Where can I find the procedures for reporting child abuse and/or neglect?
SCAN and Critical Incident Reporting
All Critical Incident and Suspected Child Abuse and Neglect (SCAN) Reports need to be made to Michelle Begay, SCAN Program Specialist at the number below. The SCAN Office will then immediately notify ELO's and ADD's of all reports and current disposition.
P:505-563-5290 EMAIL: michelle.begay@bie.edu
Where can I find information on Federal Labor-Management Relations?
Information on Federal Labor-Management relations is found in the Federal Service Labor-Management Relations Statute (Chapter 71 of Title 5 of the U.S. Code) and in the specific provisions in agreements negotiated between the employing Agency and the labor union that represents the employees.
Where can I find information on Unfair Labor Practice Charges?
The Employee & Labor Relations Staff has prepared an Unfair Labor Practice information sheet for supervisors here. Follow this link!
What is the policy of the Department of the Interior on employee use of government equipment?
The Department of the Interior policy on employee use of government equipment was outlined in a memorandum dated June 14, 2000, available here.
What is a probationary period and why is it important?
A probationary period is an extension of the hiring process that allows a supervisor an opportunity to assess and employee's character and ability to satisfactorily perform the duties of the position. It is used, as fully as possible; to determine the fitness of an employee for the position that he or she was hired to perform. If the supervisor determines during the probationary period that an employee has failed to demonstrate an ability to satisfactorily meet the requirements of the position or is otherwise not suitable for continued employment, the supervisor can terminate the employee with a written notice two (2) weeks prior to the effective date. This notice must be coordinated with the Human Resources Office. A probationary employee who is terminated has no statutory adverse action appeal rights and can appeal to the Merit Systems Protection Board (MSPB) in only very limited circumstances.
The length of the probationary period for OIEP employees is:
Status of EmployeeProbationary Period Determined by:
Bargaining Unit CoverageNegotiated Agreement or Applicable Memorandum
Title 5 Employees (including Supervisors)Title 5, Code of Federal Regulations
Contract Supervisors & Managers62 BIAM 11.25
For more detailed information on the probationary period, please contact the Human Resources Office.
What is the difference between Leave Without Pay (LWOP) and Absence Without Approved Leave (AWOL)?
LWOP and AWOL are both non-pay leave categories. However, there is a significant difference between the two. LWOP is a temporary absence from duty in a non-pay status that is officially approved and granted at the employee's request. For contract employees, an immediate supervisor can approve up to one (1) week of LWOP. AWOL is absence without leave from work for which the employee did not otherwise receive approval for leave. The employee's immediate supervisor is responsible for seeing that each employee is charged as AWOL when the employee is absent from work without proper authorization. The supervisor should coordinate with his or her Business Manager/Business Technician and the Human Resources Office to determine if disciplinary action against the AWOL employee is appropriate.
Where can I find the procedures that cover renewal and non-renewal of a contract employee's employment contract?
Some procedures cover both renewal and non-renewal of an employee's employment contract. These are found in 62 BIAM 11.26. The specific procedures that cover non-renewal of an employee's employment contract are located in 62 BIAM 11.27.
