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DroneBee  
#21 Posted : Tuesday, August 28, 2018 8:38:28 AM(UTC)

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Thanks for providing this information. This ruling may be a "win" for the unions, but not for the employees. I believe agencies are going forward with the limited PIP duration, etc.
frankgonzalez  
#22 Posted : Tuesday, August 28, 2018 9:43:13 AM(UTC)
frankgonzalez

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Originally Posted by: DroneBee Go to Quoted Post
Thanks for providing this information. This ruling may be a "win" for the unions, but not for the employees. I believe agencies are going forward with the limited PIP duration, etc.
Agencies already could limit a Performance Demonstration Period to 30 days (and most only need that long to show the employee can do the job or not). Longer ones, unless needed for specific projects (ie negotiating a long term contract may take longer than 30 days)., only delay the inevitable. If the employee can do the job (barring any training deficiencies), they should be doing it. And, the supervisor needs to meet weekly with the employee to let them know where they fall short and if they are meeting the essential elements at the minimal acceptable level.

And the term "PIP" is a misnomer. It isn't an "improvement" period. It is a Performance Demonstration Period.

That said, I'm glad about the ability of the union to represent employees in EEO and grievances, etc being back on the table. Good union representation can make the process so much easier as the complainant has someone to discuss the issues with beyond the EEO counselor (who is not representing them!) without springning big $$ for a lawyer from the beginning.


You should have voted Cthulu...the greatest of all Evils
thanks 1 user thanked frankgonzalez for this useful post.
GWPDA on 8/28/2018(UTC)
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