BONNEVILLE POWER ADMINISTRATION

**DIVISION OF HUMAN RESOURCES**

**Portland, Oregon**

**PERSONNEL LETTER NO. 610-13 (Rev.) DATE:** July 15, 2005

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## SUBJECT: Compressed Work Schedule for TBL IT SPECIALISTS (CONTROL SYSTEM MONITORS)

**I. Purpose**

This Personnel Letter supplements Personnel Letter 610-5, Hours of Duty.
Specifically, it sets forth procedures for the implementation of a
compressed work schedule for the IT Specialists (Control System
Monitors) in the Transmission Business Line.

**II. Purpose OF REVISION**

To adopt the provisions of the compressed work schedule described below,
which was established on a trial basis in March 2005 and described in
Personnel Letter No. 610-15. This issuance supersedes Personnel Letter
No. 610-13, dated June 13, 2003, and also replaces Personnel Letter No.
610-15, dated February 24, 2005, which is abolished.

**III. References**

5 U.S.C., Chapter 55, Subchapter V, Premium Pay

5 U.S.C., Chapter 61, Hours of Work

# IV. Scope

This Personnel Letter applies only to full-time TBL IT Specialists
(CUSTSPT) who function as Control System Monitors.

# V. GENERAL PROVISION

This plan supplements provisions of the labor agreement between the
Bonneville Power Administration (BPA) and the American Federation of
Government Employees Local 928, and shall be consistent with any
revisions made to such labor agreement, and applicable laws and
regulations.

# VI. Basic Conditions

Employees rotate through 3 established work shifts that provide coverage
24 hours per day, 7 days per week. Shifts are 8 hours and 12 hours long;
shift #1 is 0600 to 1800 hours, shift #2 is 1800 to 0600 hours, and
shift #3 will begin no earlier than 0600 and no later than 1000, and
will end 8 hours later. No lunch break is included in any of the shifts.
Each employee will work six 12-hour shifts and one 8-hour shift except
as noted in paragraph VII.N.

# VII. PLAN CHARACTERISTICS

(Note: For purposes of this issuance, the phrase "regularly scheduled"
refers to work that has been scheduled in advance of the administrative
workweek in which the work will occur.)

**A. [Administrative Workweek]{.underline}:** For time and attendance
reporting purposes, the designated administrative workweek shall extend
from 1800 Saturday to 1800 the following Saturday.

B.  **[Basic Work Requirement]{.underline}:** Basic work requirement
    means the number of hours, excluding overtime hours, an employee is
    required to work or to account for by charging leave. An employee\'s
    basic work requirement is 80 hours in a pay period. This work is
    scheduled in fewer than 5 days in an administrative workweek or
    fewer than 10 days in two administrative workweeks, as noted in
    Section VI.

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C.  **[Designation of Workday for Regularly Scheduled Night-Shift
    Work]{.underline}:** The night shift is scheduled to start on the
    day before it is shown on the schedule. For example, a 12-hour shift
    that starts at 6:00 p.m. on Saturday is to be recorded as 12 hours
    worked on Sunday. (Note: in the example used, this does not affect
    the employee's entitlement to Sunday premium pay for the entire
    12-hour shift worked on Saturday because a part of that shift is
    worked on the calendar day of Sunday.)

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D.  **[Regularly Scheduled Administrative Workweek]{.underline}:** For a
    given employee, the rotating tours of duty to which the employee is
    assigned and scheduled for in advance of the administrative
    workweek.

E.  **[Tour of Duty]{.underline}:** The tour of duty for employees under
    this program is the rotating shift assignments of affected
    employees. Management may, as appropriate due to operating needs,
    temporarily adjust the arrival and departure time of an employee\'s
    scheduled duty shift. **Credit hours may neither be earned nor used,
    including on an employee's 8-hour scheduled workday.**

F.  **[Overtime Work]{.underline}:** Overtime hours are all hours an
    employee is ordered to work on any day in excess of his/her
    compressed schedule, as noted in Section VI. (e.g., reporting prior
    to the start of the shift or staying beyond the end of the shift,
    filling in on an emergency basis for part or all of a shift assigned
    to another employee because of such employee's unanticipated
    absence, etc.).

G.  **[Compensatory Time Off]{.underline}:** Compensatory time off is
    time off in lieu of pay for irregular or occasional overtime work
    (i.e., overtime that is not scheduled in advance of the
    administrative workweek in which it occurs). (Note: For employees on
    compressed work schedules, regularly scheduled overtime cannot be
    compensated by means of compensatory time off.)

H.  **[Night Pay]{.underline}:** Night pay is paid for regularly
    scheduled work, including regularly scheduled overtime work,
    performed between 1800 hours and 0600 hours. This includes an
    employee who is temporarily assigned during the administrative
    workweek to a daily tour of duty that includes such night work, but
    does not include irregular or occasional overtime work that is in
    addition to the employee's regularly scheduled administrative
    workweek.

An employee is entitled to night pay differential for a period of paid
leave only when the total amount of that leave in a pay period,
including both night and day hours, is less than 8 hours.

I.  **[Holidays]{.underline}:** An employee who is relieved or prevented
    from working on a day designated as a holiday (or an \"in lieu of\"
    holiday) is entitled to pay for the number of hours he/she normally
    would have been scheduled to work that day.

    For an employee whose work shift covers portions of 2 calendar days,
    the designated holiday (or the \"in lieu of\" holiday) is based on
    the employee\'s work shift that commences on such holiday. (See
    example below under "Holiday Premium Pay.")

J.  **[Holidays Falling on Non-workdays]{.underline}:** When a holiday
    falls on a scheduled non-workday for an employee, the workday
    immediately before that scheduled non-workday is designated as the
    \"in lieu of\" holiday.

K.  **[Holiday Premium Pay]{.underline}:** An employee who performs
    non-overtime work on a holiday (or a day designated as the \"in lieu
    of\" holiday) is entitled to basic pay plus premium pay equal to
    his/her rate of basic pay for that holiday work. Holiday premium pay
    is limited to the number of hours normally scheduled to be worked on
    that day. Additional ordered or authorized work on that day is
    compensable as overtime.

    For an employee whose work shift covers portions of 2 calendar days,
    the designated holiday (or the \"in lieu of\" holiday) is based on
    the employee\'s work shift that commences on such holiday. (For
    example, if an employee is scheduled to work, and does actually
    work, a shift from 1800 hours to 0600 on both July 4 and July 5, the
    entire work shift beginning on July 4 is considered the holiday and
    the employee would receive 12 hours of premium pay for the period of
    1800 hours to 0600 hours that began on July 4.)

L.  **[Sunday Pay]{.underline}:** An employee who performs non-overtime
    work during a period of scheduled duty, a part of which is performed
    on Sunday, is entitled to Sunday pay for his/her entire period of
    duty on that day.

M.  **[Absence from Work]{.underline}:** Time off during an employee\'s
    basic work requirement must be charged to the appropriate leave
    category unless he/she is granted compensatory time off or an
    excused absence. The amount charged for an entire shift will be
    either 8 hours or 12 hours, depending on the assigned shift.

N.  **[Training, Travel, Court Leave, Military Leave,
    Etc.]{.underline}:** Employees shall be assigned to 8-hour day
    shifts, as appropriate, when they are engaged in authorized
    activities that take them away from their regular work.

Godfrey C. Beckett, Manager

Human Resources, Diversity and EEO