PROCEDURES FOR NOTIFICATION TO INDIVIDUAL OF DISQUALIFICATION FOR EMPLOYMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP59-00882R000300150058-6
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 20, 2016
• Document Release Date: July 20, 2000
• Sequence Number: 58
• Publication Date: August 17, 1955
• Content Type: MEMO

Approved For Release 2006/10/19: CIA-RDP59-00882R000300150058-6
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17 August 19,;-5
MEADRANDAA OF UMIVAMADIUG
tUBJT,JeTs Procedures for notifloat
for Fauployeent
The orineiples sad procedures deseribed in this oemeraudua relate to
the notificatios to individuals* either applicants or employees, concereing
the feet of their disquelifioation for staff eoployoent. in addition to
the notification procedure outlined herein, such other procedures as may
be required by live or regulation to soonoplish separation under the circuas
stances of each oase will be applied.
2. erinOple.
s. The Director of 'organ:ea is resisoT tole for roU ying individuals,
either appliesats or employees, of disqoalificatioa for eaployoant. Although
such disquaLifioation may be for medloai, security or other reasons, the
foroal notifioation to the individual will not reveal the specific reasons
therefor unless foroel chargee are to be Amide ageinst tho individual.
b. The Director of becurity and the Chief* Aedieal bteff, are restive-
eine for advising incumbent employees of the reams for their disqualifi-
cation on security or medical undo respectively, if such action in
deemed appropriate.
3. medical Diaqualifioations
a. Applioanta
(1) The Chief, Medina Staff, will forward recommendations for
medical disqualifioatioa to the Director of Personnel for :appropriate
administrative action.
(2) The Medical Staff will advise the individual or, won his re-
quest, his personal physician of the reasons for his disqualification
when, in the opinion of the Mediosl Staff, it is vital to the individ-
ual or to the ?ublio health that such information be given.
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b. ImpUrns
(1) The Cast, nedical Staff, will foreard recommendations for
mmdisal disqualification to the Director of Perso,owel for appropriate
administrative astienvith a copy to the appropriate operating official.
(2) Professional findings and recommendations will be discussed
with the employee or, if he or his properly designated representative
requests it, with his personal physivian. Such dieoussion will tabs
place either prior to or concurrently with the (=lording of the roe-
ommeedation for disqualification.
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a. Applicants
The Director of Security will advise the Director of Pere:04nel in
writing of all security disapprovals of applicant cum Moder no
eirevartanoes will the applioant be advised of the security disappro:cal
but he will be sent a routine reject letter Ly the Director of Personnel.
b. FePlarles
(1) When adverse eecurity information is developed during entrance
on duty processing, the Office of Security wi)3 verbally advise the
Office of Personnel to place the individual in a"hold* status. If
von approisel, the information is ineufficient to require further ac-
tion, the *hold* will be released by a telephone call to the Office of
Personnel from the ?Moe of Security. If upon appraisal, it becomes
necessary to take security action the individual will be personally
contacted by an aft?, of Seourity representative and advised that he
will be subject to adverse administrative lotion. if the individual
elects to submit a voluntary resignation, he will be referred to the
Offies of Personnel where his resignation will be aeoepted for *per-
sonal reasons.* The Office of Personnel will be advised at Lis (Moire
to resign in order that he say. be permitted to do so without efforts
to retain his. If the individual does not elect to resign, his ease
will be referred to the Director's Offioe for ap?ropriate administra-
tive action.
(2) Vnenever it Wood's necessary to security to aisioalify an in-
Gunboat vaployee, the em?loyee will be contacted directly by the vffiee
of Seourity and will be interviewed and advised that ad-Jerse adainistre-
tive action is pending. If the individual chooses to resign, he will be
Approvpd For Release2006/10/19 : CIA-RDP59-00882R000300150058-6
permitted to handle this setter personally in a routine manner through
his division. The Direetor of teourity will *dote. the Director of
ilersonnel in confidence of the individael's intention to resign. if
the individual refuses to resign, his case will be prepared and forwerded
to the Director's Office for c:=propriete administrative action.
5. Notification by Office of Fersonnei
S. Applicants
Open receipt of reconvende loll for disqualification of an applicant
for employment for security, medical, or other reason's. the Office of
eersonnel will infers the sponsoring official, if Inn of the disquali-
(teatime to determine whether he desires furtner review of the case.
Wan a decision has been akvroved to cancel processing, the Office of
.:.'ersonnel will appropriately notify the individual.
b. Earployees
Upon receipt of reco4Aendation for disqualification of an employee
for seourity, medioal, or other Pomona, the Office of eersonnel will
inform the employee's senior supervisor to determine uhetner ha desires
further review of the case. 'whea a decision to separate the employee
has been reached, the Office of eersonnel will *PP ropriately notify the
individual of this fact and of the general nature of the reasons (se-
curity, medieel, ar other) and advise his as to how further amplifica-
tion mew be arranged through the Office of Eacerity, Medioal litaff, or
ether Wise, as appropriate. The Office of Personnel will ensure that
the eeparstion action ie attested in complianoe with applicatae laws,
rules and regulations.
6. Goners? colglitel
.-5enere
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Director of Z.:4