness to be part of a meeting. The question for the manager is: Do I have to let the representative in? The answer depends on whether the employee is a member of a bargaining unit represented by a federal-sector union. If so, specific rules exist concerning formal meetings and investigations. In general, if a meeting is formal, the union must be notified and provided an opportunity to be present. With respect to investigations, a manager must allow a representative into a meeting if…

Q&A Session: Retirement Date Query


Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: My supervisor and manager are pressuring me to provide my anticipated retirement date. They have not authorized my attendance at a retirement course, so I do not want to provide the date. Do they have the authority to require me to answer this question? A: Your supervisor and his manager may ask you about your anticipated retirement date. You do not have to answer, and if you do, most of…

How to make a PIP more tolerable — and productive


Performance improvement plans (PIPs) are not fun for either the manager or the employee. But, both the manager and the employee can make the best of a PIP. The PIP is a notice to the employee of an opportunity to improve performance, or be fired. From the employee’s perspective, it is almost like being put back on probation, and should be regarded as such. From the manager’s viewpoint, a PIP is a lot of work with a seemingly never-ending period of putting up with a nonperformer. The employee who receives a PIP notice should take it seriously and respond with…