ORD Managers MeetingORD Managers MeetingHR IssuesHR Issues

Briefing & DiscussionBriefing & Discussion

November 2008November 2008

PurposePurpose

Share Current StatusShare Current Status

> > Completed HR Policies for FY 08Completed HR Policies for FY 08

> Performance Management – PARS> Performance Management – PARS

> Alternate Work Schedules> Alternate Work Schedules

Questions & AnswersQuestions & Answers

Completed or in Final Review HR Completed or in Final Review HR Policies for FY 08Policies for FY 08

A)A) Reasonable Accommodation OrderReasonable Accommodation Order

Status: Completed and in effectStatus: Completed and in effect

Summary: Assigns responsibility for Summary: Assigns responsibility for requesting and providing reasonable requesting and providing reasonable accommodations for EPA employees accommodations for EPA employees and applicants with disabilities. Revision and applicants with disabilities. Revision establishes a HQ Local Reasonable establishes a HQ Local Reasonable Accommodation Coordinator (LORAC’s)Accommodation Coordinator (LORAC’s)

Completed or in Final Review Completed or in Final Review Policies for FY 08Policies for FY 08

B)B) Student Career Experience Program Student Career Experience Program (SCEP) Guidance and Brochure(SCEP) Guidance and Brochure

Status: Status:

> Guidance—Completed and in effect> Guidance—Completed and in effect

> Brochure---Published and distributed> Brochure---Published and distributed

Summary: Clarifies the proper use of the Summary: Clarifies the proper use of the SCEP appointing authority.SCEP appointing authority.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

C)C) Job AnalysisJob Analysis

Status: Completed and in effectStatus: Completed and in effect

Summary: Clarifies that job analysis is a basic Summary: Clarifies that job analysis is a basic requirement of Agency employment practices. requirement of Agency employment practices. Proper job analysis identifies: the basic duties Proper job analysis identifies: the basic duties of the position; the knowledge, skills and of the position; the knowledge, skills and abilities required to perform the duties; and the abilities required to perform the duties; and the factor that are important in evaluating factor that are important in evaluating candidates.candidates.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

D)D) E-VerifyE-Verify

Status: Completed and in effectStatus: Completed and in effect

Summary: Implements the use of the Summary: Implements the use of the joint DHS/SSA operated system to verify joint DHS/SSA operated system to verify employment eligibility for all newly-hired employment eligibility for all newly-hired employees.employees.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

E)E) Quality Assurance in the Hiring ProcessQuality Assurance in the Hiring ProcessStatus: Completed and in effectStatus: Completed and in effectSummary: Highlights the legal and regulatory Summary: Highlights the legal and regulatory procedures that servicing HR offices must procedures that servicing HR offices must follow in the hiring process and the procedures follow in the hiring process and the procedures that managers and supervisors should use to that managers and supervisors should use to ensure quality. Also, in order to prevent an ensure quality. Also, in order to prevent an applicant from gaining favorable consideration applicant from gaining favorable consideration during the hiring process based on bogus during the hiring process based on bogus degrees or degrees obtained from degrees or degrees obtained from unaccredited institutions, the HR specialist unaccredited institutions, the HR specialist must verify the legitimacy of the degree.must verify the legitimacy of the degree.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

F)F) Time-In-GradeTime-In-GradeStatus: In final reviewStatus: In final reviewSummary: Outlines the Agency’s policy Summary: Outlines the Agency’s policy concerning time-in-grade restrictions for concerning time-in-grade restrictions for Competitive Service positions. This revision Competitive Service positions. This revision rescinds previous EPA-specific policy that rescinds previous EPA-specific policy that extended time-in-grade promotion restrictions extended time-in-grade promotion restrictions to employees serving on Excepted Service to employees serving on Excepted Service appointments (those for which the candidate is appointments (those for which the candidate is not required to compete). not required to compete).

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

G)G) Employment of RelativesEmployment of RelativesStatus: In issue resolution phase of the Status: In issue resolution phase of the Directives Clearance Review (DCR) ProcessDirectives Clearance Review (DCR) ProcessSummary: Updates the Agency’s policy Summary: Updates the Agency’s policy regarding the employment of relatives. regarding the employment of relatives. Relatives shall not be selected, appointed, or Relatives shall not be selected, appointed, or assigned to a position in the Agency in which assigned to a position in the Agency in which one relative may directly or indirectly control or one relative may directly or indirectly control or influence the work or employment of the other influence the work or employment of the other relative, or the affairs of the organization in relative, or the affairs of the organization in which the other relative is employed.which the other relative is employed.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

H)H) Area of Consideration Under the Veterans Area of Consideration Under the Veterans Employment Opportunities Act of 1998 (VEOA)Employment Opportunities Act of 1998 (VEOA)Status: Completed and in effectStatus: Completed and in effectSummary: The MSPB rules that any individual Summary: The MSPB rules that any individual eligible under the VEOA, regardless of where eligible under the VEOA, regardless of where he or she is located, may compete for a he or she is located, may compete for a vacancy whenever an agency accepts vacancy whenever an agency accepts applications from outside of its own workforce. applications from outside of its own workforce. Thus, any specified area of consideration Thus, any specified area of consideration limitation would not apply to a VEOA-eligible limitation would not apply to a VEOA-eligible candidate. candidate.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

I)I) Telework PolicyTelework Policy

Status: In final reviewStatus: In final review

Summary: This policy governs the use Summary: This policy governs the use of telework in EPA; it will replace the of telework in EPA; it will replace the 1997 Flexiplace Policy. 1997 Flexiplace Policy.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

J)J) Emergency Telework PolicyEmergency Telework Policy

Status: In final reviewStatus: In final review

Summary: This is a new policy that Summary: This is a new policy that addresses the use of telework during addresses the use of telework during emergency situations such as a emergency situations such as a pandemic health crisis.pandemic health crisis.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

K) Telework Time Reporting Code BulletinK) Telework Time Reporting Code BulletinStatus: In final reviewStatus: In final reviewSummary: New Time Reporting Codes Summary: New Time Reporting Codes (TRC’s) for Telework were implemented (TRC’s) for Telework were implemented by OCFO in early 2007, but the codes by OCFO in early 2007, but the codes are not being used in a uniform manner are not being used in a uniform manner to document Flexiplace hour categories. to document Flexiplace hour categories. This bulletin explains proper use of the This bulletin explains proper use of the codes to all employees. codes to all employees.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

L) Pandemic and Emergency Human L) Pandemic and Emergency Human Capital Planning Reference GuideCapital Planning Reference GuideStatus: In final reviewStatus: In final reviewSummary: This new document is a Summary: This new document is a reference guide to be a basic resource reference guide to be a basic resource document for managers and supervisors document for managers and supervisors to provide them with information and to provide them with information and answers about HR aspects that they may answers about HR aspects that they may confront during a pandemic health crisis. confront during a pandemic health crisis.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

M)M) Student Loan Repayment Program Plan and Student Loan Repayment Program Plan and BrochureBrochureStatus: Completed and in effectStatus: Completed and in effectSummary: In 2007, the EPA SLR Plan was Summary: In 2007, the EPA SLR Plan was revised to incorporate the new regulatory revised to incorporate the new regulatory maximums---from $6,000 per annum to maximums---from $6,000 per annum to $10,000 and from $40,000 per career to $10,000 and from $40,000 per career to $60,000.$60,000.The brochure was published in the summer of The brochure was published in the summer of 2008 to inform supervisors of the overall 2008 to inform supervisors of the overall change.change.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

N)N) Pay Limitations---Delegation of Authority to Declare Pay Limitations---Delegation of Authority to Declare Non-natural Disaster EmergenciesNon-natural Disaster EmergenciesStatus: Completed and in effectStatus: Completed and in effectSummary: Prior to this redelegation, DA’s and RA’s Summary: Prior to this redelegation, DA’s and RA’s had the authority to declare natural disaster had the authority to declare natural disaster emergencies in order that exceptions could be made to emergencies in order that exceptions could be made to the biweekly maximum earnings limitation for the biweekly maximum earnings limitation for employees working overtime in response to the employees working overtime in response to the emergency. However, they did not have the authority emergency. However, they did not have the authority to declare non-natural disaster emergencies for the to declare non-natural disaster emergencies for the same purpose. This redelegation now gives DA’s and same purpose. This redelegation now gives DA’s and RA’s the authority to declare disaster emergencies for RA’s the authority to declare disaster emergencies for both natural and non-natural occurrances. both natural and non-natural occurrances.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

O)O) Agency Order on Authorization for the Performance of Agency Order on Authorization for the Performance of and Payment for Duty Involving Physical Hardship or and Payment for Duty Involving Physical Hardship or HazardHazardStatus: In final reviewStatus: In final reviewSummary: Revision of the 2004 Agency Order to:Summary: Revision of the 2004 Agency Order to:>> Incorporate National Incident Management Incorporate National Incident Management System (NIMS) procedures for multi-agency and multi-System (NIMS) procedures for multi-agency and multi-region responses to major emergenciesregion responses to major emergencies> Clarify process participant roles> Clarify process participant roles> Add scenario examples> Add scenario examples> Add a process function flow chart > Add a process function flow chart

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

P)P) Travel Compensatory Time Off (TCTO)Travel Compensatory Time Off (TCTO) Final Agency PolicyFinal Agency PolicyStatus: In final reviewStatus: In final reviewSummary: An interim agency policy was implemented Summary: An interim agency policy was implemented in 2006 using a manual tracking method. This in 2006 using a manual tracking method. This permanent policy replaces the interim policy, permanent policy replaces the interim policy, incorporating:incorporating:> “Lessons learned” from the interim policy> “Lessons learned” from the interim policy> LER-Union agreement> LER-Union agreement> Implementation of PeoplePlus automated tracking > Implementation of PeoplePlus automated tracking codes and input (to be activated upon issuance of the codes and input (to be activated upon issuance of the signed policy.signed policy.

Completed or in Final Policies for Completed or in Final Policies for FY 08FY 08

Q)Q) Professional Liability Insurance Premium Professional Liability Insurance Premium Reimbursement ProgramReimbursement ProgramStatus: Completed and in effect Status: Completed and in effect Summary: This establishes the policy and Summary: This establishes the policy and procedures for qualified employees to obtain procedures for qualified employees to obtain partial reimbursement for professional liability partial reimbursement for professional liability insurance premiums.insurance premiums.This was revised August 20, 2008 at the This was revised August 20, 2008 at the request of the AO. Qualified employees may request of the AO. Qualified employees may apply for reimbursement for premiums at any apply for reimbursement for premiums at any time during the current fiscal year in which they time during the current fiscal year in which they pay their yearly premium. pay their yearly premium.

Performance ManagementPerformance ManagementPARS BackgroundPARS Background

Since September 2005, EPA has Since September 2005, EPA has implemented a new 5-tier performance implemented a new 5-tier performance management system.management system.

Beginning in October 2008, EPA has Beginning in October 2008, EPA has moved to a fiscal year performance moved to a fiscal year performance management schedule. – GS/GM and management schedule. – GS/GM and SES Performance Cycles AlignedSES Performance Cycles Aligned

Performance ManagementPerformance ManagementPARS UpdatePARS Update

Major Future Policy Issues or DecisionsMajor Future Policy Issues or Decisions

– Fate of PARS in New AdministrationFate of PARS in New Administration

– PARS PolicyPARS PolicyA workgroup (management, unions, other A workgroup (management, unions, other stakeholders) is being convenedstakeholders) is being convened

Alternate Work SchedulesAlternate Work SchedulesOverviewOverview

The authority allowing adoption of Alternative The authority allowing adoption of Alternative Work Schedules (AWS) came into existence in Work Schedules (AWS) came into existence in 1983.1983.

AWS’s include two distinct categoriesAWS’s include two distinct categories

>> Compressed Work Schedules (CWS)Compressed Work Schedules (CWS)

>> Flexible Work Schedules (FWS)Flexible Work Schedules (FWS)

The terms Alternative, Compressed and Flexible The terms Alternative, Compressed and Flexible are not synonymous. AWS is the umbrella, but are not synonymous. AWS is the umbrella, but CWS’s & FWS’s are separate under it.CWS’s & FWS’s are separate under it.

Alternate Work SchedulesAlternate Work SchedulesPurpose or Intent of AWS’s Purpose or Intent of AWS’s

AWS’s are Federal work schedule options AWS’s are Federal work schedule options that are aimed at:that are aimed at:

Improving employee morale and efficiencyImproving employee morale and efficiency

Reducing unprogrammed employee time Reducing unprogrammed employee time offoff

Reducing employee commuting Reducing employee commuting requirements and improving commuting requirements and improving commuting conditionsconditions

Alternate Work SchedulesAlternate Work SchedulesStatus in EPAStatus in EPA

Agencies may adopt no, some or all of the OPM Agencies may adopt no, some or all of the OPM devised AWS “modules”.devised AWS “modules”.Because adoption of AWS’s is negotiable, Because adoption of AWS’s is negotiable, various modules have been adopted at various various modules have been adopted at various EPA locations, some only with Bargaining Unit EPA locations, some only with Bargaining Unit Agreements.Agreements.Presently, only one AWS has been adopted Presently, only one AWS has been adopted Agency-wide---the 5-4/9 CWS.Agency-wide---the 5-4/9 CWS.Although they both come under the AWS Although they both come under the AWS umbrella, CWS’s & FWS’s may not be umbrella, CWS’s & FWS’s may not be hybridized (combined or tailored to reduce hybridized (combined or tailored to reduce differences in regulation). differences in regulation).

Alternate Work SchedulesAlternate Work SchedulesHistory in EPAHistory in EPA

Pilot FWS’s were adopted by EPA in 1979.Pilot FWS’s were adopted by EPA in 1979.The 5-4/9 CWS module was adopted in The 5-4/9 CWS module was adopted in EPA both in pilot and as permanent in EPA both in pilot and as permanent in 1989.1989.Certain other modules have been adopted Certain other modules have been adopted in EPA at certain locations since.in EPA at certain locations since.In recent years, NTEU and AFGE have In recent years, NTEU and AFGE have adopted the 4-10 CWS and the Flexitour adopted the 4-10 CWS and the Flexitour FWS nation-wide for EPA.FWS nation-wide for EPA.

Alternate Work SchedulesAlternate Work SchedulesMain Distinction Between CWS’s & Main Distinction Between CWS’s &

FWS’s FWS’s CWS are “fixed” work schedules; they cannot be CWS are “fixed” work schedules; they cannot be changed by the employee. The employee must changed by the employee. The employee must obtain supervisory PRIOR permission to deviate obtain supervisory PRIOR permission to deviate or alter.or alter.

All FWS’s must include some provision by which All FWS’s must include some provision by which the employee is give some authority to make a the employee is give some authority to make a schedule change without supervisory permission schedule change without supervisory permission (although the supervisor must be notified). (although the supervisor must be notified).

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Alternate Work SchedulesAlternate Work SchedulesCWS Definition & Modules CWS Definition & Modules

Definition: An AWS in which the employee’s Definition: An AWS in which the employee’s basic 80-hour biweekly schedule is basic 80-hour biweekly schedule is completed in less than ten work days.completed in less than ten work days.

In EPA, includes 5-4/9 CWS ModuleIn EPA, includes 5-4/9 CWS Module

In EPA, includes 4-10 CWS ModuleIn EPA, includes 4-10 CWS Module

Alternate Work SchedulesAlternate Work SchedulesFWS Definition & ModulesFWS Definition & Modules

Definition: An AWS in which the employee Definition: An AWS in which the employee is given some latitude to make a change is given some latitude to make a change or changes in the employee’s work or changes in the employee’s work schedule without supervisory approval.schedule without supervisory approval.

In EPA, FWS Flexitour ModuleIn EPA, FWS Flexitour Module

In EPA, FWS Maxiflex ModuleIn EPA, FWS Maxiflex Module

In EPA, the EPA Maxitour ModuleIn EPA, the EPA Maxitour Module

Alternate Work SchedulesAlternate Work Schedules5-4/9 CWS Module 5-4/9 CWS Module

In each pay period, the employee works eight (8) In each pay period, the employee works eight (8) nine-hour days and one (1) eight-hour day. nine-hour days and one (1) eight-hour day.

The employee has one additional non-duty day The employee has one additional non-duty day per pay period, called the compressed day off per pay period, called the compressed day off (CDO).(CDO).

The CDO cannot be split into half-days.The CDO cannot be split into half-days.

Overtime pay is not earned until the employee Overtime pay is not earned until the employee works beyond the scheduled CWS daily tour of works beyond the scheduled CWS daily tour of duty, or more than 80 hours in a pay period.duty, or more than 80 hours in a pay period.

Alternate Work SchedulesAlternate Work Schedules4-10 CWS Module4-10 CWS Module

The employee works four ten-hour days The employee works four ten-hour days per week and eight in a pay period.per week and eight in a pay period.

The employee has an additional non-duty The employee has an additional non-duty day per week, two per pay period.day per week, two per pay period.

Overtime is not earned until the employee Overtime is not earned until the employee works hours beyond the CWS daily tour of works hours beyond the CWS daily tour of duty or more than 80 hours in a pay duty or more than 80 hours in a pay period.period.

Alternate Work SchedulesAlternate Work SchedulesCompressed Days OffCompressed Days Off

CDO’s are additional (to the weekend) SCHEDULED CDO’s are additional (to the weekend) SCHEDULED non-duty days in a CWS.non-duty days in a CWS.Since CDO’s are scheduled and not “earned” days, the Since CDO’s are scheduled and not “earned” days, the CDO may be on the first day of the pay period. CDO may be on the first day of the pay period. A 5/4-9 CWS may have only one, and a 4-10 CWS may A 5/4-9 CWS may have only one, and a 4-10 CWS may have only two CDO’s per pay period.have only two CDO’s per pay period.Employees may request temporary rescheduling of their Employees may request temporary rescheduling of their CDO with their supervisor.CDO with their supervisor.CDO’s may not be changed by the supervisor merely to CDO’s may not be changed by the supervisor merely to deprive an employee of a three-or-more day hiatus.deprive an employee of a three-or-more day hiatus.Employees are not entitled to a rescheduling of a CDO Employees are not entitled to a rescheduling of a CDO merely to create a three-or more day hiatus. merely to create a three-or more day hiatus.

Alternate Work SchedulesAlternate Work SchedulesFWS Flexitour Module FWS Flexitour Module

The employee works eight (8) hours per day, five days The employee works eight (8) hours per day, five days per week. per week. Within a designated range, the employee may alter the Within a designated range, the employee may alter the tour of duty starting time at an agency- or collective tour of duty starting time at an agency- or collective bargaining agreement-designated interval or increment bargaining agreement-designated interval or increment (annually, semi-annually, quarterly, monthly, by pay (annually, semi-annually, quarterly, monthly, by pay period, or weekly).period, or weekly).Credit hours may be earned.Credit hours may be earned.The employee may work regular discretionary hours in The employee may work regular discretionary hours in the night zone with no entitlement to night pay, as long the night zone with no entitlement to night pay, as long as management permits the employee eight regular as management permits the employee eight regular hours during the day zone. hours during the day zone. The employee must work during designated core hours, The employee must work during designated core hours, unless on approved absence or leave.unless on approved absence or leave.

Alternate Work SchedulesAlternate Work SchedulesFWS Maxiflex Module FWS Maxiflex Module

The employee may alter the length of the The employee may alter the length of the daily tour of duty or the weekly tour of daily tour of duty or the weekly tour of duty.duty.The employee works eight (8) hours per The employee works eight (8) hours per day for ten days per pay periodday for ten days per pay periodThe employee may work credit hours. The employee may work credit hours. The employee must work designated core The employee must work designated core hours, unless on approved absence or hours, unless on approved absence or leave.leave.

Alternate Work SchedulesAlternate Work SchedulesFWS Maxiflex w/4-10 & 5-4/9 FWS Maxiflex w/4-10 & 5-4/9

OptionsOptionsIf the Agency or the CBA relaxes the core hour If the Agency or the CBA relaxes the core hour requirement, the employee may accomplish the requirement, the employee may accomplish the 80-hour regular tour of duty per pay period in 80-hour regular tour of duty per pay period in less than ten days.less than ten days.The employee may adopt a FWS Maxiflex 5-4/9 The employee may adopt a FWS Maxiflex 5-4/9 or FWS Maxiflex 4-10, that mimics the or FWS Maxiflex 4-10, that mimics the comparable CWS, but still has FWS comparable CWS, but still has FWS compensation distinctions (later slide). compensation distinctions (later slide). At least one hour of regular work must be At least one hour of regular work must be scheduled in each workweek of the pay period.scheduled in each workweek of the pay period.

Alternate Work SchedulesAlternate Work SchedulesEPA-Specific FWS Maxitour EPA-Specific FWS Maxitour

Module Module Agencies may tailor existing FWS modules to Agencies may tailor existing FWS modules to their own needs, or develop their own.their own needs, or develop their own.In order to allow some CWS employees to work In order to allow some CWS employees to work discretionary hours in the night pay zone, in discretionary hours in the night pay zone, in 2004 EPA adopted a modified Flexitour Module 2004 EPA adopted a modified Flexitour Module with relaxed core hours, a provision borrowed with relaxed core hours, a provision borrowed from the Maxiflex module. from the Maxiflex module. This was available only on a “grandfathered” This was available only on a “grandfathered” basis.basis.Called by EPA Maxitour, it allowed some CWS Called by EPA Maxitour, it allowed some CWS employees to volunteer to move to the FWS.employees to volunteer to move to the FWS.

Alternate Work SchedulesAlternate Work SchedulesFWS Credit Hour Option FWS Credit Hour Option

The Agency or CBA’s may allow any FWS The Agency or CBA’s may allow any FWS implementation to include the credit hour option.implementation to include the credit hour option.Credit hours are not an entitlement; the agency does not Credit hours are not an entitlement; the agency does not have to adopt them.have to adopt them.Credit hours may not be permitted with any work Credit hours may not be permitted with any work schedules other than FWS’s.schedules other than FWS’s.Some discretionary aspects of credit hours may vary Some discretionary aspects of credit hours may vary from region to region or from CBA to CBA.from region to region or from CBA to CBA.Supervisory approval is required to schedule the working Supervisory approval is required to schedule the working of credit hours.of credit hours.No more than 24 credit hours may be carried from one No more than 24 credit hours may be carried from one pay period to the next.pay period to the next.

Alternate Work SchedulesAlternate Work SchedulesAWS’s and HolidaysAWS’s and Holidays

When an AWS employee is relieved from work on a When an AWS employee is relieved from work on a Federal holiday, there is a difference between those on a Federal holiday, there is a difference between those on a CWS and those on a FWS.CWS and those on a FWS.The CWS employee is paid for all regularly scheduled The CWS employee is paid for all regularly scheduled hours, whether 8, 9 or 10.hours, whether 8, 9 or 10.The FWS employee may be paid for no more than eight The FWS employee may be paid for no more than eight (8) regular hours on a holiday(8) regular hours on a holidayTherefore, FWS employees scheduled for 9 or 10 Therefore, FWS employees scheduled for 9 or 10 regular hours on a holiday must reschedule and work regular hours on a holiday must reschedule and work those hours on another day in the pay period.those hours on another day in the pay period.If there is more than one holiday in a pay period, there If there is more than one holiday in a pay period, there may be additional hours that must be shifted by the FWS may be additional hours that must be shifted by the FWS employee.employee.

Alternate Work SchedulesAlternate Work SchedulesCDO’s & In-Lieu-of HolidaysCDO’s & In-Lieu-of Holidays

When one of the ten (10) Federal holidays falls on an When one of the ten (10) Federal holidays falls on an AWS employee’s CDO or scheduled non-duty day, the AWS employee’s CDO or scheduled non-duty day, the employee is entitled to an in-lieu-of holiday.employee is entitled to an in-lieu-of holiday.The CDO or scheduled non-duty day does not change---The CDO or scheduled non-duty day does not change---it is the holiday for the employee that moves to another it is the holiday for the employee that moves to another day.day.The in-lieu-of holiday is the employee’s immediately The in-lieu-of holiday is the employee’s immediately PRECEDING scheduled duty day.PRECEDING scheduled duty day.If the holiday falls on a Sunday, the in-lieu-of holiday If the holiday falls on a Sunday, the in-lieu-of holiday moves the employee’s immediately FOLLOWING moves the employee’s immediately FOLLOWING scheduled duty day.scheduled duty day.Since it is the holiday that moves, it does not matter if Since it is the holiday that moves, it does not matter if there is more than one holiday in a pay period.there is more than one holiday in a pay period.

Alternate Work SchedulesAlternate Work SchedulesCurrent DevelopmentsCurrent Developments

Following the NTEU national agreement, Following the NTEU national agreement, AFGE has recently adopted the 4-10 CWS AFGE has recently adopted the 4-10 CWS module and the FWS Flexitour module.module and the FWS Flexitour module.

OHR HRPD is developing a plan to adopt OHR HRPD is developing a plan to adopt the 4-10 CWS for non-bargaining unit the 4-10 CWS for non-bargaining unit employees agency-wide.employees agency-wide.

Alternate Work SchedulesAlternate Work SchedulesFutureFuture

Since AWS’s are both discretionary on the part Since AWS’s are both discretionary on the part of the Agency, and negotiable relative to the of the Agency, and negotiable relative to the unions, administration of them in EPA cannot be unions, administration of them in EPA cannot be completely centralized.completely centralized.Future developments depend on subsequent Future developments depend on subsequent CBA negotiations or management initiatives.CBA negotiations or management initiatives.Presently there is no agency-wide management Presently there is no agency-wide management expansion proposal, but consideration is being expansion proposal, but consideration is being given to adopting the 4-10 CWS agency-wide.given to adopting the 4-10 CWS agency-wide.