SUPPORT BULLETIN 1968

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04724A000800070001-0
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 22
• Document Creation Date: November 11, 2016
• Document Release Date: April 13, 1999
• Sequence Number: 1
• Publication Date: September 1, 1968
• Content Type: BULL

FOR INFORMATION OF HEADQUARTERS AND FIELD PERSONNEL
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The Support Bulletin, published periodically, is designed to keep head-
quarters and field personnel informed on administrative, personnel, and
support matters. The Support Bulletin is not directive in nature but
rather attempts to present items which, in general, are of interest to all
personnel and, in particular, of interest to those employees occupying
various support positions. Suggestions and constructive criticism from
both headquarters and field personnel are encouraged.
NOTE : - This bulletin is for information only. It does not con-
stitute authority for action and is in no way a substitute
for regulatory material.
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TABLE OF CONTENTS
Page
PROGRESS IN SUGGESTION AND INVENTION AWARDS
PROGRAM ..................................................
2
MILITARY RETIREMENT NOTES ..............................
4
TRAINING NEWS .............................................
6
Enthusiasm for popular management course continues ........
6
Programmed instruction for the overseas employee .............
6
YOU CAN HELP SAVE A LIFE ................................
7
THE QUESTION BOX ..........................................
8
Civil service retirement-leave and deposits ..................
8
Crediting military service for civil service retirement .........
9
Health benefits ............................................
11
HELP FROM YOUR RECORDS MANAGEMENT OFFICER ........ 12
LONG DISTANCE XEROGRAPHY (LDX) ....................... 13
SAFETY HINTS ............................................... 14
Flammable liquids-a possible danger ....................... 14
Good cheer-and good sense ................................ 15
THINKING OF CANCELLING YOUR HEALTH INSURANCE? ...... 16
SUPPORT COMPONENTS HISTORICAL PROGRAM .............. 17
A LOOK AT LEGISLATION .................................... 18
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CPYRGHT
Progress in suggestion and
invention awards program
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Increased Participation in Program
A recently released report of the Suggestion
Awards Committee reveals that in F.Y. 1968
there was an accelerated participation in the
Suggestion and Invention Awards Program by
our employees. The volume of remarkable
achievements submitted through the Program
shows that most of our employees have a good
understanding of the criteria for constructive
improvement proposals.
Substantial participation increases were
made last year. The total number of sug-
gestions received exceeded the previous year
by 27 percent with eligible cases increasing
25 percent. Of the eligible cases considered,
22 percent were adopted for use.
Leadership Pays Off
Although the Committee admits that some
of the progress may be due to increased pub-
licity, briefings and the members' personal
interest, it gives primary credit for the ac-
celerated participation to the program co-
ordinators and internal panels, plus the high
level of supervisory interest and inspiration
displayed in many offices.
In one area, office heads have been en-
couraged to use the Program as a "manage-
ment tool" and to consider establishing in-
ternal panels which have proved so success-
ful in stimulating and recognizing ideas.
Elite Club for Top Suggesters
One large component has been so success-
ful in motivating employees to submit sig-
nificant ideas that it has formed a Century
Club for the many employees who have been
recognized by awards of $100 or more.
The head of the component when launching
the first meeting of the Century Club pre-
sented each member with a Certificate of
Membership. He urged members to continue
illustrating the force of their ideas and the
depth of their insight and perception by sub-
mitting additional proposals of real value.
Substantial Savings from Suggestions
During the year some very substantial
awards were made for suggestions and inven-
tions, resulting in savings and benefits that
were 27 times greater than our awards cost
or the "investment" we made to recognize
and reward employees.
The Year Ahead
At the end of F.Y. 1968 a substantial num-
ber of cases were under active analysis and
study with several large scale achievements
nearing consideration by the committee. The
committee is confident that F.Y. 1969 can
result in another increase in the volume of
eligible suggestions if officials will convince
their supervisors of the value of the Pro-
gram as a management tool and problem-
solving system, and in turn supervisors will
encourage their employees to use their ex-
perience and initiative to come up with new
ideas and improvements.
When are you going to submit your good
idea for "eliminating, combining, improving,
simplifying or saving?"
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Types of Retirement
There are basically three types of military
retirement under which individuals become
eligible to receive retirement pay:
Members of Regular forces and Re-
servists on extended active duty retired
for longevity after twenty or more years
of active Federal service.
Regulars and members on active duty
for more than thirty days retired for
physical disability.
Reservists who have completed twenty
or more years' satisfactory service, the
last eight qualifying years of which
were in the Reserve or National Guard,
and have reached age 60.
Eligibility for Retired Pay for Reservists
To be eligible for retired pay, an individual
need not have a military status at the time of
application but must have attained age 60,
completed a minimum of 20 years of qualify-
ing service (50 retirement points or more with-
in the anniversary year), and served the last
eight years of his qualifying service as a mem-
ber of a Reserve component. The last eight
years of qualifying service need not be the
last eight years of military service nor do
they have to be continuous.
For example, an -officer who has served
fifteen years in a Regular service and then
completes five qualifying years in a Reserve
status must complete an additional three
qualifying years in a Reserve status to qualify
for retired pay.
If an individual was appointed or enlisted
before 16 August 1945, he must have per-
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formed active service (other than for training)
during some portion of any of the following
periods :
? After 5 April 1917 and before 12 Novem-
ber 1918,
? After 8 September 1940 and before 1
January 1947, or
? After 26 June 1950 and before 28 July
1953.
Computation of Service
In computing service before 1 July 1949,
one point is credited for each day of active duty
and fifty points for each year of service as a
member of a Reserve component other than
active duty. A proportionate part of 50 points
will be credited for any fraction of a year.
After 30 June 1949, one point is credited for
each day of active duty and fifteen points for
each year of membership in an active status
in a Reserve component. One point is credited
for each authorized participation in drills or
periods of instruction and one point for each
three hours of correspondence course work
completed satisfactorily. Not more than 60
points per year, including membership points
will be credited for inactive duty training
in any one retirement year.
Computation of Retired Pay
To compute retired pay, determine total
years for percentage purposes by dividing total
creditable days (each point equals one day)
by 360. Example: 3,895 days (points) =360=
10.819.
Then multiply the years of service for per-
centage purposes (10.82) by 21/2 percent or
0.025 (10.82X0.025=0.27050). This figure
0.2705 multiplied by the monthly basic pay
which the individual would receive if serving
on active duty in the highest grade satisfac-
torily held, determines the gross amount of
monthly retired pay to which entitled.
Application for Retired Pay
It is the responsibility of each qualified in-
dividual to submit his application for retired
pay on Department of Defense Form 108 (Ap-
plication for Retired Pay Benefits), not earlier
than 120 days before his 60th birthday.
Other Benefits Available
Persons entitled to receive military retired
pay (including those who have less than
eight years of active duty) and their de-
pendents are authorized medical care bene-
fits in medical facilities of the uniformed serv-
ices under the provisions of Title 10, United
States Code, sections 1074(b) and 1076(b) as
amended by section 2 of the Military Medical
Benefits Amendments of 1966 (P.L. 89-614).
These retired members and their dependents
are also authorized civilian medical care bene-
fits under the provisions of Public Law 89-614
with the Government paying a major portion
of the cost. Such persons lose eligibility for
civilian health benefits under this program
upon reaching age 65, if they are eligible for
Social Security hospital insurance benefits.
They are also authorized commissary, Officer
Club, and Exchange privileges, burial in a
National Cemetery, including Arlington Na-
tional Cemetery, and an annual round trip
to foreign countries when and if space is avail-
able and provided there are no "balance of
payments" restrictions.
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ENTHUSIASM FOR POPULAR MAN-
AGEMENT COURSE CONTINUES
The demand for the Advanced Management
(Planning) Course continues to increase. The
participants in the most recent course were
very enthusiastic about it, and at its com-
pletion indicated they would be encouraging
others from their components to attend in the
future. One senior officer from a large com-
ponent estimated that a minimum of 50 in-
dividuals from his area would probably attend
within the next 6 months.
Two principal critique themes emerged from
the course:
- The course is valuable in a practical
sense, providing concepts and tools
which are applicable to the job.
- The course sets the Planning-Program-
ming-Budgeting System in its proper
context by removing much of its mys-
ticism and placing it in the broader
framework of managerial planning.
Some design changes in the course have
eliminated variable readings in the prework
and added a selected bibliography. Particu-
larly successful has been a task in which
individuals develop plans for improving the
planning effectiveness of their work groups.
PROGRAMMED INSTRUCTION POR
THE OVERSEAS EMPLOYEE
New Opportunities for Self-development
Previous articles in the Support Bulletin,
most recently in the May 1968 issue, have
recited the -continued progress in the use of
Program Assisted Instruction (PAI). One
aspect of this advancement in educational
technology has been the preparation of courses
for self-development through Programmed
Instruction (PI).
PAI is considered to be the more effective
training technique, combining as it does self-
pacing and immediate confirmation of results
with the presence of an instructor to advise
the student when any difficulty arises. How-
ever, PI offers a solution to certain training
problems; and it is surprisingly effective,' es-
pecially in comparison with the disappointing
results of past use of correspondence courses.
Increasing Number of Programs Available
In addition to a relatively small but increas-
ing number of programs developed within the
Organization there are numerous programs
available from -other agencies or commercial
sources.
If you have a particular training need, we
recommend that you determine through your
component whether a suitable program is
available. In this rapidly developing field,
courses not immediately available may be in
the process of preparation and could be ob-
tainable by the time your inquiry is received.
Future issues of the Support Bulletin will con-
tinue to keep you informed of the latest PI
and PAI developments. The following token
inventory of available PI materials is simply
suggestive :
? Type II Financial Property Accounting
? How to Compute Per Diem
? Essentials of Accounting
? Inventory Management
? Introduction to Transistors
? Speak and Read Modern Greek
? Introductory Spanish
? Programmed College English
? Gregg Shorthand 1 & 2
? Gregg Typing 1 & 2
? Lecture Preparation Guide
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cd
0
With all the recent publicity about the spec-
tacular contributions of heart donors, some
people may have forgotten about one of the
more common life-savers-the Blood Donor
Program.
A Life-or-Death Emergency
When the call came that an employee's wife
needed whole blood of a rare type to meet an
immediate emergency, the Personnel Office,
which is responsible for the Blood Donor Pro-
gram, was geared to go into action. It keeps
a file of blood donors, their specific types of
blood and the dates of their donations. As a
result, within minutes possible donors had
been identified from the index, a car obtained,
and within the hour five donors with the cor-
rect blood type were at the hospital for the
necessary transfusion.
Other Emergencies and Benefits
Last month headquarters was asked to fur-
nish blood for open-heart surgery being per-
formed on the child of an employee. This was
the second request within recent months for
this type of surgery which requires that 15
to 25 pints of blood be available within a short
time after surgery.
Emergency cases involving employees and
their dependents are not the only ones that
have benefited from the program. During the
last fiscal year, more than 100 employees or
their dependents received several hundred
pints of blood-and without charge from the
Red Cross!
More Blood Needed
In spite of the fact that employees are given
a convenient opportunity to donate blood each
month, or three times a year, depending on
location, donations have decreased each of the
past five years with the exception of a slight
increase this past year.
In order to continue to receive the many
benefits of the Blood Donor Program, the Or-
ganization must keep up its quota of donors
each month and all personnel are urged to
participate. Arrangements for blood dona-
tions and replacements are made through the
Personnel Office.
A little of your time could mean a lot of
time for one of your co-workers or his de-
pendent.
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 CPYRGHT
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CIVIL SERVICE RETIREMENT-LEAVE
AND DEPOSITS
I had 30 days annual leave carried over at
the end of the last leave year. If I retire dur-
ing this year without taking any leave, will I
be paid a lump sum payment for this year's
leave plus what I carried over?
No. You will be paid only for the leave you
carried over since it is the maximum, and
you must use or lose the leave you earn this
year.
Is a deposit required to obtain credit for
periods of service as an employee of the Fed-
eral Government for which no retirement de-
ductions were taken?
Deposit is required in order to receive the
maximum annuity but not to receive time
credit. Full credit in counting total service
is allowed for all civilian service with or with-
out deposit.
How is the annuity affected if the deposit
is not made?
The annuity is reduced by one-tenth of the
amount due as deposit. For example, if a
retiring employee has an unpaid deposit which
amounts to $500, the yearly reduction in his
annuity will be $50.
Wouldn't it be a good investment to make
a deposit?
It depends on the length of life after an
annuity begins. The actual amount of a
deposit made at retirement will be returned
to the annuitant in 10 years. While the span
of life is an unknown factor, experience indi-
cates that the average employee who retires
for reasons other than disability has an ex-
pectancy of life as follows:
Under what conditions may credit be al-
lowed for service for which an employee has
received a refund of deductions?
Such service may be credited in determining
length of service for the purpose of computa-
tion of annuity only if the redeposit is made.
It may, however, be used in determining the
"high-5" average -salary even if the redeposit
is not made. It is also used, even though the
redeposit is not made, in determining whether
an employee has sufficient service to make
him eligible for retirement.
How is the amount of the redeposit deter-
mined?
The redeposit is made up of the exact
amount refunded plus interest "at the rate of
4 percent to 31 December 1947 and 3 percent
thereafter, compounded annually. However,
no interest is charged for periods of separation
which began before 1 October 1956. Interest
is charged for periods of separation which be-
gan on or after 1 October 1956 as well as for
periods of employment.
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Is it to the employee's advantage to make
the redeposit?
Generally, yes. Usually a redeposit should
be made because otherwise the employee will
receive no credit at all in the computation of
his annuity for the time covered by the refund.
If the employee retires on account of disability
and is entitled to the 40 percent guaranteed
minimum annuity, failure to make the re-
deposit would not affect the retiring employ-
ee's annuity; similarly, the survivor annuity
payable to a child would not be affected.
Should the employee die before he retires, his
widow (or widower) may make the redeposit
and receive the maximum survivor annuity.
Does the date of payment affect the amount
of the redeposit?
Yes, just as it does in the case of a deposit.
The longer the payment is delayed, the more
it will cost because of the running of interest.
For example, if a redeposit amounted to $200
on 30 June 1967 and the employee does not
make payment until 15 years later, the
amount will have increased to ?$311.
What effect does nonpayment of a deposit
or a redeposit have on granting service credit
for employment purposes other than retire-
ment?
It has no effect at all. Full credit is granted,
regardless of whether deposit or redeposit has
been made, for such purposes as leave, pro-
motion, pay increases, and continuance of life
insurance and health benefits after retirement.
CREDITING MILITARY SERVICE FOR
CIVIL SERVICE RETIREMENT
What does the term "military service" cover?
Service in the Army, Navy, Air Force, Marine
Corps, and Coast Guard, including the service
academies, and, after 30 June 1960, in the
Regular Corps or Reserve Corps of the Public
Health Service, and, after 30 June 1961, as a
commissioned officer of the Coast and Geodetic
Survey.
Is military service creditable for civil service
retirement purposes?
As a general rule, military service is credit-
able provided it was active service, was termi-
nated under honorable conditions, and was
performed before separation from a civilian
position under the retirement system. For
exceptions to this general rule, see the ques-
tions immediately following.
Are periods of lost time (for example,
AWOL, confinement, etc.) creditable as active
military service?
No. All such time during an enlistment
must be deducted from the total time covered
by the enlistment.
Does the receipt of pension or compensation
under laws administered by the Veterans'
Administration bar the crediting of military
service?
No. Regardless of the length of time on
which the pension or compensation is based,
or the reason for its allowance, full credit
is given for the military service.
Does the receipt of military retired pay bar
the crediting of military service?
Yes. However, credit may be allowed if the
retired pay is:
(a) Based on a disability incurred in
combat with an enemy of the United
States or caused by an instrument of
war and incurred in the line of duty
during a period of war; or
(b) Granted under the provisions of
Chapter 67, Title 10, U.S. Code (for-
merly Title III of Public Law 80-810).
What is Chapter 67, Title 10, U.S. Code?
It is a provision granting retired pay to
members of reserve components of the Armed
Forces on the basis of service instead of dis-
ability. The basic requirement is the attain-
ment of age 60 with the completion of 20 years
of service.
Is it possible to receive military retired pay
and civil service annuity at the same time,
using the same period of military service?
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Yes, under the conditions outlined above.
Only the portion of the service which was in
active status, however, may be credited toward
civil service retirement.
May military retired pay be waived so that
the military service will be credited under the
Civil Service Retirement System?
Yes.
Does receipt of social security benefits bar
credit for military service?
Receipt of social security benefits has no
effect on granting credit for military service
performed before 1 January 1957, but its use
under the retirement system will bar social
security wage credits for such military service.
However, military -service (except while on
military leave with pay from a civilian posi-
tion) performed after 31 December 1956 may
not be credited toward civil service retirement
if the employee or his widow or child receives
or is eligible to receive monthly old age or
survivors' social security benefits based on his
wages or self-employment income.
May military service be credited toward re-
tirement rather than toward social security?
Credit will automatically be given under
the Civil Service Retirement System for mili-
tary service performed before 1 January 1957.
Credit may be given under the Civil Service
Retirement System for military service per-
formed on or after 1 January 1957 only if the
-employee is not eligible for social security old
age benefits.
When is an employee eligible for social se-
curity so as to disqualify him from receiving
credit toward retirement for military service
performed on or after 1 January 1957?
An employee would, if he had enough "cov-
ered employment," be eligible for social se-
curity when he reached age 62. At this age
an employee is considered eligible for social
security even though he does not apply for it,
or having applied, is not receiving any benefit.
However, social security benefits paid on ac-
count,of disability are not disqualifying until
converted to old -age benefits, generally at age
65.
If an employee retires before he is eligible for
social security, may he receive credit toward
retirement for military service performed on
or after I January 1957?
Yes. Credit for the military service will be
allowed -during the time the employee is not
eligible for social security. If he becomes
eligible for social security after he retires, his
annuity will at that time be recomputed to
exclude credit for the military service.
What choice does an employee's widow (or
widower or dependent child) have between
crediting military service toward retirement
or toward social security?
She has no choice with -regard to military
service performed on or after 1 January 1957;
if she is eligible for social security, then the
military service cannot be credited under the
Civil Service Retirement System. With regard
to military service before 1 January 1957, she
does have a choice; she can choose to have
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the military service used under the Civil Serv-
ice Retirement System or credited toward the
social security benefit.
Is deposit required for military service?
No. Full credit is given for military service
without any deposit to the retirement fund.
Such service is free.
What credit is given if a civilian employee
is placed on furlough or leave without pay to
enter the military service?
The entire furlough period is credited, with-
out deposit, as civilian service if it ended no
later than 31 December 1956. If it ended after
31 December 1956, full credit is allowed for
the furlough period up to a maximum of 5
years.
May an employee receive credit for service
with the National Guard?
Only when the organization (or unit) is
actually mustered into, or activated in, the
U.S. Army or Air Force. Training periods or
other service performed for a State govern-
ment, or when the National Guard is called
for duty by the Governor of a State, is not
creditable.
HEALTH BENEFITS
My mother lives with our family and is de-
pendent upon me for her support. Is she
eligible to be covered under the Health Benefits
Program?
No. For enrollment purposes, your family
consists of your wife (or husband) and your
unmarried children under age 21, including
legally adopted children. Unmarried step-
children, foster children, and recognized nat-
ural (illegitimate) children under 21 are also
included if they live with you in a regular
parent-child relationship.
A foster child for health benefits purposes
is a child whom you are raising as your own
and who lives with you. There must exist
an expectation that you will continue to rear
him indefinitely into adulthood.
PLEASE NOTE.: The answer to your ques-
tion and similar ones can be found in Stand-
ard Form No. 2809-A, The Federal Employees'
Health Benefits Program, which your admin-
istrative officer can obtain for you.
In November 1966 1 failed to take advantage
of the opportunity to enroll in the Federal
Employees Health Benefits Program. When
will I have another chance to enroll?
The date for the next open season has been
set by the Civil Service Commission as 10 to
28 November 1969. Eligible employees who
are not enrolled in a health benefits plan will
be permitted to enroll during the open season.
At the same time, employees who are already
enrolled in a plan will be able to change to
another option (if any) of the plan in which
they are now enrolled. Also, employees who
are enrolled for self only may change to a
family-type enrollment in the same or a dif-
ferent plan or option. Changes made by
employees during the open season will become
effective at the beginning of the first pay
period in 1970.
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 CPYRGHT
Help from
your records
management officer
Office Claustrophobia?
If you are experiencing a cramped feeling
in your office, or are trying to make room for
an additional desk, call your Records Manage-
ment Officer for help. In recent years manu-
facturers have developed new filing systems,
equipment, and supplies that provide much
greater capacities, require less floor space, and
increase the speed of records filing and re-
trieving. The central records staff keeps
abreast of these developments for your Rec-
ords Management Officer. New style folders,
labels, guides, and other supplies are made
to improve file operations. Recent innova-
tions in the filing equipment field include
shelf files, optical file scanners, mechanized
rotary files, cabinets that fit atop file cabinets,
mobile shelving on tracks, roll-out files, mo-
torized shelving, and other exotic types. Many
of these can reduce floor space requirements
by half yet double the filing capacity. Not
every file needs, automation, but any file can
be improved.
Emergencies
"Semper Paratus" say the Coast Guard.
Can you say the same? Are you prepared
if a fire, flood, or riot tears up your office?
What about national defense in time of war?
The Vital Records Program is designed to
reconstitute your operation after the initial
crisis or during an emergency. Modern and
effective offices in -government and industry
have Vital Records Schedules and up-to-date
collections in their emergency storage. "Be
Prepared," say the, Boy Scouts. Call your
Records Management Officer about identify-
ing and protecting your Vital Records. If
you have a Program, ask him to review and
update it.
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Joint Effort Produces Breakthrough
A major breakthrough was achieved in the
field of high-speed facsimile communications
with the introduction of secure Long Distance
Xerography (LDX) circuits in the Washing-
ton area.
After technical evaluation by the National
Communications System (NCS) the proto-
type system was adopted for use in the Wash-
ington Area High-Speed Facsimile System,
which is comprised of full-duplex circuits
(send and receive simultaneously) between
the White House and various elements of the
Government. The network has been approved
for all categories of traffic and classification
levels.
copies per minute, the speed depending upon
the bandwidth of the circuit. At the six copies
per minute speed, the entire Encyclopedia
Britannica could be transmitted in 60 hours.
Exceptional speed is achieved by elimination
of the necessity for converting text to ma-
chine language for encryption and transmis-
sion and the exceptional flexibility is demon-
strated by the ability to transmit drawings,
handwritten notes, symbols, maps, etc., in ad-
dition to normal typewritten text. Colors may
be transmitted, but are received in black and
white. In other words, any document that
can be reproduced by Xerox 914 or 2400 copiers
can be processed by the LDX.
LONG DISTANCE XEROGRAPHY (LDX)
LDX Invaluable in Crises
Currently the system is considered a special
purpose network and augments existing nar-
rative message communications channels. It
has proven invaluable during recent crises
periods where rapid exchange of information
was necessary between agencies.
Exceptional Transmission Speed
The LDX equipment used to send and re-
ceive documents is similar to the unclassified
Xerox LDX equipment used by private indus-
try. Each terminal consists of a scanner
(transmitter) and printer (receiver). It is
possible for an untrained operator to trans-
mit and receive documents at the rate of either
one 81/2 x 11 copy per minute or six 81/2 x 11
Enlarged Network in the Offing
Because of the terminal equipment lease
costs and the 50 KHz (one copy per minute)
and 200 KHz (six copies per minute) band-
width requirements of the system, it is quite
expensive to support. However, plans are
in the offing to enlarge the network during
the next two years by the installation and
activation of a wideband facsimile switching
center in the Washington area, permitting
additional subscribers to enter the network.
Instead of expensive point-to-point circuitry
between agencies, a subscriber will be able
to reach another subscriber in the system by
calling the appropriate number through the
switch (utilizing touch tone telephone serv-
ice) and exchange documentation after the
connection has been completed.
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'1' fie hints
given below are part of the Or-
i nization's over-all Safety, Prooram-on the
rb, in Your car; at home, and at play.
FLAMMABLE LIQUIDS-A POSSIBLE
DANGER
A Common Fire Hazard
Flammable liquids, including many that
evaporate rapidly, are widely used throughout
the Government-in depots, garages, indus-
trial-type plants, laboratories, and even offices.
(The National Fire Protection Association de-
fines flammable those liquids with a flash point
below 140 degrees F. The flash point is the
lowest temperature at which the liquid gives
off enough vapor to form an ignitable mixture
with the air near the surface of the liquid or
within a vessel and to produce a flame when
a source of ignition is brought close to the
surface of the liquid.)
Among the more common flammable liquids
are acetic acid, acetone, benzine, ethyl acetate,
ethyl alcohol, ethyl ether, gasoline, kerosene,
naphtha (hi-flash), rubber solvent, and vinyl
acetate.
Vapors from a flammable liquid usually can-
not be seen and may be difficult to detect un-
less a combustible gas indicator is used. Fre-
quently, investigations of fire involving flam-
mable liquids indicate the cause as ignition of
a vapor trail, and a resultant flashback, at a
considerable distance from the source of the
vapor. Some common sources of ignition are
open flames, hot surfaces, sparks from contact
of metals, operation of electrical equipment,
discharge of static electricity and, of course,
smoking and matches.
A Health Hazard
Flammable liquids also may present health
hazards from skin contact and inhalation of
toxic vapors. Some flammable liquids are
primary skin irritants that destroy tissue, and
some are skin sensitizers. An inhalation haz-
ard exists in all cases, varying in degree with
the concentration and toxicity of the vapor.
Safe Practices
Here are a few of the safe practices that will
reduce the hazards in using flammable liquids:
- In storing and handling, use protec-
tive devices, such as self-closing covers or
valves, pressure and vacuum relief devices,
portable safety cans, and flame arresters.
- Never use a container for any liquid
other than that for which it is intended
and so marked.
-Keep at the job site only that quantity
of liquid needed during the shift. At the
end of the shift, return any unused liquid
to designated storage area.
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? Clean up spills of liquids immediately
and dispose of cleanup rags in closed, metal
safety containers.
? Never smoke, use open flames, or strike
sparks where there is a possibility of igniting
a flammable liquid.
? Check bonding and grounding con-
nections for electrical continuity.
? Store drums outside when possible, but
protected from the direct rays of the sun
and other sources of heat.
? Provide adequate local exhaust or gen-
eral ventilation at place of exposure.
? Never carry a spare container of gaso-
line in the interior of a vehicle, such as
the closed compartment of a truck or an
automobile trunk.
GOOD CHEER-AND GOOD SENSE
Drinking and Driving
With fall, and winter not far behind, comes
the season to be jolly-which frequently means
more than the usual indulgence in social
drinking. The inevitable effect on the traffic
toll has given rise to the time-honored slogan:
"If you drink, don't drive; if you drive, don't
drink."
But the slogan isn't always too practical
under the folkways of American life and the
fact that many clubs and suburban homes are
far from available cabs.
What then can the host of a holiday season
party do about it? He doesn't want to preach
behavior or seem stingy with his drinks. But
he certainly doesn't want to contribute to an
accident caused by the blurred vision, slowed
reflexes, or impaired judgment of one of his
guests.
You may find an answer if you understand
the physiological fact that time-about an
hour per drink-is the key to staying sober
enough to drive.
Some Practical Suggestions
Here are some suggestions you might find
helpful at your next party:
.Offer your guests coffee or soft drinks
for that final "one for the road."
- Never press liquor on a guest who is
going to drive. When he says "No
thanks," take him at his word.
- Follow the one-for-one plan : one hour
before driving for each drink; no more
than one drink an hour. And-no
doubles.
- Close the bar-casually, no temperance
lectures-at least an hour before you
expect your guests to leave.
- If necessary, turn on all your diplo-
matic charm and persuade your over-
drinking guest to let you or someone
else drive him home.
"First a friend ... then a host" is a new
slogan-with accent on the first part.
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 CPYRGHT
ing o
if you are going overseas and thinking of
cancelling your Government health insurance,
you would be wise to calculate the risk first.
Out-Patient Expenses Aren't Covered
Someone may have told you that you don't
need to carry your own Government health
insurance when you go overseas because you
will be covered by a free Government pro-
gram. If you are a certain age and very lucky,
they might possibly be right. But before you
make your decision, there are certain facts
you should know.
The Overseas Medical Program for Employ-
ees and Dependents covers medical expenses
only when in-patient hospitalization occurs.
Experience has shown that often individuals
overseas require only out-patient treatment
for such medical care as X-rays, laboratory
tests, and application of casts for broken
limbs-expenses normally reimbursed by the
health insurance contract. In addition, nor-
mal obstetrical care and correction or treat-
ment of conditions existing prior to going
overseas are not reimbursed under the Over-
seas Medical Program even though in-patient
hospitalization does occur.
Home Leave Illness or Injury
Since the Program covers only an illness or
injury while located abroad, medical condi-
tions arising while you or your dependents are
on home leave are excluded from coverage.
If any member of the family requires hos-
pitalization during this leave, all of the ex-
penses must be borne by the employee.
Other Factors to Consider
There is a statutory deduction of $35 from
all overseas dependent claims and this amount
is usually reimbursed by the Association Plan.
If an employee has several dependents hos-
pitalized, the cost of the premiums of the Plan
are soon absorbed.
Another important factor you should con-
sider is your eligibility to continue your health
benefits after retirement. (With health costs
increasing more rapidly than other costs of
living and economists predicting future
charges of $100 a day for a semi-private hos-
pital room, this factor should receive particu-
lar attention.) Cancellation of your insur-
ance when you go overseas could mean loss
of this important coverage at time of retire-
ment. To be eligible an employee must have
been enrolled (or covered as a family member)
in a plan under the Health Benefits Program
during :
? The five years of service immediately
preceding retirement, or
? All service since the first opportunity
to enroll, or
? All service since 30 December 1964.
You know your own family and financial
situation better than anyone. After consider-
ing both your personal factors and factors
described above, it is up to you to decide if
you should take the calculated risk of cancel-
ling your health benefits contract when you
go overseas.
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Inception of Program
Some eighteen months after the successful
initiation of an historical program in one of
the major components it was decided that all
major components should have their own his-
torical programs. It was felt to be essential
to place in true perspective the records of the
component's operations, activities, procedures,
successes and failures; plus the concepts lead-
ing to the formation of its. various elements,
policy decisions laid down for their guidance,
and the authorities and agreements under
which they, have conducted their activities.
Such a systematic record of the past, stressing
"lessons learned," would be basic to enlight-
ened planning for the future.
Organizing the Program
The program was launched with the ap-
pointment of a coordinator of the effort and
the issuance of an administrative instruction.
The instruction set up an historical board
with a chairman and representatives from the
fields of communications, security, and train-
ing. The board was charged with developing
a program of histories to cover support serv-
ices and with providing guidance and review
in the preparation of such histories. The
end product of the program would be a narra-
tive, chronological history of support services
embracing monographs dealing with each sup-
port office. To assist the board, historical
officers were later named for each of the offices.
The offices were advised that, where pos-
sible, the writing should be done by on-duty
personnel who were intimately acquainted
with the operations and procedures of their
respective offices. Initially there appeared
to be a certain understandable lack of en-
thusiasm as this represented an additional
heavy workload. However, all offices re-
sponded admirably and in a matter of weeks
the board had received the offices' programs-
totaling 134 planned papers.
Satisfactory Progress Being Made
Although the start was slow, enthusiasm in
most areas began to build up in a few months.
Personnel were proud of their accomplish-
ments and soon realized that the program af-
forded an excellent opportunity to set down
their exploits and experience for the benefit
of posterity. Since in the past no historical
program for support had been envisioned,
many problems were encountered in research
and proper documentation.
But the offices have shown satisfactory prog-
ress with a number of papers completed and
a great many nearing completion.
Plans for the Future
The board contemplates bringing all narra-
tive histories up to date every five years. In
addition to these, there will be a constant flow
of shorter historical papers covering special
operations and activities, usually of short
duration.
Methods are being examined for the identi-
fication and special retention of documents of
historical value to obviate over-extensive re-
search in the future. Support officials feel
they have a right to be proud of their people's
accomplishments in the past, and the board
hopes that individuals are equally proud of
their present accomplishments and will not
consider it a chore, but rather a pleasure, to
aid in preparing a meaningful historical
record for those who will follow.
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CPYRGHT
For More Vacations
It may be a bit early to start making plans;
but, beginning in 1971, Government workers
will be assured of at least five mini-vacations
every year.
President Johnson signed into law a bill that
provides for the celebration of three legal pub-
lic holidays on Mondays. The law also adds
Columbus Day as a legal public holiday; so
with Labor Day, always the first Monday in
September, Government workers can count on
at least five three-day weekends.
Beginning in 1971, the following holiday
celebrations will be moved :
? Washington's Birthday-from 22 Feb-
ruary to the third Monday in February.
? Memorial Day-from 30 May to the last
Monday in May.
? Veteran's Day-from 11 November to
the fourth Monday in October.
Columbus Day will be celebrated on the sec-
ond Monday in October instead of 12 October.
New Year's, Independence Day, Thanksgiv-
ing and Christmas celebrations will not be
affected.
Pay Gap Narrowed for Most Employees
The July 1968 pay-raise, the second phase
of the plan under the Federal Salary Act of
1967 to reach comparability with private enter-
prise, narrowed the gap for most Government
employees.
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SECRET
The Federal Salary Act of 1967 also provided
for a commission to review the rates of pay
of members of Congress, Justices, Judges of
the Federal Judiciary, members of the Cabinet
and top-level officers of the Government.
Frederick R. Kappel, former Chairman of the
American Telephone and Telegraph Company
was named by the President to head the nine-
member commission, and to make its report
to him not later than 1 December 1968. Under
the 1967 law, the President would then trans-
mit his recommendations for exact rates of
pay in his January budget request to Congress.
The President's recommendations would take
effect automatically unless disapproved by
either the House or Senate within a specified
period; also Congress could establish different
rates of pay.
In the July 1969 raise, the President is re-
quired by the Federal Salary Act of 1967 to
adjust upward the various classified scales to
whatever extent is necessary to achieve com-
parability with private enterprise rates as de-
termined in the 1968 annual survey of the
Bureau of Labor Statistics. But there is some
sentiment in Congress for a thorough investi-
gation of the methods used by the Bureau of
Labor Statistics and the Civil Service Com-
mission in determining Government salaries.
Businessmen have complained to Congress
that BLS tends to peg private enterprise sal-
aries at the highest going rates for a particular
profession and that BLS surveys are made
mostly in large companies in the nation's
biggest cities where salaries tend to be higher.
The CSC is charged with inflating the import-
ance of Federal jobs, equating them with posi-
tions'in private enterprise of much more re-
sponsibility. Any change in figuring compara-
bility could affect the July 1969 raise, not only
of civilians but also the pay of the military
which is increased to the extent of the average
increase authorized for classified civilian em-
ployees.
Amendment to Federal Credit Union Act
The President has approved a bill with
amendments to the Federal Credit Union Act,
which :
? Extends the secured loan maturity
from 5 to 10 years.
? Authorizes the unsecured loan limit to
be increased to $2,500.
? Authorizes investment in State-char-
tered central credit unions.
? Authorizes executive committee to bor-
row funds.
Individual credit unions can set their poli-
cies as to loan and maturity limits within the
maximum set by law.
The Senate struck the House-passed pro-
vision authorizing an insurance program to
cover individual loans against disruption of
repayments due to accident or health.
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