CYA the Right Way - Employee Relations free Alternative to Cyberfeds скачать в хорошем качестве

CYA the Right Way - Employee Relations free Alternative to Cyberfeds

Federal Employee Relations (ER) practitioners, learn how to document your advice THE RIGHT WAY! This in-depth guide covers ethical CYA strategies when advising supervisors or receiving directives from ER leadership. Protect your professional integrity and the agency's interests. 👇 FULL EMAIL TEMPLATES BELOW! 👇 #FederalER #HRDocumentation #EmployeeRelations #mspb #cyberfeds #federalerpro RPro #federalemployees In this FederalERPro training, we dive into: ► The risks ER practitioners face when their advice is ignored or altered. ► Practical tools for creating a clear, professional, and ethical record. ► How to use confirming emails effectively with line supervisors. ► Strategies for documenting directives from your own ER leadership. ► Crafting professional working notes (and understanding the deliberative process privilege, referencing foundational concepts like those in NLRB v. Sears). ► When and how to ethically escalate concerns. -- 📧 EMAIL TEMPLATES -- *TEMPLATE 1: CONFIRMING EMAIL TO LINE SUPERVISOR* (Use this when you've provided advice to a line supervisor, especially if you anticipate they might deviate or if the situation is sensitive.) Subject: Consultation Recap – [Employee Name/Case Identifier] – [Date] Dear [Supervisor’s Name], This email confirms our discussion on [Date/Time] regarding the [Employee Name/Situation or specific issue discussed, e.g., "proposed disciplinary action for Mr./Ms. Smith"]. Based on the information presented at that time, my guidance was that [clearly and neutrally summarize your core advice, e.g., "proposing a removal on the current factual predicate may present challenges in meeting the agency’s burden of proof by a preponderance of the evidence under 5 U.S.C. § 7701(c)(1)(B) and MSPB precedent due to (briefly state primary rationale, e.g., 'insufficient evidence to support X charge,' or 'potential procedural concerns regarding Y')"]. During our conversation, I also suggested [mention any alternative approaches discussed, e.g., "further investigation to gather additional supporting evidence," or "considering alternative disciplinary or non-disciplinary options such as X or Y"]. I understand you are currently considering [neutrally state the supervisor's intended or considered course of action, if known and appropriate to include, e.g., "proceeding with the proposed removal," or "evaluating the options discussed"]. As always, Employee Relations remains available to provide further assistance and support to you and the agency as you move forward with this matter. Please let me know if you have any questions or if my understanding of our discussion is incorrect. Sincerely, [Your Name] [Your Title, Employee Relations] --- *TEMPLATE 2: "CONFIRMING DIRECTION" EMAIL TO ER LEADERSHIP* (Use this when your ER/HR Supervisor or leadership provides a specific directive on case strategy, interpretation, or advice that differs from your initial assessment or requires precise documentation.) Subject: Confirmation of Direction – [Case Name/Issue] – [Date] Dear [ER Supervisor's Name/ER Leader's Name], This email is to confirm my understanding of your direction following our discussion on [Date] regarding the [Case Name/Specific Issue, e.g., "ER strategy for the Johnson performance case," or "interpretation of X policy for the Smith matter"]. As I understood your guidance, I am to [clearly and neutrally state the specific direction received from ER leadership. Be factual. Examples: "...advise line management that the primary approach for the Johnson performance case should be X, focusing on [specific elements directed by leadership]." "...frame the proposed charge in the Smith matter as Y, based on your interpretation of [specific policy/regulation/case discussed], rather than my initial consideration of Z which was based on [brief, neutral mention of your initial basis if necessary for context]." "...ensure the advice memo to the proposing official for the Doe case specifically emphasizes A and B, as per your directive concerning [relevant factor]." ] I have incorporated this direction into the [advice memo/case review/talking points for management/etc.] as discussed. Please let me know if this does not accurately reflect your guidance or if you have any further instructions. I will proceed based on this understanding and am available to provide continued support as directed. Sincerely, [Your Name] [Your Title, Employee Relations] --- 🔔 SUBSCRIBE to FederalERPro for more expert guidance on Federal Employee Relations: [Link to Your Channel] Free alternative to Cyberfeds, not affiliated with Cyberfeds. DISCLAIMER: The information provided in this video is for educational and informational purposes only and does not constitute legal advice. Consult with appropriate legal counsel or your agency's Office of General Counsel for advice on specific situations. #FederalER #HRDocumentation #EmployeeRelations #CYA #FederalHR #MSPB #WorkplaceInvestigations