ML032950141

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TVA - Licensee Exhibit 94 - Rec'D 09/12/02: Corporate Nuclear Employees' 1996 Surplus Notices (Redacted)
ML032950141
Person / Time
Site: Browns Ferry, Watts Bar, Sequoyah  Tennessee Valley Authority icon.png
Issue date: 09/12/2002
From:
Tennessee Valley Authority
To:
Atomic Safety and Licensing Board Panel
Byrdsong A T
References
+adjud/ruledam200506, 50-259-CIVP, 50-260-CIVP, 50-296-CIVP, 50-327-CIVP, 50-328-CIVP, 50-390-CIVP, ASLBP 01-791-01-CIVP, EA-99-234, RAS 6924, TVA-Licensee-94
Download: ML032950141 (160)
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Text

IA.S (oniaq J0-3qD-C1VPe-1-aJ. -Uceisee- EX~ibOt qv-R-ecap9d 2o UNITED STATES OF AMERICA NUCLEAR REGULATORY COMMISSION K>2ATOMIC SAFETY AND LICENSING BOARD IN THE MATTER OF' ) Docket Nos. 50-390-CivP;

) 50-327-CivP; 50-328-CivP; TENNESSEE VALLEY AUTHORITY ) 50-259-CivP; 50-260-CivP;

) 50-296-CivP

)

(Watts Bar Nuclear Plant, Unit 1; ) ASLBP No. 01-791-01-CivP Sequoyah Nuclear Plant, Units 1 & 2; )

Browns Ferry Nuclear Plant, ) EA 99-234 Units 1, 2, & 3) )

TVA Exhibit 94 TVA Exhibit 94 contains memorandums notifying more than 150 employees in the corporate TVAN office that their jobs are no longer needed and of their option to resign or to be assigned to TVAS or CTS. All but eight of the memorandums are dated August 30, 1996, as was the memorandum addressed to Fiser, which is included in the exhibit and is marked with Bates No. EH 216. The memorandum to Fiser is substantially the same as the memorandums addressed to other employees. Generally, the drafts of the retention registers used to determine which employees to assign to TVAS or CTS are included in TVA Exhibit 93.

1 Iem? lae Cyp.O r

August 30, 1996 WILLIAM FRED ADCOCK, _

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CH MECH/NUC ENGR, M SR. at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervior cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C TVA x .

Central Payroll, WV 5D-K TVA Services, WT 3D-K Sv Personnel Microrecords, ET 6B-K E1IQOO166 I - . I, Ji X~I

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_______ IDENTI FIED ' 2003 MAR IO PM 12:. 59 RECEIVED ICdECTED____

ADJUDICATIOH'S STAFF

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August 30, 1996 KENNETH A ABERNATHY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR, SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

Ifyou choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age. if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (rVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

Ifyour salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

Ifyour salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

Ifyou have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E[II0 0 1 s'

August 30, 1996 DENNIS L ALLEN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, k<J 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, Wr 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E'II0 aIOOO1(3

August 30,1996 RALPH G. ANDERSON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ELEC ENGR (PROCUREMENT), SC-4, at CHATTANOOGA, WVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to ELEC ENGR, SC-3, at CHATTANOOGA, TVA Nuclear, and such a position is available; please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights, you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

Severance pay if eligible.

A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.

  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to WAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the WVA guidelines, if you are offered ajob more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Su isrEIO 19 cc: J. E. Boyles, LP 3A-C El 10001S9 N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TN~ an rvnie-c MMTAn-V

August 30. 1996 EHSSANOLLAH F ARMAN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CIVIL ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your.TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TfAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than S30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If ou have questions or need additional information, please contact your Human Resource Officer.

upe cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WI 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K ElC1000'70

August 30, 1996 K.,bENNIS W BAILEY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Q) Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation .costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K V TVA Services, WT 3D-K Personnel Microrecords, Er 66-K El i'001d,'

August 30, 1996 PATRICIA B BARBER ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SECTY, SB 04. at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF). notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

/* Will pay 80% of your current salary, and

  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

LEA7 C 4WalJI Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E1100017r

August 30. 1996

>JBILLY J BATES ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment-If.you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • . Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees.who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (T/AS):

K) Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally'defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If y ye questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, Wr 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K El1000173%

August 30, 1996 k A' JAMES E BEACH JR ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 03, at TVAN CORPORATE, VA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and.leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before

'September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Forrn if you elect this option.)

Option 2 - Be Assigned to NVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\9..I 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso~-

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K K> WTVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E1101001174

August 30, 1996

.GARY

> L BELEW ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MECHL ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September.30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50. you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WVAS on October 1,

\1/1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supe or cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K 0 TVA Services, WT 3D-K Personnel Microrecords, ET 68-K E1IOOO1753

August 30, 1996 GARY S BOLES ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 09, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Senrices (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Sfrvisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K ErII (iO,01 "A

August 30, 1996

_-ARLA A BORRELLI, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NCLR ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50. you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

K> Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WVAS on October 1, xJ~1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C K> Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E 1I000177

August 30, 1996 k J GAIL R BOWEN ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SECTY, SB 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

i2 Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K WTVA Services, WT 3D-K Personnel Microrecords, ET 6B-K EI'0 Z 117 C

January 6, 1997 James E. Boyles, ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

This letter supersedes the December 2, 1996 letter of assignment to CTS. Based on organizational changes in TVA Nuclear Human Resources, your current position of Human Resource Manager, PG-09, Chattanooga, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business February 14, 1997, you will receive:

  • Severance pay if eligible.

A lump sum payment equal to the salarj you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation.-

  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on February 17.

You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

. Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact me.

Supervisbr cc: J. E. Boyles, LP 3A-C .H ( 0 0179 Central Payroll, WT 5D-K TVA CTS, ET 6B-K

August 30, 1996 KJ.) JAMES WILLIAM BRISCOE, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MGR, M 10, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, Will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

tj )Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WVAS on October 1,

'----' 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If yoafhave questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C y> Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 68-K E1Q00 010

August 30, 1996 K) SANDRA L BROWN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain COMMUNICATION SPEC, SA 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If yo e questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, Wr 3D-K Personnel Microrecords, Er 6B-K EHOOOIS'.f

August 30, 1996 KENNETH A BRUNE, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGR SPEC, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (7/AS):

Should you choose not to elect Option 1, you will be assigned to 1VAS and are to report to WAS on October 1, K..) 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TWA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Sup sor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K I£71100((15s2"

August 30, 1996 GENE M BULLINGTON ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR, SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before

'September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (7VAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1,

<>J1996. You will be informed of the specific TvAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and Will provide work within a 60-mile radius of your current official station.

Ifyour salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station. i During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K E Ill0OOIS 3

May 30, 1997 James P. Campbell, ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

Based on organizational changes and current workforce projections, some positions in our organization including certain Program Manager, PG-08, Chattanooga, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business on June 30, 1997, you will receive:

Severance pay if eligible.

A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation.

  • Lump sum payment for unused annual leave.

An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months Q> after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on July 1, 1997. You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

Will pay 80% of your current salary, and Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C Central Payroll, WT 5D-K E1A0001S TVA CTS, ET 6B-K Personnel Microrecords, ET 6B-K

August 30, 1996 ANTHONY P CAPOZZI ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain EMP CONC SITE REP , M 09, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your WVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50. you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (WAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

Will pay 80% of your current salary, and Wil! pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or ne additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, L 3P N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K CE1IOO1LS5

August 30, 1996 C.OHRISTOPHER CAREY ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGR SPEC, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to TVAS on October 1, Kt.> 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K Eit IOO1 SG

August 30, 1996 WILLIE E CARVER ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at WVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2- Be Assigned to 7VA Services (P/AS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, t> 1996. You will be informed of the specific TWAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso 2 cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 66-K ELl jOOI 1Se

August 30, 1996 k,,NILLIAM D CARSON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CIVIL ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (7VAS):

3hould you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\I1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you wil be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E11OCOISS

August 30, 1996 K.CHARLES 0 COFFMAN ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

if you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, k 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K EI11000 Is9

August 30, 1996 K) BILLY H COKER ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain COORDINATOR , M 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (V/AS):

Should you choose not tQ elect Option 1, you will be assigned to WAS and are to report to TVAS on October 1, K) 1996. You will be informed of the specific IVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisr' cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K K) W1VA Services, Wr 3D-K Personnel Microrecords, ET 6B-K

.E1.,,I0IQ0O

August 30, 1996 K>KEVIN M COOPER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment-If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would eam during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TWA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1,

~1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

Ifyour salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, VNT 5D-K K> WTVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E1.I(11000C19 1

August 30, 1996

\ vROGER D COOPER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining iri fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, X> 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisore'~

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, WT 5D-K

) WTVA Services, WT 3D-K Personnel Microrecords, ET 66-K EL in_0001 1C

August 30, 1996 y)PATRICIA G CRITTENDEN ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (rVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso 2 cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, WI 5D-K tj WTVA Services, Wr 3D-K

"-' Personnel Microrecords, ET 68-K I000,1Al3

August 30, 1996 l ) EDWARD A CRAIGGEi ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SAFETY SPECIALIST, M 06, at TVAN CORPORATE, WVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30. 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to TVAS on October 1, Q) J1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K WVA Services, WI 3D-K Personnel Microrecords, ET 63-K iOOO(3.9 413 ILII

August 30, 1996 C~OIOHN F CRAVER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1,

< ~1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, Wr 3D-K Personnel Microrecords, Er 68-K El 100195

August 30, 1996 THOMAS A CROW,,i ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain REHAB(MAINT MECH),

TB, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you are being assigned to WVA Services (TVAS) and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date.

This assignment will end no later than the end of fiscal year 1997, barring an emergency in the power system.

However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less.,a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

2During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E IQOQ10 9C

August 30, 1996 t STEVEN K CROWE, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGR SPEC, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option I - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An imrnediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to NVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to TVAS on October 1,

) )1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If yo ye questions or need additional information, please contact your Human Resource Officer.

Superviso cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT SD-K WVA Services, Wr 3D-K Personnel Microrecords, Er 68-K E 0*I 00139"i

August 30, 1996 DENNIS E CURTLEYE ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 09, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to TVAS on October 1, KU 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, WT 5D-K WVA Services, WaT 3D-K Personnel Microrecords, ET 6B-K EIl 000138

August 30, 1996 MELVIN B DANDY ,_

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 02, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (WAS):

Should you choose not to elect Option 1. you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervis cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K El iOQOW.

August 30, 1996

~jARRY R DAUGHERTY ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CLK-FILING, SB 02, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible..

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 996. .You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF).notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS. you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K

\~ WTVA Services, WT 3D-K Personnel Microrecords. ET 66-K EI1000AO 3

August 30, 1996 K)BILLY D DAVIS ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGG ASSOC-MECH, SE 06, at VAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option I - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (fl/AS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WAS, you will be provided with details on organizational goals and work assignments.

If yethave questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C K) Central Payroll, WT 5D-K TVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K

  • EQ110202.1

August 30, 1996 s JCHARLES R DAVIS, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROJECT MANAGER, M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments In effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, K) J1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you e questions or need additional information, please contact your Human Resource Officer.

pervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, Wr 5D-K

> WTVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K EIIo QO Z 0I

August 30, 1996 K WILBUR T DEERING, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1, K..) 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, Wr 5D-K K> TVA Services, Wr 3D-K W

Personnel Microrecords, Er 68-K E1100003,

August 30, 1996 MICHAEL D DESRUISSEAUX, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGG AIDE-NCLR, SE 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (PVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1,

<S1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

vVill pay 80% of your cuirent salary, and

  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. LUndsey, LP 38-C Central Payroll, WT 5D-K Kl WTVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K EIIOOOZ do

May 30, 1997 Lawrence B. Durham ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

Based on organizational changes and current workforce projections, some positions in our organization including certain Manager, PG-SR, Chattanooga, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business on June 30, 1997, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource

)fficer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

K>JOption 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on July 1, 1997. You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than S30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

jrvisor 1ElI cc: J. E. Boyles, LP 3A-C Central Payr6ll, WT SD-K TVA CTS, ET 6B-K Personnel Microrecords, ET 6B-K

August 30, 1996

,>RICHARD B DUTTON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CLERK, SB 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50. you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

.Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, Y<J1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defi!;;d as one that:

- Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K J~.' WVA Services, WT 3D-K Personnel Microrecords, ET 66-K a EIIOQ0206

August 30, 1996

<,CLAUDIA G DYAR, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Q$hould you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\-..1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K EIIOOO0 Z Q.Yd

August 30, 1996

<WILLIAM H DYE JR, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MGR, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you

Option I - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, K.1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, wr 3D-K Personnel Microrecords, ET 6B-K E II 0 0 AZ PI%1

December 2, 1996 Ben G. Easleye ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

Based on organizational changes in TVA Nuclear Human Resources, your current position of Human Resource Officer, PG-07, Chattanooga, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business January 3, 1997, you will receive:

  • Severance pay if eligible.
  • A Jump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation..
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on January 6.

You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reductiorn-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

Will pay 80% of your current salary, and

  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questi ns or need additional information, please contact me.

cc: J. E. Boyles, LP 3A-C EII-OOZ0D04 Central Payroll, WT 5D-K TVA CTS, ET 68-K 93-vl - j1:___2 C-r CD-It

August 30, 1996 1ICHARD J. EDDY, Y i ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAMMING TECH, SE-3 at WATTS BAR, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to CLERK, SB-3 at WATTS BAR, TVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights; you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer Zion continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to WVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date.

This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your curre.: officia station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, Wr 5D-K WVA Services, WT 3D-K EHOOO02O Personnel Microrecords, ET 6B-K

August 30, 1996

< / HUGH D ELKINS JR, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable)and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attachedResignation Form If you elect this option.)

Option 2 - Be Assigned to WVA Services (P/AS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in'the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TWAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Su rv sor ,a i J. En Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K E II 21:

August 30, 1996 K, IONNIE C ELLIS ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment, If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Formn if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\ 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WAS, you will be provided with details on organizational goals and work assignments.

If you have questions or ne additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3*-C N. C. Lindsey, LP 3B-C Central Payroll, Wr 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K EIIOOO2'iZ

August 30, 1996 UROBERT O ENIS, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGR SPEC, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (7VAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K1)1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supe sr cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E11OOZ 1-3

August 30, 1996

\ yGREGORY P ENTERLINE, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain OPERATIONS SUPT, M 11, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attachedResignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TPAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1, K) 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997. barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • WIl pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

4pervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, Wr 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K ElI000.21.

August 30, 1996 k,_ C RICHARD FAVREAU ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 09, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.,

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the 1VA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K K> WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K 11 0 5 I0(0)21

August 30, 1996 kU)GARY L FISER ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM MGR , M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment If you choose to resign your TVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RI9f notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • . Wil pay 8O% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from vour current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

pervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, Wr 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K EL 10002160

August 30, 1996 K)JAMES A FERGERSON ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at VAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (fAS):

~T hould you choose not to elect Option 1, you will be assigned to TVAS and are to report to WVAS on October 1,

'~..A 996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K X WVA Services, WT 3D-K Personnel Microrecords, ET 68-K EII0 0 17.IId

August 30, 1996

~~HENRY L FIELDS,S" ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ELEC ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1,

~-....1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K El 1000213

August 30, 1996 FAYE RAYE FLOYD, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PERS SECURITY SPEC, SA 01, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to SECRETARY, SB-04, at CHATTANOOGA, TVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights, you are to report to your new position effective October 1, 19cS.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

. Will pay 80% of your current salary, and

  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than S30,500, a reasonable offer is generally defined .as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

earn~~~~~~~~~~~~~~~~~~

Supervisor cc: J. E. Boyles, LP 3A-C EHOOOZIJ N. C. Lindsey, LP 3B-C  :

Central Payroll, WT 5D-K TVA Services, WT 3D-K

August 30, 1996 ACKIE L FOSTER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CLERK, SB 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (WVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K~.A 996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF).notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

. Will pay 80% of your current salary, and

  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain *at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supe cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E11IOZOZO

August 30, 1996 9 BOBBY E FOX, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CLK-RECEPTiONIST , SB 02, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.,

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, V l1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF). notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, Wr 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 68-K

  • ' E}l iO0221,

August 30, 1996 K AVID G FREYE, ASSIGNMENT TO TVA SERVICES Based on.workforce projections, some positions in our organization including certain ELEC ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30. 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

t 3hould you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1,

"-'1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K E II C01222'

August 30, 1996 DAVID E GATEWOOD, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TWAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, KJy1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS,you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT.5 D-K TVA Services, Wr 3D-K W

Personnel Microrecords, Er 68-K E-1-100022%3

August 30, 1996 JOHN A GEETER JR ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ELEC ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

I Should you choose not to elect Option 1, you will be assigned to WAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supe or cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E1100022 .

August 30, 1996 K..) KEITH E GIGGY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM MGR, M 06, at TVAN CORPORATE; TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option befcre September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

X~J Should you choose not to elect Option 1. you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TWAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K

- .  : E£-iO OO22

August 30, 1996 K\ J WILLIAM F GILLENE ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROJECT MANAGER, M 08, at TVAN CORPORATE. TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

, Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, K> 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you ye questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K

  • EI 00<22

February 18, 1997 Ronald L. George, ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

Based on workforce projections, your position as General Manager, PG-SR, at TVA Nuclear Corporate will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business February 28, 1997, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your Khuman resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on March 3, 1997. You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

S S'egr~ asor r*

cc: J. E. Boyles, LP 3A-C EllI00Z2 Central Payroll, WT 5D-K TVA CTS, ET 6B-K

August 30, 1996 K./)TOMMY D GOLSTON ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (PVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K) j1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

Ifyour salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Su~p rvisor cc J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K E1100021.28

August 30, 1996 K J KEVIN B GREEN ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain LBR REL SPEC , M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30. 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

K> Should you choose not to elect Option 1. you will be assigned to TVAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, Wr 5D-K TVA Services, WI 3D-K Personnel Microrecords, Er 6B-K El IP00022

August 30, 1996 K) LARRY G GOODWIN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGG ASSOC-MECH, SE 05, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K) 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reducton-in-force (RIF).notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is most: than $30,500, a reasonable offer is generally defined as one that:

. Will pay 80% of your current salary, and

  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-miie radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, Wr 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 68-K E11000l30

August 30, 1996 UJOSEPH D GRIFFITH ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 02, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An imrnediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (flAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, KU 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, Wr 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 68-K E II0 O`O"A.

August 30, 1996 YUJLOUISE H GRISHOM, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SECTY, EB 05, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Forn if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

K> Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500. a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor7 cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K K.) TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K E11 I0 00AZ3 2

August 30, 1996 K>bARRYL E HALL, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (f applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to NVA Services (TVAS):

,Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 66-K E11000233

August 30, 1996

_ OBERT E HARDAWAY ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (VAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1,

\ 21996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K K2 WTVA Services, WT 3D-K Personnel Microrecords, ET 66-K Et1000Z.13 .

August 30, 1996

<>CLARENCE E HARRIS ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, VA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, .at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (rVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\ J1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervso cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K

<> WVA Services, WT 3D-K Personnel Microrecords, ET 68-K EH1000235

August 30, 1996

<JANNDALL L HARTWIG ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NCLR ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (f applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, KU1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is gencrally defined as one that:

0 Will pay 80% of your current salary, and 0 Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

AG4I ,R. A Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3D-C Central Payroll, WT 5D-K WTVA Services, WT 3D-K Personnel Microrecords, ET 6B-K II00,023" G

August 30, 1996

\> ARY L HICKS ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGG AIDE, SE 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll .by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

t Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\ 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF).notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

Will pay 80% of your current salary, and

! Will pay relocation costs, as outlined in the TWA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 66-K

,EIIOO0f123 Id

August 30, 1996

,JIOWARD D HORTON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain COMP GRAPHICS TECH, SE 05, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

< Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF).notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined at one that:

. WV~il pay 80% of your current salary, and

  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K El 1000,2738

August 30, 1996 K9OBERT L HOWARD, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

\ >Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

upe~ce cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Kt2 Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 66-K EHi00023

August 30. 1996

'PAUL W HUFFMAN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain WELDING ENGR , SC 03. at WVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age. if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

K) Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supe cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E I1000240

August 30, 1996 K> ANN P HARRIS ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you wilt be assigned to WAS and are to report to TVAS on October 1, K 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional informnation', please contact your Human Resource Officer.

Supervisor cc: J. E Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K

< 1VA Services, WI 3D-K W

Personnel Microrecords, Er 68-K EIodz,

August 30, 1996 E FONDA HARWELL, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (P/AS):

tg -Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1,

\ 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Su ervisor J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K EliOOn 2 so

August 30, 1996

<_JMICHAEL L HELLUMS ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM MGR , M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Q Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you ye questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K El 100021-3

August 30, 1996 KASTEPHEN C HOLTZCLAW, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to.resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (7VAS):

yt Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1,

~~1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K

> WTVA Services, Wr 3D-K Personnel Microrecords, ET 62-K

&. I[1000Z4"

August 30, 1996 JOHN J HUGHES IlIl ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MGR, M 09, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

Will f pay 80% of your current salary, and

  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K NI

August 30, 1996 THOMAS G. HUGHES, JR.,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ELEC ENGR, SC-4 at CHATTANOOGA, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to ELEC ENGR, SC-3 at CHATTANOOGA, TVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights, you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer n continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to WAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date.

This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

upervi or K./cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, Wr 5D-K E i O O 27 :

TVA Services, WT 3D-K Personnel Microrecords, Er 66-K

August 30, 1996 CHRIS H HULSEY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K y Services, WT 3D-K WTVA Personnel Microrecords, ET 68-K 1E.I IOOOZ*A.17."

August 30, 1996 PHRONSIE M HUMPHREY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain REHAB(AUO), TO, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you currently Qccupy this position, you are being assigned to TVA Services (TVAS) and are to report to WVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date.

This assignment will end no later than the end of fiscal year 1997, barring an emergency in the power system.

However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500. a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

-During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WVT D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K V

August 30, 1996 K~1DENNIS C HUNT, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the -payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (7AS):

~1 Should you choose not to elect Option 1, you will be assigned to WAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supe~

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Q) Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K EliOO0249

August 30, 1996 YXAOGER HUSTON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MANAGER, PG-1 0, at TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, K1il 996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provid th details on organizational goals and work assignments.

PrIf e questions or need additional information, please contact your Human Resource Officer.

upervis cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K E11002510

August 30, 1996 K_,O0UGLAS L INGLE, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 04. at TVAN CORPORATE, WVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (TVAS):

tShould you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

'-'1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C

August 30, 1996

'>_ AARJORIE A JACKSON ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE

06. at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, WT 5D-K J) WTVA Services, Wr 3D-K Personnel Microrecords, Er 66-K

_. . . ~ ~ ~ ~ ~ ~ ~ ~ H 005

August 30, 1996 ROGER D JACKSON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGG AIDE-INSTRMTN, SE 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (PVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will piy 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grads and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K 0 E II0 000253 0 3El

August 30, 1996 DEANNA D JOHNSON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SECTY, SB 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option befcre September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WVAS on October 1,

/1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TWAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K E110002.5

August 30, 1996 JAMES E JONES JR, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WVAS on October 1, A) 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system.. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Sor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, WI 3D-K Personnel Microrecords, ET 6B-K E1000255

August 30, 1996 MICHAEL C JONES, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50. you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, KJ 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K EII000 254

August 30, 1996 RANDAL KEEL, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment' If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to WVA Services (7VAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, KJ 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area. your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E1100025'7d

August 30, 1996 K>ROGER A KENT ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 9 >'1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supe r cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K K)y WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E1100025$

August 30, 1996 DAVID H KNIGHT, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE ENGR, SC 04, at TVAN CORPORATE, WVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your WVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K J 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervis cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 66-K fi0 E 00"50

August 30, 1996 B KONSTANTINOVICH j ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain HUMAN RES DEV SPEC, M 07, at iVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C.' Undsey, LP 38-C Central Payroll, WI 5D-K VA Services, WI 3D-K Personnel Microrecords, ET 66-K E IOOI0 .u)

August 30, 1996 JAMES A. KRIEG G ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM, SD-04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1- Exercise Your Reassignment Rights:

Since you have reassignment rights to ENGG ASSOC ELEC, SE-06, at CHATTANOOGA, TVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights; you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30,1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for. (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after t ) termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to TVAS and are to report to TVAS on October 1,1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C E iIO O2 N. C. Lindsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Pprm:nnnal Aiernr-ennrre CT CZR_/

August 30, 1996 BRADLEY S LACKEY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

t / Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WVAS on October 1,

~> 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If ou have questions or need additional information, please contact your Human Resource Officer.

Supe or cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K KL" TVA Services, WT 3D-K Personnel Microrecords, ET 68-K EII000 2S2

August 30, 1996 JOHN L LOBDELL, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SUPERVISOR, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our-future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (WAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\ J 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF), notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • .e Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and therte will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E.I(`d.O'6O3

August 30, 1996 QIJOHNNY M LONG, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGR SPEC, M 07, at TVAN CORPORATE, WVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your WVA employment and leave the payroll by close of business September 30. 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Forn if you elect this option.)

Option 2 - Be Assigned to TVA Services (P/AS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

\-J1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF). notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If >our salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your t mporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Acf47 Supervisor J, (OC, cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K

  • ~~~~~~~~~~~~~~~~~~~~~~~~~~~-

n, 0 2116'

August 30, 1996 DAVID W MAHON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain REHAB(MAINT MECH),

TB, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you are being assigned to TVA Services (TVAS) and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date.

This assignment will end no later than the end of fiscal year 1997, barring an emergency in the power system.

However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

K.During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 66-K El 1O00201r5

August 30, 1996 K> NARENDER K MAKHIJANIi ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your.TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they. may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2- Be Assigned to 7VA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1.

K) 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, WT SD-K

, VA Services, WT 3D-K Personnel Microrecords, ET 68-K El lOOO2G6

August 30, 1996 STANLEY M MALONE, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

1should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1.

\.../1i996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K E IiOOOZ?

August 30, 1996 K>ALBERT E. MANZANO, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CIVIL ENGR, SC-4 at CHATTANOOGA, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to CIVIL ENGR, SC-3 at CHATTANOOGA, TVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights, you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect either Option 1 or 2. you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date.

This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIP) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C.Lindsey, LP 3B-C ,'iOOOZs3 Central Payroll, WT 5D-K WVA Services, WT 3D-K Personner Microrecords, Er 66-K

August 30, 1996 PHILLIP K MAY ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1,

'K) 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso cc: J. E Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, Wr 5D-K WTVA Services, WT 3D-K Personnel Microrecords, ET 66-K

- * ~~~~~~~~~~~~~EIIOOOZ'3S

August 30. 1996 SUZANNE B MCANENA ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROJECT ENGR , M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are 6ffered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WI 5D-K WVA Services, Wr 3D-K Personnel Microrecords, Er 68-K . EHI O00

August 30, 1996 B. ILENE MCCLENDON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain COMMUNICATIONS SPECIALIST, SA-02, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to COMMUNICATIONS SPECIALIST, SA-01, at CHATTANOOGA, TVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights, you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September30, 1996, will be retained on the payroll until that date so they may remain eligible for (1)any K) performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered ajob more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questio 7s or need additional information, please contact your Human Resource Officer.

/2~r Supervisor* El 100027:

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K

August 30, 1996 KJ SYLVIA S MCGHEE, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROJECT MANAGER, M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your-salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

i) Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K E IIO GOO .2'

October31, 1996 Richard J. McMahori ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

Based on workforce projections, some positions in our organization including certain Engineering Specialist, PG-07 positions in TVA Nuclear, Chattanooga, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business November 29, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect Kthis option.)

Option 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on December 2, 1996. You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Super so

August 30, 1996 K) BRENDA S MCNISH, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SECTY, SB 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment, If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (P/AS):

K) jShould you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, Wr 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K

  • El1000 7

August 30, 1996 U) DAN H MICKLER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NDE SPECIALIST, SC 04, at TVAN CORPORATE TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1.

1996. You will be informed of the specific TVAS location to which you are to report .prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

Ifyour salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K EfiOGOZ7,

August 30, 1996 KAREN S MILLER, ASSIGNMENT TO TVA SERVICES Based on-workforce projections, some positions in our organization including certain CLERK, SB 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment-If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to TVAS on October 1, K> 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 38-C Central Payroll, WI 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K E iOOO 2'7

August 30, 1996 LARRY B MINK ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment-If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An irrrnediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This i assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K ElHOOOZ Z

August 30, 1996 SAMANTHA CARLTON MORRISON.J Ku ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SECRETARY, SB 05, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996.

K>)You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K Eil 0C02d TVA Services, WT 3D-K Personnel Microrecords, ET 68-K

August 30, 1996 DONALD J MROZ, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain INST ENGR, SC 04. at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, tj g1996. You will be informed of the specific WAS location to which you are to report prior to that date. This

\..~- assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WTVA Services, WT 3D-K Personnel Microrecords, ET 68-K 1i 0oo a 2)o

August 30, 1996 JOHN B MYERS, K'

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGG ASSOC-ELEC, SE 05, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This K assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined-in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, Wr 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K El 1000 5:

August 30, 1996 DUY T NGUYEN ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain METAL ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to 7VA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This Klassignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than S30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K lVA Services, WT 3D-K Personnel Microrecords, ET 6B-K 0 0 'Al.OS

August 30, 1996 DIEDRE B NIDA, K' ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 07, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This Reassignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF). notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

- Will pay 80% of your current salary, and

  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT SD-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E10OZS3

August 30, 1996 1-HOMAS W NORTHERN ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CIVIL ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FRY 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to PVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 66-K E imoozs 4

August 30, 1996 KJyMIKEL K PAGE ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30; 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining In fiscal year (FY) 1996 Of applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An inynediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (T/AS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, K> 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This Jassignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K WTVA Services, WT 3D-K Personnel Microrecords, ET 68-K E i0 003S5

August 30, 1996 Kj ESAR 0 PASCUA ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CIVIL ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1. you will be assigned to TVAS and are to report to TVAS on October 1, t._,>1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K

August 30, 1996 VIRENDRA J PATEL, K>

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MECHL ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option I - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by.paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This K.)assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K ElIO 'OZS

August 30, 1996 KENNETH R PHILLIPS, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NDE SPECIALIST, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (f applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WVAS on October 1, K> 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This

)assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, Er 6B-K E 1i000X SEi,

August 30. 1996 BRENDA J POLLY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain HLTH PHYSICS TECHN, SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF). notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offeir is generally defined as one that:

Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K l i000289o

August 30,1996 K',JANIE Y. POTTER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ACCTG OFF-COST, SA-02, AT TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

K> Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996.

You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervis K> cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K El iC.0 ' C)

TVA Services, WT 3D-K Personnel Microrecords, ET 66-K

August 30, 1996 CLARENCE R PUCKETT ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2- Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This Reassignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If Yo have questions or need additional information, please contact your Human Resource Officer.

( 0 S~~~~~eo upI cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E1I0oo219-

August 30, 1996 y) EORGIA E RANDOLPH ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SECTY, SB 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option I - Resign Your 7VA Employment.,

If you choose to resign your IVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

. Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This K.2assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, Wr 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K E11000292

August 30, 1996 JAMES H RATCLIFFE K..>

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to. resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under.this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This

\~,assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 66-K EHIOOO2I

August 30, 1996 DEBRA A REASON S K-)

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PERS SECURITY SPEC, SA 01, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TWA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (flAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1.

1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This KU assignment will end no later than the end of FY 1997. barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

. Will pay 80% of your current salary, anid Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K EI 10a029

August 30, 1996 CHARLES E REEVESS K'

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997-at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WAS on October 1, 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 66-K 4ilOOO'Z9U

August 30, 1996 JAMES M REEVES, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment, If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance Incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (P/AS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WVAS on October 1.

1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This K) >'assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT 5D-K TVA Services, WT 3D-K K>) Personnel Microrecords, Er 68-K E 1100023G6

August 30, 1996 KATHERINE RICE, K>

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, WVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (7VAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This K\ ) assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, Wr 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 6B-K i~~I1OOO29~P~

August 30, 1996 Richard H. Roberts, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain Supervisor, M 07. at TVAN Corporate, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for. (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2- Be Assigned to TVA Services (TVAS):

yj Should you choose not to elect Option 1,you will be assigned to TVAS and are to report to TVAS on October 1, 1996.

You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS,youwill remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor K~', cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K Q ZS I110'I TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K

August 30, 1996

  • KJCHARLES B RILEY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 02, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to NVA Services (PVAS):

Q> Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This Reassignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is general;. defined as one that:

. Will pay 80% of your current salary, and

. Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor~>

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K i~IiiiOGOZ9D

August 30, 1996 KJ LARKO SANFORD, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MGR, M SR, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An imrnediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2- Be Assigned to TVA Services (PVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1,

< J 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-rrile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If yo/ve questions or need additional information, please contact your Human Resource Officer.

,upervisor

/ cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 66-K El1i0OQO Ci

August 30, 1996 DANNY C SCHRIMSHER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (PVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K>y1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K El 100030_

August 30, 1996 K>ESTON D SHIPP I ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 02, at TVAN CORPORATE, VA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment:

If you choose to resign your TVA employment and leave-the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (T/AS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to WVAS on October 1, t, }1996. You will be informed of the specific WAS location to which you are to report prior to that date. This x~...- assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, Wr 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 66-K IIf003C02I

August 30, 1996 JOSEPH B SMYRL ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services rnVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervsor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K

-I 1J0,03'j:

August 30, 1996

\ MICHAEL D STERZIK ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL ASSURNCE SPEC, SD 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached.Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WVAS on October 1, KJ 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K WVA Services, Wr 3D-K Personnel Microrecords, ET 66-K A,!-e ,'I'- O .

August 30, 1996 HOWARD A STEWART, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NCLR ENGR, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2- Be Assigned to WVA Services (P/AS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, t j 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This

. assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

- Will pay 80% of your current salary, and

  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

SxR &.Ha.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K WVA Services, WT 3D-K K> Personnel Microrecords, ET 6B-K r .: .C'NI i- jJ

August 30, 1996 y >DAVID L SULLIVAN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain HUMAN RES DEV SPEC, M 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option I - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30. 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1.

t j 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This

assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

uprior cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 68-K

[UL i 41 I cazV11GJ

August 30, 1996 FRANK Y. SUN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CIVIL ENGR (SPECIAL PROJECTS), SC-4 at CHATTANOOGA, TVA Nuclear, will not be required to support our future business needs.

Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to CIVIL ENGR, SC-3 at CHATTANOOGA, WVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights, you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 3 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to WVAS and are to report to WVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date.

This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Ssof~~~~~~_e Supe

> cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K iNsGO3O.,

ij TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K

August 30, 1996 K>OANNE V SWANSON, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain SPECIALIST, M 09, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, K /1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If yo ye questions or need additional information, please contact your Human Resource Officer.

upervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, Er 6B-K Et 1030303 -

August 30, 1996 L )LIVE E THIGPEN, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain WAREHOUSEMN/DRIVER, TE, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF). notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, ; reasonable offer is generally defined as one that:

,!' Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official staticn.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT ED-K TVA Services, WI 3D-K Personnel Microrecords, ET 6B-K i

August 30, 1996 M RUTH THOMAS, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain QUAL MGR, M 10, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your 7VA Employment If you choose to resign your WVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periodsgMani ng in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2- Be Assigned to TVA Senrices W/AS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, Kj}1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more thro $30,500, a reasonable offer is generally defined as one that:

- Will pay 80%n of your current salary, and

  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, WT ED-K WVA Services, Wr 3D-K Personnel Microrecords, ET 6B-K

August 30, 1996 STANLEY C THOMAS, Ku ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROGRAM ADM , SD 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment.

If you choose to resign your TVA employment and leave the payroll by close of business September-30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (7VAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1.

996. You will be informed of the specific WAS location to which you are to report prior to that date. This

\assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary,. and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

upervi° r cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K At 10002;3:7

August 30, 1996 RALPH E THOMPSON K'

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain MGR, M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996. you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997.at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This K..>assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your curreni salary. and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

C L. ktQ Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K

<> J Personnel Microrecords, ET 68-K E 11ik L003 ,

August 30, 1996 BILLY A THORNTON,-_

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form If you elect this option.)

Option 2 - Be Assigned to TVA Services (T/AS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, t ,1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This

\...A.assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 36-C Central Payroll, WT 5D-K WVA Services, WT 3D-K Personnel Microrecords, ET 66-K Ell O 0, 32

August 30, 1996 JAMES T TURNER, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NUCLEAR INSPECTOR , SE 06, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment-If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996. will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the WVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

SupervisoY cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, Wr 5D-K TVA Services, Wr 3D-K K>_2 Personnel Microrecords, ET 6B-K UIOC.'I _ , .

August 30, 1996 K...JACK W VARNER JR ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain NDE SPECIALIST, SC 04, at WVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option I - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (f applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to NVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, t J1996. You will be informed of the specific WAS location to which you are to report prior to that date. This X-assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Superviso cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 38-C Central Payroll, Wr 50-K WTVA Services, WT 3D-K Personnel Microrecords, ET 66-K Eli (0;;O1 _

August 30, 1996 RALPH G WALLACE, K). ,

ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain HLTH PHYSICIST, SC 04, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your WVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (f applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. Ifyou are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (WVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This K.~-~ssignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more thar- $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, WT 3D-K K i Personnel Microrecords, ET 6B-K J

"'T I'--

M31

August 30, 1996 NORMAN S WAMACK, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain METAL ENGR, SC 04, at TVAN CORPORATE, WVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to WAS and are to report to WAS on October 1, 1996. You will be informed of the specific WAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than S30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

Iffy 2have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 3B-C Central Payroll, WT 5D-K TVA Services, Wr 3D-K

' Personnel Microrecords, ET 68-K El i 0 ?32,

November 14, 1996 Lawrence E. Warner, ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

Based on workforce projections, some positions in our organization including certain Nuclear Inspector, SE-6, Sequoyah Training Center, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business December 13, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on November 18, 1996. You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system.

However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Sup vISO/

cc: J. E. Boyles, LP 3A-C ,

Central Payroll, WT 5D-K TVA.CTS, ET 68-K Personnel Microrecords, ET 6B-K

August 30, 1996 W EDNA WELLINGTON ,

K; ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CLERK, SB 03, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment-If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1) any performance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, kt , 1996. You will be informed of the specific TVAS location to which you are to report prior to that date. This Reassignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of y6ur current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K WTVA Services, WT 3D-K Personnel Microrecords, ET 68-K

£1100319D

January 6, 1997 Milissa W. Westbrook, ASSIGNMENT TO TVA CAREER TRANSITION SERVICES (CTS)

This letter supersedes the December 2, 1996 letter of assignment to CTS. Based on organizational changes in TVA Nuclear Human Resources, your current position of Human Resource Officer, PG-07, Chattanooga, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business February 14, 1997, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1997 at your salary in effect on the effective date of your resignation. *
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA CTS:

Should you choose not to elect Option 1, you will be assigned to CTS and are to report to CTS on February 17.

You will be informed of the specific CTS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to CTS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to CTS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact me.

SU erv sor cc: J. E. Boyles, LP 3A-C Ei 1I00.03.1Z Central Payroll, WT 5D-K TVA CTS, ET 6B-K Personnel Microrecords, ET 6B-K

August 30, 1996 D VICTOR WHALEY, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain PROJECT MANAGER, M 08, at TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment-If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immnediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, If you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, y> 11996. You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, y6u will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to WVAS, you will be provided with details on organizational goals and work assignments.

If you've questions or need additional information, please contact your Human Resource Officer.

/I6 upervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WI 5D-K TVA Services, Wr 3D-K Personnel Microrecords, Er 6B-K El 10003217

August 30, 1996 t J'CARVETTA NABORS WILLAMS, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain ENGR SPEC, M-07, AT TVAN CORPORATE, TVA Nuclear, will not be required to support our future business needs. Since you presently occupy this position, you will have the following options available to you:

Option 1 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (if applicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for (1) any perfonmance incentive payouts and (2) any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation Form if you elect this option.)

Option 2 - Be Assigned to TVA Services (TVAS):

K IShould you choose not to elect Option 1, you will be assigned to TVAS and are to report to TVAS on October 1, 1996.

You will be informed of the specific TVAS location to which you are to report prior to that date. This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to TVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor

',-' cc: J. E. Boyles, LP 3A-C N. C. Lindsey, LP 36-C Central Payroll, WT 5D-K El m o an TVA Services, WT 3D-K Personnel Microrecords, ET 6B-K

August 30, 1996 FRANK C. YAO, ASSIGNMENT TO TVA SERVICES Based on workforce projections, some positions in our organization including certain CIVIL ENGR, SC-4 at CHATTANOOGA, WVA Nuclear, will not be required to support our future business needs. Since you currently occupy this position, you have the following options available to you:

Option 1 - Exercise Your Reassignment Rights:

Since you have reassignment rights to CIVIL ENGR, SC-3 at CHATTANOOGA, TVA Nuclear, and such a position is available, please notify me in writing by September 9 of your decision to exercise your reassignment rights. Should you decide to exercise these rights, you are to report to your new position effective October 1, 1996.

Option 2 - Resign Your TVA Employment:

If you choose to resign your TVA employment and leave the payroll by close of business September 30, 1996, you will receive:

  • Severance pay if eligible.
  • A lump sum payment equal to the salary you would earn during the pay periods remaining in fiscal year (FY) 1996 (ifapplicable) and FY 1997 at your salary in effect on the effective date of your resignation.
  • Lump sum payment for unused annual leave.
  • An immediate retirement benefit, at any age, if eligible.

Unless prohibited by law or specifically requested by the employee, employees who resign under this option before September 30, 1996, will be retained on the payroll until that date so they may remain eligible for: (1)any performance incentive payouts and (2)any wage or salary adjustments in effect as of September 30. In addition, if you are under attained age 50, you will be eligible to keep your medical coverage for up to three months after termination by paying the full cost of coverage. If you are attained age 50 or older, see your human resource officer on continuing your coverage. (Note: Please use attached Resignation.Form if you elect this option.)

K..."Option 3 - Be Assigned to WVA Services (TVAS):

Should you choose not to elect either Option 1 or 2, you will be assigned to WAS and are to report to WVAS on October 1, 1996. You will be informed of the specific TVAS location to which you are to report prior to that date.

This assignment will end no later than the end of FY 1997, barring an emergency in the power system. However, should you refuse a reasonable offer during this time, you will be issued a reduction-in-force (RIF) notice as soon as you can be reached on the retention register and your employment will be terminated on the RIF effective date.

If your salary is $30,500 or less, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will provide work within a 60-mile radius of your current official station.

If your salary is more than $30,500, a reasonable offer is generally defined as one that:

  • Will pay 80% of your current salary, and
  • Will pay relocation costs, as outlined in the TVA guidelines, if you are offered a job more than a 60-mile radius from your current official station.

During your temporary assignment to WVAS, you will remain at your current schedule and grade and there will be no change in your competitive area, your competitive level, or official station. When you report to TVAS, you will be provided with details on organizational goals and work assignments.

If you have questions or need additional information, please contact your Human Resource Officer.

Supervisor cc: J. E. Boyles, LP 3A-C N. C. Undsey, LP 3B-C Central Payroll, WT 5D-K El 1100 03 2 3 TVA Services, WT 3D-K Personnel Microrecords, ET 66-K

The VAS Sr-teu Iz:ss vedmasday. iwo I?, 19,6 1 T EOfN E S SCE V. A L L Y M A U.7OZ? CtI TVAJ A L I ST OF V A CANXCY P OS T X C A M 0U NC EXE MT S

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