Technician Handbook

Welcome to the Alabama National Guard Technician Program! The history of this program dates back to 1937 with a small part-time force and has progressed to a force of technicians who are engaged in a variety of jobs. Today our technician program is a critical component of the Alabama National Guard.

Personnel policies for the Technician Program are aimed at insuring fair treatment, job satisfaction, and recognition for work well done in return for high quality performance from each technician.

The Alabama National Guard is facing many new and exciting changes in the future. The Guard is taking new roles and missions and is modernizing to stay abreast with the changes in weapons systems, technology, and doctrine. Downsizing and reduced funding levels challenge us all to work smarter and make changes to meet the needs of our customers. I wish to welcome you again and hope you have a very happy and successful career in the Alabama National Guard Technician Program.

ABNER C. BLALOCK
MAJOR GENERAL, AL ARNG
THE ADJUTANT GENERAL

INTRODUCTION

This handbook is intended to be a quick reference for use by all National Guard technicians. Responsibilities, as well as, benefits as a member of the National Guard technician workforce are covered. The information in this handbook is only a guide and is not regulatory. You are encouraged to talk to your supervisor and/or the staff of the Human Resources Office for additional information.

More complete information on topics covered by this handbook may be found by calling or visiting your Human Resources Office (334-271-7220).

Suggestions for improving this handbook are to be sent to:

TAG AL-HRO
P.O. Box 3711
Montgomery, AL 36109-0711

Table Of Contents

Chapter 1

BACKGROUND

The National Guard grew out of the various State militia which have been a significant part of our defense history since the early 1700s.

You have become a member of federal employees who are covered by the National Guard Technicians Act of 1968 (Public Law 90-486).

Military technicians are required to maintain military membership in the National Guard in order to retain employment. They are referred to as "military" technicians.

In the context of full-time work, technicians are considered to be employees of the Department of Army or Department of Air Force. However, unlike other Federal employees, the State Adjutant General has the authority to effect employment and is the level of final appeal for most personnel actions. With few exceptions, a technician enjoys the same benefits, rights and privileges as other Federal employees.

The primary purpose of the National Guard Technician is to provide day-to-day continuity in operations and training of Army and Air National Guard units.

Chapter 2

EXCEPTED SERVICE

The "excepted service" consists of those civil service positions which are not in the "competitive service". Positions in the National Guard Technician Program that require membership in the National Guard as a condition of Technician employment are in the excepted service under the provisions of 32 USC 709.

VETERAN’S PREFERENCE Not applicable in the National Guard technician program.

MILITARY MEMBERSHIP REQUIREMENT As a military technician military membership in the National Guard is a condition of employment. Loss of military membership for any reason will cause termination of technician employment.

MILITARY UNIFORM Uniform is required to be worn while performing technician-duties. In addition, compliance with established grooming and weight control requirements is essential. While in uniform even after duty hours, proper customs and courtesies should be extended as appropriate.

COMPATIBLE MILITARY ASSIGNMENT Holding a military assignment that is compatible with the assigned military technician position and holding the military grade specified for the position is required.

TRAVEL Mission may require use of military aircraft while traveling in official duty status. Assignment to government quarters will be based on travel status, i.e. technician grade.

CIVIL SERVICE STATUS Employment as a military technician does not result in competitive Civil Service status.

OVERTIME PAY Military federal employees are not entitled to overtime pay. Compensatory time off for approved overtime worked will be granted.

APPEAL RIGHTS Certain appeal rights such as adverse action and reduction in force do not extend beyond the state Adjutant General. Contact the Human Resources Office concerning detailed information.

PERMANENT EMPLOYMENT As a newly appointed permanent excepted service employee, a one year trial period is required. This evaluation period will ensure that the permanent employee is capable of performing the duties of the job, as well as, determine whether the employee has qualities needed for continued government employment. The employee may be removed during this trial period if performance does not measure up to expected standards.

INDEFINITE EMPLOYMENT Indefinite employment is temporary in nature but without a time limit. Benefits are similar to a permanent technician; however, the employee may be separated at any time.

TEMPORARY EMPLOYMENT Technicians may be hired for short periods of time. These temporary or "time limited" appointments do not confer the same benefits as permanent or indefinite appointments and the employee may be separated at any time.

Chapter 3

OFFICIAL PERSONNEL RECORDS

Official Personnel Folders are established and maintained in the Human Resources Office. This folder will contain all official documentation pertaining to technician employment.

Employees are encouraged to periodically review their records. Supervisors maintain various supervisory records which may also be reviewed.

If an employee decides to leave federal government employment, the Official Personnel Folder (OPF)will be forwarded to the Federal Records Center, St. Louis, MO.

Employees are furnished copies of all Notification of Personnel Action Forms (SF 50). Employees are encouraged to maintain a civilian personnel folder containing these SF’s 50 along with other technician documents such as job application and resume.

Chapter 4

PAY ADMINISTRATION

GENERAL INFORMATION Technicians are paid every two weeks, normally, by electronic funds transfer (EFT). Allotments may be taken out of your pay for the following purposes:

• union dues

• savings bonds

• allotments to financial institution

• charitable institutions such as the Combined Federal Campaign, United Way, etc.

• Thrift Savings Plan (see Civil Service Retirement Plan and Federal Employees Retirement System)

See your supervisor or Human Resources office staff for details.

PREMIUM PAY Premium pay is additional pay when authorized for holiday or Sunday work.

ENVIRONMENTAL DIFFERENTIAL PAY (EDP) Environmental Differential Pay may be paid to wage grade technicians who are exposed to certain hazards, physical hardships, and working conditions of an unusually severe nature.

HAZARDOUS DUTY PAY Hazardous duty pay, is paid only to General Schedule technicians, when they work in a high risk area where accidents could result in serious injury or death; e.g., duties performed on a high structure in adverse conditions.

PAY ADMINISTRATION Pay increases are granted upon receipt of revised pay schedules. Revised schedules are published in Human Resources Office bulletins.

WITHIN GRADE INCREASES Within grade increases (WGI) are granted based on length of service and performance.

WAITING PERIODS FOR WITHIN-GRADE INCREASES

WAGE GRADE EMPLOYEES Temporary, indefinite and permanent wage grade employees are eligible for within-grade increases the pay period following completion of the required waiting period provided performance is fully acceptable and no equivalent increase was received during the waiting period. Waiting periods to the following steps are:

Step 2 - 26 calendar weeks of creditable service in Step 1.

Step 3 - 78 calendar weeks of creditable service in Step 2.

Step 4 - 104 calendar weeks of creditable service in Step 3.

Step 5 - 104 calendar weeks of creditable service in Step 4.

GENERAL SCHEDULE EMPLOYEES Only indefinite and permanent General Schedule employees are eligible for within-grade increases the pay period following completion of the required waiting period provided the employee has performed at an acceptable level of competence (performance in all critical elements must be fully acceptable) and he/she has not received an equivalent increase during the waiting period. Waiting periods to the following steps are:

Steps 2, 3 and 4 - 52 calendar weeks of creditable service.

Steps 5, 6 and 7 - 104 calendar weeks of creditable service.

Steps 8, 9 and 10 - 156 calendar weeks of creditable service.

SEVERANCE PAY Indefinite and permanent technicians who have been employed for at least 12 months may be eligible for severance pay if separated involuntarily.

Chapter 5

HOURS OF DUTY

Generally, the technician will be working a regular 40-hour work week. The hours of duty will be established by management. See your supervisor for your work schedule. Advance notice will be furnished for change in schedule. Holidays are published in Human Resources Bulletins each year.

Chapter 6

ABSENCE AND LEAVE

ANNUAL LEAVE Annual leave accrual is based on years of service. Technicians with 15 or more years of service earn 26 days per year; those with 3 to 15 years earn 20 days; those with fewer than 3 years earn 13 days. Annual leave is personal time off. Technicians can carry 240 hours over from one leave year to another. Use of annual leave is subject to prior approval of the supervisor.

ADVANCEMENT OF ANNUAL LEAVE Annual leave that will be earned during the leave year may be advanced to a technician; subject to supervisor’s approval.

SICK LEAVE Sick leave accrual is 13 days per year and there is an unlimited accrual. It may be used for a technician’s medical, dental or optic examinations or treatment, incapacitation for performance of duties by physical or mental illness, injury, pregnancy or childbirth. An unlimited number of sick leave days may be used to care for a family member with a contagious condition, if a health care provider certifies the technician could infect others by going to work. Sick leave can now be used for any activity related to adoption of a child. It is the technician’s responsibility to notify his/her supervisor as soon as possible regarding the necessity of use of sick leave.

ADVANCEMENT OF SICK LEAVE Sick leave, not to exceed 240 hours, may be advanced to a technician when supported by medical certificate describing the illness or injury and the anticipated time of disability.

FAMILY FRIENDLY LEAVE ACT (FFLA) Under the provisions of the Family Friendly Leave Act (FFLA), sick leave can be used to care for a family member or equivalent family relationship in cases of physical or mental illness, injury, pregnancy or child birth; or to accompany family members to dental, medical or optical examinations or treatments or to make arrangements for or attend the funeral of a family member or equivalent family relationship. The amount of sick leave for this purpose is limited to 40 hours each leave year but an additional 64 hours can be used if the technician maintains a sick leave balance of at least 80 hours.

FAMILY MEDICAL LEAVE ACT Technicians who have completed at least 12 months as either a permanent or indefinite employee are entitled to provisions under the Family Medical Leave Act (FMLA). Technicians can use up to 12 weeks of unpaid leave during a 12 month period for the birth and care of a child;

making arrangements for adoption or foster care; the care of a spouse, son, daughter or parent of a technician with a serious health condition; a serious health condition that makes the technician unable to perform the essential function of his or her position. Requests for leave under the FMLA must be submitted at least 30 days in advance, if possible, and accompanied by medical certification.

LEAVE TRANSFER PROGRAM Under the Leave Transfer Program, technicians can donate annual leave to other technicians who are seriously ill or have family members who are seriously ill. Leave recipient applicants must exhaust all available leave and be expected to require at least 24 hours LWOP in order to be eligible for leave transfer. There is no provision for transfer of sick leave.

BONE MARROW OR ORGAN DONOR Technicians are entitled to 7 days of paid leave each calendar year to serve as a bone-marrow or organ donor. This leave is recorded as an excused absence.

MILITARY LEAVE Authorized for permanent and indefinite technician.

• Eligible technicians are authorized 15 days Military Leave each fiscal year for the purpose of active duty or active duty for training ( not IDT or law enforcement ).

• Eligible technicians are authorized up to 22 days law enforcement leave each calendar year for the purpose of providing military aid to enforce the law or for the purpose of providing assistance to civil authorities in the protection or saving of life or property or the prevention of injury. Civilian pay may be offset by the amount of military pay received for this duty.

• Eligible technicians are authorized 44 additional workdays of military leave in a calendar year for participation certain Title 10 active duty without pay.

LEAVE WITHOUT PAY (LWOP) Up to 30 days may be approved by the supervisor. LWOP in excess of 30 days must be approved by the Adjutant General and will be granted only in special circumstances.

EXCUSED ABSENCE Excused absence is granted at the discretion of the Adjutant General. Some examples are:

COURT LEAVE Court leave is the authorized absence of a technician from work status for jury duty, or for attending judicial proceedings in a non-official capacity as a witness on behalf of a state or local government. If the witness service in a non-official capacity is performed on behalf of a private party, the technician’s absence from duty must be charged as either annual leave or leave without pay.

BLOOD DONATIONS The employer and the labor organization recognize the importance of the humanitarian need for community blood donors. A technician who makes a blood donation without compensation may be excused for a reasonable time for travel, rest and recuperation. Such time will normally be consistent for all employees and normally will not exceed four (4) hours. Unless a donation is based on an emergency request, the supervisor will schedule routine donations so as to minimize workforce disruptions, or adverse impact on work scheduling, or work hour requirements. The time allowed for donation may vary according to circumstances, travel, and recuperation time mentioned above and is not to be considered an automatic entitlement.

The excused absence is for the recovery of health of a donating technician and will not be carried forward or granted on another day. Proof of donation will be provided by a technician if requested by the supervisor.

VOTING OR REGISTERING It is the Employer's policy to excuse technicians for a reasonable time, when practical to do so without seriously interfering with operational requirements, to register or vote in any election or in referendums on a civic matter in the technician's registered voting area.

If the polls are not open at least three hours either before or after an employee's regular hours of work, a supervisor may grant a technician whichever of the following requires the lesser amount of time off:

n Permit reporting for work three hours after the polls open,

n Permit leaving work three hours before the polls close. The supervisor is responsible for determining reporting and release schedules based on the circumstances surrounding a particular election and in consideration of work scheduling. Proof of registration and/or voting may be required to substantiate the granting of time off from work for that purpose if grounds to question exist.

n Under exceptional circumstances an employee may be excused for additional time as needed to enable the employee to vote, depending upon the particular circumstances in each individual case, but not to exceed a full day.

n Supervisors will schedule employee releases for voting purposes in such a manner to insure that activities remain open and operational on election days.

n CONFERENCES OR CONVENTIONS A technician may be excused to attend a conference or convention when in the best interest of the Alabama National Guard and approved by the Employer.

n MILITARY FUNERALS Technicians may be excused to participate in military funeral ceremonies for members of the Armed Forces.

ADMINISTRATIVE DISMISSALS When the Employer authorizes the shut-down or closure of an activity or unit because of weather conditions or emergency situations, the following criteria shall govern the status of affected technicians: All employees are to presume that all installations will be operational each regular work day regardless of weather or other emergency conditions. Activity or facility supervisors shall determine through normal supervisory channels if their activity shall remain open or if it is to be closed based on anticipated or prevailing conditions, and if employees are to be dismissed. Employee status at the time of the supervisory determinations to close the activity and dismiss will be as follows:

• If the employee is on duty and excused, there is no charge to leave for the remaining hours of the work schedule following dismissal.

• If the employee is on duty and departed on leave after official word was received but before the time set for dismissal, leave is charged only from the time the employee departed until the time set for dismissal. Employees will not be permitted to depart before the time set for dismissal without a charge to leave.

• If the employee is scheduled to report for duty after an initial period of leave and dismissal is given before the employee can report, then leave will be charged until the time set for dismissal.

• If the employee is absent on approved leave for the entire work shift, the entire absence is charged to appropriate leave status requested.

• If a situation develops during non-working hours as a result of either an ice or snow storm or other natural disaster in which proper authority has declared roads closed or impassable, a supervisor way excuse a two hour period of tardiness without charge to leave. Tardiness of longer periods may also be excused without charge to leave in cases which are personally reviewed and authorized by higher levels of supervision. Annual leave or leave without pay will be charged for absences in excess of the authorized tardiness unless the supervisor determines that the employee made every reasonable effort to get to work, but was unable to do so.

ABSENCE WITHOUT LEAVE (AWOL) All unexcused or unauthorized absence from work may be charged to AWOL. In addition to not receiving pay for the unexcused period of unauthorized absence, disciplinary action could be taken.

Chapter 7

PERFORMANCE EVALUATION

GENERAL INFORMATION Performance standards describe what is necessary for technicians to perform successfully. A performance standard is divided into two elements.

1. Critical Element is the part of your job so important that if performance is less than the minimum established, remedial action will be taken regardless of performance on any other portion of the job.

2. Major Element is a task which is paramount but non-critical to job performance.

Supervisors will discuss and evaluate your performance periodically during the year; at the end of the annual appraisal period; and at other times as appropriate.

APPEALS Employees may file an appeal if they are dissatisfied with their performance appraisal.

For an unacceptable performance, an appeal must be made within 30 days of the advance written notice.

For all other performance ratings, the appeal must occur within 30 days after the appraisal.

Technicians are entitled to representation should they decide to appeal a performance appraisal.

Contact your Human Resources office representative for specific information.

Chapter 8

INCENTIVE AWARDS

Performance awards fall into 2 categories:

MONETARY

SUSTAINED SUPERIOR PERFORMANCE AWARD (SSPA) - An SSPA is available for both GS and WG technicians and requires an "excellent or higher" performance appraisal and performance must have been maintained for at least 6 months for the same job and grade level.

QUALITY STEP INCREASE (QSI) A Quality Step Increase is granted only to GS technicians below Step 10. In order to be eligible, a technician’s most recent performance appraisal must be "outstanding" and the period of performance must have been in the same job and grade level for a 12 month period.

SPECIAL ACT OR SERVICE AWARD A special act or service award is granted in recognition of an act of heroism, or similar one-time special act, service, or scientific achievement that contributes to the efficiency, economy, or other improvement of Government operations or is otherwise in the public interest.

NON-MONETARY

LENGTH OF SERVICE AWARDS Length of service emblems and certificates will be awarded at established intervals beginning with 10 years of creditable Federal service.

TIME OFF AWARD Based on Special Act or Service or other personal effort that contributes to the quality, efficiency, or economy of Government operations.

HONORARY Honorary awards are granted by your Adjutant General in the form of a certificate, emblem, pin or other item. Technicians may be eligible for honorary awards and other methods of recognition in accordance with the Office of Personnel Management and National Guard Bureau directives and guidelines.

Chapter 9

SUGGESTION PROGRAM

If you think of ways to do things better you can submit a suggestion. A suggestion must be an original way of doing work, a modification of a part, an invention or any other contribution which promotes efficiency in the way we do our jobs.

Your suggestions must be submitted to the person responsible for processing suggestions. Check with your supervisor or the suggestion program manager in the Human Resources Office staff for more information

If a cash award is appropriate, the amount is determined based on benefits derived by the government.

Chapter 10

FEDERAL EMPLOYEE GROUP LIFE INSURANCE

Unless waived National Guard technicians acquire basic life insurance upon employment.

COVERAGE Basic: Minimum coverage is $10,000.

Basic life insurance is based on your annual pay (rounded up to the next higher $1000) plus $2000.00; i.e. $17,385 annual pay (rounded up to the next higher 1000) =$18,000 plus an additional $2,000 = $20,000 basic life insurance. (There is an additional benefit for technicians under age 45). In addition to the basic life insurance coverage, three forms of optional insurance are also available to technicians who have basic coverage.

Option A: $10,000

Option B: Based on pay up to 5 x

Option C: Family

• Spouse $5,000

• Child $2,500

• Technicians may continue life insurance coverage into retirement if covered 5 years or. first opportunity

Chapter 11

FEDERAL EMPLOYEE HEALTH BENEFITS PROGRAM (FEHB)

ENROLLMENT Health plans provide varying benefits at various costs. You may only enroll in a plan that has been approved by the Office of Personnel Management. Law prohibits a person from being enrolled in more than one plan.

CHANGING PLANS You can switch plans and/or options once a year during the "open season" which usually occurs in the Fall. Notices pertaining to open season will be published in Human Resources Bulletins. You may change from a self and family enrollment to a self-only enrollment at any time. Other events such as change in marital status will permit an employee to make a health benefit change.

The Federal government contributes a percentage of the total cost. You pay the remainder which is deducted from your pay. Each plan has the following types of enrollment: - Self only - Provides benefits only for you. You can enroll for self only even though you have a family. - Self and family - Provides benefits for both you and eligible family members.

STATUS CHANGE

A newborn child or a new spouse is automatically covered by an existing family enrollment from the date the person becomes a family member. A technician with self only enrollment must change to self and family in order to cover new family members. Change may be made from 30 days before to 60 days after marriage.

You should immediately inform the Human Resources Office staff and your carrier of ANY changes in FAMILY status.

CONTINUATION FOR SURVIVORS Coverage is automatically continued to your eligible survivors if you die during your technician employment. You may continue health benefits coverage into retirement if covered for 5 years or first opportunity to enroll.

TEMPORARY CONTINUATION OF COVERAGE (TCC) You should be aware that if you leave Federal employment, you will probably be eligible for TCC ( unless you are separated for gross misconduct ). TCC can continue your enrollment for up to 18 months. TCC is also available for up to 36 months for dependents who lose eligibility as family members under your enrollment. This includes spouses who lose coverage because of divorce and children who lose coverage because they marry or reach age 22. TCC enrollees must pay the total plan premium ( without a Government contribution ) plus a 2% charge for administrative expenses. There are specific time periods in which you or your dependent must enroll for TCC.

Chapter 12

RESTORATION RIGHTS

Restoration rights are provided for National Guard technicians who leave technician employment to serve on active duty or on active duty for training in the Armed Forces. The Human Resources Office must be contacted to schedule an out-processing briefing prior to entrance on active duty.

Chapter 13

INJURY COMPENSATION

GENERAL INFORMATION The Federal Employees’ Compensation Act (FECA) provides compensation benefits for a permanent/temporary disability due to personal injury or disease sustained in the performance of duty.

DEATH The FECA provides for the payment of benefits to survivors if the technician dies due to a work related injury or disease.

WHAT DO YOU DO WHEN INJURED? If injured at work, contact your supervisor immediately. Seek medical attention. Your supervisor will secure the forms required to document your injury. No matter how small the injury may seem to you, it is important that you discuss the matter with your supervisor. If your injury requires absence from the workplace, it is possible for you to be compensated for this time without charge to sick or annual leave. You are expected to return to work ASAP (as soon as possible) even if in a light duty status. Return to duty is subject to written medical restrictions.

If an employee files a false claim he/she is subject to prosecution and if found guilty, could be fined or imprisoned.

Chapter 14

RETIREMENT

GENERAL INFORMATION The National Guard technician program consists of 2 basic retirement systems:

n Civil Service Retirement System (CSRS)

n Federal Employees Retirement System (FERS)

The Civil Service Retirement System covers most National Guard Technicians employed prior to 1 January 1984. Both systems give the technician a measure of income protection in case of disability; will provide for your family in case of death, and will pay you a annuity after retirement.

Each Technician contributes 7% of gross pay toward retirement. 6.20% of this amount pays the Social Security portion for FERS employees.

CIVIL SERVICE RETIREMENT SYSTEM (CSRS)

Eligibility for retirement is determined by your age and number of years of Federal service. To be eligible for an immediate annuity you must be:

VOLUNTARY

Age 62 with 5 years service; or,

Age 60 with 20 years service; or,

Age 55 with 30 years service; or,

INVOLUNTARY

Age 50 with 20 years or 25 years any age (i.e. Involuntary loss of military membership not related to misconduct or delinquency) 2% reduction for each year under age 55.

DISABILITY

If you become permanently disabled after completing at least five years of civilian service you may apply for a disability retirement. If you lose military membership for medical reasons, and do not qualify for regular disability retirement benefits, there are special provisions which may permit you to receive an annuity.

COMPUTATION OF ANNUITY

Your retirement annuity is based on length of service and your highest pay earned during any three consecutive years of Federal employment ("high three’’).

DEATH BENEFIT

WHAT IF I DIE BEFORE I RETIRE? Your widow(er) will get an annuity if you completed at least 18 months of service at the time of death. Unmarried dependent children will also be entitled to an annuity.

REFUNDS

WHAT HAPPENS IF I QUIT? You can withdraw all the money which was withheld for the retirement fund. If you have completed 5 years of service but not eligible to retire with an immediate annuity, you may leave the money in the fund.

At age 62 you will be entitled to a "deferred annuity". If you quit, and die before reaching age 62, your survivor is entitled to a lump sum payment of your contributions.

THRIFT SAVINGS PLAN

CAN I CONTRIBUTE TO THE THRIFT SAVINGS PLAN? You can contribute up to 5% of salary. No government match is offered.

FEDERAL EMPLOYEE RETIREMENT SYSTEM (FERS)

COMPONENTS FERS is a three-tiered plan including:

SOCIAL SECURITY BENEFITS Technicians pay full Social Security taxes.

BASIC BENEFIT PLAN The remainder of your basic retirement contribution after Social Security is paid into the basic benefit plan.

THRIFT SAVINGS PLAN The Government automatically contributes 1% to the thrift plan, matches your first 3% dollar for dollar, and 50 cents on the dollar for the 2%. You can contribute up to 10% of salary but the government match stops at 5%. You are normally eligible to participate in the TSP the second open season after employment.

Retirement eligibility is determined by your age and number of years of creditable Federal service. Contact your Human Resources Office staff representative concerning your Minimum Retirement Age (MRA) and instances where your benefits may be reduced.

To be eligible for an immediate voluntary annuity you must be:

VOLUNTARY

n Age 62 with 5 years of service; or,

n Age 60 with 20 years of service; or,

n Minimum Retirement Age (MRA) with 30 years of service; or,

n MRA with 10 years of service (reduction of 5% per year for each year under age 62).

INVOLUNTARY

To qualify for an involuntary annuity you must be:

age 50 with 20 years of service or

any age with 25 years of service.

If you lose your military membership you may retire with a full annuity if you are at least age 50 with 25 years of service. You may also be eligible to receive a Special Retirement Supplement until you reach age 62; at which time you become eligible for social security benefits.

DISABILITY

If you become disabled after completing 18 months of civilian service, you may apply for a disability retirement. If you lose military membership for medical reasons and do not qualify for regular disability retirement benefits, there are special provisions which may permit you to receive an annuity.

COMPUTATION OF BASIC BENEFIT

The general formula for the FERS basic benefit annuity is 1 percent of the high-three average salary multiplied by length of creditable service.

DEATH BENEFIT

In the event of death after eighteen months service, your spouse will receive $15,000 indexed to the CPI ($20,734.01 for 1996) plus 50% of your annual income or high three average pay, whichever is greater.

If you die before completing 10 years of service your surviving spouse also receives your retirement contributions.

After 10 years of service your surviving spouse will receive an annuity plus the basic death benefit.

Social Security also pays survivor benefits to the eligible survivors of an employee who met the minimum Social Security eligibility requirements. Eligibility requirements vary; however, the minimum number of credits required is eighteen months.

REFUNDS

WHAT HAPPENS IF I QUIT? You can withdraw all the money which was withheld for the retirement fund. If you have completed 5 years of service but not eligible to retire with an immediate annuity, you may leave the money in the fund. At age 62 you will be entitled to a "deferred annuity". If you quit, and die before reaching age 62, your survivor is entitled to a lump sum payment of your contributions.

C A U T I O N - F E R S

Obtaining a refund permanently voids a future annuity for this period of service. You cannot redeposit a FERS refund once withdrawn.

THRIFT SAVINGS PLAN

FERS employees are vested in the 1 percent automatic agency contribution after 3 years of creditable civilian service. They are always vested in their contributions as well as agency matching contributions and earnings.

Additional information pertaining to retirement may be obtained from Human Resources Office.

Chapter 15

THRIFT SAVINGS PLAN (TSP)

GENERAL INFORMATION The Thrift Savings Plan is a retirement savings plan for FERS (Federal Employees’ Retirement System) and CSRS (Civil Service Retirement System) employees. Because your TSP account is for your retirement, you cannot withdraw it until you leave Federal service. A major advantage of the TSP is that you pay no taxes on contributions or earnings until you withdraw your account.

CONTRIBUTION

CSRS employees can contribute up to 5% and FERS employees can contribute up to 10% of basic pay each pay period up to the annual IRS limit.

INVESTMENTS

You can choose among the available investment funds for your contributions as well as agency contributions for FERS employees. Earnings on the various funds are published monthly in the Human Resources Bulletins.

TSP OPEN SEASON

There are 2 open seasons each year (1) 15 November through 31 January of the following year and (2) 15 May through 31 July. During open season eligible technicians may elect to begin contributing to the TSP, change the amount of TSP contribution among the investment funds.

LOAN PROGRAM

There are two types of TSP loans: general purpose and residential.

WITHDRAWAL OF TSP ACCOUNT

Contributions to the TSP fund are tax deferred; therefore the money and its earnings are taxable upon withdrawal from your account after separation from Federal service. You will have several withdrawal options when you leave Federal service such as:

• Leave money in account which continues to accrue interest

• Transfer money into IRA

• Take lump sum payment

• Take series of monthly payments

• Purchase a life annuity.

PENALTY FOR EARLY WITHDRAWAL

If you leave Government service before the year in which you turn 55 and you withdraw your account in a single payment (including an automatic cashout) or a series of monthly payments not based on the IRS life expectancy table, you will be subject to a 10 percent early withdrawal penalty tax on all direct payments you receive before age 59 ½. (This does not apply if you leave the Government on disability retirement.)

Chapter 16

POLITICAL ACTIVITIES

All National Guard technicians are subject to the basic political activity restrictions of the Hatch Act. Some guidelines under the law are:

WHAT THE EMPLOYEE MAY DO ( 1993 LAW )

n May be candidates for public office in nonpartisan elections.

n May register and vote as they choose.

n May assist voter registration drives.

n May express opinions about candidates and issues.

n May contribute money to political organizations.

n May attend political fundraising functions.

n May attend and be active at political rallies and meetings.

n May join and be an active member of a political party or club.

n May sign nominating petitions.

n May campaign for or against referendum questions, constitutional amendments, municipal ordinances, etc.

n May campaign for or against candidates in partisan elections.

n May make campaign speeches for candidates in partisan elections.

n May distribute campaign literature in partisan elections.

n May hold office in political clubs or parties.

WHAT EMPLOYEES MAY NOT DO ( 1993 LAW )

n May not use their official authority or influence to interfere with an election.

n May not collect political contributions unless both individuals are members of the same federal labor organization or employee organization and the one solicited is not a subordinate employee.

n May not knowingly solicit or discourage the political activity of any person who has business before the agency.

n May not engage in political activity while on duty.

n May not engage in political activity in any government office.

n May not engage in political activity while wearing an official uniform.

n May not engage in political activity while using a government vehicle.

n May not be a candidate for public office in partisan elections.

n Any questions regarding political activities should be addressed to the Human Resources office.

Chapter 17

STANDARDS OF CONDUCT

While discharging the technician duties during work hours and off duty hours, strict compliance with the prescribed standards of conduct is required.

Reading the standards of conduct regulation is required during in-processing orientation. The Human Resources office annual bulletins are reminders of the importance of proper conduct.. Each employee is expected to maintain high standards of honesty and integrity. If conduct is in violation of any statute, regulation, or other proper authority, technicians will be held accountable. Violation of any prohibited standard of conduct may be the basis for disciplinary action.

Chapter 18

DISCIPLINE AND ADVERSE ACTION

DISCIPLINARY ACTIONS consist of oral admonishments (your supervisor speaking to you about the specific problem) and letters of reprimand. The oral admonishment lets you know that you must stop doing certain things.

The letter of reprimand is more serious because it is a written notification of the problem with a warning of what might happen if the situation is not corrected. The letter is also maintained temporarily in Official Personnel Folder ( OPF ).

ADVERSE ACTION

There are three types of adverse actions:

• Suspension (including indefinite suspension) from work.

• Change to lower grade

• Removal

Considerable due process protections are in place including the right to an administrative hearing.

The final level of appeal on these actions rests with The Adjutant General.

APPEAL AND GRIEVANCE PROCEDURES Appeal and grievance procedures are included in each labor contract. You were furnished a copy of your labor contract during in-processing and as required thereafter.

Chapter 19

TECHNICIAN ID CARDS (OF55)

Technician ID Cards may be obtained upon request of the technician. Technicians should contact the HRO office for necessary application form.

Chapter 20

RESIGNATION FROM TECHNICIAN PROGRAM

This is a voluntary action and notice should be given to supervisor at the earliest date possible. Resignation should be in writing, preferably on Request for Personnel Action (SF52).

Chapter 21

PERSONAL AFFAIRS

Death often occurs when least expected. You should have affairs in order and keep your family informed regarding benefits entitlements. In the event of a death of a technician a representative from the Human Resources Office will assist the family in filing a death claim.

DESIGNATION OF BENEFICIARY

You do not need to prepare designation of beneficiary forms unless you wish to have your beneficiary other than by-law. If you do designate beneficiaries you must keep them current since once designated a designation takes effect over a will or any other document. Benefits paid by law unless designated are:

• Unpaid compensation

• Federal Employee Group Life Insurance

• Thrift Savings

• Retirement

WILLS

You are reminded that you do need to prepare a will or if you have a will you need to be sure it is updated. You also need to pursue the possibility of preparing a power of attorney and living will.

IMPORTANT DOCUMENTS

We suggest that you keep the following documents together in a safe place and advise your family of the location.

• Birth Certificate

• Marriage Certificate

• Adoption papers, if applicable

• Divorce Decree(s), if applicable

• A copy of your will **

• Insurance policies

• Deeds **

• Bills of sale

• Contracts

• Social security Number Card

• Military Personnel File

• Technician Personnel File

• Real Estate Tax Receipts

• Savings Bonds

• Auto Tag Receipt(s)

• Claim Number assigned by the VA, if applicable

** A copy of your will and cemetery deeds should be maintained in a location that is always readily accessible.

Chapter 22

CLASSIFICATION

GENERAL INFORMATION Salary is paid in accordance with the assigned grade of your position.

General Schedule (GS) positions fall into the broad category of "white collar" work; that is, work that is administrative or managerial in nature.

Wage Grade (WG) or "blue collar" positions have predominate duties which are related to work in recognized trades or crafts.

Position classification is the process used to determine the correct grade (or pay).

Technicians have a position description (PD) that lists in order of importance or frequency, all major duties and responsibilities required of their position. Position descriptions have already been "classified" meaning that a position classification specialist has reviewed the PD and the work required by the position. Using their technical expertise, the classification specialist "classifies" the position by using position classification standards published by the Office of Personnel Management. The classification specialist compares the position description to the classification standard and arrives at a title, pay plan, occupational series and grade.

CLASSIFICATION APPEALS The first step is to ask for a position review. This gives the classifier an opportunity review the position and render a decision based on the most current information. If a technician disagree with the findings, he/she may file a classification appeal.

A classification appeal may be filed instead of asking for a position review provided the duties and responsibilities described in the position description are accurate.

Three things can happen as a result of an appeal:

• The position can be (1) upgraded or (2) downgraded

• The position could (3) retain the present grade level.

Resources Office representatives can offer advise concerning classification appeal procedures as well as assisting in the preparation of an appeal.

Chapter 23

MERIT PROMOTION

GENERAL INFORMATION When a valid vacancy exists, the supervisor forwards through channels a Request for Vacancy (SF Form 52) to the Human Resources Office. The position is then advertised in one of the following ways:

a. MERIT - Announced for a minimum of 15 days for on-board permanent (ARMY).

b. STATEWIDE - Minimum of 30 days and open to members in the Alabama National Guard. Only army members may put in for an army announcement and only air members may put in for air announcements.

c. NATIONWIDE - Minimum of 30 days and open to both members in the Alabama National Guard and those eligible to join.

APPLICATION PROCEDURES Eligible individuals must fully justify their qualifications on an Optional Application for Federal Employment (OF 612) and forward it along with a Background Survey Questionnaire (OPM form 1386), to The Adjutant General of Alabama, ATTN: HRO-MTM, P.O. Box 3711, Montgomery, AL, 36109-0711, prior to 1700 hours on the closing date of the announcement.

SELECTION PROCESS

Once the announcement has closed, a HRO Staffing Specialist will review the application for qualifications. A Merit Promotion Certificate (NGB 300-6) or a Certificate of Eligible (NGB 300-6) will be forwarded to the recommending official containing no more than (10) names of qualified applicants.

The recommending official will interview all applicants and return the NGB 300-6, along with all the applications and other required forms, with the selection or non-selection. HRO reviews the selection and checks for compatibility (AFSC/MOS, unit or assignment, grade inversion) and other pre-requirements. Once the selection is approved, HRO notifies the recommending official which in turn notifies the selected applicant. HRO will notify in writing all non-selects.

Chapter 24

REDUCTION IN FORCE

A reduction in force (RIF) occurs when a technician is released from his/her competitive level by separation, change to lower grade, furlough for more than 30 days, or re-assignment of technicians to other positions which involve the displacement of the incumbent.

RETENTION REGISTERS

In the event of a RIF, retention registers are developed. These are lists of competing technicians within the determined competitive area grouped by competitive levels. These levels are groups of

positions that either have the same grade and occupational series; or, are similar enough in qualification requirements, working conditions, duties, and pay that the incumbent of one position can perform the duties of another position without significant training or interruption of work operations.

A retention register is developed for the following tenure groups:

a. TENURE GROUP I: Permanent, competitive service technicians with career status, who have successfully completed their probationary period, and permanent, excepted service technicians who have successfully completed a trial period.

b. TENURE GROUP II: Permanent technicians who are serving a trial or probationary period. This category includes competitive service technicians with career-conditional status and excepted service technicians who have not completed their trial period. Competitive service technicians under career appointments who must serve a probationary period are also in tenure II.

c. TENURE GROUP III. Technicians who serve under indefinite appointments in the excepted service.

ORDER OF RELEASE

The technicians’ ranking on a retention register which is determined by type of appointment, performance appraisal score, and tenure group determines the order of release. The technicians will be released in the order their names appears on the retention register, e.g., beginning with the lowest score in tenure group III, and if necessary, continue with tenure groups II and I.

PRIORITY PLACEMENT

If a technician is downgraded during a reduction in force they are eligible for grade retention, pay retention and priority placement if applicable.

GRADE RETENTION - During the grade retention period, a technicians’ pay remains at the previous grade and he/she will receive all applicable within grade increases, and 100% of applicable pay adjustments for a two (2) year period. Also, during this two year period, the technician is placed on the priority placement grade register. While on this register, if a SF 52 is received to fill a valid position, HRO will contact individuals on the register who meet the qualifications, both technician and military. If an offer is made and it is within the commuting area, the technician will lose grade retention if he/she turns down the offer. However, if the offer is made and it is outside the commuting area, the technician may turn down and remain grade retention. After the two year period the technician will then be eligible for pay retention.

PAY RETENTION Pay retention is given if the technician is eligible for grade retention or at the end of the two year grade retention period. A technician on pay retention receives his/her same pay prior to the downgrade (exception is if it exceeds 150%) and is eligible for 50% of the pay adjustments. If the technician is

being paid on the General Schedule, they are eligible for 50% of the general schedule increase and 100% of the locality increase. During the pay retention period, technicians are not eligible for within grade increases. Technicians remain on pay retention until their pay catches up to their current position grade, promotion to higher grade, demotion either voluntary or for cause, etc.

RE-EMPLOYMENT PRIORITY LIST

If technicians in either groups I or II are separated due to a RIF, or reorganization, they are placed on the reemployment priority list. The names are listed in order of tenure group and retention standings (highest to lowest) and will remain on the list for two years. Individuals will receive priority placement for all suitable vacancies at the same grade or representative pay rate of the former position. Technicians entitled to grade retention will receive priority placement prior to reemployment eligible.

Chapter 25

TRAINING AND DEVELOPMENT

Supervisors will determine training needs. Training and development needs may be met by:

• Planned work experience.

• Developmental assignments.

• Self-development (training gained on your own time with or without Federal tuition assistance).

• Training and education provided through agency facilities, other government and military facilities, military technical schools, and non-government facilities.

Training and development activities may occur as full-time or part-time, on or off duty, day or evening, or any combination of these. The National Guard Bureau as well as other agencies conduct many specialized courses specifically designed for technicians

Chapter 26

LABOR - MANAGEMENT RELATIONS

If you are a member of the bargaining unit you have the legal right to form, join, or assist any labor organization or to refrain from such activity.

You may represent the union and present its views to management or Congress. This activity will be free of penalty or reprisal. Army is represented by ACT, Association of Civilian Technicians. Air is represented by NFFE, National Federation of Federal Employees. The Adjutant General has labor agreements with both unions. List of union stewards should be posted on bulletin board at each work location. Union officials have paperwork to join union. Technicians may join the union anytime. Nothing requires an employee to become or remain a member. Nothing in the Agreement shall require an employee to become or to remain a member of the Union or to pay money to the organization except pursuant to-a voluntary, written authorization by a member for the payment of dues through payroll deduction.

Chapter 27

EQUAL EMPLOYMENT OPPORTUNITY (EEO)

The Alabama National Guard’s policy is to provide equal employment opportunity and fair treatment for all technician employees and applicants for employment regardless of race, color, gender (to include sexual harassment), national origin, religion, age or handicap. Discrimination based on the above protected groups and reprisal for participating in the complaint process will not be tolerated.

Management officials will take immediate and appropriate action to correct any occurrence of discrimination and sexual harassment.

Guidelines for filing a technician complaint of discrimination are in National Guard Regulation (AR) 690-600/NGR (AF) 40-1614, National Guard Civilian Discrimination Complaint System, and posted on technician bulletin boards. Complaints must be filed with an EEO Counselor within 45 days of the discriminatory act or when you should have reasonably known about the discrimination. A list of EEO Counselors is posted on the unit’s technician bulletin board.

Should you have questions concerning our Equal Employment Opportunity Program or the complaint process, please contact the Alabama National Guard EEO Office.

Chapter 28

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The Employee Assistance Program in the Alabama National Guard is a referral program. The purpose of the program is to assist employees in locating agencies or services that can best help them to deal with personal problems that affect their job performance and well-being.

Participation in the EAP is confidential except when issues involve jeopardy to life, to the welfare of the organization, and to state laws. Referral to the EAP may be either a Self-Referral or a Supervisory Referral..

To participate in the EAP, the employee or the employee’s supervisor must contact the EAP Coordinator at the State Equal Employment Opportunity Office.

If the employee requires help from an outside resource, such help will be at the employee’s own expense.

Chapter 29

CAREER TRANSITION ASSISTANCE

The Alabama National Guard is committed to assisting technicians who are affected by reorganization, realignment and downsizing. The goal of this program is to provide services and selection priority to assist these technicians by supporting them in finding other jobs, either within government or in the private sector.

Chapter 30

PHYSICAL FITNESS

Employees may be granted authorized absences for up to 3 hours per week to participate in an approved physical fitness program. This physical activity must be coordinated with your supervisor.

Chapter 31

SMOKING POLICY

Smoking tobacco harms readiness by impairing physical fitness and raising health costs of both the smoker and those exposed to Environmental Tobacco Smoke ( ETS ). The smoking policy for the AL ARNG is that smoking is prohibited in all occupied buildings and work areas. This includes, but is not limited to, private offices, hallways, auditoriums, conference rooms, rest rooms, and supply rooms. Smoking is also prohibited in AL ARNG vehicles and aircraft to include GSA leased vehicles.

Chapter 32

SAFETY / HEALTH

It is the goal of the Alabama National Guard to provide the technician an environmentally safe workplace. Safety equipment will be provided and must be utilized as required.

SUMMARY

This handbook has been prepared in order to furnish technicians a brief overview of benefits, entitlements, policies and procedures pertaining to employment in the Alabama National Guard technician program. The Human Resources Office personnel are available to assist technicians with details, questions or problems concerning employment.

Download THIS HANDBOOK IN WORD 97