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Jan-Feb 09 Bulletin 2

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Jan-Feb 09 Bulletin 2 JOINT FORCES HEADQUARTERS KANSAS NATIONAL GUARD FEDERAL HUMAN RESOURCE OFFICE BULLETIN INSIDE THIS ISSUE: Page 2: HRO Survey Page 3: January - February 2009 Weingarten Notice Kansas National Guard Page 4: Inclement Weather Policy Additional Entitlement of Presiden- Reminder/Clarification tial Leave Submitted by Bobbi Harvey HRO Employee Benefits Page 5: Technician Incentive Awards & This is just a reminder/clarification of the Kansas National Guard Inclement TSP Contributions Weather Policy for non-essential National Guard employees (AGR, Tech- nician and NDS employees) as stated in TPP 610, Section 2-19, Para f Page 6-7: Technician Retirements and g. Please ensure your employees are aware of the policy as well as your expectations. This is a safety issue and supervisors should weigh the Technician Separations, Promo- use of their flexibilities with our military requirements. The supervisor’s tions, Reassignments & Appoint- use of admin leave is limited to 1 hour and is discretionary, not an em- ments ployee’s entitlement. Page 8-9: Technician Appraisals Employees working in the Topeka area will use guidance for State Agen- cies/Offices, there will not be a specific announcement regarding the SDB Page 10-14 : EAP Healthy Exchange or Forbes. Procedures for personnel assigned outside the Topeka area have not changed. Page 15: Martin Luther King Jr. Day 1. The National Guard is responsible for numerous emergency services Page 16: and responses. Employees must remember that administrative leave Understanding Grief is a benefit and not an entitlement and everyone is subject to recall if the need should arise. Page 17: Calendar of Events for Topeka, Kansas 2. Time and Leave A. Employees will receive administrative leave if an inclement Page 18: weather determination is made. HRO Contact Information B. Those employees who work during a Declaration of Inclem- ent Weather will receive compensation at the same rate of pay the employees would have received had there not been a Dec- laration of Inclement Weather. C. Employees who received prior approval for authorized leave (Military Leave, Annual Leave, Sick Leave, Comp Time, etc.) during the period covered by the Declaration of Inclement Weather will not be affected by the provision of this policy. D. If any employee determines they cannot report to work due to weather conditions and a Declaration of Inclement Weather has not been issued, they should follow normal reporting for their unexpected absence. E. Employees not reporting to work, reporting to work late, or leaving early due to weather conditions and a Declaration of Inclement Weather has not been declared will use annual leave, accrued compensatory time or leave without pay. 3. Questions dealing with this policy should be directed to Ms. Bobby Harvey, 274-1172. 1 WANTED: Your Comments and Suggestions! The Human Resources Office wants to provide you with informative and beneficial information. We are looking to make some changes to the current HRO Bulletin and need your help. What information is important to you? Is there information that HRO can provide that we are not currently providing in the bulletin that you would like to see? Please take a couple minutes to complete the short survey below. Completed surveys may be sent or dropped off to HRO, 2722 SW Topeka Blvd, Room 136, Topeka, KS 66611-1287; or faxed to 785-274-1604, DSN 720-8604 or scanned and e-mailed to [email protected]. Please return your survey by 15 February 2009. HRO Customer Survey The below sections are currently published in the HRO Bulletin. Please let us know if you have a need or desire to have them remain in the HRO Bulletin. 1. Technician accessions, promotions, reassignments and separations. _____ Yes, I would like to continue to receive this information. _____ No, I do not need this information. 2. Technician appraisals due listing. _____ Yes, I would like to continue to receive this information. _____ No, I do not need this information. 3. AGR accessions, promotions, reassignments and separations. _____ Yes, I would like to continue to receive this information. _____ No, I do not need this information. 4. What information is most important to you that is currently provided? _____________________________________________________________ _____________________________________________________________ 5. What information would you like to see in future bulletins? _____________________________________________________________ _____________________________________________________________ 6. Any other comments or suggestions? _____________________________________________________________ _____________________________________________________________ _____________________________________________________________ _____________________________________________________________ _____________________________________________________________ 2 Weingarten Notice (Representation Rights) Submitted by MSgt Keith Guffy Labor Relations Specialist Under Title 5, United States Code, section 7114(a)(2)(B), an employee being examined in an investigation (an investigatory examination or interview) is entitled to union representation if the exami- nation is conducted by a representative of the agency, the employee believes that the examination may result in disciplinary action, and the employee asks for representation. Specifically, the reference states: “(2) An exclusive representative of an appropriate unit in an agency shall be given the op- portunity to be represented at— (B) any examination of an employee in the unit by a representative of the agency in con- nection with an investigation if— (i) the employee reasonably believes that the examination may result in disciplinary action against the employee; and (ii) the employee requests representation.” This right is commonly referred to as the “Weingarten” right. Based on the U.S. Supreme Court’s private sector labor decision in NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975). Upon a valid re- quest for union representation from the employee, management has three options: (1) Grant the request and notify the union that a meeting to examine a bargaining unit employee is going to take place and that the employee has requested union repre- sentation; (2) Continue the investigation without interviewing the employee; or (3) Offer the employee a clear choice to either continue the interview without represen- tation, or have no interview. In addition to affording employees these “Weingarten” rights, the Statute, at 5 USC section 7114 (a)(3), requires each agency to “annually inform its employees of their rights under paragraph (2)(B) of this subsection.” . 3 Additional Entitlement of Presidential Leave Submitted By Bobbi Harvey Human Resource Specialist/Employee Benefits To continue support for Federal employees who continue to serve in the GWOT, OPM issued CPM 2008-12, "Update on Excused Absence for Employees Returning from Active Military Duty" on August 6, 2008. CPM 2008-12 provides a broader interpretation of the President's memorandum to authorize agencies to provide an additional 5 days of excused absence each time a Federal employee returns from active military duty related to GWOT. Employees who are called to active duty in support of GWOT are entitled to the 5 days of excused ab- sence for multiple activations; however, in order to receive 5 days, you MUST spend at least 42 CON- SECUTIVE days on active duty in support of the GWOT. Employees are entitled to 5 days of ex- cused absence only once in a 12-month period. A new 12-month period begins on the first day of excused absence and ends 365 days later. Upon receiving notification from an employee of his or her intent to return to civilian duty on a specific date the employee’s 5 days of excused absence must begin immediately prior to the ac- tual return to his or her duties. The commencement of the 5 days of excused absence represents a return to Federal civilian employment, and the employee is obligated to report for work at the end of the 5-day period. If the employee had already returned to Federal civilian service prior to the issuance of the Presidential memorandum on November 14, 2003, or was not granted the 5 days of excused absence for a second or subsequent period of active duty outside the original 12-month period he or she will schedule the 5 days of excused absence at a time mutually agreeable between the employee and the supervisor. The 5 days of excused absence will not be "stockpiled" for use at a later date. Each employee is entitled to the equivalent of 1 workweek of excused absence. The 5 days of excused absence does not affect the time limits for exercising restoration rights. An em- ployee may take whatever grace period is allowed under part 353 and, in addition, is entitled to 5 days of excused absence. Supervisors will code the timecard LN and annotate in the Job Order# area "Presidential Leave". Super- visors will keep a copy of the timecard in the their employees file for tracking the use Presidential Leave. For questions concerning Time Cards, Army Technicians contact Ilene Donnelly at 785-274-1229 or DSN 720-8129 and Air Technicians contact their FM office. For policy questions contact Bobbi Harvey @ 785-274-1172 or DSN 720-8172. Bobbi Harvey Human Resource Specialist/Employee Benefits 4 Technician Awards Submitted by MSgt Kathy Thornton HRO Assistant The graph below shows technician awards processed, i.e. Time-Off, On the Spot, Sustained Superior Performance (SSP) and Quality Step Increase (QSI) for the months of October and November. Technician Awards By Month 16 14 12 10 Oct 8 Nov 6 4 2 0 d g s v G W W u m F Q O S Di C S H F Re A P h h SMM 5t A JF 5t US 184th I 3 87th 3 2 2 th Trp 190th AR 635th RS 69 Technician Incentive Awards Recommendations Submitted by Bobbi Harvey Human Resource Specialist/Employee Benefits Supervisors are reminded that when submitting an AGKS 451, Incentive Awards Recommendation, for Sustained Superior Performance (SSP) or Quality Step Increase (QSI), a copy of the latest Performance Appraisal must be attached. This is in addition to the Performance Appraisal copy that is submitted to HRO for the Employee Performance File (EPF).
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