400/700A.0 Purpose

This chapter provides policy and authorities for Bonneville Power
Administration's (BPA) Employee Relations Program. Combined with
relevant law, regulations, and case law, this issuance governs BPA's
policy, and specifies management responsibilities in administering BPA's
employee relations programs. Consistent with the current Department of
Energy (DOE) delegation order, this issuance also exempts BPA from the
provisions of any related DOE Issuances, including *DOE Order 3750.1
Work Force Discipline*, and *DOE Order 3771.1,* *Grievance Policy and
Procedures.*

400/700a.1 DEFINITIONS

No information in this section.

400/700A.2 POLICY

Management officials, in consultation with Employee Relations (ER) staff
are expected to take or recommend action to correct performance or
conduct problems on the part of the employee.

A.  **Suspensions and adverse actions take under 5 CFR Part 752,**
    Adverse Actions procedures should be taken for cause that will
    promote the efficiency of the Service, and are consistent with other
    actions taken in similar circumstances. Relevant factors should be
    weighed in deciding the corrective actions and penalty appropriate
    for the offense(s) or performance deficiency involved.

B.  **Management may consider offering alternative discipline** (as
    defined in Personnel Letter 752-1) in lieu of administering
    traditional discipline, when deemed appropriate by management.

C.  **Management shall take corrective action** if an employee is found
    to have exhibited harassing, violent, and/or threatening behavior in
    BPA's work environment. BPA's Harassment-Free Workplace policy is
    located in Appendix A of this chapter.

D.  **An employee must be given a reasonable opportunity to demonstrate
    successful performance** before action can be taken based on
    unacceptable performance under procedures in 5 CFR Part 432,
    Performance-Based Reduction in Grade and Removal Actions.

E.  **Performance-Based actions may be taken,** using procedures under
    either 5 CFR Part 752 or 5 CFR Part 432.

F.  **Management shall address performance and conduct deficiencies** in
    the initial stages of employment prior to the time an employee gains
    due process rights under 5 CFR Parts 752 and 432. This policy
    applies to new appointees serving in probationary periods under
    Subpart H of 5 CFR Part 315, Probation on Initial Appointment to a
    Competitive Position, and trial periods under other applicable
    authorities in 5 CFR.

G.  **In accordance with the Rehabilitation Act of 1973**, BPA shall
    provide reasonable accommodation to the known physical or mental
    limitations of a qualified disabled employee (upon his/her request)
    unless it would impose an undue hardship on the operation of BPA's
    programs.

H.  **A supervisor and/or manager who does not satisfactorily compete
    their supervisor/manager probationary period** shall be returned to
    a position of no lower grade and pay than the position from which
    the individual was transferred, assigned, or promoted.

I.  **When the performance or conduct of an employee on a temporary
    limited appointment is determined to be unsatisfactory,** management
    shall take appropriate corrective action, including consideration to
    remove the employee from Federal employment.

J.  **When it is determined that an employee is not performing at an
    acceptable level of competence,** his/her within-grade increase
    shall be deferred or withheld, if otherwise due.

K.  **When conduct of an employee under the Student Career Experience
    Program (SCEP) is determined to be unsatisfactory,** appropriate
    action shall be taken including consideration to remove the employee
    from Federal employment. When performance of a SCEP employee is
    determined to be unacceptable, his/her appointment shall be
    terminated if performance does not improve to the acceptable level.

L.  **BPA shall follow the Department of Energy's policy on the Federal
    drug-free workplace** as defined in *DOE Order 3792.3*, which is
    consistent with the Government-wide effort to achieve and maintain a
    drug-free Federal workplace through the implementation of programs
    to test for the use of illegal drugs.

M.  **BPA shall follow the Department of Transportation alcohol testing
    regulations and procedures** in 49 CFR Part 382, which prohibits
    employees in covered positions from consuming alcohol for at least 4
    hours prior to operating a commercial motor vehicle or commercial
    aircraft while on duty.

    400/700A.3 Responsibilities

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A.  **The Chief Operating Officer (COO), on behalf of the
    Administrator**, is responsible for approving decisions to file
    petitions for review with the Merit Systems Protection Board (MSPB),
    and for approving decisions to request that the Office of Personnel
    Management (OPM), file a petition for judicial review of an MSPB
    final order, and for designating an agency representative in these
    matters.

B.  **The Chief Human Capital Officer** is responsible for developing
    policies and evaluating the utilization of authorities to assure
    compliance with Federal law and regulation and BPA policies, and for
    providing advice and assistance to managers with respect to
    individual cases.

C.  **Supervisors and managers** are responsible for managing their work
    environments and taking appropriate administrative and corrective
    actions when needed to address workplace and other related problems.
    It is BPA's policy to assign proposal and decision authorities to
    the lowest reasonable levels within an organizational component.
    Current assigned authorities are listed in Appendix B to the policy
    in this chapter.

    400/700a.4 Procedure

    No information in this section.

    400/700A.5 References

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A.  **DOE O 3750.1 Work Force Discipline**

B.  **DOE O 3771.1 Grievance Policy and Procedures**

C.  **DOE O 3792.3 Drug-Free Federal Workplace Testing Implementation
    Program**

##### Harassment-Free Workplace Appendix A

+----------+-----------------------------------------------------------+
| **       | The Bonneville Power Administration's (BPA) policy is to  |
| POLICY** | have a harassment-free work environment where people      |
|          | treat one another with respect. (Complete guidance on     |
|          | this policy is contained in the Management Assistance     |
|          | Services (MAS) Handbook.)                                 |
+----------+-----------------------------------------------------------+
|          |                                                           |
+----------+-----------------------------------------------------------+
| **ACTION | Managers and supervisors, both Federal and non-Federal,   |
| RE       | have the primary responsibility for creating and          |
| QUIRED** | sustaining this harassment-free environment (by example,  |
|          | by job supervision, by coaching, by training, by contract |
|          | enforcement, and by other means). But all persons in the  |
|          | BPA work environment must take personal responsibility    |
|          | for maintaining conduct that is professional and          |
|          | supportive of this environment. Managers and supervisors  |
|          | must take immediate action to stop harassment, to protect |
|          | the people targeted by harassers, and to take all         |
|          | reasonable steps to insure that no further harassment or  |
|          | retaliation occurs.                                       |
+----------+-----------------------------------------------------------+
|          |                                                           |
+----------+-----------------------------------------------------------+
| **L      | The BPA work environment includes areas in and around     |
| OCATIONS | facilities owned or leased by BPA, including food service |
| C        | and other service areas (e.g., credit unions and other    |
| OVERED** | commercial/vendor areas); and it includes government      |
|          | vehicles, employee fitness centers and break locations,   |
|          | and any other areas or conveyances where BPA employees    |
|          | work or where work-related activities occur, including    |
|          | official travel.                                          |
+----------+-----------------------------------------------------------+
|          |                                                           |
+----------+-----------------------------------------------------------+
| **DEFI   | BPA defines harassment as any unwelcome, inappropriate,   |
| NITION** | non-job-related conduct, including retaliation, that      |
|          | causes a person to feel threatened, intimidated, or       |
|          | distressed in the BPA work environment. This includes     |
|          | making false accusations of harassment with the intent of |
|          | harming someone else. By "non-job-related", BPA means the |
|          | conduct is not a part of successful performance of        |
|          | assigned duties.                                          |
+----------+-----------------------------------------------------------+
|          |                                                           |
+----------+-----------------------------------------------------------+
| ##       | Examples of harassment include, but are not limited to:   |
| EXAMPLES |                                                           |
|          | **Physical conduct: Unwelcome** touching; standing too    |
|          | close; leering or threatening staring or glaring;         |
|          | obscene, threatening, or offensive gestures.              |
|          |                                                           |
|          | **Verbal or written conduct: References** to private body |
|          | parts; derogatory or demeaning comments, jokes, or        |
|          | personal questions; sexual innuendoes; offensive remarks  |
|          | about race, gender, religion, age, ethnicity, sexual      |
|          | orientation, political beliefs, marital status, veteran   |
|          | status, union membership, or disability; obscene letters  |
|          | or telephone calls, catcalls; whistles; sexually          |
|          | suggestive sounds; loud and abusive comments.             |
|          |                                                           |
|          | **Visual or symbolic conduct: Display** or pictures of    |
|          | nude, scantily clad, or offensively clad people; display  |
|          | of intimidating religious, political, or other symbols;   |
|          | display of offensive, threatening or demeaning drawings,  |
|          | cartoons, or other graphics; offensive T-shirts, coffee   |
|          | mugs, bumper stickers, or other articles.                 |
+----------+-----------------------------------------------------------+
|          |                                                           |
+----------+-----------------------------------------------------------+
| **O      | Individuals who believe they are being harassed or        |
| PTIONS** | retaliated against should exercise any one or more of the |
|          | following options as soon as possible:                    |
|          |                                                           |
|          | **Tell** the harasser how you feel and ask the person to  |
|          | stop the offensive conduct; and/or                        |
|          |                                                           |
|          | **Tell** a manager or supervisor about the conduct and    |
|          | how you feel about it; and/or                             |
|          |                                                           |
|          | **Call** the Conflict Resolution Information/Referral     |
|          | telephone line, for alternatives on how to deal with the  |
|          | situation.                                                |
+----------+-----------------------------------------------------------+
|          |                                                           |
+----------+-----------------------------------------------------------+
| **       | In addition, if you are a BPA employee, you may seek help |
| INTERNAL | from Employee Assistance, an EEO counselor, your union    |
| S        | steward, or the DOE Office of Civil Rights/Sexual         |
| UPPORT** | Harassment Hotline. Mediation services may be available   |
|          | to help resolve conflict. Contact the Conflict Resolution |
|          | Information/Referral telephone line, EEO counselors, or a |
|          | management official for more information.                 |
+----------+-----------------------------------------------------------+
|          |                                                           |
+----------+-----------------------------------------------------------+
| **PEN    | BPA staff who engage in harassment will face consequences |
| ALTIES** | ranging from verbal warnings and letters of reprimand up  |
|          | to and including termination from BPA employment,         |
|          | depending upon the seriousness of the misconduct. BPA     |
|          | managers and supervisors who do not take action when they |
|          | know or suspect the harassment is occurring will face the |
|          | same range of consequences. Contractor staff and other    |
|          | non-Federal personnel who engage in harassment may be     |
|          | subject to comparable penalties from their employers, and |
|          | a contractor who fails to enforce this policy may have    |
|          | its contract with BPA terminated. Visitors who harass may |
|          | be removed from a BPA workplace and prevented from        |
|          | returning.                                                |
+----------+-----------------------------------------------------------+

#####  Delegations and References Appendix B

+----------------+-------------+-------------+---------+--------------+
| **Action**     | **Position  | **Lowest    | ###     | **References |
|                | to which    | Level to    |  Review | and Related  |
|                | Authority   | Which       |         | I            |
|                | is          | Authority   |         | nformation** |
|                | Dele        | Can be      |         |              |
|                | gated**[^1] | Ass         |         |              |
|                |             | igned**[^2] |         |              |
+================+=============+=============+=========+==============+
| 1.  Oral and   | First level | N/A         | O       | -            |
|     written    | supervisor/ |             | ptional |    Personnel |
|     counseling |             |             | review  |     Ltr.     |
|                | manager     |             | by      |     752‑1    |
|                |             |             | E       |              |
|                |             |             | mployee | -   MAS      |
|                |             |             | Re      |     Handbook |
|                |             |             | lations |     Ch. 5    |
|                |             |             | (ER)    |              |
+----------------+-------------+-------------+---------+--------------+
| 2.             | First level | N/A         | O       | -            |
|   Admonishment | supervisor/ |             | ptional |    Personnel |
|                |             |             | review  |     Ltr.     |
|                | manager     |             | by ER   |     752‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 3    |
+----------------+-------------+-------------+---------+--------------+
| 3.  Reprimand  | Next level  | First level | R       | -            |
|                | below Tier  | supervi     | equired |    Personnel |
|                | I manager   | sor/manager | review  |     Ltr.     |
|                |             |             | by ER   |     752‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 3    |
+----------------+-------------+-------------+---------+--------------+
| 4.  Propose    | Next level  | First level | R       | -   5 CFR    |
|                | below Tier  | supervi     | equired |     Part     |
|    suspensions | I manager   | sor/manager | review  |     752,     |
|     of 14 days |             |             | by ER   |     Subparts |
|     or less    |             |             |         |     A and B  |
|                |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     752‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 3    |
+----------------+-------------+-------------+---------+--------------+
| 5.  Decide on  | Tier 1      | Second      | R       | -   5 CFR    |
|                | manager     | level       | equired |     Part     |
|    suspensions |             | supervi     | review  |     752,     |
|     of 14 days |             | sor/manager | by ER   |     Subparts |
|     or         |             |             |         |     A and B  |
|     less[^3]   |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     752‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 3    |
+----------------+-------------+-------------+---------+--------------+
| 6.  Propose    | Next level  | First level | R       | -   5 CFR    |
|     any of the | below Tier  | supervi     | equired |     Part     |
|     following  | I manager   | sor/manager | review  |     752,     |
|     actions    |             |             | by ER   |     Subparts |
|     (based     |             |             |         |     C and D  |
|     either on  |             |             |         |              |
|                |             |             |         | -   5 CFR    |
|    performance |             |             |         |     Part 432 |
|     or         |             |             |         |              |
|     conduct,   |             |             |         | -   5 CFR    |
|     as         |             |             |         |     Part     |
|     ap         |             |             |         |     316,     |
| propriate)[^4] |             |             |         |              |
|                |             |             |         | -   Subpart  |
|                |             |             |         |     C        |
| -   Suspension |             |             |         |              |
|         of     |             |             |         | -            |
|         more   |             |             |         |    Personnel |
|         than   |             |             |         |     Ltr.     |
|         14     |             |             |         |     752‑1    |
|         days   |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|  -   Reduction |             |             |         |     Ltr.     |
|         in     |             |             |         |     432‑1    |
|         grade  |             |             |         |              |
|         or pay |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 3    |
|    -   Removal |             |             |         |     (for     |
|                |             |             |         |     conduct  |
|                |             |             |         |     issues)  |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 4    |
|                |             |             |         |     (for     |
|                |             |             |         |              |
|                |             |             |         |  performance |
|                |             |             |         |     issues)  |
+----------------+-------------+-------------+---------+--------------+
| 7.  Decide on  | Tier 1      | Second      | R       | -   5 CFR    |
|     any of the | manager     | level       | equired |     Part     |
|     following  |             | supervi     | review  |     752,     |
|     actions    |             | sor/manager | by ER   |     Subparts |
|     (based     |             |             |         |     C and D  |
|     either on  |             |             |         |              |
|                |             |             |         | -   5 CFR    |
|    performance |             |             |         |     Part 432 |
|     or         |             |             |         |              |
|     conduct,   |             |             |         | -   5 CFR    |
|     as         |             |             |         |     Part     |
|     ap         |             |             |         |     316,     |
| propriate)[^5] |             |             |         |     Subpart  |
|                |             |             |         |     C        |
|                |             |             |         |              |
| -   Suspension |             |             |         | -            |
|         of     |             |             |         |    Personnel |
|         more   |             |             |         |     Ltr.     |
|         than   |             |             |         |     752‑1    |
|         14     |             |             |         |              |
|         days   |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|  -   Reduction |             |             |         |     432‑1    |
|         in     |             |             |         |              |
|         grade  |             |             |         | -   MAS      |
|         or pay |             |             |         |     Handbook |
|                |             |             |         |     Ch. 3    |
|                |             |             |         |     (for     |
|   -   Removals |             |             |         |     conduct  |
|                |             |             |         |     issues)  |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 4    |
|                |             |             |         |     (for     |
|                |             |             |         |              |
|                |             |             |         |  performance |
|                |             |             |         |     issues)  |
+----------------+-------------+-------------+---------+--------------+
| 8.  Extend     | Deciding    | N/A         | R       | -   5 CFR    |
|     advance    | Officials   |             | equired |     Section  |
|     notice     | (see no. 5  |             | review  |     432.105  |
|     periods    | and 7,      |             | by ER   |              |
|     under the  | above)      |             |         | -   5 CFR    |
|     provisions |             |             |         |     Section  |
|     of 5 CFR   |             |             |         |     752.404  |
|     Parts 432  |             |             |         |              |
|     and 752    |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     432‑1    |
|                |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     752‑1    |
+----------------+-------------+-------------+---------+--------------+
| 9.  Reassign   | Next level  | Second      | O       | -            |
|     employees  | below Tier  | level       | ptional |    Personnel |
|     for        | I manager   | supervi     | review  |     Ltr.     |
|                |             | sor/manager | by ER,  |     432‑1    |
|    performance |             |             | except  |              |
|     or conduct |             |             | r       | -            |
|     reasons    |             |             | equired |    Personnel |
|                |             |             | review  |     Ltr.     |
|                |             |             | when    |     752‑1    |
|                |             |             | reass   |              |
|                |             |             | ignment |              |
|                |             |             | is the  |              |
|                |             |             | result  |              |
|                |             |             | of      |              |
|                |             |             | appl    |              |
|                |             |             | ication |              |
|                |             |             | of 5    |              |
|                |             |             | CFR     |              |
|                |             |             | Parts   |              |
|                |             |             | 432 or  |              |
|                |             |             | 752     |              |
|                |             |             | pr      |              |
|                |             |             | ocesses |              |
+----------------+-------------+-------------+---------+--------------+
| 10. Terminate  | Next level  | Second      | R       | -   5 CFR    |
|     employees  | below Tier  | level       | equired |     Part     |
|     in initial | I manager   | supervi     | review  |     315,     |
|     stages of  |             | sor/manager | by ER   |     Subpart  |
|     employment |             |             |         |     H        |
|     prior to   |             |             |         |              |
|     gaining    |             |             |         | -   5 CFR    |
|     due        |             |             |         |     Part     |
|     process    |             |             |         |     316,     |
|     rights     |             |             |         |     Subpart  |
|     under 5    |             |             |         |     C        |
|     CFR Parts  |             |             |         |              |
|     752 and    |             |             |         | -   5 CFR    |
|     432 (e.g., |             |             |         |     Part 213 |
|     during     |             |             |         |              |
|                |             |             |         | -   5 CFR    |
|   probationary |             |             |         |     Part     |
|     or trial   |             |             |         |     1201     |
|     periods)   |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     315‑2    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 9    |
+----------------+-------------+-------------+---------+--------------+
| 11. Terminate  | Next level  | Second      | R       | -   5 CFR    |
|     employees  | below Tier  | level       | equired |     Part     |
|     from their | I manager   | supervisor/ | review  |     316,     |
|     temporary  |             | manager     | by ER   |     Subpart  |
|     limited    |             |             | if      |     D        |
|                |             |             | term    |              |
|   appointments |             |             | ination | -   5 CFR    |
|     for        |             |             | is due  |     Part 752 |
|     legitimate |             |             | to      |              |
|     management |             |             | unsatis | -   5 CFR    |
|     reasons    |             |             | factory |     Part 432 |
|     including  |             |             | perf    |              |
|                |             |             | ormance | -            |
| unsatisfactory |             |             | or      |    Personnel |
|                |             |             | c       |     Ltr.     |
|    performance |             |             | onduct; |     316‑1    |
|     and/or     |             |             | o       |              |
|     conduct    |             |             | ptional |              |
|                |             |             | review  |              |
|                |             |             | if due  |              |
|                |             |             | to      |              |
|                |             |             | other   |              |
|                |             |             | reasons |              |
+----------------+-------------+-------------+---------+--------------+
| 12. Reassign   | Next level  | Second      | R       | -   5 CFR    |
|     or demote  | below Tier  | level       | equired |     Part     |
|     an         | I manager   | supervi     | review  |     315,     |
|     employee   |             | sor/manager | by ER   |     Subpart  |
|     during     |             |             |         |     I        |
|     supervi    |             |             |         |              |
| sor/managerial |             |             |         | -            |
|                |             |             |         |    Personnel |
|   probationary |             |             |         |     Ltr.     |
|     period     |             |             |         |     315‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 9    |
+----------------+-------------+-------------+---------+--------------+
| 13. Issue a    | Rating      | N/A         | R       | -   5 CFR    |
|                | Official    |             | equired |     Part 432 |
|    Performance |             |             | review  |              |
|                |             |             | by ER   | -            |
|    Improvement |             |             |         |    Personnel |
|     Plan       |             |             |         |     Ltr.     |
|                |             |             |         |     432‑1    |
|                |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     430‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 4    |
+----------------+-------------+-------------+---------+--------------+
| 14. Deny a     | Rating      | N/A         | R       | -   5 CFR    |
|                | Official    |             | equired |     Part     |
|   Within‑Grade | with        |             | review  |     531,     |
|     Increase   | Reviewing   |             | by ER   |     Subpart  |
|                | Official    |             |         |     D        |
|                | concurrence |             |         |              |
|                |             |             |         | ```{=html}   |
|                |             |             |         | <!-- -->     |
|                |             |             |         | ```          |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     531‑1    |
|                |             |             |         |              |
|                |             |             |         | ```{=html}   |
|                |             |             |         | <!-- -->     |
|                |             |             |         | ```          |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     432‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 4    |
+----------------+-------------+-------------+---------+--------------+
| 15. Receive    | Tier 1      | One level   | R       | -   5 CFR    |
|     r          | manager     | above       | equired |     Part     |
| econsideration |             | Reviewing   | review  |     531,     |
|     request    |             | Official    | by ER   |     Subpart  |
|     for        |             |             |         |     D        |
|                |             |             |         |              |
|   Within‑Grade |             |             |         | ```{=html}   |
|     Increase   |             |             |         | <!-- -->     |
|     denial     |             |             |         | ```          |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     531‑1    |
+----------------+-------------+-------------+---------+--------------+
| 1              | Tier 1      | Second      | R       | -   5 CFR    |
| 6. Termination | manager     | level       | equired |     Part     |
|     of         |             | supervi     | review  |     213,     |
|     employee   |             | sor/manager | by ER   |     Subpart  |
|     in Student |             |             |         |     C        |
|                |             |             |         |              |
|    Educational |             |             |         | -            |
|     Employment |             |             |         |    Personnel |
|     Program    |             |             |         |     Ltr.     |
|                |             |             |         |     308‑1    |
+----------------+-------------+-------------+---------+--------------+
| 1              | Supervi     | Re          | R       | -            |
| 7. Alternative | sor/manager | -assignment | equired |    Personnel |
|     discipline | who has the | that is     | review  |     Ltr.     |
|     or other   | authority   | applicable  | by ER   |     752‑1    |
|     n          | to propose  | to          |         |              |
| on‑traditional | or decide   | co          |         |              |
|     corrective | the         | rresponding |         |              |
|     action     | corrective  | traditional |         |              |
|                | action for  | discipline  |         |              |
|                | which the   |             |         |              |
|                | alternative |             |         |              |
|                | discipline  |             |         |              |
|                | will be     |             |         |              |
|                | substituted |             |         |              |
+----------------+-------------+-------------+---------+--------------+
| 18. Decide on  | See         |             | R       | -            |
|                | Personnel   |             | equired |    Personnel |
| Administrative | Ltr. 771‑1  |             | review  |     Ltr.     |
|     Grievances | for         |             | of      |     771‑1    |
|                | applicable  |             | d       |              |
|     -   (For   | authorities |             | ecision |              |
|                |             |             | letters |              |
|     negotiated |             |             | by      |              |
|                |             |             | Labor   |              |
|      grievance |             |             | Re      |              |
|                |             |             | lations |              |
|    procedures, |             |             |         |              |
|         see    |             |             |         |              |
|                |             |             |         |              |
|     applicable |             |             |         |              |
|                |             |             |         |              |
|     negotiated |             |             |         |              |
|                |             |             |         |              |
|     agreement) |             |             |         |              |
+----------------+-------------+-------------+---------+--------------+
| 19. Take       | See         |             | See     | -            |
|     action in  | Personnel   |             | Pe      |    Personnel |
|     resolving  | Ltr. 752‑3  |             | rsonnel |     Ltr.     |
|                | for         |             | Ltr.    |     752‑1    |
|    allegations | applicable  |             | 752‑3   |              |
|     of         | respo       |             |         | -            |
|     harassment | nsibilities |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     752‑3    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 7    |
|                |             |             |         |              |
|                |             |             |         | -   29 CFR   |
|                |             |             |         |     Part     |
|                |             |             |         |     1614     |
+----------------+-------------+-------------+---------+--------------+
| 20. Take       | See         |             | See     | -            |
|     action to  | Personnel   |             | Pe      |    Personnel |
|     resolve    | Ltr. 752‑2  |             | rsonnel |     Ltr.     |
|     violent    | for         |             | Ltr.    |     752‑1    |
|     and        | applicable  |             | 752‑2   |              |
|                | respo       |             |         | -            |
|    threatening | nsibilities |             |         |    Personnel |
|     behavior   |             |             |         |     Ltr.     |
|     in the     |             |             |         |     752‑2    |
|     workplace  |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 14   |
+----------------+-------------+-------------+---------+--------------+
| 21. Implement  | See BPA     |             | See BPA | -   DOE      |
|     DOE's      | Manual      |             | Manual  |     Order    |
|     programs   | 400/792C    |             | 4       |     3792.3   |
|     to test    | for         |             | 00/792C |              |
|     for the    | applicable  |             |         | -   BPA      |
|     use of     | respo       |             |         |     Manual   |
|     illegal    | nsibilities |             |         |     400/792C |
|     drugs      |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     752‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 13   |
+----------------+-------------+-------------+---------+--------------+
| 22. Implement  | See         |             | See     | -   49 CFR   |
|     DOT's      | Personnel   |             | Pe      |     Part 382 |
|     alcohol    | Ltr. 793‑1  |             | rsonnel |              |
|     testing    | for         |             | Ltr.    | -            |
|                | applicable  |             | 793‑1   |    Personnel |
|    regulations | respo       |             |         |              |
|                | nsibilities |             |         |    Ltr.793‑1 |
|                |             |             |         |              |
|                |             |             |         | -            |
|                |             |             |         |    Personnel |
|                |             |             |         |     Ltr.     |
|                |             |             |         |     752‑1    |
|                |             |             |         |              |
|                |             |             |         | -   MAS      |
|                |             |             |         |     Handbook |
|                |             |             |         |     Ch. 14   |
+----------------+-------------+-------------+---------+--------------+

[^1]: Management/Supervisory officials at a lower level than those
    listed here, if applicable, may recommend any of the actions
    addressed through appropriate managerial channels.

[^2]: The appropriate Tier 1 manager retains the authority to approve
    all assignments of responsibilities. Assignments must be in writing,
    signed by appropriate Tier 1 manager, and are filed in the Employee
    Relations Office. Actions cannot be reassigned to a level lower than
    the level listed in this column. Reassignments of responsibilities
    to Hourly Foreman positions require coordination with Labor
    Relations staff that, in turn, will consult with the appropriate
    union.

[^3]: ^3^

[^4]: ^3^

[^5]: The proposing official must be at least one supervisory level
    lower than the deciding official.