ML20236Q895
| ML20236Q895 | |
| Person / Time | |
|---|---|
| Issue date: | 07/08/1998 |
| From: | Shirley Ann Jackson, The Chairman NRC COMMISSION (OCM) |
| To: | Winstead D OFFICE OF PERSONNEL MANAGEMENT |
| References | |
| NUDOCS 9807210108 | |
| Download: ML20236Q895 (8) | |
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.p -\g UNITED STATES NUCLEAR REGULATORY COMMISSION g WASHINGTON, D.C. 20666-0001' i
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July 8, 1998 l
\*****[e-i CHAMMAN
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Mr. Donald J. Winstead
- Assistant Director for Compensation Administration l l Workforce Compensation'and Perfon7ance Service
!- Office of Personnel Management 1900 E Street, N.W., Room 7H31 Washington, D.C. 20415-0001 L
Dear Mr. Winstead:
i j This provides information on the steps the U.S. Nuclear Regulatory Commission (NRC) has
- taken to grant employees time off to perform community service in response to the _ President's memorandum dated April 22,1998,? Strengthening Our Commitment to Service."
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- j. I signed a memorandum that was distributed to all NRC employees supporting and encouraging l
community service. The memorandum identified specific NRC regulations that provide the
, , flexitulites employees may use to padicipate more fully in volunteer community service. In
" addition, it encouraged managers and supervisors to use these flexibilities to allow voluntary
, . community service by NRC employees.
The scheduling options currently available within the agency provide employees with the flexibility they need to participate meaningfully in community volunteer activities. These options -
include, but are not limited to, 5-4/9 compressed work schedules, and flexible work schedules with credit hours.
. If you or your staff would like additional information, Paul E. Bird, Director, Office of Human Resources, may be contacted at (301) 415-7516 or at peb@nre. gov.
Sincerely, W
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,fif_/ Q1 r a Shirley Ann Jackson f
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9907210108 990708 PDR COPMS letCC (NgQ i
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! THE WHITE HOUSE j
WAS H I N GTO N l
April 22, 1998 l
MEMORANDUM FOR TKE HEADS OF' EXECUTIVE DEPARTMENTS AND AGENCIES
SUBJECT:
Strengthening Our Commitment to Service Citizen service is one of the most important ways we demonstrate j that'we care for and are. responsible for one another. It is also an American tradition that we. meet our challenges as.
members of a true community, with all-of us working together.
- Thus, citizen service should not just be a temporary pursuit of l only a week or a month. The ethic of service must extend throughout a lifetime.
Over the years, great numbers of Federal employees have been
! generous with their time and talents and have made positive contributions to their local communities, even as they have fulfilled their official responsibilities. At the same time, as the Nation's largest employer, the Federal. Government.has a responsibility to set an example by helping to make it possible for its employees to dedicate time to serve others.
l Therefore, I am today directing Federal departments and agencies l
to explore additional measures to expand service opportunities j for Federal employees. Each department and agency should review L.
its work-sched" ling practices and make maximum use of existing flexibilities to allow Federal employees to plan and take time
- off to perform community service as the public business permits.
! Each department and agency should also inform its employees of 4
- l. the various.flexibilities available to them to participate in !
! volunteer activities. The Office of Personnel Management should ll provide information to departments and agencies in support of L this effort. Each department and agency should then report to l l the Office of Personnel Management within 90 days on the l measures taken to implement this memorandum. j l '
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APR.24.1998 3100Pt1 USNRC T1SG CENTER NO.740 P.1 From: Media Desk operations To: Jackson Daty.4/24/98 Time: 12:26:15 Prge 1 of 7
'j g97A Head of Agency FAX TRANSMITTAL U.S. OFFICE OF PERSONNEL MANAGEMENT 1900 E STREET,NW., WASHINGTON, DC 20415-0001 Deliver this fax to the Head ofYour Agency l Immediately Current Date: April 23,1998 FROM: The U.S. Office of Personnel Management
SUBJECT:
President's Memorandum and OPM Guidance on Volunteerism Aitached is a memorandum from President William J. Clinton and a memorandum signed by OPM Director, Janice R. Lachance regarding participation of Federal Employees in Volunteer Activities.
Copies will be sent to directors of personnel.
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[THIS FAXIS 7 PAGES D;CLUD27G COVER SHEET) 3.a r n c.oj l
TRANSMITTAL Message . MSG-609. FAX
APR.24.1998 , 3:00Pt1 IS4RC f1SG CENTER f40.740 P.2' Date:4/24/98 Time:12:27:14 Page 2 <f 7 From: Media Desk operations Tu Jackson I
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MEh40RANDUM FOR HEADS OF EXECUTIVE DEPARTMENTS AND ACEENCIES FROM: JANICE R. LACHANCE A/ 4-22-9s DIRECTOR l
SUBJECT:
Puticipation of Federal Employees in Volunteer Activities President Clinton has signed a memorandum for heads of departments and agencies requesti.ng that you reexamine the ways in which the Federal Government can support its employees' commitment to community service and ensure that all employees are aware ofthe various flexibilities available to them to participate in volunteer activities. (See Attachment 1.)
The President has directed Federal departments and agencies to review their work scheduling practices and to make maximum use of existing flexibilities, when possible, to allow Federal employees to plan' and take time off to perform community service. Each department and agency should review the extent to which altemative work schedules are authorized and encouraged to allow Federal employees to participate in volunteer activities. Like' ise, w each department and agency is directed to review its policies and practices for granting etnployees annual leave, leave without pay, credit hours under flexible work schedules, and compensatorytime off, where appropriate, to perform community service.
'Ihe President's memorandum directs each department and agency to report to the Office of Personnel Management (OPM) within 90 days on the steps that have been taken to grant Federal employees time off to perform community senice. Attachment 2 provides guidance on the flexibilitics that may be used for granting Federal employees time off to participate in volunteer activities. Agency stports are due to OPM by July 21,1998.
By direct involvement in community activities, I believe Federal employees can become an invaluable ,
resource in the effort to make our country a better place to live. l Attachments 1
TRANSMITTAL Message . MSG-609. FAX Ifyou experience problems receiving this fax, please call 202-606-2166.
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. APR.24.1999 3:01PM USNRC hSG CENTER NO.740 P.4 From: N+d;a Desk operations Tr. Jackson Date:4/24198 Time:12:29:17 Page4 of 7 Attachment 2 Guidance on Scheduling Work and Granting Time Off to Permit Federal Employees to Participate in Volunteer Activities The Office ofPersonnel Management (OPM) has prepared the following guidance to support the efforts of departments and aSenoies to encourage employee participation in volunteer activities. ,
Departments and agencies should also review any applicable regulations or policies and collective bargaining agreements before making determinations on these matters.
A. SCHEDULING WORK AND TIME OFF ,
(1) GENERAL The Federal personnel system provides departments and agencies with f considerable flexibility in scheduling hours of work andtime off. Depanments and agencies l are encouraged to make appropriate use of this flexibility in responding to requests for changes !
in work schedules or time off to allow employees to engage in volunteer activities, while giving due consideration to the effect of the employee's absence or change in duty schedule on work operations and productivity.
(2) ALTERNATIVE WORK SCHEDULES. Departments and agencies have the flexibility to approve a variety of work arrangements for employees seeking to engage in volunteer activities during normal work hours.
Alternative Work Schedules (AWS) -- Flexible or compassed work schedules may be established for employees who wish to engage in volunteer activities during normal working hours. Employees represented by an exclusively-recognized union may participate in a flexible or compressed work schedule "only to the extent expressly provided under a collective bargaining agreement between the agency and the exclusive representative." (See 5 U.S.C.
6130(a)(2).) To review the extent to which AWS pmgrams have already been applied, departments and agencies should review their intemal AWS policies and practices and collective bargaining agreements. To detennine how additional AWS flexibilities may be implemented, departments and agencies may also consult subchapter II ci chapter 61 oftitle 5, United States Code;regulationsin 5 CFR part 610, subpan D, Flexible and Compressed Work Schedules; and the Handbook on Ahernative Work Schedules (available on OPM's web site at http://www.opm. gov /oca/aws and via modem on OPhrs electronio bulletin board system (OPM ONLINE) by dialing (202) 606-4800 (Compensation AAmini*ation Forum) and OPhfs Labor-Management Relations Guidance Bulletin: Negotiating Flexible and Compressed Work Schedules (available on OPM ONLINE).
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! Credit Hours - Cadit hourt are those hours within a flexible work schedule that an employee elects to work in excess of his or her basic work requirement (e.g., 30 hours3.472222e-4 days <br />0.00833 hours <br />4.960317e-5 weeks <br />1.1415e-5 months <br /> in a pay period for a full-time employee) so as to vary the length of a workweek or workday. Employees may use credit houn to fulfill their basio work requirement, thereby gaining time off from work to pursue volunteer activities and for other purposes. If a department or agency authorizes credit
! hours under its flexible work schedules program, the maximum amount of credit hours that may be carried over from one pay period to another is 24 houn.
U.S. Office of Personnel Management April 1998
APR.24.1998 3:01PM USNRC MSG CEr4TER to.740 P.5 Dat:4/24/98 Time:12:30:28 Page 5 of 7 From: Meda Desk operations To: Jackson l.
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(3) SCHEDULING TIME OFF FROM WORK. Employees seeking to participate in volunteer activities durmg basic working hours may be granted annual leave, leave without pay, compensatory time off, or, in very limited and unique circumstances, excused absence, as discussed below. (Employees may also be permined to use accumulated credit hours under flexible work schedules, as discussed above.)
Annual Leave - When employees request annual leave to perform volurzteer servioc, departments and agencies should be as accommodating as possible in reviewing and approving such requests consistent with regulations in 5 CFR part 630, subpart C, Annual Leave, and applicable collective bargaining agreements.
Leave Without Pay - At the discretion of the agency, leave vthout pay (LWOP) may be granted to employees who wish to engage in volunteer activities during normal working hours.
As with annual leave, OPM encourages departments and agencies, whenever possible, to act favorably upon requests by employees for LWOP to perform volunteer services. However, LWOP is appropriate for extended periods only if the employee is expected to return to his or herjob at the end ofthe LWOP. Agencies should review their irrtemal policies on LWOP and applicable collective bargaining agreements.
Compensatory Time Off-- Departments and age'acies may approve requests from employees J
for compensatory time offin exchange for perfonning an equal amount oftime in irregular or l occasional overtime work. For employees under flexible work schedules, departments and agencies may approve employee requests for compensatory time off for both regularly scheduled and irregular or occasional overtime work. -
Excused Absence (admmistrative leave)- Each department or agency has discretion to excuse employees from their duties without loss ofpay or charge to leave. OPM advises that the granting of excused absence for volunteer activities should be limited to those situations in which the employee's absenoe,inthe department's or agency's detennination, is not specifically prohibited by law and satisfies one or more of the following criteria: (1)the absence is directly related to the department or agency's mission; (2) the absence is officially sponsored or sanctioned by the head of the department or agency; (3) the absence will clearly enhance the professional development or skills of the employee in his or her current position; or (4) the absence is brief and is detennined to be in the interest ofthe agency. Ultimately, it is the responsibility of each department or agency head to balance support for employees' volunteer activities with the need to ensure that employees' work requirements are fulfilled l
and that agency operations are conducted efficiently and effectively. Agencies should review 4
i I their intemal guidance on excused absence and applicable collective bargaining agreements.
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,* APR.24.1998 3:01PM USNRC MSG CENTER NO.740 P.6 Det::4/24/98 Tirne: 12:31:36 Page e of 7 From:iJedia Desk operettons Tu Jackson 6
(4) PART-TIME EMPLOYMENT AND JOB SHARING. Part time employment or job-shanng may also be appropriate for employees who request such arrangements in ]
connection with performing volunteer service. Regulations in 5 CFR part 340 provide additional information on part-time employment and job-sharing.
B. LABOR-MANAGEMENT RELATIONS Agency officials are reminded that cond'tions of employment (such as work schedules) of bargaining unit employees may not be changed without notifyingthe exclusive representative and bargaining unit on the matter to the extent required and/or permitted by laws, agulations, and collective bargaining agreements. Moreover, bargaining unit employees may participate ;
in flexible or compressed worle ehedules "only to the extent expressly provided under a l collective bargaining agreement between the agency and the exclusive representative." (See 5 U.S.C. 6103(a)(2).) For further information on an agency's collective bargaining obligations, agency officials should consult with their labor relations officers. Departments and agencies should also consult OPM's Labor-Management Relations Guidance Bulletin: Negotiating Flexible and Compressed Work Schedules. It is available on OPM ONLINE and by contacting OPM's Center for Partnership and Labor Management Relations at (202) 606-2930 or email epimr@opm. gov. FAX requests for this document to (202) 606-2613.
C. PROHIBITION OF COERCION i
While managers, supervisors, and other agency officials may encourage employees to become more involved in volunteer activities, 5 U.S.C. 6132 provides that employees may not be coerced for the purpose ofinterfering with their legal rights under flexible and compressed work schedules. (Also see 5 U.S.C. 2302, Prohibited Personnel Practices.)
D. CONFLICT OF INTEREST AND HATCH ACT RESTRICTIONS Departments, agencies, and employces are reminded that conflict ofinterest laws and related regulations goveming outside employment for compensation also apply to Federal ernployees who engage in volunteer activities. Hatch Act restrictions apply to employees who are on duty, as well as to those on paid or unpaid leave.
E. . USE OF GOVERNMENT FACILITIES AND EQLUPMENT Employees may not use Govemment facilities and equipment for other than authorized purposes. (See 5 CFR 2635.704.) Employees may consult their agency ethics officials or Office of General Counsel for information about what may be authorized by their agency or i department.
F. LIABILITY FOR WORK-RELATED INJURIES Departments and agencies need to be aware ofliability issues related to employee participation in volunteer activities. The Department of Labor advises that, in most instances, employees who perform mission-related agency sponsored / sanctioned, or skills-enhancing volunteer activities while they are on excused absence are covered by 5 U.S.C. chapter 81, Compensation for Work Injuries. Other kinds of absences would most likely not be covered.
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p.24.1998 3:02PM USNRC MSG CENTER NO.740 P.7 Dat::4/298 Time:12:32:.15 Page 7 of 7 j Frorn: Media Deok operations 7t: Jacksort ,
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i G. AWARDS FORVOLUNTEERISM ,
Departments and agencies are encouraged to recognize their employees who volunteer their skills to help others. However, providing cash or paid time offundermines the volunteer spirit in whichthese individuals donate their personal time and efforts for the benefit of others. ,
j Nevertheless, granting appropriate citations and letters of appreciation, or small mementos such as a "You Make a Difference" pin or mug, would demonstrate the agency's pride in the l I
various beneficial services its employees render to the community. In addition, departments and agencies can publicize employee volunteer activities in internal publications, such as l' newsletters, bulletins, and magazines. Departments and agencies should make the effort to acknowledge and say "Thank You" to those whose personal efforts make their communities a better place to live and work and who contribute something extra to the well-being of others.
H. AGENCY REPORTS As directed by the President, each department and agency must report to the Office of Personnel Management (OPM) within 90 days after the date of the President's memorandum (i.e., by July 21,1998) onthe measures taken to expand community senice opportunities for Federal employees. OPM requests that each department and agency report on the initiatives that the department or agency has implemented in response to the President's memorandum to allow Federal employees to plan and take time off from work to perform community service.
Agency reporis should be mailed or delivered or sent by FAX or email to:
Donald J. Winstead Assistant Director for Compensation Administration Workforce Compensation and Performance Service Office ofPersonnel Management 1900 E Street NW., Room 7H31 Washington, DC 20415 0001 FAX: (202) 606-0824; email: payleavegopm. gov In addition, questions on the report may be addressed to the Pay and Leave Administration Division on (202) 606-2858, FAX (202) 606-0824, or email at payleave@opm. gov.
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