**PART III -- SECTION J**

**APPENDIX A**

**PERSONNEL APPENDIX**

**TABLE OF CONTENTS**

[*SECTION I - INTRODUCTION 2*](#section-i---introduction)

[SECTION II - HUMAN RESOURCES STRATEGY, BUSINESS PLANNING AND
PERFORMANCE MANAGEMENT
3](#section-ii---human-resources-strategy-business-planning-and-performance-management)

[SECTION III - COMPENSATION 3](#section-iii---compensation)

[SECTION IV - ANCILLARY PAY COMPONENTS
5](#section-iv---ancillary-pay-components)

[SECTION V - PAYMENTS ON SEPARATION
7](#section-v---payments-on-separation)

[SECTION VI - LABOR RELATIONS 8](#section-vi---labor-relations)

[SECTION VII - WORKERS\' COMPENSATION AND INJURY LEAVE
9](#section-vii---workers-compensation-and-injury-leave)

[SECTION VIII - MILITARY LEAVE 9](#section-viii---military-leave)

[SECTION IX - TRIBAL LEAVE 9](#section-ix---tribal-leave)

[SECTION X - SECURITY LEAVE 11](#section-x---security-leave)

[SECTION XI - TRAINING AND EDUCATION
11](#section-xi---training-and-education)

[SECTION XII - EMPLOYEE PROGRAMS 12](#section-xii---employee-programs)

[SECTION XIII - COSTS OF RECRUITING PERSONNEL
13](#section-xiii---costs-of-recruiting-personnel)

[SECTION XIV -- TRAVEL & RELOCATION 13](#section-xiv-travel-relocation)

[SECTION XV - SPECIAL PROGRAMS 14](#section-xv---special-programs)

### SECTION I - INTRODUCTION

\(a\) This Advance Understanding is intended to document the principles
and measures for evaluation of the Contractor's Human Resource
Management (CHRM) programs and other items of allowable personnel costs
and related expenses not specifically addressed elsewhere under this
Contract. Any changes to the personnel policies or practices in place as
of the effective date of this Contract which would increase costs, is
subject to approval in advance by the Contracting Officer.

\(b\) LANL CHRM programs will comply with applicable Federal Acquisition
Regulation (FAR) cost principles and FAR contract clauses, as
supplemented by the Department of Energy Acquisition Regulation (DEAR),
for all Human Resources (HR) programs, including but not limited to
Compensation, Health and Welfare Benefits, Pension Plans, Training and
Development, Employee Morale, Professional Society Memberships, Employee
and Labor Relations, Diversity/Equal Employment Opportunity/Affirmative
Action, Recruitment and Relocation. The Contractor shall use effective
management review procedures and internal controls to assure compliance
with the FAR and DEAR.

\(c\) This Appendix A may be modified from time to time by agreement of
the Parties. Either Party may, at any time, request that this Appendix A
be revised. Parties hereto agree to negotiate in good faith concerning
any requested revision. Revisions to this Appendix A shall be
accomplished by executing a Reimbursement Authorization as approved by
the Contracting Officer.

\(d\) The Laboratory Director may make exceptions to the provisions of
Appendix A when such exceptions are in the best interest of Contract
operations or will facilitate or enhance Contract performance. Such
Laboratory Director exceptions must be approved in advance by the
Contracting Officer and included as a modification to this Appendix A
prior to Contractor implementation.

\(e\) The Laboratory Director, or designated representative, shall
promptly furnish all reports and information required or otherwise
indicated herein to the Contracting Officer. The Contractor recognizes
that the Contracting Officer or Contracting Officer's Representative may
make other data requests from time to time and the Contractor agrees to
cooperate in meeting such requests.

### SECTION II - HUMAN RESOURCES STRATEGY, BUSINESS PLANNING AND PERFORMANCE MANAGEMENT

\(a\) The Institutional Plan highlights areas important to DOE/NNSA and
aligns with critical DOE/NNSA missions. The HR Strategic Plan, which is
subordinate to the Institutional Plan, will be reviewed with DOE/NNSA
representatives at least annually. Contract performance metrics and
measures will be developed in partnership with DOE/NNSA.

\(b\) CHRM performance objectives and targets will align with, and
facilitate the achievement of the Laboratory mission; be limited in
number; focus on strategic results, systems-based measures, and
assessment against industry best practices; be developed annually; be
reviewed periodically to target key strategic objectives and results;
and include outcomes that result in cost effective management of
Laboratory human resources to support accomplishment of DOE/NNSA and
Laboratory mission, strategy and objectives.

### SECTION III - COMPENSATION

\(a\) (1) [Compensation Standards]{.underline}. The Contractor and
DOE/NNSA agree that the elements below will be included in Laboratory
compensation systems and will be the basis upon which DOE/NNSA will
evaluate the Contractor's self-assessment required under the Contract's
Section H Clause entitled "Workforce Transition, Contractor
Compensation, Benefits And Pension." The elements are:

> \(i\) philosophy and strategy for all pay delivery programs;
>
> \(ii\) method for establishing the internal value of jobs;
>
> \(iii\) method for relating the internal value of jobs to the external
> market;
>
> \(iv\) system that links individual and/or group performance to
> compensation decisions;
>
> \(v\) method for planning and monitoring the expenditure of funds;
>
> \(vi\) method for ensuring compliance with applicable laws and
> regulations;
>
> \(vii\) system for communicating the program to employees; and
>
> \(viii\) system for internal controls and self-assessment.
>
> \(2\) [Compensation for Key Personnel]{.underline}. The Contractor
> shall include in the Contractor's employment contract with each of its
> Key Personnel the following: (i) a requirement that the key person's
> employment is for a term of not less than two years, (ii) a condition
> that provides for incentives for longevity of service as a key person,
> and (iii) a condition that provides for disincentives for early
> departure.

\(b\) [Salary increases]{.underline}.

> \(1\) Any combination of salary increases for an individual in a
> single fiscal year, including merit increases and those resulting from
> reclassification and promotion, which result in a salary that is 25%
> greater than the employee\'s salary prior to the increase shall
> require prior approval by the Laboratory Director. Salary increases
> that exceed 15% shall be reported annually to the Contracting Officer.
>
> \(2\) Annual funding for promotions shall be included in the
> Compensation Increase Plan (CIP) request as a discrete line item. The
> request for funding for promotions will be based upon actual use for
> the prior year and anticipated future use, such as classification
> restructuring.
>
> \(3\) Administrative stipend for temporary assignments. An
> administrative stipend may be paid to an employee who is temporarily
> assigned responsibilities of a higher level position or other
> significant duties within the Laboratory not part of the employee's
> regular position. The sum of stipend and base salary shall not exceed
> the maximum salary of the higher level position. The Laboratory
> Director may authorize an administrative stipend up to 15 % of the
> appointee's annual base salary for a period not to exceed one year.

\(c\) [Compensation Increase Plan.]{.underline}

> \(1\) The Contractor shall submit the CIP proposal 90 days prior to
> the beginning of the succeeding fiscal year.
>
> \(2\) In order to pay \"on-market-on-average,\" in the calculation of
> market position, Laboratory salary data shall be matched to survey
> data as of April 1^st^, the midpoint of the fiscal year.
>
> \(3\) The CIP shall be expressed as a percentage of the projected
> September 30^th^ base payroll.
>
> \(4\) Unless otherwise approved by the Contracting Officer, CIP
> funding will be requested and authorized for expenditure as justified
> for each employee group structure in the supporting marked analysis.

### SECTION IV - ANCILLARY PAY COMPONENTS

\(a\) [Modified work week]{.underline}. The Laboratory Director may
designate a work week of less than five days within a pay week for
selected employees, or groups of employees, when warranted.

\(b\) [Extended work week]{.underline}.

> \(1\) An extended work week is an established work week which exceeds
> 40 hours each week for a period which it is anticipated will extend
> beyond four consecutive weeks.
>
> \(2\) When deemed essential to the performance of work under this
> Contract, an extended work week may be established at the Laboratory
> or any portion thereof.

\(c\) [Operational work week]{.underline}.

> \(1\) An \"operational work week\" is a work week established when
> overtime is required for field or test activities away from regular
> Laboratory sites. Such work weeks are normally for 54 hours per week,
> but may be for more.
>
> \(2\) An exempt employee assigned to an extended work week or an
> operational work week may be paid supplemental pay calculated at a
> prorated percentage of the monthly base salary.

\(d\) [Shift differential]{.underline}.

> \(1\) A shift differential shall be paid to each nonexempt employee
> who is required by management to work an assigned swing or owl shift
> in the amount of 7.5% for swing shift and 15% for owl shift. During
> all leaves with pay and holidays, eligible employees are paid at the
> shift differential rate applicable to the shifts they would otherwise
> have been scheduled to work. Overtime hours worked by a nonexempt
> employee on a swing or owl shift are paid at the applicable shift
> differential rate times one and one-half.
>
> \(2\) Exempt employees are not normally eligible for shift
> differentials; however, the Laboratory Director may approve a shift
> differential for an exempt employee when programmatic requirements
> necessitate a regular shift assignment for an extended period and no
> other reasonable option is available.
>
> \(3\) The shift differential shall be included in payments for all
> types of paid leave, provided that the employee would have been
> expected to work that shift or shifts were the employee not on paid
> leave.

\(e\) [Call-in pay]{.underline}. Any nonexempt employee called in for
emergency work outside of his/her regularly scheduled hours shall be
paid at least four hours at his/her straight-time hourly rate or for all
hours worked at the applicable overtime rate, whichever is greater.

\(f\) [On-call pay]{.underline}.

> \(1\) On-call is time during which an employee is not required to be
> at the work location or at the employee\'s residence but is required
> to restrict activities so as to be readily contacted and be available
> for return to work if called.
>
> \(2\) Non-exempt employees assigned to on-call duty shall be paid an
> amount not to exceed 14% of their hourly base rate for each on-call
> duty hour.
>
> \(3\) Exempt employees who are assigned to on-call duty shall be paid
> a flat rate amount not to exceed \$80 for each 24 hour period and must
> be on-call for a minimum of 15 hours (or 13 hours for eligible
> employees on a four-day, ten hour alternate work schedule or 14 hours
> for eligible employees on the nine hour day of their nine-day 9/80
> work schedule) within a 24 hour period during the employee\'s normal
> workweek. Any increase shall be discussed with the contracting officer
> prior to implementation.
>
> \(4\) Duty officers are Contractor employees required to remain on
> site outside of normally scheduled working hours so as to be promptly
> available. Exempt employees assigned as on-site duty officers shall be
> paid \$115.00 for each 24-hour weekend or holiday shift worked.

\(g\) [Special allowances]{.underline}.

> \(1\) [Uniform allowance]{.underline}. To be eligible for a uniform
> allowance or allocation, an employee must be required to wear a
> uniform authorized for use in an official capacity only. Regular
> full-time, part-time, and limited term employees in health services at
> the Laboratory who are required to wear uniforms shall be provided a
> reasonable allowance to assist in the purchase, laundering, and
> maintenance of the required uniform. This allowance shall not exceed
> \$300 per year for health service employees.
>
> \(2\) [Isolation allowance]{.underline}. The Laboratory Director may
> designate an isolation allowance up to a maximum of 25% of the
> employee\'s basic salary or monthly equivalent for work performed in
> remote geographical areas. Extended work weeks for isolation duty
> posts may be established in accordance with pertinent sections of this
> Appendix.

(3) [Dislocation allowance]{.underline}. Laboratory employees may be
    assigned to temporary duty at other locations on a change-of-station
    basis. With the approval of the Laboratory Director, for relocations
    that exceed six months, payment of actual and reasonable costs
    associated with the temporary assignments may be made and shall
    include an apartment or house rental differential, the shipment of
    household goods (or storage thereof), and a miscellaneous cost of
    living adjustment based upon accepted industry standards to be paid
    as a supplement to base salary. The Contractor shall provide a
    semiannual report to the Contracting Officer of assignments subject
    to these provisions.

(4) [Nevada Test Site (NTS) allowance.]{.underline}

> \(a\) Employees whose permanent work assignment is at the Mercury
> location shall be paid, in addition to their regular pay, a daily
> allowance of \$12.50 for each day worked at Mercury.
>
> \(b\) Employees whose permanent work assignment is other than Mercury
> but within NTS shall be paid, in addition to their regular pay, a
> daily allowance of \$15 for each day worked at the assigned work
> place.
>
> \(c\) In addition to the daily allowance prescribed above in this
> paragraph, an overnight allowance of \$6.25 shall be allowed for each
> day worked for individuals whose work schedule requires them to remain
> overnight at NTS.
>
> \(d\) Employees assigned to duty at the NTS on a temporary basis shall
> be compensated in accordance with the Section entitled "Travel &
> Relocation"; however, they shall not be entitled to the allowances
> described in subparagraph (g)(4)(a) to (c) above.

\(h\) [Medical evacuation services/insurance.]{.underline} Employees
required to perform official travel to foreign countries where local
care is substandard (according to U.S. standards) may have coverage that
pays for evacuation services to an acceptable medical facility in a
proximal location on an urgent or emergency basis. The policy shall
cover evacuation, expatriation of remains, and ancillary costs
associated with the incident. Costs for such coverage for eligible
employees are allowable.

### SECTION V - PAYMENTS ON SEPARATION

\(a\) [Reduction in Force (RIF).]{.underline} When employees are
terminated due to a RIF, the following costs are allowable:

> \(1\) [Pay in lieu of notice]{.underline}. Any employee who is laid
> off or terminated due to a RIF may be given pay in lieu of the
> required minimum written notice of termination to the extent permitted
> by law. Accumulated vacation credit is also paid.
>
> \(2\) [Severance pay benefit]{.underline}. The severance payment shall
> be made in an amount equal to one week\'s pay for each year of
> continuous full-time equivalent service (a fractional year of
> full-time equivalent service of six months or more is counted as one
> year of service) not to exceed a total of 26 weeks pay.

\(b\) [Payments upon termination other than RIF]{.underline}.

> \(1\) Pay in lieu of notice of termination. When approved by the
> Laboratory Director, up to 15 calendar days\' pay may be paid in lieu
> of notice.
>
> \(2\) Sick leave. Accumulated sick leave is not payable upon
> termination and may not be used beyond a predetermined date of
> termination.
>
> \(3\) Vacation. Accumulated vacation is payable at termination or upon
> extended military leave at the rate in effect as of the date of
> termination, including any shift differential.
>
> \(4\) Termination upon death. Upon the death of an employee who has
> been employed for at least six months or more at 50% time or more, a
> sum equal to the normal salary of the deceased for one month shall be
> paid to the surviving spouse, or if there is no surviving spouse, to
> the deceased\'s eligible dependent(s), or if there is neither a
> surviving spouse nor eligible dependent(s), to the beneficiary
> designated in the deceased\'s Contractor-paid life insurance. If there
> is no Contractor-paid life insurance policy or no designated
> beneficiary of any such policy, the death payment shall be made to the
> estate of the deceased.

### SECTION VI - LABOR RELATIONS

\(a\) [Collective bargaining.]{.underline} Costs of fringe benefits
consistent with approved plans and wages paid to employees, and all
other costs and expenses pursuant to applicable collective bargaining
agreements and revisions thereto, are allowable. The Contractor shall
meet with the Contracting Officer or Contracting Officer's
Representative(s) for the purpose of reviewing bargaining objectives
prior to negotiation of any collective bargaining agreement or revision.
The Contractor shall keep the Contracting Officer advised of significant
developments during any negotiations.

\(b\) [Grievance and complaint costs.]{.underline}

> \(1\) The Contractor is authorized to settle internal employee
> grievances up to \$60,000 without the advance approval of the
> Contracting Officer. Settlements of internal employee grievances in
> excess of \$60,000 require advance approval of the Contracting
> Officer.
>
> \(2\) The Contractor may pay as an allowable cost the entire costs or
> some portion thereof for services rendered by a non-Laboratory hearing
> officer.

### SECTION VII - WORKERS\' COMPENSATION AND INJURY LEAVE

\(a\) [General.]{.underline}

> \(1\) An employee suffering a job-incurred injury or disability may be
> paid the straight-time hourly rate or monthly pay rate during the
> waiting period before workers\' compensation begins, or the difference
> between the workers\' compensation payment and such rate if the
> employee later becomes eligible for workers\' compensation during the
> waiting period.
>
> \(2\) An employee entitled to receive workers\' compensation may be
> paid injury leave, which is the difference between the workers\'
> compensation payments and the straight-time hourly rate or monthly pay
> rate for the period such compensation is payable, not to exceed a
> period of 26 weeks. The total amount of all payments received shall
> not exceed 80% of the employee\'s regular rate of pay for the period
> such compensation is payable.
>
> \(3\) Injury leave constitutes an advance against permanent disability
> payments.

### SECTION VIII - MILITARY LEAVE

Military leave and associated pay is authorized in accordance with
Contractor policies, and/or State or Federal law.

### SECTION IX - TRIBAL LEAVE

\(a\) With respect to the New Mexico Tribal Governments, an eligible
regular employee may be granted leave by the Laboratory Director and
paid a portion of their salary to hold the positions of Tribal Governor,
Tribal Lieutenant Governor, or Tribal Secretary. Tribal Leave promotes
understanding and cooperation between the Laboratory and Native American
tribes.

> \(1\) To be eligible, an employee must have completed the new employee
> evaluation period, possess fully satisfactory performance, and have
> been elected to an office that was not voluntarily sought and for
> which acceptance cannot be reasonably declined.
>
> \(2\) The period of the Tribal Leave should be consistent with the
> term of office as specified below:
>
> \(a\) One-year term - the leave is renewable for one term, for a total
> of two years; or
>
> \(b\) Two-year term - the leave is renewable for one term, for a total
> of four years.
>
> \(3\) An employee on Tribal Leave receives a portion of regular
> salary, depending on length of Laboratory service, according to the
> following schedule:
>
> **[Length of Laboratory Service]{.underline}** **[% of Full-time
> Salary]{.underline}**
>
> Up to 2 years 50%
>
> More than 2 years, but less than 6 years up to 55%\*
>
> 6 years and over up to 60%\*
>
> \* Part-time employees receive the lesser of their regular percentage
> of full-time pay, or pay according to the above schedule. For example,
> a 10-year employee with an 80% schedule would have his/her appointment
> reduced to 60%, but a 55% time 10-year employee would stay at 55%.
>
> \(4\) Employees on Tribal Leave may not use and do not accrue vacation
> or sick leave. Vacation and sick leave balances are carried over for
> use upon return from leave. An employee may choose to exhaust accrued
> vacation before beginning a period of Tribal Leave.
>
> \(5\) An employee on Tribal Leave may continue insurance coverages in
> effect within the specified terms at the time the leave begins.
>
> \(6\) An employee on Tribal Leave earns retirement service credit
> based upon the percentages specified in the table above.

### SECTION X - SECURITY LEAVE

Wages or salaries paid to employees when access authorization is
suspended by DOE/NNSA will be allowable costs under the following
conditions:

> \(1\) If a position which does not require access authorization is not
> available, the Laboratory Director or designee may place the employee
> on leave with pay at his or her base compensation until final
> disposition of the case.

\(2\) Leave with pay requires the Contracting Officer\'s concurrence
that no position is available to which the employee might reasonably be
transferred.

### SECTION XI - TRAINING AND EDUCATION

\(a\) The Laboratory Director or designee shall send an annual report to
the Contracting Officer providing the number of employees participating
in training and education programs and the dollars spent.

\(b\) Professional research or teaching leave. To promote the continuing
professional growth and competence of employees, the Laboratory Director
may grant partially subsidized leave, as described below, to a limited
number of exempt employees. Such leave, to be known as professional
research or teaching leave, may be spent at appropriate institutions
within the United States or abroad.

> \(1\) The period of leave may not exceed twelve months.
>
> \(2\) Salary payments to an employee on professional research or
> teaching leave may not exceed the following schedule:

+--------------------------------+------------------+-----------------+
| Years of Service, or           | [PR or T         | [PR or T        |
|                                | Le               | Lea             |
| [Years Since Last PR, or T     | ave]{.underline} | ve]{.underline} |
| Leave]{.underline}             |                  |                 |
|                                | [Up to Six       | [6-12           |
|                                | mon              | Mont            |
|                                | ths]{.underline} | hs]{.underline} |
+--------------------------------+------------------+-----------------+
| 4 years                        | .89 salary       | .44 salary      |
+--------------------------------+------------------+-----------------+
| 4 1/2 years                    | Regular salary   | .50 salary      |
+--------------------------------+------------------+-----------------+
| 5 years                        |                  | .56 salary      |
+--------------------------------+------------------+-----------------+
| 5 1/2 years                    |                  | .61 salary      |
+--------------------------------+------------------+-----------------+
| 6 years                        |                  | .67 salary      |
+--------------------------------+------------------+-----------------+
| 7 years                        |                  | .78 salary      |
+--------------------------------+------------------+-----------------+
| 8 years                        |                  | .89 salary      |
+--------------------------------+------------------+-----------------+
| 9 years                        |                  | Regular salary  |
+--------------------------------+------------------+-----------------+

> \(3\) Cost of travel shall not be reimbursed by the Contractor.
>
> \(4\) Vacation and sick leave shall not accrue to the individual while
> on professional research or teaching leave.

### SECTION XII - EMPLOYEE PROGRAMS

\(a\) [Service and retirement awards]{.underline}. The Contractor may
recognize employees' service and retirement. The cost of awards for this
Laboratory program is not to exceed \$100,000 per fiscal year. An amount
in excess of this allocation requires Contracting Officer advance
approval.

\(b\) [Performance award programs]{.underline}.

> \(1\) The Contractor may recognize employees or groups of employees
> who have distinguished themselves by their significant contributions
> and outstanding performance in the course of their work. Awards may be
> provided to employees or groups of employees in the form of cash.
> Additionally, noteworthy achievements and special efforts may be
> recognized by the presentation of plaques, certificates, and
> memorabilia.
>
> \(2\) Up to 0.15%, of the total salary base may be spent to fund
> performance award programs. Costs in excess of the authorized
> amount~~s~~ shall require Contracting Officer advance approval.
> Annually the Contractor shall provide the Contracting Officer with
> appropriate reports on the individual award program expenditures.

\(c\) [Employee Referral and Hire-on Incentive Program]{.underline}. The
Laboratory Director is authorized to implement an Employee Referral and
Hire-on Incentive Program. Contracting Officer approval is required for
initial program implementation and all changes to policy impacting bonus
maximums. The Laboratory will provide the Contracting Officer an annual
report addressing cost and program effectiveness.

\(d\) [Other]{.underline}.

> \(1\) The Contractor may develop, administer and support a variety of
> employee programs. These programs may include athletic, cultural, and
> family activities. Participant fees may be collected to partially
> offset the cost of some or all of these activities.
>
> \(2\) The Contractor may provide reasonable support for the operation
> of employee programs. This may include administrative oversight and
> support. Appropriate facilities, utilities, and maintenance may be
> provided by the Laboratory.
>
> \(3\) Employee morale activities. The Laboratory may develop,
> administer, and support a variety of employee programs that will
> enhance employee morale. The level of Laboratory financial support for
> this program is not to exceed \$16 per employee (full-time or
> part-time), per fiscal year. Expenditures under this program shall
> require the approval of the Laboratory Director.
>
> \(4\) Wellness program. Costs of a Wellness Program to promote
> employee health and fitness are allowable. This program shall be
> limited to activities related to stress management, smoking cessation,
> exercise, nutrition, and weight loss.

### SECTION XIII - COSTS OF RECRUITING PERSONNEL

The Contractor may incur costs for the recruitment of personnel, as
follows:

> \(1\) Costs of advertising and agency and consultant fees shall not
> exceed \$1,000,000 annually without prior Contracting Officer approval
> and shall be reported annually to the Contracting Officer.
>
> \(2\) Travel and subsistence for interviewee, interviewer, and
> recruiting contact paid in accordance with this Appendix.
>
> \(3\) New or prospective employees who have been offered and have
> accepted a position, and who are required to take a pre-placement
> physical examination, shall be reimbursed for costs of the physical
> examination.
>
> \(4\) Costs associated with pre-employment screening shall be
> allowable.
>
> \(5\) New employees, or transferees, shall be reimbursed for costs of
> travel and shipment of household goods in accordance with paragraph
> (a) of the Section entitled "Travel & Relocation." A relocation
> service provider may be used to assist with the transition.

### SECTION XIV -- TRAVEL & RELOCATION

\(a\) Travel costs shall be allowable to the extent they are incurred in
accordance with DEAR 970.3102‑05-46 and FAR 31.205-46. Travel-related
costs and travel costs associated with relocation for lodging, meals,
and incidental expenses shall be reasonable and allowable to the extent
they do not exceed the maximum per diem rates in effect at the time of
travel set forth in the Federal Travel Regulations, prescribed by the
General Services Administration.

\(b\) Relocation expenses shall be incurred in accordance with the
provisions, limitations and exclusions of FAR 31.205-35.

### SECTION XV - SPECIAL PROGRAMS

\(a\) [Academic cooperation program.]{.underline} The Laboratory
Director may approve the assignment of certain selected individuals at
the graduate or undergraduate level, who are currently enrolled in
recognized colleges or universities, to projects proposed by the college
or university and approved by the Contractor. Such assignments are to be
made primarily to further the individual\'s training, experience and
education. The training the individual receives will be credited by the
academic institution. Individuals approved by the Laboratory Director
under this program may be reimbursed a daily subsistence allowance in
accordance with this Appendix for each day of Laboratory attendance.

\(b\) [Special employment programs.]{.underline} The Laboratory Director
may authorize the administration of special employment programs for
students at the postgraduate, graduate, undergraduate, and pre-college
levels. The Laboratory Director may also authorize the administration of
special employment programs for school teachers to advance science
curriculum development in the schools. Costs associated with salaries,
transportation, and relocations shall be in accordance with Contractor
policies and paragraph (b) of the Section entitled "Introduction" and
shall be reported annually to the Contracting Officer. Internship or
membership fees associated with nationally recognized programs that are
paid to other institutions in support of these programs are allowable. A
description of the Contractor's special employment programs shall be
provided to the Contracting Officer annually.

\(c\) [Fellowship programs.]{.underline} The Contractor may incur costs
associated with participation in programs (e.g., consortium arrangements
such as the National Physical Sciences Consortium for Graduate Degrees
for Minorities and Women and the National Consortium for Graduate
Degrees for Minorities in Engineering, DOE/NNSA/Contractor
academy/leadership programs, Laboratory science education initiatives)
to provide graduate fellowships to students in science and engineering.
Costs associated with employment of students shall include salaries,
transportation, and relocation. A description of these programs shall be
provided annually to the Contracting Officer.

\(d\) [Lectures - honoraria - travel and subsistence.]{.underline}

> \(1\) The Laboratory Director may approve the payment of either a
> stipend, or an honorarium and costs of travel and subsistence, for a
> person chosen to give a lecture to or discuss problems of interest
> with Laboratory employees.
>
> \(2\) When payment of travel, subsistence, and honorarium is
> authorized, an honorarium in excess of \$1,500 shall require the
> Laboratory Director's approval. When payment of a stipend, in lieu of
> transportation, subsistence, and honorarium, is authorized, payment in
> excess of \$2,000 shall require the Laboratory Director's approval.
> Travel and subsistence reimbursement shall be in accordance with this
> Appendix.

\(e\) [Service academy research program.]{.underline} The Contractor may
participate in a cooperative summer program with military academies by
assigning members of the faculty (officers) and cadets/midshipmen to
work in various Laboratory programs. During these periods of assignment
the individuals shall continue to receive their military salary. The
Contractor may reimburse the individuals for their round trip
transportation costs and subsistence during their period of assignment
at the Laboratory.