MRPBS Publications - Human Resources Desk Guide |
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Subchapter 4752 |
Issued 10/91 |
Introduction to this Subchapter
Section A - Who are Employee Relations Specialists (ERS's)?
Section B - How Misconduct & Performance Actions Differ
Section C - General Guidance for Supervisors
- Responsibilities of Supervisors
Delegations of Authority for Employee Relations Actions
- Reasons for Taking Action
- What Actions Should Be Reported to an ERS?
- Factors to Consider
- Benefits of Prompt Supervisory Action
- Reporting Sexual Harassment/Discrimination
- Examples of Misconduct Situations
- What Happens After Reporting Alleged Violation
Section D - How to Properly Counsel an Employee
- Advance Preparation
- Labor Relations Issues
- Drug/Alcohol Issues
- Resignation/Retirement Issues
- List of Items to Remember
- Uncooperative Employees
Section E - How to Document Properly
- Documentation is Critical
- Checklist for Documenting Properly
- What to Do with Your Documentation
- Maintaining Employee Administrative Files
Section F - Alternatives to Traditional Discipline
Section G - Actions to Correct Misconduct
- Informal or Official Actions
- Chart on Disciplinary Actions
- Disciplinary/Adverse Actions
- Adverse Actions
- Senior Executive Service (SES) Actions
Section H - How to Select a Disciplinary Penalty
- Choosing a Reasonable Penalty
- What is Progressive Discipline?
- What are the Douglas Factors?
- Table of Penalties
- Chapter 751 - Discipline, Appendix A - USDA Table of Disciplinary Penalties
Section I - Legal and Regulatory Requirements
- Chart on Adverse Action Process
- Foreign Service Regulations
- Preparing Proposal Notice
- Delivery of Proposal Notice
- Status During Notice Period
- Oral Reply Conference
- Official Time
- Preparing Decision Letter
- Employee Rights
Section J - What are Prohibited Personnel Practices (PPP's)?
Section K - Other Personnel Actions Under Different Regulations
- Other Personnel Actions
- Terminating Temporary Employees
- Separating Probationary Employees
- Preemployment Conduct of Probationers
- Medical Condition
- Factors to Consider
- Inability to Perform
- Contact Your ERS
Section L - Supervisory Training