•HRES 1757 IH 
pursuant to sections 401–416 of the CAA, 2 U.S.C. 
§§ 1401–1416, and provisions of law referred to therein; 
206a(3) of the CAA, 2 U.S.C. §§ 1401, 1316a(3); and 
the Office’s Procedural Rules. 
SUBPART C—VETERANS’ PREFERENCE IN APPOINTMENTS 
Sec. 
1.107 Veterans’ preference in appointments to restricted covered positions. 
1.108 Veterans’ preference in appointments to non-restricted covered positions. 
1.109 Crediting experience in appointments to covered positions. 
1.110 Waiver of physical requirements in appointments to covered positions. 
SEC. 1.107. VETERANS’ PREFERENCE IN APPOINTMENTS TO 
RESTRICTED POSITIONS. 
In each appointment action for the positions of cus-
todian, elevator operator, guard, and messenger (as de-
fined below and collectively referred to in these regula-
tions as restricted covered positions) employing offices 
shall restrict competition to preference eligible applicants 
as long as qualified preference eligible applicants are 
available. The provisions of sections 1.109 and 1.110 
below shall apply to the appointment of a preference eli-
gible applicant to a restricted covered position. The provi-
sions of section 1.108 shall apply to the appointment of 
a preference eligible applicant to a restricted covered po-
sition, in the event that there is more than one preference 
eligible applicant for the position. 
Custodian—One whose primary duty is the perform-
ance of cleaning or other ordinary routine maintenance 
duties in or about a government building or a building 
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under Federal control, park, monument, or other Federal 
reservation. 
Elevator operator—One whose primary duty is the 
running of freight or passenger elevators. The work in-
cludes opening and closing elevator gates and doors, 
working elevator controls, loading and unloading the eleva-
tor, giving information and directions to passengers such 
as on the location of offices, and reporting problems in 
running the elevator. 
Guard—One whose primary duty is the assignment 
to a station, beat, or patrol area in a Federal building 
or a building under Federal control to prevent illegal 
entry of persons or property; or required to stand watch 
at or to patrol a Federal reservation, industrial area, or 
other area designated by Federal authority, in order to 
protect life and property; make observations for detection 
of fire, trespass, unauthorized removal of public property 
or hazards to Federal personnel or property. The term 
guard does not include law enforcement officer positions 
of the Capitol Police Board. 
Messenger—One whose primary duty is the super-
vision or performance of general messenger work (such as 
running errands, delivering messages, and answering call 
bells). 
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SEC. 1.108. VETERANS’ PREFERENCE IN APPOINTMENTS TO 
NON-RESTRICTED COVERED POSITIONS. 
(a) Where an employing office has duly adopted a pol-
icy requiring the numerical scoring or rating of applicants 
for covered positions, the employing office shall add points 
to the earned ratings of those preference eligible appli-
cants who receive passing scores in an entrance examina-
tion, in a manner that is proportionately comparable to 
the points prescribed in 5 U.S.C. § 3309. For example, 
five preference points shall be granted to preference eligi-
ble applicants in a 100-point system, one point shall be 
granted in a 20-point system, and so on. 
(b) In all other situations involving appointment to 
a covered position, employing offices shall consider vet-
erans’ preference eligibility as an affirmative factor in the 
employing office’s determination of who will be appointed 
from among qualified applicants. 
SEC. 1.109. CREDITING EXPERIENCE IN APPOINTMENTS TO 
COVERED POSITIONS. 
When considering applicants for covered positions in 
which experience is an element of qualification, employing 
offices shall provide preference eligible applicants with 
credit: 
(a) for time spent in the military service (1) as an 
extension of time spent in the position in which the appli-
cant was employed immediately before his/her entrance 
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into the military service, or (2) on the basis of actual du-
ties performed in the military service, or (3) as a combina-
tion of both methods. Employing offices shall credit time 
spent in the military service according to the method that 
will be of most benefit to the preference eligible applicant; 
and 
(b) for all experience material to the position for 
which the applicant is being considered, including experi-
ence gained in religious, civic, welfare, service, and organi-
zational activities, regardless of whether he/she received 
pay therefor. 
SEC. 1.110. WAIVER OF PHYSICAL REQUIREMENTS IN AP-
POINTMENTS TO COVERED POSITIONS. 
(a) Subject to (c) below, in determining qualifications 
of a preference eligible for appointment, an employing of-
fice shall waive: 
(1) with respect to a preference eligible appli-
cant, requirements as to age, height, and weight, un-
less the requirement is essential to the performance 
of the duties of the position; and 
(2) with respect to a preference eligible appli-
cant to whom it has made a conditional offer of em-
ployment, physical requirements if, in the opinion of 
the employing office, on the basis of evidence before 
it, including any recommendation of an accredited 
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physician submitted by the preference eligible appli-
cant, the preference eligible applicant is physically 
able to perform efficiently the duties of the position; 
(b) Subject to (c) below, if an employing office deter-
mines, on the basis of evidence before it, including any 
recommendation of an accredited physician submitted by 
the preference eligible applicant, that an applicant to 
whom it has made a conditional offer of employment is 
preference eligible as a disabled veteran as described in 
5 U.S.C. § 2108(3)(c) and who has a compensable service- 
connected disability of 30 percent or more is not able to 
fulfill the physical requirements of the covered position, 
the employing office shall notify the preference eligible ap-
plicant of the reasons for the determination and of the 
right to respond and to submit additional information to 
the employing office, within 15 days of the date of the 
notification. The director of the employing office may, by 
providing written notice to the preference eligible appli-
cant, shorten the period for submitting a response with 
respect to an appointment to a particular covered position, 
if necessary because of a need to fill the covered position 
immediately. Should the preference eligible applicant make 
a timely response, the highest ranking individual or group 
of individuals with authority to make employment deci-
sions on behalf of the employing office shall render a final 
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determination of the physical ability of the preference eli-
gible applicant to perform the duties of the position, tak-
ing into account the response and any additional informa-
tion provided by the preference eligible applicant. When 
the employing office has completed its review of the pro-
posed disqualification on the basis of physical disability, 
it shall send its findings to the preference eligible appli-
cant. 
(c) Nothing in this section shall relieve an employing 
office of any obligations it may have pursuant to the 
Americans with Disabilities Act (42 U.S.C. § 12101 et 
seq.) as applied by section 102(a)(3) of the Act, 2 U.S.C. 
§ 1302(a)(3). 
SUBPART D—VETERANS’ PREFERENCE IN REDUCTIONS IN FORCE 
Sec. 
1.111. Definitions applicable in reductions in force. 
1.112. Application of preference in reductions in force. 
1.113. Crediting experience in reductions in force. 
1.114. Waiver of physical requirements in reductions in force. 
1.115. Transfer of functions. 
SEC. 1.111. DEFINITIONS APPLICABLE IN REDUCTIONS IN 
FORCE. 
(a) Competing covered employees are the covered em-
ployees within a particular position or job classification, 
at or within a particular competitive area, as those terms 
are defined below. 
(b) Competitive area is that portion of the employing 
office’s organizational structure, as determined by the em-
ploying office, in which covered employees compete for re-
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tention. A competitive area must be defined solely in terms 
of the employing office’s organizational unit(s) and geo-
graphical location, and it must include all employees with-
in the competitive area so defined. A competitive area may 
consist of all or part of an employing office. The minimum 
competitive area is a department or subdivision of the em-
ploying office within the local commuting area. 
(c) Position classifications or job classifications are 
determined by the employing office, and shall refer to all 
covered positions within a competitive area that are in the 
same grade, occupational level or classification, and which 
are similar enough in duties, qualification requirements, 
pay schedules, tenure (type of appointment) and working 
conditions so that an employing office may reassign the 
incumbent of one position to any of the other positions 
in the position classification without undue interruption. 
(d) Preference Eligibles. For the purpose of applying 
veterans’ preference in reductions in force, except with re-
spect to the application of section 1.114 of these regula-
tions regarding the waiver of physical requirements, the 
following shall apply: 
(1) ‘‘active service’’ has the meaning given it by 
section 101 of title 37; 
(2) ‘‘a retired member of a uniformed service’’ 
means a member or former member of a uniformed 
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service who is entitled, under statute, to retired, re-
tirement, or retainer pay on account of his/her serv-
ice as such a member; and 
(3) a preference eligible covered employee who 
is a retired member of a uniformed service is consid-
ered a preference eligible only if 
(A) his/her retirement was based on dis-
ability— 
(i) resulting from injury or disease re-
ceived in line of duty as a direct result of 
armed conflict; or 
(ii) caused by an instrumentality of 
war and incurred in the line of duty during 
a period of war as defined by sections 101 
and 1101 of title 38; 
(B) his/her service does not include twenty 
or more years of full-time active service, regard-
less of when performed but not including peri-
ods of active duty for training; or 
(C) on November 30, 1964, he/she was em-
ployed in a position to which this subchapter 
applies and thereafter he/she continued to be so 
employed without a break in service of more 
than 30 days. 
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The definition of ‘‘preference eligible’’ as set forth in 
5 U.S.C § 2108 and section 1.102(o) of these regulations 
shall apply to waivers of physical requirements in deter-
mining an employee’s qualifications for retention under 
section 1.114 of these regulations. 
H&S Regs:
(e) Reduction in force is any termi-
nation of a covered employee’s employment or the reduc-
tion in pay and/or position grade of a covered employee 
for more than 30 days and that may be required for 
budgetary or workload reasons, changes resulting from 
reorganization, or the need to make room for an em-
ployee with reemployment or restoration rights. The term 
‘‘reduction in force’’ does not encompass a termination or 
other personnel action: (1) predicated upon performance, 
conduct or other grounds attributable to an employee, or 
(2) involving an employee who is employed by the em-
ploying office on a temporary basis, or (3) attributable to 
a change in party leadership or majority party status 
within the House of Congress where the employee is em-
ployed. 
C Reg:
(e) Reduction in force is any termination 
of a covered employee’s employment or the reduction in 
pay and/or position grade of a covered employee for more 
than 30 days and that may be required for budgetary or 
workload reasons, changes resulting from reorganization, 
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or the need to make room for an employee with reemploy-
ment or restoration rights. The term ‘‘reduction in force’’ 
does not encompass a termination or other personnel ac-
tion: (1) predicated upon performance, conduct or other 
grounds attributable to an employee, or (2) involving an 
employee who is employed by the employing office on a 
temporary basis. 
(f) Undue interruption is a degree of interruption 
that would prevent the completion of required work by a 
covered employee 90 days after the employee has been 
placed in a different position under this part. The 90-day 
standard should be considered within the allowable limits 
of time and quality, taking into account the pressures of 
priorities, deadlines, and other demands. However, work 
generally would not be considered to be unduly interrupted 
if a covered employee needs more than 90 days after the 
reduction in force to perform the optimum quality or 
quantity of work. The 90-day standard may be extended 
if placement is made under this part to a program ac-
corded low priority by the employing office, or to a vacant 
position. 
SEC. 1.112. APPLICATION OF PREFERENCE IN REDUCTIONS 
IN FORCE. 
Prior to carrying out a reduction in force that will 
affect covered employees, employing offices shall deter-
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mine which, if any, covered employees within a particular 
group of competing covered employees are entitled to vet-
erans’ preference eligibility status in accordance with 
these regulations. In determining which covered employ-
ees will be retained, employing offices will treat veterans’ 
preference as the controlling factor in retention decisions 
among such competing covered employees, regardless of 
length of service or performance, provided that the pref-
erence eligible employee’s performance has not been de-
termined to be unacceptable. Provided, a preference eligi-
ble employee who is a ‘‘disabled veteran’’ under section 
1.102(h) above who has a compensable service-connected 
disability of 30 percent or more and whose performance 
has not been determined to be unacceptable by an em-
ploying office is entitled to be retained in preference to 
other preference eligible employees. Provided, this section 
does not relieve an employing office of any greater obliga-
tion it may be subject to pursuant to the Worker Adjust-
ment and Retraining Notification Act (29 U.S.C. § 2101 
et seq.) as applied by section 102(a)(9) of the CAA, 2 
U.S.C. § 1302(a)(9). 
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SEC. 1.113. CREDITING EXPERIENCE IN REDUCTIONS IN 
FORCE. 
In computing length of service in connection with a 
reduction in force, the employing office shall provide 
credit to preference eligible covered employees as follows: 
(a) a preference eligible covered employee who is not 
a retired member of a uniformed service is entitled to cred-
it for the total length of time in active service in the armed 
forces; 
(b) a preference eligible covered employee who is a 
retired member of a uniformed service is entitled to credit 
for: 
(1) the length of time in active service in the 
armed forces during a war, or in a campaign or ex-
pedition for which a campaign badge has been au-
thorized; or 
(2) the total length of time in active service in 
the armed forces if he is included under 5 U.S.C. 
§ 3501(a)(3)(A), (B), or (C); and 
(c) a preference eligible covered employee is entitled 
to credit for: 
(1) service rendered as an employee of a county 
committee established pursuant to section 8(b) of 
the Soil Conservation and Allotment Act or of a 
committee or association of producers described in 
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section 10(b) of the Agricultural Adjustment Act; 
and 
(2) service rendered as an employee described 
in 5 U.S.C. § 2105(c) if such employee moves or has 
moved, on or after January 1, 1966, without a break 
in service of more than 3 days, from a position in 
a nonappropriated fund instrumentality of the De-
partment of Defense or the Coast Guard to a posi-
tion in the Department of Defense or the Coast 
Guard, respectively, that is not described in 5 U.S.C. 
§ 2105(c). 
SEC. 1.114. WAIVER OF PHYSICAL REQUIREMENTS IN RE-
DUCTIONS IN FORCE. 
(a) If an employing office determines, on the basis 
of evidence before it, that a covered employee is preference 
eligible, the employing office shall waive, in determining 
the covered employee’s retention status in a reduction in 
force: 
(1) requirements as to age, height, and weight, 
unless the requirement is essential to the perform-
ance of the duties of the position; and 
(2) physical requirements if, in the opinion of 
the employing office, on the basis of evidence before 
it, including any recommendation of an accredited 
physician submitted by the employee, the preference 
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eligible covered employee is physically able to per-
form efficiently the duties of the position. 
(b) If an employing office determines that a covered 
employee who is a preference eligible as a disabled veteran 
as described in 5 U.S.C. § 2108(3)(c) and has a compen-
sable service-connected disability of 30 percent or more is 
not able to fulfill the physical requirements of the covered 
position, the employing office shall notify the preference 
eligible covered employee of the reasons for the determina-
tion and of the right to respond and to submit additional 
information to the employing office within 15 days of the 
date of the notification. Should the preference eligible cov-
ered employee make a timely response, the highest ranking 
individual or group of individuals with authority to make 
employment decisions on behalf of the employing office, 
shall render a final determination of the physical ability 
of the preference eligible covered employee to perform the 
duties of the covered position, taking into account the evi-
dence before it, including the response and any additional 
information provided by the preference eligible. When the 
employing office has completed its review of the proposed 
disqualification on the basis of physical disability, it shall 
send its findings to the preference eligible covered em-
ployee. 
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(c) Nothing in this section shall relieve an employing 
office of any obligation it may have pursuant to the Ameri-
cans with Disabilities Act (42 U.S.C. § 12101 et seq.) as 
applied by section 102(a)(3) of the CAA, 2 U.S.C. 
§ 1302(a)(3). 
SEC. 1.115. TRANSFER OF FUNCTIONS. 
(a) When a function is transferred from one employ-
ing office to another employing office, each covered em-
ployee in the affected position classifications or job classi-
fications in the function that is to be transferred shall be 
transferred to the receiving employing office for employ-
ment in a covered position for which he/she is qualified 
before the receiving employing office may make an ap-
pointment from another source to that position. 
(b) When one employing office is replaced by another 
employing office, each covered employee in the affected po-
sition classifications or job classifications in the employing 
office to be replaced shall be transferred to the replacing 
employing office for employment in a covered position for 
which he/she is qualified before the replacing employing 
office may make an appointment from another source to 
that position. 
SUBPART E—ADOPTION OF VETERANS’ PREFERENCE POLICIES, 
RECORDKEEPING & INFORMATIONAL REQUIREMENTS. 
Sec. 
1.116. Adoption of veterans’ preference policy. 
1.117. Preservation of records made or kept. 
1.118. Dissemination of veterans’ preference policies to applicants for covered 
positions. 
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1.119. Information regarding veterans’ preference determinations in appoint-
ments. 
1.120. Dissemination of veterans’ preference policies to covered employees. 
1.121. Written notice prior to a reduction in force. 
SEC. 1.116. ADOPTION OF VETERANS’ PREFERENCE POLICY. 
No later than 120 calendar days following Congres-
sional approval of this regulation, each employing office 
that employs one or more covered employees or that 
seeks applicants for a covered position shall adopt its 
written policy specifying how it has integrated the vet-
erans’ preference requirements of the Veterans Employ-
ment Opportunities Act of 1998 and these regulations 
into its employment and retention processes. Upon timely 
request and the demonstration of good cause, the Execu-
tive Director, in his/her discretion, may grant such an 
employing office additional time for preparing its policy. 
Each such employing office will make its policies avail-
able to applicants for appointment to a covered position 
and to covered employees in accordance with these regu-
lations. The act of adopting a veterans’ preference policy 
shall not relieve any employing office of any other respon-
sibility or requirement of the Veterans Employment Op-
portunity Act of 1998 or these regulations. An employing 
office may amend or replace its veterans’ preference poli-
cies as it deems necessary or appropriate, so long as the 
resulting policies are consistent with the VEOA and these 
regulations. 
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SEC. 1.117. PRESERVATION OF RECORDS MADE OR KEPT. 
An employing office that employs one or more cov-
ered employees or that seeks applicants for a covered po-
sition shall maintain any records relating to the applica-
tion of its veterans’ preference policy to applicants for 
covered positions and to workforce adjustment decisions 
affecting covered employees for a period of at least one 
year from the date of the making of the record or the 
date of the personnel action involved or, if later, one year 
from the date on which the applicant or covered employee 
is notified of the personnel action. Where a claim has 
been brought under section 401 of the CAA against an 
employing office under the VEOA, the respondent em-
ploying office shall preserve all personnel records relevant 
to the claim until final disposition of the claim. The term 
‘‘personnel records relevant to the claim’’, for example, 
would include records relating to the veterans’ preference 
determination regarding the person bringing the claim 
and records relating to any veterans’ preference deter-
minations regarding other applicants for the covered posi-
tion the person sought, or records relating to the vet-
erans’ preference determinations regarding other covered 
employees in the person’s position or job classification. 
The date of final disposition of the charge or the action 
means the latest of the date of expiration of the statutory 
period within which the aggrieved person may file a com-
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plaint with the Office or in a U.S. District Court or, 
where an action is brought against an employing office 
by the aggrieved person, the date on which such litigation 
is terminated. 
SEC. 1.118. DISSEMINATION OF VETERANS’ PREFERENCE 
POLICIES TO APPLICANTS FOR COVERED PO-
SITIONS. 
(a) An employing office shall state in any announce-
ments and advertisements it makes concerning vacancies 
in covered positions that the staffing action is governed 
by the VEOA. 
(b) An employing office shall invite applicants for a 
covered position to identify themselves as veterans’ pref-
erence eligible applicants, provided that in doing so: 
(1) the employing office shall state clearly on 
any written application or questionnaire used for 
this purpose or make clear orally, if a written appli-
cation or questionnaire is not used, that the re-
quested information is intended for use solely in con-
nection with the employing office’s obligations and 
efforts to provide veterans’ preference to preference 
eligible applicants in accordance with the VEOA; 
(2) the employing office shall state clearly that 
disabled veteran status is requested on a voluntary 
basis, that it will be kept confidential in accordance 
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with the Americans with Disabilities Act (42 U.S.C. 
§ 12101 et seq.) as applied by section 102(a)(3) of 
the CAA, 2 U.S.C. § 1302(a)(3), that refusal to pro-
vide it will not subject the individual to any adverse 
treatment except the possibility of an adverse deter-
mination regarding the individual’s status as a pref-
erence eligible applicant as a disabled veteran under 
the VEOA, and that any information obtained in ac-
cordance with this section concerning the medical 
condition or history of an individual will be collected, 
maintained and used only in accordance with the 
Americans with Disabilities Act (42 U.S.C. § 12101 
et seq.) as applied by section 102(a)(3) of the CAA, 
2 U.S.C. § 1302(a)(3); and 
(3) the employing office shall state clearly that 
applicants may request information about the em-
ploying office’s veterans’ preference policies as they 
relate to appointments to covered positions, and 
shall describe the employing office’s procedures for 
making such requests. 
(c) Upon written request by an applicant for a cov-
ered position, an employing office shall provide the fol-
lowing information in writing: 
(1) the VEOA definition of veterans’ ‘‘pref-
erence eligible’’ as set forth in 5 U.S.C. § 2108 or 
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any superseding legislation, providing the actual, 
current definition in a manner designed to be under-
stood by applicants, along with the statutory cita-
tion; 
(2) the employing office’s veterans’ preference 
policy or a summary description of the employing of-
fice’s veterans’ preference policy as it relates to ap-
pointments to covered positions, including any proce-
dures the employing office shall use to identify pref-
erence eligible employees; and 
(3) the employing office may provide other in-
formation to applicants regarding its veterans’ pref-
erence policies and practices, but is not required to 
do so by these regulations. 
(d) Employing offices are also expected to answer 
questions from applicants for covered positions that are 
relevant and non-confidential concerning the employing of-
fice’s veterans’ preference policies and practices. 
SEC. 1.119. INFORMATION REGARDING VETERANS’ PREF-
ERENCE 
DETERMINATIONS 
IN 
APPOINT-
MENTS. 
Upon written request by an applicant for a covered 
position, the employing office shall promptly provide a 
written explanation of the manner in which veterans’ 
preference was applied in the employing office’s appoint-
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ment decision regarding that applicant. Such explanation 
shall include at a minimum: 
(a) the employing office’s veterans’ preference policy 
or a summary description of the employing office’s vet-
erans’ preference policy as it relates to appointments to 
covered positions; and 
(b) a statement as to whether the applicant is pref-
erence eligible and, if not, a brief statement of the reasons 
for the employing office’s determination that the applicant 
is not preference eligible. 
SEC. 1.120. DISSEMINATION OF VETERANS’ PREFERENCE 
POLICIES TO COVERED EMPLOYEES. 
(a) If an employing office that employs one or more 
covered employees provides any written guidance to such 
employees concerning employee rights generally or reduc-
tions in force more specifically, such as in a written em-
ployee policy, manual or handbook, such guidance must 
include information concerning veterans’ preference under 
the VEOA, as set forth in subsection (b) of this regulation. 
(b) Written guidances described in subsection (a) 
above shall include, at a minimum: 
(1) the VEOA definition of veterans’ ‘‘pref-
erence eligible’’ as set forth in 5 U.S.C. § 2108 or 
any superseding legislation, providing the actual, 
current definition along with the statutory citation; 
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(2) the employing office’s veterans’ preference 
policy or a summary description of the employing of-
fice’s veterans’ preference policy as it relates to re-
ductions in force, including the procedures the em-
ploying office shall take to identify preference eligi-
ble employees; and 
(3) the employing office may provide other in-
formation in its guidances regarding its veterans’ 
preference policies and practices, but is not required 
to do so by these regulations. 
(c) Employing offices are also expected to answer 
questions from covered employees that are relevant and 
non-confidential concerning the employing office’s vet-
erans’ preference policies and practices. 
SEC. 1.121. WRITTEN NOTICE PRIOR TO A REDUCTION IN 
FORCE. 
(a) Except as provided under subsection (c), a cov-
ered employee may not be released due to a reduction in 
force, unless the covered employee and the covered em-
ployee’s exclusive representative for collective-bargaining 
purposes (if any) are given written notice, in conformance 
with the requirements of paragraph (b), at least 60 days 
before the covered employee is so released. 
(b) Any notice under paragraph (a) shall include— 
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(1) the personnel action to be taken with re-
spect to the covered employee involved; 
(2) the effective date of the action; 
(3) a description of the procedures applicable in 
identifying employees for release; 
(4) the covered employee’s competitive area; 
(5) the covered employee’s eligibility for vet-
erans’ preference in retention and how that pref-
erence eligibility was determined; 
(6) the retention status and preference eligi-
bility of the other employees in the affected position 
classifications or job classifications within the cov-
ered employee’s competitive area, by providing: 
(A) a list of all covered employee(s) in the 
covered employee’s position classification or job 
classification and competitive area who will be 
retained by the employing office, identifying 
those employees by job title only and stating 
whether each such employee is preference eligi-
ble; and 
(B) a list of all covered employee(s) in the 
covered employee’s position classification or job 
classification and competitive area who will not 
be retained by the employing office, identifying 
those employees by job title only and stating 
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whether each such employee is preference eligi-
ble; and 
(7) a description of any appeal or other rights 
which may be available. 
(c) The director of the employing office may, in writ-
ing, shorten the period of advance notice required under 
subsection (a), with respect to a particular reduction in 
force, if necessary because of circumstances not reason-
ably foreseeable. 
(d) No notice period may be shortened to less than 
30 days under this subsection. 
Æ 
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