[Federal Register Volume 59, Number 213 (Friday, November 4, 1994)]
[Unknown Section]
[Page 0]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 94-27362]
[[Page Unknown]]
[Federal Register: November 4, 1994]
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OFFICE OF PERSONNEL MANAGEMENT
5 CFR Parts 211, 230, 300, 301, 307, 310, 316, 330, 333, 339, 340,
351, 353, and 930
RIN 3206-AG18
Federal Staffing Provisions Supporting Sunset of the Federal
Personnel Manual
AGENCY: Office of Personnel Management.
ACTION: Proposed rule.
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SUMMARY: This proposed rule places into regulation a limited number of
Federal staffing provisions that were formerly in the Federal Personnel
Manual (FPM). The remaining ``provisionally retained'' portions of the
FPM will be abolished by December 31, 1994. This proposed rule deletes
or replaces regulatory language which references the FPM. Its
provisions also define or clarify terms and describe procedures used in
veterans' preference, reductions in force, veterans' readjustment
appointments, term appointments, seasonal and intermittent employment,
noncompetitive term appointments based on Peace Corps service,
exemption of certain employees from coverage of the Part-time Career
Employment Act, physical requirements for employment, and actions taken
during a national emergency (including the possible appointment of
relatives). They extend delegations to agencies for assigning persons
serving under excepted appointments to the work of positions in the
competitive service; making temporary appointments of worker trainees
pending establishment of a register (TAPER); and extending time limits
for overseas temporary appointments. The proposed provisions also
delete requirements for a number of regular reports. In the case of
part 351, Reduction in Force, and part 353, Restoration to Duty From
Military Service or Compensable Injury, sections are reworded for
clarity and consistency with decisions of the Merit Systems Protection
Board.
DATES: Comments must be submitted on or before December 5, 1994.
ADDRESSES: Send or deliver written comments to Leonard R. Klein,
Associate Director for Career Entry, Office of Personnel Management,
Room 6F08, 1900 E Street, NW., Washington, DC 20415-0001 (FAX 202-606-
2329).
FOR FURTHER INFORMATION CONTACT: Diane Bohling, (202) 606-0960 with
questions concerning the changes in 5 CFR 330; Thomas Glennon, (202)
606-0960 concerning the changes in 5 CFR 351; Raleigh Neville, (202)
606-0830 concerning the changes in 5 CFR 340, 5 CFR 353 and 5 CFR 930;
and Mike Carmichael or Karen Jacobs, (202) 606-0830, concerning the
other changes.
SUPPLEMENTARY INFORMATION:
The Vice President's National Performance Review (NPR) recommended
that the Office of Personnel Management (OPM) ``phase out the entire
10,000 page Federal Personnel Manual (FPM).'' The President endorsed
the NPR recommendations.
In planning to abolish the FPM, OPM met over an extended period
with representatives of agencies and employee unions to identify which
FPM policies should be dropped, which should be continued in
regulation, and which should be available as a helpful reference in an
alternative format. The resulting recommendations were reviewed and
endorsed by the Interagency Advisory Group of agency personnel
directors and by the National Partnership Council.
This proposed rule carries out the recommendations of those groups
to retain selected current policies. Regulations to establish new
policies, including implementation of Pub. L. 103-353 (veterans'
reemployment rights), will be proposed separately.
Executive Order 12866, Regulatory Review
This rule has been reviewed by the Office of Personnel Management
and Budget in accordance with E.O. 12866.
Regulatory Flexibility Act
I certify that these regulations will not have a significant
economic impact on a substantial number of small entities because they
apply only to Federal agencies and employees.
List of Subjects
5 CFR Part 211
Government employees, Veterans.
5 CFR Part 230
Civil defense, Government employees.
5 CFR Part 300
Freedom of information, Government employees, Reporting and
recordkeeping requirements, Selective Service System.
5 CFR Part 301
Government employees.
5 CFR Part 307
Government employees, Veterans.
5 CFR Part 310
Government employees.
5 CFR Part 316
Government employees.
5 CFR Part 330
Armed forces reserves, Government employees.
5 CFR Part 333
Government employees.
5 CFR Part 339
Equal employment opportunity, Government employees, Health,
Individuals with disabilities.
5 CFR Part 340
Government employees.
5 CFR Part 351
Administrative practice and procedure, Government employees.
5 CFR Part 353
Administrative practice and procedure, Government employees.
5 CFR Part 930
Administrative practice and procedure, Computer technology,
Government employees, Motor vehicles.
James B. King,
Director, Office of Personnel Management.
Accordingly, OPM proposes to amend 5 CFR parts 211, 230, 300, 301,
307, 310, 316, 330, 333, 339, 340, 351, 353, and 930 as follows:
PART 211--VETERAN PREFERENCE
1. Part 211 is revised to read as follows:
Sec.
211.101 Purpose
211.102 Definitions
211.103 Administration of preference.
Authority: 5 U.S.C. 1302.
Sec. 211.101 Purpose.
The purpose of this chapter is to define veterans' preference and
the administration of preference in Federal employment. (5 U.S.C. 2108)
Sec. 211.102 Definitions.
For the purposes of preference in Federal employment the following
definitions apply:
(a) Veteran means a person who was separated with an honorable
discharge or under honorable conditions from active duty in the armed
forces performed--
(1) In a war; or,
(2) In a campaign or expedition for which a campaign badge has been
authorized; or,
(3) During the period beginning April 28, 1952, and ending July 1,
1955; or,
(4) For more than 180 consecutive days, other than for training,
any part of which occurred during the period beginning February 1,
1955, and ending October 14, 1976.
(b) Disabled veteran means a person who was separated under
honorable conditions from active duty in the armed forces performed at
any time and who has established the present existence of a service-
connected disability or is receiving compensation, disability
retirement benefits, or pensions because of a public statute
administered by the Department of Veterans Affairs or a military
department.
(c) Preference eligible means veterans, spouses, widows, or mothers
who meet the definition of ``preference eligible'' in 5 U.S.C. 2108.
Preference eligibles are entitled to have 5 or 10 points added to their
earned score on a civil service examination (see 5 U.S.C. 3309). They
are also accorded a higher retention standing in the event of a
reduction in force (see 5 U.S.C. 3502). Preference does not apply,
however, to inservice placement actions such as promotions.
(d) Armed forces means the United States Army, Navy, Air Force,
Marine Corps, and Coast Guard.
(e) Uniformed services means the armed forces, the commissioned
corps of the Public Health Service, and the commissioned corps of the
National Oceanic and Atmospheric Administration.
(f) Active duty or active military duty means full-time duty with
military pay and allowances in the armed forces, except for training or
for determining physical fitness and except for service in the Reserves
or National Guard.
(g) Separated under honorable conditions means either an honorable
or a general discharge from the armed forces. The Department of Defense
is responsible for administering and defining military discharges.
Sec. 211.103 Administration of preference.
Agencies are responsible for making all preference determinations
except for preference based on a common law marriage. Such a claim
should be referred to OPM's General Counsel for decision.
PART 230--ORGANIZATION OF THE GOVERNMENT FOR PERSONNEL MANAGEMENT
2. The authority citation for Part 230 is revised to read as
follows:
Authority: 5 U.S.C. 1302, 3301, 3302; E.O. 10577, 3 CFR 1954-
1958 Comp., p. 218; sec. 230.402 also issued under 5 U.S.C. 1104.
3. In Sec. 230.402, paragraphs (a) through (h) are redesignated as
paragraphs (b) through (i), respectively; a new paragraph (a) is added;
and newly redesignated paragraph (b) is revised to read as follows:
Sec. 230.402 Agency authority to make emergency-indefinite
appointments in a national emergency.
(a) When a national emergency exists--
(1) Definition. A national emergency must meet all of the following
conditions:
(i) It was declared by the President or Congress.
(ii) It involves a danger to the United States' safety, security,
or stability that results from specified circumstances or conditions
and that is national in scope.
(iii) It requires a national program specifically intended to
combat the threat to national safety, security, or stability.
(2) Termination of a national emergency. A national emergency no
longer exists if it is officially terminated by the President or
Congress, or if the specific circumstances, conditions, or program
cited in the original declaration are terminated or corrected.
(b) Basic authority. Agencies may make emergency-indefinite
appointments without OPM approval during any national emergency as
defined in paragraph (a) of this section. The head of an agency with a
defense-related mission may request OPM's approval to make emergency-
indefinite appointments without a declared national emergency when the
President has authorized the call-up of some portion of the military
reserves for some military purpose. The request must demonstrate that
normal hiring procedures cannot meet surge employment requirements and
that use of emergency-indefinite appointments is necessary for economy
and efficiency. Except as provided by paragraphs (c) and (d) of this
section, agencies must make emergency-indefinite appointments from
appropriate registers of eligibles as long as there are available
eligibles.
* * * * *
PART 300--EMPLOYMENT (GENERAL)
4. The authority citation for part 300 is revised to read as
follows:
Authority: 5 U.S.C. 552, 3301, and 3302; E.O. 10577, 3 CFR 1954-
1958 Comp., page 218, unless otherwise noted.
Secs. 300.101 through 300.104 also issued under 5 U.S.C. 7201,
7204, and 7701; E.O. 11478, 3 CFR 1966-1970 Comp., page 803.
Sec. 300.301 also issued under 5 U.S.C. 1104 and 3341.
Secs. 300.401 through 300.408 also issued under 5 U.S.C.
1302(c), 2301, and 2302.
Secs. 300.501 through 300.507 also issued under 5 U.S.C.
1103(a)(5).
Sec. 300.603 also issued under 5 U.S.C. 1104.
5. In Sec. 300.201, paragraphs (b) through (e) are redesignated as
paragraphs (c) through (f), respectively and a new paragraph (b) is
added to read as follows:
Sec. 300.201 Examinations.
* * * * *
(b) The Office maintains control over the security and release of
testing and examination materials which it has developed and made
available to agencies for initial competitive appointment or inservice
use unless the materials were developed specifically for an agency
through a reimbursable contractual agreement. These testing and
examination materials include, and are subject to the same controls as,
those described in (a)(1) and (a)(2) of this section.
* * * * *
6. A new subpart C, consisting of Sec. 300.301, is added to read as
follows:
Subpart C--Details of Employees
Sec.
300.301 Authority.
Sec. 300.301 Authority.
(a) In accordance with 5 U.S.C. 3341, an agency may detail an
employee in the competitive service to a position in either the
competitive or excepted service.
(b) In accordance with 5 U.S.C. 3341, an agency may detail an
employee in the excepted service to a position in the excepted service
and may also detail an excepted service employee serving under Schedule
A, Schedule B, or the Veterans Readjustment Act, to a position in the
competitive service.
(c) Any other detail of an employee in the excepted service to a
position in the competitive service may be made only with the prior
approval of the Office of Personnel Management or under a delegated
agreement between the agency and OPM.
7. In Sec. 300.407, paragraph (b) is revised to read as follows:
Sec. 300.407 Documentation.
* * * * *
(b) When requested by the Office of Personnel Management, agencies
will provide reports on the use of commercial recruiting firms, based
on the records required in (a) above.
PART 301--OVERSEAS EMPLOYMENT
8. The authority citation for part 301 continues to read in part as
follows:
Authority: 5 U.S.C. 3301, 3302; * * *
9. In Sec. 301.203, paragraph (c) is revised and paragraph (d) is
added to read as follows:
Sec. 301.203 Duration of appointment.
* * * * *
(c) An agency may make an overseas limited appointment for 1 year
or less to meet administrative needs for temporary employment. An
agency may extend such an appointment for up to a maximum of 1
additional year.
(d) Upon request from the headquarters level of a Department or
agency, OPM may approve, or delegate to agencies the authority to
approve, exceptions to the time limits set out in paragraph (c) of this
section.
PART 307--VETERANS READJUSTMENT APPOINTMENTS
10. The authority citation for part 307 continues to read as
follows:
Authority: 5 U.S.C. 3301, 3302; E.O. 11521, 3 CFR, 1970 Comp.,
p. 912; 38 U.S.C. 4214.
Sec. 307.102 [Amended]
11. In Sec. 307.102, paragraph (c) is removed.
12. Section 307.103 is revised to read as follows:
Sec. 307.103 Appointing authority.
(a) Agency may appoint any veteran who served on active duty after
August 4, 1964, who meets the basic veterans readjustment eligibility
provided by law.
(b) Appointments are subject to investigation by OPM. A law,
Executive order, or regulation which disqualifies a person for
appointment in the competitive service also disqualifies a person for a
veterans readjustment appointment.
13. Section 307.104 is added to read as follows:
Sec. 307.104 Appeal rights.
A veterans readjustment appointment is an excepted appointment to a
position otherwise in the competitive service. Veterans readjustment
appointees have the same appeal rights as excepted service employees
under parts 432 and 752 of this chapter, except the appointees are also
entitled to limited appeal protection during their 1st year of service
as set forth in Sec. 315.806 of this chapter.
PART 310--EMPLOYMENT OF RELATIVES
14. The authority citation for part 310 continues to read as
follows:
Authority: 5 U.S.C. 3302, 7301; E.O. 10577, 3 CFR, 1954-1958
Comp., p. 218; E.O. 11222, 3 CFR, 1964-1965 Comp., p. 306.
15. Section 310.202 is revised to read as follows:
Sec. 310.202 Exceptions.
When necessary to meet urgent needs resulting from an emergency
posing an immediate threat to life or property, or a national emergency
as defined in Sec. 230.402(a)(1) of this title, a public official may
employ relatives to meet those needs without regard to the restrictions
in section 3110 of title 5, United States Code, and this part.
Appointments under these conditions are temporary not to exceed 1
month, but may be extended for a 2nd month if the emergency need still
exists.
PART 316--TEMPORARY AND TERM EMPLOYMENT
16. The authority citation for part 316 is revised to read as
follows:
Authority: 5 U.S.C. 3301, 3302 and E.O. 10577 (3 CFR 1954-1958
Comp., p. 218); Sec. 316.302 also issued under 5 U.S.C. 3304(c), 22
U.S.C. 2506 (94 Stat. 2158); 38 U.S.C. 2014, and E.O. 12362, as
revised by E.O. 12585; Sec. 316.402 also issued under 5 U.S.C.
3304(c) and 3312, 22 U.S.C. 2506 (93 Stat. 371), E.O. 12137, 38
U.S.C. 2014, and E.O. 12362, as revised by E.O. 12585 and E.O.
12721.
17. Section 316.201 is revised to read as follows:
Sec. 316.201 Purpose and duration.
(a) General. OPM may authorize an agency to fill a vacancy by
temporary appointment pending establishment of a register (TAPER
appointment) when there are insufficient eligibles on a register
appropriate for filling the vacancy in a position that will last that
the vacancy be filled before eligibles can be certified. The agency
must follow the provisions of part 333 of this chapter when making a
TAPER appointment.
(b) Specific authority for Worker-Trainee positions. Agencies may
make TAPER appointments to positions at GS-1, WG-1, and WG-2 and may
reassign or promote the appointees to other positions through grade GS-
3, WG-4, or equivalent grades in the Federal Wage System.
18. Section 316.301 is revised to read as follows:
Sec. 316.301 Purpose and duration.
An agency may make a term appointment for a period of more than 1
year but not more than 4 years when the need for an employee's services
is not permanent. Reasons for making a term appointment include, but
are not limited to: project work, extraordinary workload, scheduled
abolishment, reorganization, or contracting out of the function,
uncertainty of future funding, or the need to maintain permanent
positions for placement of employees who would otherwise be displaced
from other parts of the organization.
19. In Sec. 316.302, paragraph (c)(3) is revised to read as
follows:
Sec. 316.302 Selection of term employees.
* * * * *
(c) * * *
(3) A person eligible for career or career-conditional employment
under sections 315.601, 315.605, 315.606, 315.607, 315.608, 315.609,
315.703 of this chapter.
* * * * *
PART 330--RECRUITMENT, SELECTION, AND PLACEMENT (GENERAL)
20. The authority citation for part 330 continues to read as
follows:
Authority: 5 U.S.C. 1302, 3301, 3302; E.O. 10577; 3 CFR, 1954-58
Comp., p. 218; Sec. 330.102 also issued under 5 U.S.C. 3327; subpart
B also issued under 5 U.S.C. 3315 and 8151; Sec. 330.401 also issued
under 5 U.S.C. 3310; subpart H also issued under 5 U.S.C. 8337(h)
and 8457(b); subpart I also issued under sec. 4432 of Pub. Law 102-
484.
21. Section 330.201 is revised to read as follows:
Sec. 330.201 Establishment and maintenance of RPL.
(a) The reemployment priority list (RPL) is the mechanism agencies
use to give reemployment consideration to their former competitive
service employees separated by reduction in force (RIF) or fully
recovered from a compensable injury after more than 1 year. The RPL is
a required component of agency positive placement programs. In filling
vacancies, the agency must give RPL registrants priority consideration
over certain outside job applicants and, if it chooses, also may
consider RPL registrants before considering internal candidates.
(b) Each agency is required to establish and maintain a
reemployment priority list for each commuting area in which it
separates eligible competitive service employees by RIF or when a
former employee recovers from a compensable injury after more than 1
year, except as provided in paragraph (c) of this section. For purposes
of this subpart, ``agency'' means ``Executive agency'' as defined in 5
U.S.C. 105. All components of an agency within the commuting area
utilize a single RPL and are responsible for giving priority
consideration to the RPL registrants.
(c) An agency need not maintain a distinct RPL for employees
separated by reduction in force if the agency operates a placement
program for its employees and obtains OPM concurrence that the program
satisfies the basic requirements of this subpart. The intent of this
provision is to allow agencies to adopt different placement strategies
that are effective for their particular programs yet satisfy legal
entitlements to priority consideration in reemployment.
22. In Sec. 330.202, paragraph (a)(1) is revised and paragraph (c)
is added to read as follows:
Sec. 330.202 Application.
(a)(1) To be entered on the RPL, an eligible employee under
Sec. 330.203 must complete an application prescribed by the employing
agency and inform the agency of any significant changes in the
information provided. This application must provide for the employee to
specify the conditions under which he or she will accept employment,
including grade, occupation, and minimum hours of work per week, in
addition to positions at the same representative rate and type of work
schedule (e.g., full-time, part-time, seasonal, intermittent, on-call,
etc.) as the position from which the employee was or will be separated.
Registration may take place as soon as a specific notice of separation
under part 351 of this chapter, or a Certification of Expected
Separation as provided in Sec. 351.807 of this chapter, has been
issued. The employee must submit the application within 30 calendar
days after the RIF separation date. An employee who fails to submit a
timely application is not entitled to be placed on the RPL. If an
agency has components scattered throughout a large commuting area, the
agency may allow eligibles to indicate their availability only for
certain sub-areas within the commuting area. However, the agency cannot
deny consideration throughout the entire commuting area if the eligible
wants it.
* * * * *
(c) Agencies should assist employees to identify positions within
the agency for which they qualify and these positions should be listed
on the RPL application.
23. In Sec. 330.203, paragraphs (a)(4) and (c) are revised and
paragraphs (d), (e), (f), and (g) are added to read as follows:
Sec. 330.203 Eligibility due to reduction in force.
(a) * * *
(4) Have not declined an offer under subpart G of part 351 of this
chapter of a position with the same type of work schedule and a
representative rate at least as high as that of the position from which
the employee was or will be separated.
* * * * *
(c) A tenure group I employee is eligible for the RPL for 2 years,
and a tenure group II employee is eligible for 1 year, from the date
the employee is entered on the RPL.
(d)(1) When an individual declines an offer of career, career-
conditional, or excepted appointment without time limit or fails to
reply to an inquiry, under this subpart, and the position meets the
acceptable conditions shown in his or her application, he or she loses
RPL consideration for all positions with a representative rate at or
below that grade. However, subject to paragraph (d)(2)(iii) of this
section, the individual retains eligibility for positions with a higher
representative rate up to the last grade held.
(2) Also, an individual is taken off the RPL before the period of
eligibility expires when the individual:
(i) Requests removal.
(ii) Receives a career, career-conditional, or excepted appointment
without time limit in any agency.
(iii) Declines an offer of career, career-conditional, or excepted
appointment without time limit or fails to reply to an inquiry, under
this subpart, by the employee's former agency, concerning a specific
position having a representative rate at least as high, and with the
same type of work schedule, as that of the position from which the
person was or will be separated.
(iv) Separates for some other reason before the RIF separation
takes effect (such as retirement, resignation, etc.). An employee who
retires the day after separation by RIF, or later, does not lose RPL
eligibility.
(v) Declines an interview or fails to appear for a scheduled
interview only if notified in advance of this requirement and the
subsequent consequences.
(vi) In the case of an individual enrolled on an RPL for Alaska or
overseas, leaves the area covered by that RPL or becomes disqualified
for overseas employment because of previous service or residence.
(3) When an agency removes an individual from the RPL because of
failure to reply to a specific permanent job offer or an inquiry of
availability for a specific permanent vacancy, the agency must have
evidence to show that a written offer or inquiry was made and received.
The written offer or inquiry to the individual must clearly state that
failure to respond will result in loss of RPL consideration for all
grades or for lower grades, as appropriate.
(e) Declination of nonpermanent employment has no effect on RPL
eligibility or continuation of RPL consideration.
(f) Consideration for all jobs (whether permanent or nonpermanent)
is suspended for any individual who cannot be reached by the agency.
Submission of an updated application can reinstate consideration, but
the period of eligibility is not extended beyond the original time set
in paragraph (c) of this section.
(g) Eligibles who had agreed to transfer with their function but
were separated by RIF from the gaining competitive area are registered
on the RPL of the gaining competitive area.
24. In Sec. 330.204, paragraphs (a) and (b)(3) are revised and
paragraph (c) is added to read as follows:
Sec. 330.204 Eligibility due to compensable injury.
(a) A competitive service employee in tenure group I or II who is
separated (or who accepts a lower graded position in lieu of
separation) because of a compensable injury or disability (as defined
in part 353 of this chapter) who has fully recovered more than 1 year
after compensation began is entitled to be placed on the RPL provided
the individual applies within the timeframes addressed in Sec. 330.202.
Part 353 of this chapter contains information on eligibility.
* * * * * *
(b) * * *
(3) Declines an offer or fails to respond to an inquiry of
availability about a specific position that is the same as or
equivalent to the position from which separated.
(c) A former employee must request reemployment consideration
within the time limits set in Sec. 330.202.
25. Section 330.205 is revised to read as follows:
Sec. 330.205 Employment restrictions.
(a) The restrictions in paragraph (b) of this section apply to the
filling of all competitive service vacancies, regardless of whether an
agency plans to make a temporary, term, or permanent appointment. This
means an agency must consider RPL registrants for nonpermanent as well
as permanent positions when they have indicated such interest on their
RPL application.
(b) When a qualified individual is available on an agency's RPL,
the agency may not make a final commitment to an individual not on the
RPL to fill a permanent or temporary competitive service position by:
(1) A new appointment, unless the individual appointed is a
qualified 10-point preference eligible; or
(2) Transfer or reemployment, unless the individual appointed is a
preference eligible, is exercising restoration rights under part 353 of
this chapter based on return from military service or recovery from a
compensable injury or disability within 1 year, or is exercising other
statutory or regulatory reemployment rights.
(c) Paragraph (b) of this section does not apply to actions
involving employees on an agency's rolls, as authorized below, or in
filling a specific position:
(1) When all qualified individuals on the RPL decline an offer of a
specific position or fail to respond to an official agency inquiry
about their availability for it; or
(2) By a current, qualified employee of the agency through:
(i) Detail or position change (promotion, demotion, reassignment);
or
(ii) Conversion to competitive appointment of employees currently
serving under appointments that carry a noncompetitive conversion
eligibility (e.g., Veterans Readjustment Appointee, 30 percent disabled
veterans, disabled employees under Schedule A appointment, Presidential
Management Interns, cooperative education students under Schedule B
appointment, and TAPERS); or
(iii) Reappointment without a break in service to the same position
currently held by an employee serving under a temporary appointment of
1 year or less (only to another temporary appointment not to exceed 1
year or less and not to a permanent appointment); or
(iv) Extension of an employee's temporary appointment up to the
maximum permitted by the appointment authority or as authorized by OPM.
(3) By a 30-day special needs appointment or 700 hour temporary
appointment of a severely disabled or mentally retarded individual,
when the agency's staffing policies provide for these exceptions.
(d) An agency must clear the RPL at the grade level at which it
fills a position (regardless of the full performance level). Similarly,
if an agency advertises a position at multiple grade levels, it must
clear the RPL only at the grade level at which the position is
ultimately filled.
(e) Once an agency has cleared its RPL and made a final employment
commitment to an individual, the later registration of another employee
on the RPL does not prevent the fulfillment of the original commitment,
regardless of when the individual actually enters on duty.
(f) An agency may make an exception to this section and appoint an
individual not on the RPL as authorized by Sec. 330.207(d).
(g) When submitting a request for referral of eligibles, an agency
is required to indicate that no qualified RPL registrant is available
for the vacancy and therefore the agency may make a new appointment.
Similarly, an agency must clear its RPL before making appointments
under a direct-hire authority, which includes the Outstanding Scholar
provision, or delegated examining authority.
26. In Sec. 330.206, paragraphs (a)(1), (a)(2), and (b) are revised
to read as follows:
Sec. 330.206 Job consideration.
(a) (1) An eligible employee under Sec. 330.203 is entitled to
consideration for positions in the commuting area for which qualified
and available that are at no higher grade (or equivalent), have no
greater promotion potential than the position from which the employee
was or will be separated, and have the same type of work schedule. In
addition, an employee is entitled to consideration for any higher grade
previously held on a nontemporary basis in the competitive service from
which the employee was demoted under part 351 of this chapter.
(2) An employee is considered for positions having the same type of
work schedule as the position from which separated except that the
agency, at its discretion, may adopt provisions permitting empoyees to
request consideration for other work schedules in addition to that
formerly held.
* * * * *
(b) (1) An eligible employee under Sec. 330.204 is placed on the
RPL for reemployment consideration for his or her former position or an
equivalent one. If the individual cannot be placed in such a position
in the former commuting area, he or she is entitled to priority
consideration for an equivalent position elsewhere in the agency at the
time and in a manner as the agency determines will provide the
individual with maximum opportunities for consideration.
(2) In lieu of expanded consideration in other locations, an
individual who cannot be placed in his or her former or equivalent
position in the former commuting area may elect to be considered for
the next best available position in the former commuting area.
27. In Sec. 330.207, paragraphs (a), (b), (c)(1), and (d) are
revised to read as follows:
Sec. 330.207 Selection from RPL.
(a) Options. An agency must adopt one of the selection methods in
paragraphs (b) and (c) of this section for use in operating a single
RPL. The agency may adopt the same method for each RPL it establishes
or may vary the method by location, but it must adopt a written policy
for each RPL it establishes and maintains. After a method is adopted,
the agency uses that method in filling all positions. While an agency
may not vary the method used by individual vacancy, it may at any time
switch selection methods for employees enrolled on the RPL.
(b) Retention standing order. For each vacancy to be filled, the
agency shall place qualified individuals in group and subgroup order in
accordance with part 351 of this chapter. In making a selection, an
agency may not pass over an individual in group I to select from group
II and, within a group, may not pass over an individual in a higher
subgroup to select from a lower subgroup. Within a subgroup, an agency
may select an individual without regard to order of retention standing.
A person has no greater priority for the grade or position from which
separated than any other person on the list who is qualified for the
vacancy. An agency may make an exception to this selection order only
in accordance with paragraph (d) of this section.
(c) Rating and ranking. (1) For each vacancy to be filled, the
agency rates qualified individuals according to their job experience
and education. To do this, an agency shall develop job-related
evaluation procedures capable of distinguishing differences in
qualifications measured, which shall be applied in a fair and
consistent manner. Based on these procedures, the agency shall assign
qualified individuals a numerical score of at least 70 on a scale of
100. The agency shall grant 5 additional points to preference eligibles
under section 2108(3) (A) and (B) of title 5, United States Code, and
10 additional points to preference eligibles under section 2108(3) (C)
through (G) of that title.
* * * * *
(d) Exceptions. An agency may make an exception to this subpart and
appoint an individual who is not on the RPL or has lower standing than
others on the RPL only when necessary to obtain an employee for duties
that cannot be taken over without undue interruption (as defined in
Sec. 351.203 of this chapter) to the agency by an individual who is on
the RPL or has higher standing than the one appointed. The agency shall
notify, in writing, each individual on the RPL who is adversely
affected by an appointment under this paragraph of the reasons for the
exception and of the right of appeal to the Merit Systems Protection
Board.
28. In Sec. 330.208, paragraphs (a)(1) and (b) introductory text
are revised and paragraph (a)(4) is added to read as follows:
Sec. 330.208 Qualification requirements.
(a)* * *
(1) Meets OPM-established qualification standards and requirements
for the position, including any minimum educational requirements, and
any selective placement factors established by the agency;
* * * * *
(4) Meets any other applicable requirement for appointment to the
competitive service.
(b) An agency may make an exception to the qualification standard
and adopt an alternative standard under the following conditions (this
provision does not authorize waiver of the selection order required by
Sec. 330.207):
* * * * *
PART 333--RECRUITMENT AND SELECTION FOR TEMPORARY AND TERM
APPOINTMENTS OUTSIDE THE REGISTER
29. The authority citation for part 333 continues to read as
follows:
Authority: 5 U.S.C. 1302, 3301, 3302, E.O. 10577, 3 CFR 1954-
1958 Comp., p. 218; section 333.203 also issued under 5 U.S.C. 1104,
Pub. L. 95-454, sec. 3(5).
29a. Section 333.101 is revised to read as follows:
Sec. 333.101 Standards for temporary and term appointments outside the
register.
Except as OPM may otherwise specify, an agency, in making a
temporary or term appointment outside the register, shall determine
that the applicant meets the qualification standards issued by OPM and
that he is not disqualified for any of the reasons listed in
Sec. 339.101 and Sec. 731.201 of this chapter. Candidates found to be
qualified shall be assigned either an eligible rating or a numerical
score of at least 70 on a scale of 100.
30. Section 333.102 is revised to read as follows:
Sec. 333.102 Public notice for temporary and term appointments outside
the register.
An agency recruiting outside the register must send a vacancy
announcement to the OPM job information center(s) and place an order
with the State Employment Service office(s) that have geographic
jurisdiction over the position(s). The notices must describe the
qualifications required and application deadline; must include equal
opportunity and veterans preference provisions; and must follow other
OPM instructions for preparing notices.
PART 339--MEDICAL QUALIFICATION DETERMINATIONS
31. The authority citation for part 339 continues to read as
follows:
Authority: 5 U.S.C. 3301, 3302, 5112; E.O. 9830, February 24,
1947.
31a. In Sec. 339.102, paragraph (b) is revised to read as follows:
Sec. 339.102 Purpose and effect.
* * * * *
(b) Personnel decisions based wholly or in part on the review of
medical documentation and the results of medical examinations and
evaluations shall be made in accordance with appropriate parts of this
title.
* * * * *
PART 340--OTHER THAN FULL-TIME CAREER EMPLOYMENT (PART-TIME,
SEASONAL, AND INTERMITTENT)
32. The authority citation for part 340 continues to read as
follows:
Authority: 5 U.S.C. 3401 et seq., unless otherwise noted.
33. In Sec. 340.202, paragraph (c) is revised to read as follows:
Sec. 340.202 General.
* * * * *
(c) Mixed Tours of Duty. The provisions of this subpart and the
term ``part-time career employment'' do not apply to employees with
appointments in tenure groups I or II who work under mixed tours of
duty. For this purpose, a mixed tour of duty consists of annually
recurring periods of full-time, part-time, or intermittent service as
long as the employee does not work part-time more than 6 pay periods
per calendar year.
34. Subpart D of part 340 is revised to read as follows:
Subpart D--Seasonal and Intermittent Employment
Sec.
340.401 Definitions.
340.402 Seasonal employment.
340.403 Intermittent employment.
Authority: 5 U.S.C. 3401 et seq., unless otherwise noted.
Subpart D--Seasonal and Intermittent Employment
Sec. 340.401 Definitions.
(a) Seasonal employment means annually recurring periods of work
less than 12 months each year. Seasonal employees are permanent
employees who are placed in nonduty/nonpay status and recalled to duty
in accordance with preestablished conditions of employment.
(b) Intermittent employment means employment without a regularly
scheduled tour of duty.
Sec. 340.402 Seasonal employment.
(a) Appropriate use. Seasonal employment allows an agency to
develop an experienced cadre of employees under career appointment to
perform work which recurs predictably year-to-year. Consistent with the
career nature of the appointments, seasonal employees receive the full
benefits authorized to attract and retain a stable workforce. As a
result, seasonal employment is appropriate when the work is expected to
last at least 6 months during a calendar year. Recurring work that
lasts less than 6 months each year is normally best performed by
temporary employees. Seasonal employment may not be used as a
substitute for full-time employment or as a buffer for the full-time
workforce.
(b) Length of the season. Agencies determine the length of the
season, subject to the condition that it be clearly tied to nature of
the work. The season must be defined as closely as practicable so that
an employee will have a reasonably clear idea of how much work he or
she can expect during the year. To minimize the adverse impact of
seasonal layoffs, an agency may assign seasonal employees to other work
during the projected layoff period. While in nonpay status, a seasonal
employee may accept other employment, Federal or non-Federal, subject
to the regulations on political activity (part 733 of this title) and
on employee responsibilities and conduct (part 735), as well as
applicable agency policies. Subject to the limitation on pay from more
than one position (5 U.S.C. 5533), a seasonal employee may hold more
than one appointment.
(c) Employment agreement. An employment agreement must be executed
between the agency and the seasonal employee prior to the employee's
entering on duty. At a minimum, the agreement must inform the employee:
(1) That he or she is subject to periodic release and recall as a
condition of employment,
(2) The minimum and maximum period the employee can expect to work,
(3) The basis on which release and recall procedures will be
effected, and
(4) The benefits to which the employee will be entitled while in a
nonpay status.
(d) Release and recall procedures. A seasonal employee is released
to nonpay status at the end of a season and recalled to duty the next
season. Release and recall procedures must be established in advance
and uniformly applied. They may be based on performance, seniority,
veterans' preference, other appropriate indices, or a combination of
factors. A seasonal layoff is not subject to the procedures for
furlough prescribed in parts 351 and 752 of this title. Reduction in
force or adverse action procedures, as applicable, are required for a
seasonal layoff that is not in accordance with the employment
agreement, for example, if an agency intends to have an employee work
less than the minimum amount of time specified in the employment
agreement. However, an agency may develop a new employment agreement to
reflect changing circumstances.
(e) Noncompetitive movement. Seasonal employees serving under
career appointment may move to other positions in the same way as other
regular career employees.
Sec. 340.403 Intermittent employment.
(a) Appropriate use. An intermittent work schedule is appropriate
only when the nature of the work is sporadic and unpredictable so that
a tour of duty cannot be regularly scheduled in advance. When an agency
is able to schedule work in advance on a regular basis, it has an
obligation to document the change in work schedule from intermittent to
part-time or full-time to ensure proper service credit.
(b) Noncompetitive movement. Intermittent employees serving under
career appointment may move to other positions in the same way as other
regular career employees.
PART 351--REDUCTION IN FORCE
35. The authority citation for part 351 continues to read as
follows:
Authority: 5 U.S.C. 1302, 3502, 3503; Sec. 351.801 also issued
under E.O. 12828, 58 FR 2965.
36. Section 351.202(c)(7) is added to read as follows:
Sec. 351.202 Coverage.
* * * * *
(c) * * *
(7) A change in an employee's work schedule from other-than-full-
time to full-time. (A change from full-time to other-than-full-time for
a reason covered in 351.201(a)(2) is covered by this part.)
37. Section 351.203 is amended by adding alphabetically the
definitions of ``Furlough'' and ``Undue interruption'' to read as
follows:
Sec. 351.203 Definitions.
* * * * *
Furlough under this part means the placement of an employee in a
temporary nonduty and nonpay status for more than 30 consecutive
calendar days, or more than 22 workdays if done on a discontinuous
basis, but not more than 1 year.
* * * * *
Undue interruption means a degree of interruption that would
prevent the completion of required work by the employee 90 days after
the employee has been placed in a different position under this part.
The 90-day standard should be considered within the allowable limits of
time and quality, taking into account the pressures of priorities,
deadlines, and other demands. However, a work program would generally
not be unduly interrupted even if an employee needed more than 90 days
after the reduction in force to preform the optimum quality or quantity
of work. The 90-day standard may be extended if placement is made under
this part to a low priority program or to a vacant position.
38. In Sec. 351.301, the current paragraph is redesignated as
paragraph (a) and paragraph (b) is added to read as follows:
Sec. 351.301 Applicability.
* * * * *
(b) In a transfer of function, the function must cease in the
losing competitive area and continue in an identical form in the
gaining competitive area (i.e., in the gaining competitive area, the
function continues to be carried out by competing employees rather than
by noncompeting employees).
39. In Sec. 351.302, paragraphs (f) and (g) are added to read as
follows:
Sec. 351.302 Transfer of employees.
* * * * *
(f) An agency may not separate an employee who declines to transfer
with the function any sooner than it transfers employees who chose to
transfer with the function to the gaining competitive area.
(g) Agencies may ask employees in a canvass letter whether the
employee wishes to transfer with the function when the function
transfers to a different local commuting area. The canvass letter must
give the employee information concerning entitlements available to the
employee if the employee accepts the offer to transfer, and if the
employee declines the offer to transfer. An employee may later change
an initial acceptance offer without penalty. However, an employee may
not later change an initial declination of the offer to transfer.
40. In Sec. 351.303, paragraph (a) is revised and paragraph (c)(3)
is added to read as follows:
Sec. 351.303 Identification of positions with a transferring function.
(a) The competitive area losing the function is responsible for
identifying the positions of competing employees with the transferring
function. A competing employee is identified with the transferring
function on the basis of the employee's official position. Two methods
are provided to identify employees with the transferring function:
(1) Identification Method One; and
(2) Identification Method Two.
* * * * *
(c) * * *
(3) In determining what percentage of time an employee performs a
function in the employee's official position, the agency may supplement
the employee's official position description by the use of appropriate
records (e.g., work reports, organizational time logs, work schedules,
etc.).
* * * * *
41. In Sec. 351.403, paragraph (a) is revised, paragraph (b)(5) is
removed, and paragraph (b)(6) is redesignated as (b)(5) to read as
follows:
Sec. 351.403 Competitive level.
(a) (1) Each agency shall establish competitive levels consisting
of all positions in a competitive area which are in the same grade (or
occupational level) and classification series, and which are similar
enough in duties, qualification requirements, pay schedules, and
working conditions so that an agency may reassign the incumbent of one
position to any of the other positions in the level without undue
interruption.
(2) Competitive level determinations are based on each employee's
official position, not the employee's personal qualifications.
(3) Sex may not be the basis for a competitive level determination,
except for a position OPM designates that certification of eligibles by
sex is justified.
(4) A probationary period required by subpart I of party 315 of
this chapter for initial appointment to a supervisory or managerial
position is not a basis for establishing a separate competitive level.
* * * * *
42. In Sec. 351.501, paragraphs (b)(1) and (b)(2) are revised to
read as follows:
Sec. 351.501 Order of retention-competitive service.
* * * * *
(b) * * *
(1) Group I includes each career employee who is not serving a
probationary period. (A supervisory or managerial employee serving a
probationary period required by subpart I of part 315 of this title is
in group I if the employee is otherwise eligible to be included in this
group.) The following employees are in group I as soon as the employee
completes any required probationary period for initial appointment:
(i) An employee for whom substantial evidence exists of eligibility
to immediately acquire status and career tenure, and whose case is
pending final resolution by OPM (including cases under Executive Order
10826 to correct certain administrative errors);
(ii) An employee who acquires competitive status and satisfies the
service requirement for career tenure when the employee's position is
brought into the competitive service;
(iii) An administrative law judge;
(iv) An employee appointed under 5 U.S.C. 3104, which provides for
the employment of specially qualified scientific or professional
personnel, or a similar authority; and
(v) An employee who acquires status under 5 U.S.C. 3304(c) on
transfer to the competitive service from the legislative or judicial
branches of the Federal Government.
(2) Group II includes each career-conditional employee, and each
employee serving a probationary period under subpart H of part 315 of
this chapter. (A supervisory or managerial employee serving a
probationary period required by subpart I of part 315 of this title is
in group II if the employee has not completed a probationary period
under subpart H of part 315 of this title.) Group II also includes an
employee when substantial evidence exists of the employee's eligibility
to immediately acquire status and career-conditional tenure, and the
employee's case is pending final resolution by OPM (including cases
under Executive Order 10826 to correct certain administrative errors).
* * * * *
43. Section 351.502 is revised to read as follows:
Sec. 351.502 Order of retention-excepted service.
(a) Competing employees shall be classified on a retention register
in tenure groups on the basis of their tenure of employment, veteran
preference, length of service, and performance in descending order as
set forth under section 351.501(a) for competing employees in the
competitive service.
(b) Groups are defined as follows:
(1) Group I includes each permanent employee whose appointment
carriers no restriction or condition such as conditional, indefinite,
specific time limit, or trial period.
(2) Group II includes each employee:
(i) Serving a trial period; or
(ii) Whose tenure is equivalent to a career-conditional appointment
in the competitive service in agencies having such excepted
appointments.
(3) Group III includes each employee:
(i) Whose tenure is indefinite (i.e., without specific time limit),
but not actually or potentially permanent;
(ii) Whose appointment has a specific time limitation of more than
1 year; or
(iii) Who is currently employed under a temporary appointment
limited to 1 year or less, but who has completed 1 year of current
continuous service under a temporary appointment with no break in
service of 1 workday or more.
44. In Sec. 351.506, paragraph (b) is revised to read as follows:
Sec. 351.506 Effective date of retention standing.
* * * * *
(b) The retention standing of each employee retained in a
competitive level as an exception under section 351.607 or section
351.608 is determined as of the date the employee would have been
released from the competitive level had the exception not been used.
The retention standing of each employee retained under either exception
remains fixed until completion of the reduction in force action which
resulted in the temporary retention.
* * * * *
45. In Sec. 351.701, paragraph (a) is revised to read as follows:
Sec. 351.701 Assignment involving displacement.
(a) General. When a group I or II competitive service employee with
a current annual performance rating of record of minimally successful
(Level 2) or equivalent, or higher, is released from a competitive
level, an agency shall offer assignment, rather than furlough or
separate, in accordance with paragraphs (b), (c), and (d) of this
section to another competitive position which requires no reduction, or
the least possible reduction, in representative rate. The employee must
be qualified for the offered position. The offered position shall be in
the same competitive area, last at least 3 months, and have the same
type of work schedule (e.g., full-time, part-time, intermittent, or
seasonal) as the position from which the employee is released. Upon
accepting an offer of assignment, or displacing another employee under
this part, an employee retains the same status and tenure in the new
position. The promotion potential of the offered position is not a
consideration in determining an employee's right of assignment.
* * * * *
46. In Sec. 351.702, paragraph (a)(4) is revised to read as
follows:
Sec. 351.702 Qualifications for assignment.
(a) * * *
(4) Has the capacity, adaptability, and special skills needed to
satisfactorily perform the duties of the position without undue
interruption. This determination includes recency of experience, when
appropriate.
* * * * *
47. In Sec. 351.704, paragraph (b)(5) is added to read as follows:
Sec. 351.704 Rights and prohibitions.
* * * * *
(b) * * *
(5) Authorize or permit an agency to displace an employee or to
satisfy a competing employee's right to assignment by assigning the
employee to a position with a different type of work schedule (e.g.,
full-time, part-time, intermittent, or seasonal) than the position from
which the employee is released.
PART 353--RESTORATION TO DUTY FROM MILITARY SERVICE OR COMPENSABLE
INJURY
48. Part 353 is revised to read as follows:
Subpart A--General Provisions
Sec.
353.101 Scope.
353.102 Definitions.
353.103 Persons covered.
353.104 Notification of rights and obligations.
353.105 Maintenance of records.
353.106 Personnel actions during employee's absence.
353.107 Status upon reemployment.
353.108 Effect of performance and conduct on restoration rights.
353.109 Transfer of function to another agency.
353.110 OPM placement assistance.
353.111 Restoration rights of TAPER employees.
Subpart B--Military Service
353.201 Leaves of absence.
353.202 Mandatory restoration.
353.203 Physical disqualification.
353.204 Retention protection.
353.205 Prohibition against discrimination.
Subpart C--Compensable Injury
353.301 Restoration rights.
353.302 Status upon reemployment.
Subpart D--Appeal Rights
353.401 Appeals to the Merit Systems Protection Board.
Authority: 38 U.S.C. 4301, et seq., and 5 U.S.C. 8151.
Subpart A--General Provisions
Sec. 353.101 Scope.
The rights and obligations of employees and agencies in connection
with leaves of absence or restoration to duty following military
service under 38 U.S.C. 4301 et seq., and restoration under 5 U.S.C.
8151 for employees who sustain compensable injuries, are subject to the
provisions of this part. Subpart A covers those provisions that are
common to both of the above groups of employees. Subpart B deals with
provisions that apply just to military duty and subpart C covers
provisions that pertain just to injured employees. Subpart D covers the
appeal rights of both groups.
Sec. 353.102 Definitions.
In this part:
Agency means:
(1) With respect to restoration following a compensable injury, any
department, independent establishment, agency, or corporation in the
executive branch, including the U.S. Postal Service and the Postal Rate
Commission, and any agency in the legislative or judicial branch; and
(2) With respect to military duty, all of the foregoing except for
any agency in the legislative or judicial branch, but including the
Government of the District of Columbia.
Fully recovered means compensation payments have been terminated on
the basis that the employee is able to perform all the duties of the
position he or she left or an equivalent one.
Injury means a compensable injury sustained under the provisions of
5 U.S.C. chapter 81, subchapter I, and includes, in addition to
accidental injury, a disease proximately caused by the employment.
Leave of absence means military leave, annual leave, leave without
pay (LWOP), furlough, continuation of pay, or any combination of these.
Military duty means a period of:
(1) Active duty for training or for service in the Armed Forces of
the United States;
(2) Inactive duty training in the Armed Forces of the United
States; and
(3) Active duty in the Public Health Service that is covered by 38
U.S.C. 4304(b). For the purpose of coverage under 38 U.S.C. 4304 (c)
and (d), full-time training or other full-time duty performed by a
member of the National Guard under 32 U.S.C. 316, 502, 503, 504, or 505
is considered active duty for training in the Armed Forces of the
United States. For the purpose of 38 U.S.C. 4304(d), inactive duty
training performed by that member under 32 U.S.C. 502 or 37 U.S.C. 206,
301, 309, 402, or 1002 is considered inactive duty training.
Partially recovered means an injured employee, though not yet able
to resume the full range of his or her regular duties, has recovered
sufficiently to return to part-time or light duty or to another
position with less demanding physical requirements. Ordinarily, it is
expected that a partially recovered employee will fully recover
eventually.
Physically disqualified means that:
(1) (i) For medical reasons the employee is unable to perform the
duties of the position formerly held or an equivalent one, or
(ii) There is a medical reason to restrict the individual from some
or all essential duties because of possible incapacitation (for
example, a seizure) or because of risk of health impairment (such as
further exposure to a toxic substance for an individual who has already
shown the effects of such exposure).
(2) The condition is considered permanent with little likelihood
for improvement or recovery.
Sec. 353.103 Persons covered.
(a) The provisions of this part concerned with military duty cover
each employee of an agency who enters on military duty from:
(1) A career or career-conditional appointment in the competitive
service; or
(2) An appointment without time limitation in a position outside
the competitive service.
(b) The provisions of this part concerning employee injury cover a
civil officer or employee in any branch of the Government of the United
States, including an officer or employee of an instrumentality wholly
owned by the United States, who was separated or furloughed from an
appointment without time limitation as a result of a compensable
injury; but do not include--
(1) A commissioned officer of the Regular Corps of the Public
Health Service;
(2) A commissioned officer of the Reserve Corps of the Public
Health Service on active duty; or
(3) A commissioned officer of the National Oceanic and Atmospheric
Administration.
(c) Section 353.111 covers the restoration rights of employees
serving under temporary appointments pending establishment of a
register (TAPER).
Sec. 353.104 Notification of rights and obligations.
When an agency separates, places on leave of absence, restores or
fails to restore an employee because of military duty or compensable
injury, it shall notify the employee of his or her rights, obligations,
and benefits relating to Government employment, including any appeal
rights to the Merit Systems Protection Board (MSPB) as required by
Sec. 1201.21 of this title, or where appropriate, the right to grieve
under a negotiated grievance procedure. However, regardless of
notification, an employee is still obligated to exercise due diligence
in ascertaining his or her rights, and to seek reemployment within the
time limits provided by chapter 43 of title 38 of the U.S. Code, for
reemployment after military service or as soon as he or she is able
after a compensable injury.
Sec. 353.105 Maintenance of records.
Each agency shall identify the position vacated by an employee who
is injured or leaves to enter on military duty. It shall also maintain
the necessary records to assure that all such employees are preserved
the rights and benefits granted by this law and this part.
Sec. 353.106 Personnel actions during employee's absence.
(a) Agency promotion plans must provide a mechanism by which
employees who are absent because of military duty or compensable injury
can be considered for promotion.
(b) An employee whose position is reclassified while he or she is
absent because of military duty or compensable injury shall be
considered for that position in accordance with the provisions in part
335 of this chapter.
Sec. 353.107 Status upon reemployment.
Upon reemployment, an employee who was absent on military duty or
because of compensable injury is generally entitled to be treated as
though he or she had never left. This means the entire period from the
time the employee entered military service or was injured until he or
she was reemployed is creditable for purposes of rights and benefits
based upon seniority and length of service, including within-grade
increases, career tenure, completion of probation, and leave rate
accrual.
Sec. 353.108 Effect of performance and conduct on restoration rights.
The laws covered by this part do not permit an agency to circumvent
the protections afforded by other laws to employees who face the
involuntary loss of their positions. Thus, an employee may not be
denied restoration rights because of poor performance or conduct that
occurred prior to the employee's departure for compensable injury or
military duty. However, separation for cause that is substantially
unrelated to the injury or to the performance of military duty negates
restoration rights. If during the period of injury or military duty the
employee's conduct is such that it would disqualify him or her for
employment under OPM or agency regulations, restoration rights may be
denied.
Sec. 353.109 Transfer of function to another agency.
If the function of an employee absent on military duty or
compensable injury is transferred to another agency, and if the
employee would have been transferred with the function under part 351
of this chapter had he or she not been absent, the employee is entitled
to be reinstated to a position in the gaining agency that is equivalent
to the one he or she left. It shall also assume the obligation to
restore the employee in accordance with law and this part.
Sec. 353.110 OPM placement assistance.
(a) Employee returning from military duty.
(1) OPM will provide placement assistance to an employee with
restoration rights in the executive or legislative branch, who either
has competitive status, or if in the legislative branch is able to
acquire competitive status under 5 U.S.C. 3304(c), provided--
(i) The employee's executive branch agency is abolished and its
functions are not transferred, or it is not possible for the agency to
restore the employee, or
(ii) It is not possible for a legislative branch employee to be
restored in the legislative branch.
(2) If OPM determines the individual is qualified for a position in
the executive branch which is either vacant or filled under temporary
appointment, the returning employee will be offered the position.
(b) Employee returning from compensable injury. OPM will provide
placement assistance to an employee with restoration rights in the
executive, legislative, or judicial branches who cannot be placed in
his or her former agency and who either has competitive status or is
eligible to acquire it under 5 U.S.C. 3304(c). If the employee's agency
is abolished and its functions are not transferred, or it is not
possible for the employee to be restored in his or her former agency,
OPM will provide placement assistance by enrolling the employee in
OPM's Priority Placement Program under part 330 of this chapter.
(c) This section does not apply to employees serving under a
temporary appointment pending establishment of a register (TAPER).
Sec. 353.111 Restoration rights of TAPER employees.
An employee serving in the competitive service under a temporary
appointment pending establishment of a register (TAPER) under section
316.201 of this chapter (other than an employee serving in a position
classified above GS-15), is entitled to be restored to the position he
or she left or an equivalent one in the same commuting area.
Subpart B--Military Service
Sec. 353.201 Leave of absence.
(a) Entitlement.
(1) The following employees are entitled under 38 U.S.C. 4304 to a
leave of absence in connection with military duty:
(i) A member of a Reserve component (Reserve or National Guard) who
performs active duty for training or inactive duty (38 U.S.C. 4304(d)),
or
(ii) An employee who reports for enlistment, induction or physical
examination (38 U.S.C. 4304(e)).
(2) There is no limitation in law as to the timing or duration of
leaves of absence, nor is there any authority for an agency to deny a
leave of absence. If an agency has concerns about the timing,
frequency, or length of an employee's requests for a leave of absence,
it should contact the commander of the military unit to determine if
the duty can be changed.
(b) Authorization required. To be eligible for a leave of absence,
the employee must be under military orders. Any of the following is
acceptable evidence of orders:
(1) Written military orders,
(2) An inactive duty training or ``drill schedule'' published by
the employee's military command or unit, or
(3) Verbal confirmation of such orders from the employee's military
command or unit or military superior.
(c) Work schedules. An agency is not required to reschedule an
employee's work in order to accommodate his or her Reserve obligation,
and may not require the employee to reschedule his or her work in order
to perform military duty on his or her own time.
(d) Return to duty.
(1) An employee on a leave of absence for military duty is required
to report for work at the beginning of the first regularly scheduled
workday following release, rejection for service or completion of
physical examination. If hospitalized incident to training or
examination, the employee is required to report at the beginning of the
first regularly scheduled workday following discharge from
hospitalization, or within 1 year of release from military duty,
whichever is earlier. In all cases, necessary travel time or other
delays beyond the individual's control may extend the reporting date.
An employee who fails to report within these time limits is subject to
normal agency disciplinary procedures related to absences from work.
(2) An employee on a leave of absence returns to the position he or
she left, or if applicable, to the position to which reassigned or
promoted while absent. The employee is entitled to the same seniority,
status, pay and vacation he or she would have had if not absent on
military duty.
(3) An employee returning from a leave of absence has no special
protections against discharge without cause. However, the employee may
not be disadvantaged where vacation leave is concerned. Thus, insofar
as possible, the employee is entitled to have an annual vacation period
of extended leave for rest and recreation approved for the same time as
it would ordinarily have been granted.
Sec. 353.202 Mandatory restoration.
(a) Basic entitlement. An individual returning from military duty
who is entitled to restoration rights under 38 U.S.C. 4301 (inducted)
or 4304 (a), (b), or (c) (enlisted, called to active duty, Reservist
entered on active duty, or Reservist serving basic training), must be
restored as soon as possible after making application, but in no event
later than 30 days after the individual's release from military duty.
(b) Conditions. To be eligible for restoration, the employee must
have left his or her employment for the purpose of entering the
military, must satisfactorily complete his or her period of service,
and apply for restoration--
(1) Within 90 days of release from active duty (or from
hospitalization continuing after discharge for a period of no more than
1 year) in the case of employees returning under 38 U.S.C. 4304 (a) or
(b); and
(2) Within 31 days of release from active duty (or from
hospitalization incident to the military service, or 1 year after the
employee's scheduled release from military training, whichever is
earlier), in the case of employees returning under 38 U.S.C. 4304(c).
(c) Length of military duty. Each time an employee leaves his or
her employment to enter military service, he or she is subject to the
time limits prescribed in 38 U.S.C. 4304 (a) and (b) for purposes of
restoration rights. Generally, these are as follows:
(1) Regular active duty soldiers have 4 years plus 1 additional
year if the additional duty was ``at the request and for the
convenience of the Federal Government.'' (Their orders or DD Form 214
must so state.) Also, in the event of a Presidential call-up such as
Operation Desert Storm, numerous active duty troops in key positions
may be held over beyond their enlistments. This additional duty is
covered because it is ``additional service imposed pursuant to law.''
(2) Reserves and National Guard are covered under 38 U.S.C.
4304(b)(2). Normally, their restoration rights are limited to 4 years.
(They do not get the extra 5th year ``at the request and for the
convenience of the Federal Government.'') To go beyond 4 years, their
service has to be other than for training, it is limited by the time
period that the President is authorized to call up troops (currently
180 days), and, if voluntary, their orders or DD Form 214 must say that
the additional duty was at the request and for the convenience of the
Government.
(3) Mobilization authority. (i) Since 1978, 10 U.S.C. 673b has
authorized the President to call up as many as 200,000 members of the
Selected Reserve for up to 90 days. In 1986, this authority was
broadened to allow the President to extend the call-up for an
additional 90 days, if necessary, without regard to a state of national
emergency or war, for the purpose of augmenting the active component
forces for an operational mission.
(ii) The President is also authorized by 10 U.S.C. 673a to call up
as many as one million members of the Ready Reserves for not longer
than 24 months in a national emergency.
(iii) Under 10 U.S.C. 672, with a declaration of war or national
emergency by the Congress, all Reserve components, including Standby
and Retired, could be ordered to active duty for the duration of the
war, plus 6 months.
Sec. 353.203 Physical disqualification.
An individual who is physically disqualified for the former
position or an equivalent one because of disability sustained during
military service shall be placed in the agency in another position for
which qualified that will provide the employee with the same seniority,
status, and pay, or the nearest approximation consistent with the
circumstances in each case.
Sec. 353.204 Retention protection.
(a) While on military duty. An employee with restoration rights
under 38 U.S.C. 4301 or 4304 (a), (b), or (c) may not be demoted or
separated (other than military separation) while on military duty. He
or she is not a ``competing employee'' under section 351.404 of this
chapter. If the employee's position is abolished during such absence,
the agency must reassign the employee to another position of like
seniority, status, and pay. An employee on a leave of absence under 38
U.S.C. 4304 (d) or (e) has no special protections in a reduction in
force.
(b) Upon reemployment. Upon reemployment, an employee with a
restoration right under 38 U.S.C. 4301 or 4304 (a) or (b) may not be
discharged for a period of 1 year except for cause. A member of a
Reserve component returning from an initial period of active duty for
training under 38 U.S.C. 4304 (c) may not be discharged for a period of
6 months except for cause. (Reduction in force is not considered ``for
cause.'') Employees returning from a leave of absence under 38 U.S.C.
4304 (d) or (e) have no special protections against discharge.
(c) TAPER employees. This section does not apply to employees
serving under a temporary appointment pending establishment of a
register.
Sec. 353.205 Prohibition against discrimination.
A person who seeks or holds a position in the Federal Government
may not be denied hiring, retention in employment, or any promotion or
other incident or advantage of employment because of any obligation as
a member of a Reserve component of the Armed Forces.
Subpart C--Compensable Injury
Sec. 353.301 Restoration rights.
(a) Fully recovered within 1 year. An employee who was separated
because of a compensable injury and whose full recovery takes longer
than 1 year from the date eligibility for compensation began (or from
the time compensable disability recurs if the recurrence begins after
the employee resumes regular full-time employment with the United
States), is entitled to be restored immediately and unconditionally to
his or her former position or an equivalent one. Although these
restoration rights are agencywide, the employee's basic entitlement is
to the former position or equivalent in the local commuting area the
employee left. If a suitable vacancy does not exist, the employee is
entitled to displace an employee occupying a continuing position under
temporary appointment or tenure group III. If there is no such position
in the local commuting area, the agency may offer the employee a
position (as described above) in another location. This paragraph also
applies when an injured employee accepts a lower-graded position in
lieu of separation and subsequently fully recovers. A fully recovered
employee is expected to return to work immediately upon the cessation
of compensation.
(b) Fully recovered after 1 year. An employee who was separated
because of a compensable injury and whose full recovery takes longer
than 1 year from the date eligibility for compensation began (or from
the time compensable disability recurs if the recurrence begins after
the injured employee resumes regular full-time employment with the
United States), is entitled to priority consideration, agencywide, for
restoration to the position he or she left or an equivalent one
provided he or she applies for reappointment within 30 days of
cessation of compensation. Priority consideration is accorded by
entering the individual on the agency's reemployment priority list for
the competitive service or reemployment list for the excepted service.
If the individual cannot be placed in the former commuting area, he or
she is entitled to priority consideration for an equivalent position
elsewhere in the agency. (See parts 302 and 330 of this chapter for
more information on how this may be accomplished for the excepted and
competitive services, respectively.) This subpart also applies when an
injured employee accepts a lower-graded position in lieu of separation
and subsequently fully recovers.
(c) Physically disqualified. An individual who is physically
disqualified for the former position or equivalent because of a
compensable injury, is entitled to be placed in another position for
which qualified that will provide the employee with the same seniority,
status, and pay, or the nearest approximation thereof, consistent with
the circumstances in each case. This right is agencywide and applies
for a period of 1 year from the date eligibility for compensation
begins. After 1 year, the individual is entitled to the rights accorded
individuals who fully or partially recover, as applicable.
(d) Partially recovered. Agencies must make every effort to
restore, according to the circumstances in each case, an individual who
has partially recovered from a compensable injury and who is able to
return to limited duty. At a minimum, this would mean treating these
employees substantially the same as other handicapped individuals under
the Rehabilitation Act of 1973, as amended. (See 29 U.S.C. 791(b) and
794.) If the individual fully recovers, he or she is entitled to be
considered for the position held at the time of injury, or an
equivalent one. A partially recovered employee is expected to seek
reemployment as soon as he or she is able.
Sec. 353.302 Status upon reemployment.
An individual who is restored following a compensable injury is
generally entitled to be treated as though he or she had never left.
This means that the entire period the employee was receiving
compensation is creditable for purposes of rights and benefits based
upon length of service, including within-grade increases, career
tenure, leave rate accrual, and completion of probation. However, an
injured employee enjoys no special protections in a reduction in force.
Separation by reduction in force or for cause while on compensation
terminates entitlement to credit for the subsequent period the
individual continues to receive compensation, and also means the
individual has no restoration rights.
Subpart D--Appeal Rights
Sec. 353.401 Appeals to the Merit Systems Protection Board.
(a) Except as provided in paragraphs (b) and (c) of this section,
an employee or former employee of an agency in the executive branch
(including the U.S. Postal Service and the Postal Rate Commission) who
is covered by this part may appeal to the MSPB an agency's failure to
restore, improper restoration, or failure to return an employee
following a leave of absence. All appeals are to be submitted in
accordance with MSPB's regulations.
(b) An individual who fully recovers from a compensable injury more
than 1 year after compensation begins may appeal to MSPB as provided
for in parts 302 and 330 of this chapter for excepted and competitive
service employees, respectively.
(c) An individual who is partially recovered from a compensable
injury may appeal to MSPB for a determination of whether the agency is
acting arbitrarily and capriciously in denying restoration. Upon
reemployment, a partially recovered employee may also appeal the
agency's failure to credit time spent on compensation for purposes of
rights and benefits based upon length of service.
PART 930--PROGRAMS FOR SPECIFIC POSITIONS AND EXAMINATIONS
(MISCELLANEOUS)
Subpart A--Motor Vehicle Operators
49. The authority citation for subpart A of part 930 continues to
read as follows:
Authority: 5 U.S.C. 3301, 3320, 7301; 40 U.S.C. 491; E.O. 10577,
3 CFR, 1954-1958 Comp., p. 218; E.O. 11222, 3 CFR, 1964-1965 Comp.,
p. 306. (Separate authority is listed under Sec. 930.107.)
50. In Sec. 930.105, paragraph (a) is revised to read as follows:
Sec. 930.105 Minimum requirements for competitive and excepted service
positions.
(a) An agency may fill motor vehicle operator positions in the
competitive or excepted services by any of the methods normally
authorized for filling positions. Applicants for motor vehicle operator
positions and incidental operators must meet the following requirements
for these positions:
(1) Possess a safe driving record;
(2) Possess a valid State license;
(3) Except as provided in section 930.107, pass a road test; and
(4) Demonstrate that they are medically qualified to operate the
appropriate motor vehicle safely in accordance with the standards and
procedures established in this part.
* * * * *
51. Section 930.106 is revised to read as follows:
Sec. 930.106 Details in the competitive service.
An agency may detail an employee to an operator position in the
competitive service for 30 days or less when the employee possesses a
State license. For details exceeding 30 days, the employee must meet
all the requirements of section 930.105 and any applicable OPM and
agency regulations governing such details.
52. Section 930.108 is revised to read as follows:
Sec. 930.108 Periodic medical evaluation.
At least once every 4 years, each agency will ensure that employees
who operate Government-owned or leased vehicles are medically able to
do so without undue risk to themselves or others. When there is a
question about an employee's ability to operate a motor vehicle safely,
the employee may be referred for a medical examination in accordance
with the provisions of part 339 of this chapter.
53. In Sec. 930.109, paragraph (b) is revised to read as follows:
Sec. 930.109 Periodic review and renewal of authorization.
* * * * *
(b) An agency may renew the employee's authorization only after the
appropriate agency official has determined that the employee is
medically qualified and continues to demonstrate competence to operate
the type of motor vehicle to which assigned based on a continued safe
driving record.
[FR Doc. 94-27362 Filed 11-3-94; 8:45 am]
BILLING CODE 6325-01-M
