**CHAPTER 400 -- INVESTIGATIONS**

(400)-40 [General Information]{.underline}

40.1 [Overview.]{.underline}

This section contains administrative instructions for TIGTA Office of
Investigations (OI) personnel related to several matters, including:

-   [Chapter 400 of the TIGTA Operations Manual](#TIGTAOIHandbook)

-   [Law Enforcement Availability Pay (LEAP)](#LEAP)

-   [Accommodations for Agents with Temporary Medical
    Conditions](#AccommodationsSAsTempMedicalCond)

-   [Acknowledgements for Cooperating IRS
    Employees](#AcknowledgementCoopIRSEs)

-   [Request for Outside Employment](#ReqOutsideEmployment)

-   [Office of Preference
    Program](../chapter400-40.doc#OfficeofPreference)

-   [Collateral Duties](#CollateralDuties)

40.1.1 [Acronyms
Table.](../../acronyms-table/acronyms-table.doc#AcronymsTable) []{.mark}

40.2 []{#TIGTAOIHandbook .anchor}[Chapter 400 of the TIGTA Operations
Manual.]{.underline}

The TIGTA Operations Manual furnishes TIGTA employees with a tool to
assist them in performing their duties. Chapter 400 of the Manual
provides guidance on policies and procedures specific to OI. Special
agents (SA) and investigative personnel, however, should consider the
entire Manual when seeking guidance on investigative matters because
relevant information may be found in other chapters.

Chapter 400 will be updated, when necessary, to reflect new policies and
procedures. Each update will contain a Manual Transmittal memorandum
outlining the changes. See [Chapter 100, Section
70.3.5.](../../../chapter100-nature/100-70/chapter100-70.doc#TransmittalPage)

Any conflicts or questions should be directed to the Operations Division
via e-mail to "[\*TIGTA Inv
Operations](mailto:*TIGTAInvOperations@tigta.treas.gov)."

40.2.1 [Distribution.]{.underline} The TIGTA Operations Manual is
distributed to, or is accessible by, all TIGTA personnel, and a redacted
version of the Manual is available to the public via the [TIGTA internet
page](http://treas.gov/tigta/important_foia_ad_oper.shtml). For Chapter
400 of the Manual, the Deputy Inspector General for Investigations
(DIGI) issues periodic Manual Transmittal memoranda or interim guidance
documents to provide additions, corrections, or instructions to delete
information.

40.2.2 [Use of the TIGTA Operations Manual.]{.underline} The material in
this Manual provides guidance for OI personnel during the performance of
their duties. OI personnel must seek supervisory guidance if confronted
with a situation not addressed by the Manual.

This Manual is solely for internal guidance. It does not place any
limitations on otherwise lawful investigative or litigative prerogatives
of TIGTA.

40.2.3 [Personnel Title References.]{.underline} Currently, OI's
investigative staff consists of:

-   Criminal Investigators - GS‑1811

-   Investigative Specialists -- GS-1801

In Chapter 400, \"Investigator\" refers to Special Agents (SA's) (series
GS-1811) and Investigative Specialists (series GS-1801). When "SA" or
"agent" is used, it refers only to series GS-1811's, and is used in the
context of responsibilities of or actions taken only by criminal
investigators.

40.3 []{#LEAP .anchor}[Law Enforcement Availability Pay
(LEAP).]{.underline}

The Law Enforcement Availability Pay Act of 1994, [5 U.S.C. §§ 5542(d)
and 5545a](http://www4.law.cornell.edu/uscode/5/5545a.html), authorizes
the payment of 25% of basic pay to criminal investigators to ensure
their availability for unscheduled duty in excess of their 40-hour basic
workweek. LEAP is considered part of basic pay for the computation of
retirement benefits, lump sum annual leave, life insurance, and, where
applicable, the value of subsistence and quarters.

This section contains TIGTA's policy, guidelines and procedures
concerning LEAP.

40.3.1 [Availability Pay Definitions.]{.underline} Several terms have
specific meanings when used in the context of LEAP.

-   \"Availability\" means that, an SA is either performing official
    duties during unscheduled duty hours or is generally and reasonably
    accessible by TIGTA to perform official duties during unscheduled
    duty hours;

```{=html}
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-   \"Unscheduled duty hours\" are hours an SA works or is available to
    work that are not part of the 40-hour basic workweek or not
    regularly scheduled overtime hours;

-   \"Administrative workweek\" for OI, is the period of 7 consecutive
    days beginning Sunday and ending the following Saturday;

-   \"Basic workweek\" for full-time employees, means a 40-hour
    workweek;

-   \"Regular work day\" is each day in the basic workweek during which
    an SA works at least 4 hours that are not regularly scheduled
    overtime hours or unscheduled duty hours; and,

-   \"Excludable day\" is any day on which an SA took more than 4 hours
    of approved leave, received more than 4 hours of training, was on
    official travel status for more than 4 hours, did not work due to an
    official Federal holiday or was excused from work for job relocation
    purposes.

**Note:** Days in leave without pay status are not considered to be
regular work days for the purpose of LEAP and are not considered in
determining whether an SA has met the annual LEAP requirements.

40.3.2 [Eligibility for Availability Pay.]{.underline} All SA's (grades
5 through 15) are eligible to receive LEAP. Before being placed on LEAP,
SA's must certify they expect to meet the minimum requirements to
receive LEAP during the fiscal year. See [Exhibit
(400)-40.1](../../400-exhibits/exhibit400-40-1.doc) for the
certification form. SA's must certify by October 10, in writing, to
their immediate supervisor that they expect to continue to meet those
requirements.

SA's continue to be eligible for LEAP even when they cannot reasonably
and generally be accessible due to a status or assignment approved or
ordered by OI, including:

-   Relocation

-   Travel

-   Annual leave

-   Sick leave

-   Training

40.3.3 [Temporary Exemption from Certification.]{.underline} Some SA's
may not be able to perform official duties during unscheduled duty hours
to the extent required to receive LEAP. If compliance with LEAP
requirements creates a hardship, an SA may apply for a temporary
exemption from certification for a determined period of time. The
application for exemption is part of the certification form shown in
[Exhibit (400)-40.1](../../400-exhibits/exhibit400-40-1.doc).

40.3.4 [Requirements for Availability Pay.]{.underline} SA's must
certify that, over the course of the fiscal year, they were available to
work an average of at least 2 hours per day, which were:

-   Unscheduled duty hours worked on regular work day;

-   Unscheduled duty hours worked on a non-regular work day; or,

-   Unscheduled duty hours an SA is available to work on a regular work
    day at the direction of management.

**Note:** Management requests for availability must be
assignment-specific and not a blanket open-ended request.

SA's who are requested by management to be available for duty during
unscheduled duty hours are not required to remain in the office or at
home, but must be reachable either by telephone or pager.

40.3.5 [Hours to be Included in Availability Pay
Calculation.]{.underline} Hours an SA spends in an available status may
or may not be included as qualifying hours for LEAP calculation,
depending upon whether it occurs on a regular work day or a non-regular
work day.

If the SA is available on a regular work day, the LEAP calculation
includes any hours actually worked [or]{.underline} in available status.
If the SA is available on a non-regular work day, the LEAP calculation
includes only the hours [actually worked.]{.underline}

Temporary assignments which include providing training may be claimed as
excludable days, since these duties are agency-directed assignments.
However, any hours worked by an SA preparing or providing training
beyond the normal 8-hour day may be considered unscheduled duty hours.

40.3.6 [Effect of Availability Pay on Other Compensation.]{.underline}
SA's who certify that they expect to meet the requirements to receive
LEAP are exempt from the [Fair Labor Standards Act of
1938](http://assembler.law.cornell.edu/uscode/html/uscode29/usc_sec_29_00000201----000-.html).

SA's may receive overtime pay only for work in excess of the normal
8-hour workday, which was scheduled in advance of the administrative
workweek. Even so, the first 2 hours of the scheduled work are counted
as LEAP hours. Scheduled work in excess of those 2 hours are reported
and compensated as overtime. SA's normally will not be assigned
regularly scheduled overtime.

There is no upper limit to the amount of unscheduled duty hours an SA
may work in a fiscal year. SA's cannot be compensated, either by pay or
compensatory time off, for unscheduled duty hours worked over the annual
daily average requirement.

40.3.7 [Documentation for Availability Pay.]{.underline} SA's must
accurately record unscheduled duty hours available or worked for annual
LEAP calculation purposes in the Performance and Results Information
System (PARIS) Time Report.

Supervisors must review and certify LEAP hours documented in PARIS to
ensure accuracy and that SA's are meeting LEAP requirements. Managers
should ensure that all SA's receiving LEAP are performing significant
amounts of actual unscheduled work, as opposed to being merely
available.

40.3.8 [Request for Availability Pay.]{.underline} After an SA certifies
that he/she expects to meet the requirements to receive LEAP, the
immediate supervisor notifies, in writing, the Special Agent-in-Charge
(SAC) or the appropriate Assistant Inspector General for Investigations
(AIGI). This memorandum authorizes payment of LEAP to the SA. See
[Exhibit (400)-40.2](../../400-exhibits/exhibit400-40-2.doc) for a
sample notification memorandum.

40.3.9 [Quarterly Availability Hours Review.]{.underline} Immediate
supervisors must conduct quarterly reviews to ensure that SA's remain
qualified for LEAP. If the review reflects that an SA did not meet the
required daily 2-hour average of unscheduled duty or availability, the
supervisor will advise the SA, in writing (via e-mail or memorandum),
that he/she is in danger of not meeting the annual qualification
requirements for LEAP. The supervisor and the SA are responsible for
establishing a course of action to enable the SA to meet the annual
requirement.

Supervisors must document any quarterly review revealing that an SA is
below the daily 2-hour average. The documentation includes the:

-   Circumstances for not meeting the requirement; and,

-   Corrective action planned.

Supervisors forward the documentation through channels to either their
SAC or the appropriate AIGI.

40.3.10 [Annual Certification of Availability.]{.underline} At the end
of each fiscal year:

-   All supervisors conduct an annual review and certification of
    qualification for LEAP, specifying that the SA's have met and are
    expected to continue to meet LEAP requirements; and,

-   Each SAC will report the results to the appropriate AIGI by
    October 20. See [Exhibit
    (400)-40.3](../../400-exhibits/exhibit400-40-3.doc) for a sample
    format.

40.3.11 [Removal from Availability Pay.]{.underline} SA's who do not
meet the annual hourly average requirement will be removed from LEAP.
Removal from LEAP is considered an adverse personnel action and must be
processed accordingly.

40.4 []{#AccommodationsSAsTempMedicalCond .anchor}[Accommodations for
Agents with Temporary Medical Conditions.]{.underline}

OI will make reasonable efforts to accommodate and support SA's with
temporary medical conditions. To the maximum degree possible, these SA's
will be allowed to continue their normal duties.

40.4.1 [Temporary Medical Condition Defined.]{.underline} A \"temporary
medical condition\" is a non-permanent condition which:

-   Incapacitates the SA; or,

-   Limits the range or duration of activities the SA can perform.

For the purpose of this policy, pregnancy is considered a temporary
medical condition. However, due to the unique nature of pregnancy,
several additional factors apply. See text
[40.4.4](#AccommodationsSAsTempMedicalCond) of this Section.

40.4.2 [Employee Responsibilities.]{.underline} SA's must notify their
immediate supervisor as soon as a temporary medical condition is
diagnosed. They must submit a statement from a physician verifying the
condition and identifying activities that the SA cannot perform. The SA
will submit an updated statement from a physician to his or her
immediate supervisor at least every 2 months.

40.4.3 [Supervisor Responsibilities.]{.underline} Supervisors may not
require SA's with temporary medical conditions to perform certain
duties, such as qualifying with a firearm or making an arrest, when
engaging in those activities could reasonably be expected to either:

-   Result in unnecessary danger to the SA or others; or,

-   Be beyond the physical capabilities of the SA.

Supervisors may also prohibit SA's from performing certain duties when
one of these circumstances applies. Supervisors must document any
actions taken based on this policy.

40.4.4 [Accommodations for Pregnant SA's.]{.underline} A pregnant SA
should consult her physician regarding:

-   What activities she should or should not perform; and,

-   Possible firearms range hazards, such as lead exposure and gunshot
    noise.

A pregnant SA may decide whether or not to continue firearms
re-qualification during her pregnancy. Regardless of her decision, she
must provide documentation from her physician supporting her decision,
and provide updated documentation from her physician every 2 months.

Pregnant SA's are authorized to qualify with, but not carry,
non-standard lead-free ammunition, if available. Range instructors
should ensure that the performance of the non-standard ammunition
closely approximates that of standard duty ammunition.

40.4.5 [Firearms Carry.]{.underline} Regardless of medical condition,
SA's will not carry a firearm if their firearms qualification is not
current. An SA who cannot carry a firearm will not knowingly be placed
into or allowed to enter into situations where a firearm is reasonably
likely to be needed.

40.5 []{#AcknowledgementCoopIRSEs .anchor}[Acknowledgements for
Cooperating IRS Employees.]{.underline}

TIGTA acknowledges Internal Revenue Service (IRS) employees for
significant contributions to its mission through Letters of
Commendation. TIGTA does not recommend or give monetary awards to
cooperating IRS employees. TIGTA may give acknowledgements for any case
in which an employee has cooperated with TIGTA.

40.5.1 [Letters of Commendation.]{.underline} The Inspector General (IG)
may sign Letters of Commendation for IRS employees who assist TIGTA in
the successful completion of investigations.

When preparing Letters of Commendation for the IG's signature:

-   Prepare the letter for his/her signature;

-   Prepare a brief transmittal memorandum to the IRS Commissioner from
    the IG; and,

-   Submit the original letter and the transmittal memorandum to the
    DIGI.

    6.  []{#ReqOutsideEmployment .anchor}[Request for Outside
        Employment.]{.underline}

TIGTA does not have a specific blanket policy regarding the prohibition
or approval of outside employment or activity. Instead, each request for
outside employment or activity will be considered and acted upon
separately.

There are several, often interdependent, contexts in which TIGTA reviews
requests to engage in outside employment or outside activity. Some key
factors are workload management, field operational concerns or needs,
and either the potential, an appearance, or the existence of a conflict
of interest under Federal ethics laws and regulations. The evaluation
and disposition of requests for workload or operational considerations
are the responsibility the first and second level supervisor, and the
appropriate AIGI is responsible for the final determination. TIGTA's
Chief Counsel is TIGTA's Deputy Ethics Officer (DEO) and is responsible
for final determinations regarding whether a request presents an actual,
potential, or apparent conflict of interest. TIGTA's DEO will review all
AIGI approved requests to engage in outside employment or outside
activity for the potential, appearance or existence of a conflict of
interest or other disqualifying ethical issues or concerns.

40.6.1 [Eligibility Requirements for Outside Employment.]{.underline} In
order to obtain approval from the AIGI and TIGTA's DEO to engage in
outside employment or activity, the OI employee's request for approval
must be submitted by:

-   Completing an Outside Employment or Business Activity Request ([Form
    7995](../../../../../../../../C:/Program%20Files/Microsoft%20Office/Templates/TIGTA/Counsel%20Forms/Form%207995%20-%20Outside%20Employment%20or%20Business%20Activity%20Request.dot));
    and,

-   Completing a supplemental statement, if requested by TIGTA
    management.

    2.  [Considerations]{.underline}. The following information should
        be considered.

40.6.2.1 [Work Hours and LEAP.]{.underline} SA's approved for outside
employment or outside activities who are receiving LEAP, must be
available for unscheduled duty. Any management directive for the SA to
report for duty for a specific assignment preempts any outside
employment or activity approval. Failure to report as directed may
result in disciplinary or adverse action.

SA's who are receiving availability pay must maintain the minimum
required daily 2-hour average of unscheduled duty hours worked or
availability hours. If a quarterly review of the SA's LEAP hours
reflects that the SA did not meet the required 2-hour average, the
Assistant Special Agent-in-Charge (ASAC) will bring this to the
attention of the SAC for appropriate action.

40.6.2.2 [Work Assignments.]{.underline} All SA's receiving availability
pay will continue to be assigned case and administrative work regardless
of any engagement in outside employment or activity. Directed
assignments, including temporary duty, detail assignments and task force
operations, shall not be adversely impacted by outside employment or
activities.

40.6.2.3 [Ethical Considerations and Conflict.]{.underline} SA's may not
engage in any outside employment or activity that gives rise to a real,
potential, or perceived conflict of interest. Such activities may
include, but are not limited to:

-   Legal Employment or Tax Practice -- Legal activities involving
    Federal, State, or local tax matters or any matter in which the
    United States is a party, to include accounting, appearance on
    behalf of taxpayers, bookkeeping, or preparation of tax returns for
    compensation.

-   General investigative work -- Performing as a private investigator,
    background investigator, conducting insurance claim inquiries,
    special police or security guard.

-   Law Enforcement Officer -- Member of a State or local law
    enforcement organization as a reserve or auxiliary officer where
    State or local law enforcement authorities are exercised.

OI employees may not engage in any outside employment or activity that
might bring discredit upon or lower public confidence in TIGTA, the
Department of the Treasury, or the U.S. Government in general.

40.6.3 [Activities Which Do Not Require Prior Approval.]{.underline}
[Chapter 700, Section
30.3](../../../chapter700-counsel/700-30/700-30.doc#OutsideEmployment)
lists activities that do not require prior TIGTA approval under this
guidance. OI employees with questions or concerns relating to outside
employment or outside activity should contact their immediate supervisor
or TIGTA's DEO. The TIGTA DEO can be reached via e-mail at "[\*TIGTA
Counsel Office](mailto:Counsel.Office@tigta.trea.gov)" or via telephone
at (202) 622-4068.

40.6.4 [Application.]{.underline} The evaluation and disposition of
requests for workload or operational considerations are the
responsibility the first and second level supervisor. The appropriate
AIGI makes final determinations regarding workload management and
operational issues in approving or disapproving all requests for outside
employment or outside activity. The primary considerations for this
decision will be based on TIGTA's workload management and operational
needs or concerns. The TIGTA DEO will then review all AIGI-approved
applications for the potential, appearance or existence of a conflict of
interest or other disqualifying ethical issues or concerns. If no
ethical concerns are present, the TIGTA DEO will concur with the AIGI
decision to approve the request for outside employment or activity.

Applications will be made and processed as follows:

-   The OI employee will submit his/her written request for
    consideration via Form 7995 to his/her ASAC;

-   The ASAC, within 5 working days of receiving the request, will
    evaluate the request based on local workload issues and operational
    considerations and will forward the Form 7995 with his/her written
    recommendation to the SAC for preliminary consideration;

-   The SAC, within 5 working days of receiving the request from the
    ASAC, will forward the entire package including his/her written
    recommendation for disposition of the request to the appropriate
    AIGI for determination;

-   Should the AIGI determine the request is to be denied based on
    workload/operational considerations, a memorandum will be sent to
    the OI employee that explains the specific reason(s) for the denial.
    If the AIGI approves the request, the entire package is then sent to
    the TIGTA DEO for review;

-   A memorandum is also sent to the OI employee for all requests
    returned by the TIGTA DEO. If denied due to an ethics determination,
    a complete explanation is to be provided to the OI employee; and,

-   The TIGTA DEO is to review all AIGI-approved applications for the
    potential, appearance or existence of a conflict of interest or
    other disqualifying ethical issues or concerns and is to notify the
    AIGI of the ethics determination within 15 workdays of receiving the
    request. All denials will include a written explanation.

A copy of all supporting documents used in making the determination
regarding participation in outside employment or outside activities
shall be retained by the employee's immediate supervisor in the
employee's Drop File. The respective AIGI shall retain the originals of
all supporting documents for a one-year period.

An approval to engage in outside employment or activity will be for a
specified period not to exceed the end of the calendar year. OI
employees must reapply for outside employment or outside activity prior
to the end of each calendar year. In addition, if during the year the
employee changes position/status, or when the conditions of outside
employment change, OI employees must reapply for approval for the
outside employment or activity.

40.7 [Office of Preference Program (OPP).]{.underline}

The OPP is intended to proactively identify those SA's who wish a
lateral reassignment. The program provides SA's with the opportunity to
make their personal needs and wishes known to the agency. It is hoped
that this program will result in increased employee satisfaction and the
retention of valued employees. Although TIGTA management will consider
employee needs along with its mission, mobility remains a condition of
employment for all SA's. Twice each year, TIGTA will have an open period
when GS-1811 employees may submit a request for a voluntary lateral
reassignment to an SA position in a preferred office location. SA's can
apply only during an open period. Relocation expenses are not authorized
for the OPP. The OPP does not replace TIGTA procedures for requesting
hardship transfers, and does not take precedence over requests for
hardship transfers. Participation in the OPP does not preclude SA's from
applying for posted position vacancies for which they are eligible. See
[Chapter 600, Section
70.6.7](../../../chapter600-ms/600-70/chapter600-70-6.doc#Reassingments70_6_7)
for information regarding hardship transfers.

40.7.1 [OPP Application Process]{.underline}. Open seasons for OPP
applications will be conducted twice annually during the following
periods: January 1 through January 31, and July 1 through July 31.
Interested SA's must submit a written request to their SAC, through
their ASAC, expressing interest in participation in the OPP, and
identifying the assignment and post of duty (POD) for which he/she would
like to be considered. The written request must be accompanied by a
signed Moving Expense Waiver. See [Exhibit
(400)-40.5](../../400-exhibits/exhibit400-40-5.doc) for a Moving Expense
Waiver.

Each SA is limited to a total of four assignment/POD preferences, and
must submit a separate request for each POD. The SA's SAC will forward
the written request to the Operations Division within 10 working days
after the end of the application open period. SA's will be placed on
lists by assignment/POD. If an SA's personal needs or desires change
regarding his or her OPP application, he or she should immediately
notify his/her SAC that he/she wishes to withdraw his/her name from the
list. The SAC will immediately notify the Operations Division of this
request. Application for each assignment/POD will remain in effect until
the conclusion of the next open season unless the SA withdraws his/her
name from consideration. Interested SA's must submit a new application
each open season for each desired assignment/POD to indicate continued
interest in participating in the program.

To withdraw his/her name from consideration, the SA must submit a
written statement through his/her SAC to the Operations Division
requesting to withdraw his/her name from an assignment/POD list.
Withdrawal requests may be made at any time. The SA's name will be
removed from the assignment/POD list. The SA may reapply during a future
open period.

If an SA decides to decline a placement opportunity made through the
OPP, the SA must submit a written statement through his/her SAC to the
Operations Division stating his/her name, the date of declination, and
the assignment/POD declined. The SA's name will be removed from the
assignment/POD list for which the SA declined a placement opportunity.
The SA may reapply during the next open period.

If an SA is selected to be reassigned through the OPP, the "losing" SAC
must notify the Operations Division via e-mail that the SA is being
reassigned, the date of reassignment, and the assignment/POD to which
the SA is being reassigned.

40.7.2 [Selection Criteria]{.underline}. Recognizing management's
responsibility to balance organizational needs with an SA's desire to
relocate, the OPP is designed as another placement instrument that can
be utilized by TIGTA to provide a benefit to both the organization and
its employees. Nothing in the procedure will preclude TIGTA management
from filling vacant positions by any other option available to them.
Business factors will be considered by management when making placement
decisions, including, but not limited to: grade-level mix, expertise of
the workforce, special qualification needs such as a language skill or
knowledge of technical equipment, and other specialized knowledge the SA
may have. TIGTA will avoid placements that result in an imbalance of
senior SA's and trainees in either the gaining office or the losing
office.

When an opening is anticipated in an assignment/POD, the SAC will obtain
from the Operations Division a current list of SA's that have submitted
a request under the OPP for relocation to that assignment/POD. The SAC
will verify the current eligibility of each interested SA by requesting
from each a copy of their most recent performance appraisal and a
written summary of the knowledge, skills and abilities they may possess
which are relevant to the position. The SA may choose to submit a
resume, an Optional Application for Federal Employment (OF 612), or a
short memorandum.

Once all clearances have been made, the "gaining" SAC can then contact
the "losing" SAC to determine a mutually agreeable reporting date.
Placements, effective dates, and reporting dates may not be finalized
without the involvement of the Bureau of Public Debt's Administrative
Resource Center.

To initiate a placement under this program, the "gaining" SAC's office
must submit a Request for Personnel Action (SF 52) to the Bureau of
Public Debt (BPD). The following comment should appear in the Remarks
section: "Placement of Special Agent XXXX XXXXX under the Office of
Preference Program."

40.7.3 [Basic Requirement for Participation.]{.underline} For an SA to
be eligible for an OPP reassignment, the SA must have at least two years
experience as an SA and must have a "Successful" rating or better in
his/her most recent performance appraisal record (as of the closing date
of the open season).

8.  []{#CollateralDuties .anchor}[Collateral Duties.]{.underline}

Collateral duties are official duties and responsibilities assigned to
an SA in addition to the primary duties and responsibilities of the SA
position.

Collateral duties for any individual SA may not exceed 25% of the SA's
total work time. Collateral duties assigned to SA's are as follows:

-   Evidence Custodian -- see [Section
    190.5.1](../../400-190/chapter400-190.doc#EvidenceCustodian) of this
    chapter for evidence custodian duties;

-   Health Improvement Program Coordinator (HIP) -- see [Section
    90.3](../../400-90/chapter400-90.doc#Responsibilities) of this
    chapter for HIP Coordinator duties;

-   Division Victim Witness Coordinator (DVWC) -- see [Section
    230.3.2](../../400-230/chapter400-230.doc#ResponsibilitiesForProvidingServicesToCr)
    of this chapter for DVWC duties;

-   Technical Services Officer (TSO) -- see [Section
    160.5.5.2](../../400-160/chapter400-160.doc#TechnicalServicesOfficerDuties)
    of this chapter for TSO duties;

-   Defensive Tactics Coordinator (DTC) -- see [Section
    130.7.4](../../../../../../../../imds-temp/chapter400-inv/400-130/chapter400-130.doc#DefensiveTacticsCoordinator)
    of this chapter for DTC duties;

-   Divisional Firearms Coordinator (DFC) -- see [Section
    130.7.2](../../../../../../../../imds-temp/chapter400-inv/400-130/chapter400-130.doc#DivisionalFirearmsCoordinator)
    of this chapter for DFC duties;

-   Firearms Instructor -- see [Section
    130.7.3](../../400-130/chapter400-130.doc#FirearmsInstructors) of
    this chapter for Firearms Instructor duties;

-   On the Job Training Instructor (OJI) -- see [Section
    100.2.1](../../400-100/chapter400-100.doc#OnTheJobTrainingProgram)
    of this chapter for OJI duties; and

-   Criminal Intelligence Coordinator (CIC) -- see [Section
    410.12](../../400-410/chapter400-410.doc#DivisionCriminalIntelligenceCoordinator)
    of this chapter for CIC duties.