Employment lawyer for non-bargaining GS-15 fed-ned recs

[Anonymous]

Why are you not involving your HR office? This is their job to step in and engage Agency lawyers as needed.

[Anonymous]

I'm not planning on suing employees.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I am a supervisor in the federal government, non-bargaining unit GS-15, fed. I want to consult with an employment lawyer who specializes in the federal government. The management team in my office has been subject to a hostile workplace by the union. For every email I send or direction I give the team I supervise, the union is not following protocol and escalating the issues. They are also not naming employees and comparing managers in my unit to "rats" "roaches" and "scum" and sending emails stating that we are "out of control" for progressive, documented performance and conduct issues. Basically, the past several months, it has been difficult to do my job because I am dealing with these emails from the union every day. Any recs for an employment lawyer particularly one who has gone after unions, would be helpful. I'm from a union family, so this is very difficult for me, but it is not healthy. My supervisors support me but there is only so much I can handle.

You are a manager. The Union is entitled to robust discourse. Toughen up. You may not, under any circumstances, retaliate against the union for protected activity. Are you freakin' kidding me?????

OP, what you are saying and planning to do is actually an unfair labor practice. Please contact human resources and your agency's legal department before you get your ass disciplined.

[Anonymous]

I want to know what my rights are in the situation I'm living.

[Anonymous]

Wow. I don't need to be lectured by people on an anonymous forum who don't understand what has happened to me. You think it is fair and just for the union to engage in defamatory, unprofessional language for a supervisor trying to do their job? Last I checked, the union was supposed to work with management to resolve issues at the lowest level possible. I'm meeting with HR today. They are helping me, but I want to know what my rights are from an outside perspective, if any.

[Anonymous]

As someone who's manager took away telework arbitrarily and without warning, our union upheld her actions and HR couldn't do anything about it. Many of us had teleworked effectively for decades and it was agreed upon when we were hired. I'm surprised your union is fighting you. Our union (and HR) told us employees that we didn't matter and that we had no rights.

[Anonymous]

Anonymous wrote:Wow. I don't need to be lectured by people on an anonymous forum who don't understand what has happened to me. You think it is fair and just for the union to engage in defamatory, unprofessional language for a supervisor trying to do their job? Last I checked, the union was supposed to work with management to resolve issues at the lowest level possible. I'm meeting with HR today. They are helping me, but I want to know what my rights are from an outside perspective, if any.

Then get off DCUM.

[Anonymous]

I only took away telework because of just cause and after in person and informal counseling and lower level counseling did not work. It can still be reinstated if performance is corrected.

[Anonymous]

Anonymous wrote:I only took away telework because of just cause and after in person and informal counseling and lower level counseling did not work. It can still be reinstated if performance is corrected.

I am sure your staff loves you for that.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Wow. I don't need to be lectured by people on an anonymous forum who don't understand what has happened to me. You think it is fair and just for the union to engage in defamatory, unprofessional language for a supervisor trying to do their job? Last I checked, the union was supposed to work with management to resolve issues at the lowest level possible. I'm meeting with HR today. They are helping me, but I want to know what my rights are from an outside perspective, if any.

Then get off DCUM.

Actually, I do understand what's happening to you. I'm a federal employment lawyer. There's nothing defamatory or unprofessional in what the UNion is doing and saying.

[Anonymous]

OP did you take away telework for everyone or just the offenders? Have you gone through PIP?

[Anonymous]

OP here. Only the offenders. Yes. Three employees are on PIPs, to be reviewed at the end of the moth. This is what is coming to you.

Thanks to the federal employment lawyer. Interesting that it is not defamatory or unprofessional to call names and not follow the CBA protocol. If I called any coworker a "rat", I'm pretty sure I would be written up.

[Anonymous]

No one on the PIP has filed a grievance or EEO. But now that the end of their PIP period is coming up, they are now forwarding any correspondence. It can be something as trivial as you used the wrong accounting code.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Wow. I don't need to be lectured by people on an anonymous forum who don't understand what has happened to me. You think it is fair and just for the union to engage in defamatory, unprofessional language for a supervisor trying to do their job? Last I checked, the union was supposed to work with management to resolve issues at the lowest level possible. I'm meeting with HR today. They are helping me, but I want to know what my rights are from an outside perspective, if any.

Then get off DCUM.

Actually, I do understand what's happening to you. I'm a federal employment lawyer. There's nothing defamatory or unprofessional in what the UNion is doing and saying.

Oh please. It is absolutely unprofessional to call someone names at work. What she is being called may not be illegal but it is unprofessional. No way you're an employment law attorney.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Wow. I don't need to be lectured by people on an anonymous forum who don't understand what has happened to me. You think it is fair and just for the union to engage in defamatory, unprofessional language for a supervisor trying to do their job? Last I checked, the union was supposed to work with management to resolve issues at the lowest level possible. I'm meeting with HR today. They are helping me, but I want to know what my rights are from an outside perspective, if any.

Then get off DCUM.

Actually, I do understand what's happening to you. I'm a federal employment lawyer. There's nothing defamatory or unprofessional in what the UNion is doing and saying.

Oh please. It is absolutely unprofessional to call someone names at work. What she is being called may not be illegal but it is unprofessional. No way you're an employment law attorney.

Please google "robust discourse."