(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP85-00988R000400090008-2
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 1
• Document Creation Date: December 15, 2016
• Document Release Date: October 29, 2003
• Sequence Number: 8
• Content Type: MAGAZINE

ApprovrAFor Release 2003/1 2/03 : CIA-RDP85-0(988R000400090008-2
However, he added that employees "who admittedly and legitimately" are in bargaining units should
not be covered by merit pay.
Under the civil service reform act, managerial and supervisory employees in grades 13 through 15 are
brought under the merit pay system which guarantees only 50 percent of annual federal comparability
raises, with the rest of their compensation depending on performance.
The controversy centers among professional employees engineers, scientists, researchers, doctors,
lawyers, etc.-on whether they are part of management's team by virtue of any of their duties or respon-
sibilities. OPM would like to bring more of them under merit pay. The unions are resisting this.
Eventually, the OPM would like to have the law amended to bring grades below grade GS-13 under
merit pay. That's why the outcome of the present controversy has even greater significance.
NOT FOOLPROOF-Enrolling oneself in an agency's alcohol and drug abuse pro;rarn after being threatened
with adverse or disciplinary action is no protection against such action being taken, a federal arbitration
decision holds.
The case involved an Anniston, Ala. Army Depot employee who was given notice of a proposed 10-
day suspension for "insubordination to your supervisor and indecent and disgraceful conduct."
Before the suspension could be handed out, the employee enrolled in the depot's alcohol and drug
abuse program. But the agency went ahead and suspended him for 10 days anyway.
Through his union, the American Federation of' Government Employees, the employee appealed
and the case went to arbitration. The union argued that the alcohol and drug abuse program there pro-
vided that adverse actions for misconduct, absenteeism and marginal or unsatisfactory job performance re-
lated to alcohol or drug abuse be postponed for 90 days for employees who are enrolled in and satisfactorily
progressing in the program, unless retention on the job might result to damage to government property or
personal injury to the employee or others.
However, arbitrator George S. King ruled against the employee and upheld the depot's action. He
described him as a "belligerent and aggressive person." King said the employee's misconduct was not re-
lated to alcohol but to dissatisfaction with being denied a more advanced role in his job because of what
he felt was racial discrimination. King said the employee "has to recognize that there are proper channels for
voicing his complaints ....."
R(Anniston Army Depot, Anniston, Ala. and American Federation of Government Employees, Local
-~~4_.. 1,. .,.,,~~, , ..,~~ ~ _.. ~~,.~ ...F,. ....~,.,. .~ ..,~.~~? : Via...
PAY WHILE YOU DRIVE -The Federal Service Impasses Panel has ruled that government agencies can re-
quire federal employees who drive their own cars on government business to pay their own mileage costs
within a 15-mile radius of their official duty stati+on.
The decision came in a case involving Department of Labor inspectors who work out of a suburban
Pittsburgh, Pa. office. The Labor Department said this action would save $1 million a year and the FSIP
agreed that the costs savings justified the requirement. American Federation of Government Employees'
National Council of Field Labor Locals is fighting the decision. Federal employees are not required to drive
their cars on official government business, but many of then whose duties require travel within their area
prefer to do so for the convenience of it.
?&:~.5 cv ?m ., . ~.a - , s...:: .. , :.. ..y ':.::. ":'""sY.-; a ~* .n `:.r.~".^'?c#~"p+~NGSFmwwaa.-3s~ak,.i1R.:~ ~ ~ ~'C~~i.x.