Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mine didn’t even get rid of people who were on pips or had conduct warnings over the past year. I feel personally victimized by this because I have one person and it’s consuming my life having to document her and work with HR nonstop. She’s done no work for months and months. She’s not even showing up to the office.

It was easier under the last administration to fire someone. I didn’t have to do pre PIP warnings. I placed them on a PIP, they still did no work, and then we immediately fired.

We’ve had no RIFs or firings, just DRP

If you have someone that isn't showing up and isn't doing any work, you should be able to fire them for behavior issues and not based on performance without doing the whole PIP business. The PIP is for performance issues. You should talk to your agency lawyers, not your HR. The lawyers are better versed in the options available to you than HR is. In my experience, no one in HR had ever actually fired anyone and didn't know how to do it.

I’m working both performance and conduct sides and still can’t fire. Every time we issue something new, the employee claims a new health issue which starts a long process. I’m incredibly sympathetic to health issues but it’s gone on way too long.

I’m working with the same HR I worked with in the prior admin. There are more stringent rules on firing now. HR is very much on my side. It’s really impacting my own work too since it’s all so time consuming.

When are federal supervisors finally going to be fired? This excuse is so common across agencies that it's evidence of widespread incompetence and receiving a paycheck for doing minor administrative tasks. There are no roadblocks to firing employees, in fact you can send a request to OPM to fire an employee based only on an allegation and they will be fired within 5 days. There's no union to block firings (they never really were that powerful) and all HR has to do is file paperwork.

And please, any claim about being worried about litigation is preposterous given the D.D.C. is a federal MAGA court. Give it a rest and get to work.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The way we here about these layoffs i thought it was like 20% of the total federal workforce.

That might be true. They fired all of USAID then a whole bunch from large agencies like IRS, SSA, HHS, and VA. A whole lot of new employees across the government were fired as well but may be classified as employed due to lawsuits. There's a large but unknown number of fed employees on paid admin leave where they aren't fired but still get paid.

Yep, I know people who were RIFd and are jobless, someone who was RIFd and remains on paid leave 8 months later, multiple people who were RIFd and either reinstated due to litigation or un-RIFd because nobody else could do their tasks, multiple people who were RIFd from one agency but landed at another so they're still feds ... from a reporting perspective, it's a mess.
And that's just RIFs, not buyouts who are still being paid, which news articles sometimes include as well.

Huh? Which agency is hiring right now?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mine didn’t even get rid of people who were on pips or had conduct warnings over the past year. I feel personally victimized by this because I have one person and it’s consuming my life having to document her and work with HR nonstop. She’s done no work for months and months. She’s not even showing up to the office.

It was easier under the last administration to fire someone. I didn’t have to do pre PIP warnings. I placed them on a PIP, they still did no work, and then we immediately fired.

We’ve had no RIFs or firings, just DRP

If you have someone that isn't showing up and isn't doing any work, you should be able to fire them for behavior issues and not based on performance without doing the whole PIP business. The PIP is for performance issues. You should talk to your agency lawyers, not your HR. The lawyers are better versed in the options available to you than HR is. In my experience, no one in HR had ever actually fired anyone and didn't know how to do it.

I’m working both performance and conduct sides and still can’t fire. Every time we issue something new, the employee claims a new health issue which starts a long process. I’m incredibly sympathetic to health issues but it’s gone on way too long.

I’m working with the same HR I worked with in the prior admin. There are more stringent rules on firing now. HR is very much on my side. It’s really impacting my own work too since it’s all so time consuming.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The way we here about these layoffs i thought it was like 20% of the total federal workforce.

That might be true. They fired all of USAID then a whole bunch from large agencies like IRS, SSA, HHS, and VA. A whole lot of new employees across the government were fired as well but may be classified as employed due to lawsuits. There's a large but unknown number of fed employees on paid admin leave where they aren't fired but still get paid.

Yep, I know people who were RIFd and are jobless, someone who was RIFd and remains on paid leave 8 months later, multiple people who were RIFd and either reinstated due to litigation or un-RIFd because nobody else could do their tasks, multiple people who were RIFd from one agency but landed at another so they're still feds ... from a reporting perspective, it's a mess.
And that's just RIFs, not buyouts who are still being paid, which news articles sometimes include as well.

Huh? Which agency is hiring right now?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The way we here about these layoffs i thought it was like 20% of the total federal workforce.

That might be true. They fired all of USAID then a whole bunch from large agencies like IRS, SSA, HHS, and VA. A whole lot of new employees across the government were fired as well but may be classified as employed due to lawsuits. There's a large but unknown number of fed employees on paid admin leave where they aren't fired but still get paid.

Yep, I know people who were RIFd and are jobless, someone who was RIFd and remains on paid leave 8 months later, multiple people who were RIFd and either reinstated due to litigation or un-RIFd because nobody else could do their tasks, multiple people who were RIFd from one agency but landed at another so they're still feds ... from a reporting perspective, it's a mess.
And that's just RIFs, not buyouts who are still being paid, which news articles sometimes include as well.

Anonymous wrote:

Anonymous wrote:Mine didn’t even get rid of people who were on pips or had conduct warnings over the past year. I feel personally victimized by this because I have one person and it’s consuming my life having to document her and work with HR nonstop. She’s done no work for months and months. She’s not even showing up to the office.

It was easier under the last administration to fire someone. I didn’t have to do pre PIP warnings. I placed them on a PIP, they still did no work, and then we immediately fired.

We’ve had no RIFs or firings, just DRP

If you have someone that isn't showing up and isn't doing any work, you should be able to fire them for behavior issues and not based on performance without doing the whole PIP business. The PIP is for performance issues. You should talk to your agency lawyers, not your HR. The lawyers are better versed in the options available to you than HR is. In my experience, no one in HR had ever actually fired anyone and didn't know how to do it.

Anonymous wrote:

Anonymous wrote:The way we here about these layoffs i thought it was like 20% of the total federal workforce.

That might be true. They fired all of USAID then a whole bunch from large agencies like IRS, SSA, HHS, and VA. A whole lot of new employees across the government were fired as well but may be classified as employed due to lawsuits. There's a large but unknown number of fed employees on paid admin leave where they aren't fired but still get paid.

Anonymous wrote:

Anonymous wrote:Mine didn’t even get rid of people who were on pips or had conduct warnings over the past year. I feel personally victimized by this because I have one person and it’s consuming my life having to document her and work with HR nonstop. She’s done no work for months and months. She’s not even showing up to the office.

It was easier under the last administration to fire someone. I didn’t have to do pre PIP warnings. I placed them on a PIP, they still did no work, and then we immediately fired.

We’ve had no RIFs or firings, just DRP

You must be incompetent if you can't fire someone right now. I mean there isn't even a union anymore.

Anonymous wrote:

Anonymous wrote:Mine didn’t even get rid of people who were on pips or had conduct warnings over the past year. I feel personally victimized by this because I have one person and it’s consuming my life having to document her and work with HR nonstop. She’s done no work for months and months. She’s not even showing up to the office.

It was easier under the last administration to fire someone. I didn’t have to do pre PIP warnings. I placed them on a PIP, they still did no work, and then we immediately fired.

We’ve had no RIFs or firings, just DRP

If you have someone that isn't showing up and isn't doing any work, you should be able to fire them for behavior issues and not based on performance without doing the whole PIP business. The PIP is for performance issues. You should talk to your agency lawyers, not your HR. The lawyers are better versed in the options available to you than HR is. In my experience, no one in HR had ever actually fired anyone and didn't know how to do it.

Anonymous wrote:Mine didn’t even get rid of people who were on pips or had conduct warnings over the past year. I feel personally victimized by this because I have one person and it’s consuming my life having to document her and work with HR nonstop. She’s done no work for months and months. She’s not even showing up to the office.

It was easier under the last administration to fire someone. I didn’t have to do pre PIP warnings. I placed them on a PIP, they still did no work, and then we immediately fired.

We’ve had no RIFs or firings, just DRP

Anonymous wrote:The way we here about these layoffs i thought it was like 20% of the total federal workforce.

Anonymous wrote:The way we here about these layoffs i thought it was like 20% of the total federal workforce.

Anonymous wrote:Mine didn’t even get rid of people who were on pips or had conduct warnings over the past year. I feel personally victimized by this because I have one person and it’s consuming my life having to document her and work with HR nonstop. She’s done no work for months and months. She’s not even showing up to the office.

It was easier under the last administration to fire someone. I didn’t have to do pre PIP warnings. I placed them on a PIP, they still did no work, and then we immediately fired.

We’ve had no RIFs or firings, just DRP