5 C.F.R. PART 752—ADVERSE ACTIONS
Title 5 - Administrative Personnel
Authority: 5 U.S.C. 7504, 7514, and 7543.
Source: 45 FR 46778, July 11, 1980, unless otherwise noted.
This subpart incorporates the principal statutory requirements for suspensions for 14 days or less, found in subchapter II of chapter 75 of title 5, United States Code.
CHAPTER 75—ADVERSE ACTIONS Subchapter I—Suspension for 14 Days or Less §7501. Definitions For the purpose of this subchapter— (1) “employee” means an individual in the competitive service who is not serving a probationary or trial period under an initial appointment or who has completed 1 year of current continuous employment in the same or similar positions under other than a temporary appointment limited to 1 year or less; and (2) “suspension” means the placing of an employee, for disciplinary reasons, in a temporary status without duties and pay. §7502. Actions covered This subchapter applies to a suspension for 14 days or less, but does not apply to a suspension under section 7521 or 7532 of this title or any action initiated under section 1206 of this title. §7503. Cause and procedure (a) Under regulations prescribed by the Office of Personnel Management, an employee may be suspended for 14 days or less for such cause as will promote the efficiency of the service (including discourteous conduct to the public confirmed by an immediate supervisor's report of four such instances within any one-year period or any other pattern of discourteous conduct). (b) An employee against whom a suspension for 14 days or less is proposed is entitled to— (1) an advance written notice stating the specific reasons for the proposed action; (2) a reasonable time to answer orally and in writing and to furnish affidavits and other documentary evidence in support of the answer; (3) be represented by an attorney or other representative; and (4) a written decision and the specific reasons therefor at the earliest practicable date. (c) Copies of the notice of proposed action, the answer of the employee if written, a summary thereof if made orally, the notice of decision and reasons therefor, and any order effecting the suspension, together with any supporting material, shall be maintained by the agency and shall be furnished to the Merit Systems Protection Board upon its request and to the employee affected upon the employee's request. §7504. Regulations The Office of Personnel Management may prescribe regulations to carry out the purpose of this subchapter. (a) Actions covered. This subpart covers suspension for 14 days or less. (b) Employees covered. This subpart covers: (1) An employee in the competitive service who has completed a probationary or trial period; (2) An employee in the competitive service serving in an appointment which requires no probationary or trial period, and who has completed 1 year of current continuous employment in the same or similar positions under other than a temporary appointment limited to 1 year or less; (3) An employee with competitive status who occupies a position under Schedule B of part 213 of this chapter; (4) An employee who was in the competitive service at the time his or her position was first listed under Schedule A, B, or C of the excepted service and still occupies that position; (5) An employee of the Department of Veterans Affairs appointed under section 7401(3) of title 38, United States Code; and (6) An employee of the Government Printing Office. (c) Exclusions. This subpart does not apply to a suspension for 14 days or less: (1) Of an administrative law judge under 5 U.S.C. 7521; (2) Taken for national security reasons under 5 U.S.C. 7531; (3) Taken under a provision of statute, other than one codified in 5 U.S. Code, which excepts the action from subchapter I, chapter 75 of title 5, U.S. Code; (4) Of a reemployed annuitant; or (5) Of a National Guard Technician. (d) Definitions. In this subpart— (1) Day means a calendar day. (2) Current continuous employment means a period of employment immediately preceding a suspension action in the same or similar positions without a break in Federal civilian employment of a workday. (3) Similar positions mean positions in which the duties performed are similar in nature and character and require substantially the same or similar qualifications, so that the incumbent could be interchanged between the positions without significant training or undue interruption to the work. (4) Suspension means the placing of an employee, for disciplinary reasons, in a temporary status without duties and pay. [45 FR 46778, July 11, 1980, as amended at 46 FR 12191, Feb. 13, 1981; 53 FR 21622, June 9, 1988; 57 FR 20043, May 11, 1992; 58 FR 13192, Mar. 10, 1993] (a) An agency may take action under this subpart only as set forth in 5 U.S.C. 7503(a). (b) An agency may not take a suspension against an employee on the basis of any reason prohibited by 5 U.S.C. 2302. (a) Employee entitlements. An employee under this subpart whose suspension is proposed under this subpart is entitled to the procedures provided in 5 U.S.C. 7503(b). (b) Notice of proposed action. The notice of proposal shall inform the employee of his or her right to review the material which is relied on to support the reasons for action given in the notice. (c) Time to answer. The employee shall be given a reasonable time to answer but not less than 24 hours. (d) Representation. Section 7503(b)(3) of title 5 of the United States Code provides that an employee covered by this part whose suspension is proposed in entitled to be represented during the action by an attorney or other representative. An agency may disallow as an employee's representative an individual whose activities as a representative would cause a conflict of interest or position, or an employee of the agency whose release from his or her official position would give rise to unreasonable costs or whose priority work assignments preclude his or her release. (e) Agency decision. In arriving at its written decision, the agency shall consider only the reasons specified in the notice of proposed action and shall consider any answer of the employee and/or his or her representative made to a designated official. The agency shall deliver the notice of decision to the employee at or before the time the action will be effective. (f) Grievances. The employee may file a grievance through an agency administrative grievance system (if applicable) or, if the suspension falls within the coverage of an applicable negotiated grievance procedure, an employee in an exclusive bargaining unit may file a grievance only under that procedure. Sections 7114(a)(5) and 7121(b)(3) of title 5 U.S.C., and the terms of any collective bargaining agreement, govern representation for employees in an exclusive bargaining unit who grieve a suspension under this subpart through the negotiated grievance procedure. (g) Agency records. The agency shall maintain copies of the items specified in 5 U.S.C. 7503(c) and shall furnish them upon request as required by that subsection. [45 FR 46778, July 11, 1980, as amended at 53 FR 21622, June 9, 1988; 60 FR 47040, Sept. 11, 1995] This subpart incorporates the principal statutory requirements in subchapter II of chapter 75 of title 5, United States Code, for removal, suspension for more than 14 days, reduction in grade or pay, or furlough for 30 days or less.
CHAPTER 75—ADVERSE ACTIONS Subchapter II—Removal Suspension for More Than 14 Days, Reduction in Grade or Pay, or Furlough for 30 Days or Less §7511. Definitions; application (a) For the purpose of this subchapter— (1) “employee” means— (A) An individual in the competitive service— (i) who is not serving a probationary or trial period under an initial appointment; or (ii) who has completed 1 year of current continuous service under other than a temporary appointment limited to 1 year or less; (B) a preference eligible in the excepted service who has completed 1 year of current continuous service in the same or similar positions— (i) in an executive agency; or (ii) in the United States Postal Service or Postal Rate Commission; and (C) an individual in the excepted service other than a preference eligible— (i) who is not serving a probationary or trial period under an initial appointment pending conversion to the competitive service; or (ii) who has completed 2 years of current continuous service in the same or similar positions in an executive agency under other than a temporary appointment limited to 2 years or less; (2) “suspension” has the meaning as set forth in section 7501(2) of this title; (3) “grade” means a level of classification under a position classification system; (4) “pay” means the rate of basic pay fixed by law or administrative action for the position held by an employee; and (5) “furlough” means the placing of an employee in a temporary status without duties and pay because of lack of work or funds or other nondisciplinary reasons. (b) This subchapter does not apply to an employee— (1) whose appointment is made by and with the advice and consent of the Senate; (2) whose position has been determined to be of a confidential, policy-determining, policy-making or policy-advocating character by— (A) the President for a position that the President has excepted from the competitive service; (B) the Office of Personnel Management for a position that the Office has excepted from the competitive service; or (C) the President or the head of an agency for a position excepted from the competitive service by statute; (3) whose appointment is made by the President; (4) who is receiving an annuity from the Civil Service Retirement and Disability Fund, or the Foreign Service Retirement and Disability Fund, based on the service of such employee; (5) who is described in section 8337(h)(1), relating to technicians in the National Guard; (6) who is a member of the Foreign Service, as described in section 103 of the Foreign Service Act of 1980; (7) Whose position is within the Central Intelligence Agency or the General Accounting Office; (8) Whose position is within the United States Postal Service, the Postal Rate Commission, the Panama Canal Commission, the Tennessee Valley Authority, the Federal Bureau of Investigation, the National Security Agency, the Defense Intelligence, Agency, or an intelligence activity of a military department covered under section 1590 of title 10, unless subsection (a)(1)(B) of this section or section 1005(a) of title 39 is the basis for this subchapter's applicability; (9) Who is described in section 5102(c)(11) of this title; or (10) Who holds a position with the Veterans Health Administration which has been excluded from the competitive service by or under a provision of title 38, unless such employee was appointed to such position under section 7401(3) of such title. (c) The Office may provide for the application of this subchapter to any position or group of positions excepted from the competitive service by regulations of the Office which is not otherwise covered by this subchapter. §7512. Actions covered This Subchapter applies to— (1) a removal; (2) a suspension for more than 14 days; (3) a reduction in grade; (4) a reduction in pay; and (5) a furlough of 30 days or less; but does not apply to— (A) a suspension or removal under section 7532 of this title, (B) a reduction-in-force action under section 3502 of this title, (C) the reduction in grade of a supervisor or manager who has not completed the probationary period under section 3321(a)(2) of this title if such reduction is to the grade held immediately before becoming such a supervisor or manager, (D) a reduction in grade or removal under section 4303 of this title, or (E) an action initiated under section 1206 or 7521 of this title. §7513. Cause and procedure (a) Under regulations prescribed by the Office of Personnel Management, an agency may take an action covered by this subchapter against an employee only for such cause as will promote the efficiency of the service. (b) An employee against whom an action is proposed is entitled to— (1) at least 30 days' advance written notice, unless there is reasonable cause to believe the employee has committed a crime for which a sentence of imprisonment may be imposed, stating the specific reasons for the proposed action; a reasonable time, but not less than 7 days, to answer orally and in writing and to furnish affidavits and other documentary evidence in support of the answer; (3) be represented by an attorney or other representative, and (4) a written decision and the specific reasons therefore at the earliest practicable date. (c) An agency may provide, by regulation, for a hearing which may be in lieu of or in addition to the opportunity to answer provided under subsection (b)(2) of this section. (d) An employee against whom an action is taken under this section is entitled to appeal to the Merit Systems Protection Board under section 7701 of this title. (e) Copies of the notice of proposed action, the answer of the employee when written, a summary thereof when made orally, the notice of decision and reasons therefor, and an order effecting an action covered by this subchapter, together with any supporting material, shall be maintained by the agency and shall be furnished to the Board upon its request and to the employee affected upon the employee's request. §7514. Regulations The Office of Personnel Management may prescribe regulations to carry out the purpose of this subchapter, except as it concerns any matter with respect to which the Merit Systems Protection Board may prescribe regulations. [45 FR 46778, July 11, 1980, as amended at 57 FR 20043, May 11, 1992; 58 FR 13192, Mar. 10, 1993] (a) Adverse actions covered. This subpart applies to the following actions: (1) Removals; (2) Suspensions for more than 14 days, including indefinite suspensions; (3) Reductions in grade; (4) Reductions in pay; and (5) Furloughs of 30 days or less. (b) Actions excluded. This subpart does not apply to: (1) An action imposed by the Merit Systems Protection Board under the authority of 5 U.S.C. 1206; (2) The reduction in grade of a supervisor or manager who has not completed the probationary period under 5 U.S.C. 3321(a)(2) if such a reduction is to the grade held immediately before becoming a supervisor or manager; (3) A reduction-in-force action under 5 U.S.C. 3502; (4) A reduction in grade or removal under 5 U.S.C. 4303; (5) An action against an administrative law judge under 5 U.S.C. 7521; (6) A suspension or removal under 5 U.S.C. 7532; (7) Actions taken under provision of statute, other than one codified in title 5, United States Code, which excepts the action from subchapter II of chapter 75 of title 5, United States Code; (8) Action that entitles an employee to grade retention under part 536 of this chapter, and an action to terminate this entitlement; (9) A voluntary action by the employee; (10) Action taken or directed by the Office of Personnel Management under part 731 or part 754 of this chapter; (11) Termination of appointment on the expiration date specified as a basic condition of employment at the time the appointment was made; (12) Action that terminates a temporary or term promotion and returns the employee to the position from which temporarily promoted, or to a different position of equivalent grade and pay, if the agency informed the employee that it was to be of limited duration; (13) Cancellation of a promotion to a position not classified prior to the promotion; (14) Placement of an employee serving on an intermittent or seasonal basis in a temporary nonduty, nonpay status in accordance with conditions established at the time of appointment; or (15) Reduction of an employee's rate of basic pay from a rate that is contrary to law or regulation. (c) Employees covered. This subpart covers: (1) An employee in the competitive service who has completed a probationary or trial period; (2) An employee in the competitive service serving in an appointment that requires no probationary or trial period, and who has completed 1 year of current continuous service in the same or similar positions under other than a temporary appointment limited to 1 year or less; (3) An employee in the excepted service who is a preference eligible in an executive agency as defined at section 105 of title 5, United States Code, the U.S. Postal Service, or the Postal Rate Commission and who has completed 1 year of current continuous service in the same or similar positions; (4) A Postal Service employee covered by Public Law 100–90 who has completed 1 year of current continuous service in the same or similar positions and who is either a supervisory or management employee or an employee engaged in personnel work in other than a purely nonconfidential clerical capacity; (5) An employee in the excepted service who is a nonpreference eligible in an Executive agency as defined at section 105 of title, 5, United States Code, and who has completed 2 years of current continuous service in the same or similar positions under other than a temporary appointment limited to 2 years or less; (6) An employee with competitive status who occupies a position in Schedule B of part 213 of this chapter; (7) An employee who was in the competitive service at the time his or her position was first listed under Schedule A, B, or C of the excepted service and who still occupies that position; (8) An employee of the Department of Veterans Affairs appointed under section 7401(3) of title 38, United States Code; and (9) An employee of the Government Printing Office. (d) Employees excluded. This subpart does not apply to: (1) An employee whose appointment is made by and with the advice and consent of the Senate; (2) An employee whose position has been determined to be of a confidential, policy-determining, policy-making, or policy-advocating character by: the President for a position that the President has excepted from the competitive service; the Office of Personnel Management for a position that the Office has excepted from the competitive service (Schedule C); or the President or the head of an agency for a position excepted from the competitive service by statute; (3) A Presidential appointee; (4) A reemployed annuitant; (5) A technician in the National Guard described in section 8337(h)(1) of title 5, United States Code, who is employed under section 709(b) of title 32, United States Code; (6) A Foreign Service member as described in section 103 of the Foreign Service Act of 1980; (7) An employee of the Central Intelligence Agency or the General Accounting Office; (8) An employee of the Veterans Health Administration (Department of Veterans Affairs) in a position which has been excluded from the competitive service by or under a provision of title 38, United States Code, unless the employee was appointed to the position under section 7401(3) of title 5, United States Code; (9) A nonpreference eligible employee with the U.S. Postal Service, the Postal Rate Commission, the Panama Canal Commission, the Tennessee Valley Authority, the Federal Bureau of Investigation, the National Security Agency, the Defense Intelligence Agency, or an intelligence activity of a military department covered under section 1590 of title 10, United States Code; (10) An employee described in section 5102(c)(11) of title 5, United States Code, who is an alien or noncitizen occupying a position outside the United States; (11) A nonpreference eligible employee serving a probationary or trial period under an initial appointment in the excepted service pending conversion to the competitive service; and (12) An employee whose agency or position has been excluded from the appointing provisions of title 5, United States Code, by separate statutory authority in the absence of any provision to place the employee within the coverage of chapter 75 of title 5, United States Code. [53 FR 21622, June 9, 1988, as amended at 58 FR 13192, Mar. 10, 1993] (a) Day means a calendar day. (b) Current continuous employment means a period of employment or service immediately preceding an adverse action in the same or similar positions without a break in Federal civilian employment of a workday. (c) Furlough means the placing of an employee in a temporary status without duties and pay because of lack of work or funds or other nondisciplinary reasons. (d) Grade means a level of classification under a position classification system. (e) Indefinite suspension means the placing of an employee in a temporary status without duties and pay pending investigation, inquiry, or further agency action. The indefinite suspension continues for an indeterminate period of time and ends with the occurrence of the pending conditions set forth in the notice of action which may include the completion of any subsequent administrative action. (f) Pay means the rate of basic pay fixed by law or administrative action for the position held by the employee, that is, the rate of pay before any deductions and exclusive of additional pay of any kind. (g) Similar positions mean positions in which the duties performed are similar in nature and character and require substantially the same or similar qualifications, so that the incumbent could be interchanged between the positions without significant training or undue interruption to the work. (h) Suspension means the placing of an employee, for disciplinary reasons, in a temporary status without duties and pay for more than 14 days. [53 FR 21623, June 9, 1988] (a) An agency may take an adverse action, including a performance-based adverse action, under this subpart only such cause as will promote the efficiency of the service. (b) An agency may not take an adverse action against an employee on the basis of any reason prohibited by 5 U.S.C. 2302. [45 FR 46778, July 11, 1980, as amended at 53 FR 21623, June 9, 1988] (a) Statutory entitlements. An employee against whom action is proposed under this subpart is entitled to the procedures provided in 5 U.S.C. 7513(b). (b) Notice of proposed action. (1) The notice of proposal shall inform the employee of his or her right to review the material which is relied on to support the reasons for action given in the notice. The agency may not use material that cannot be disclosed to the employee of his or her representative or designated physician under §297.204(c) of this chapter to support the reasons in the notice. (2) When some but not all employees in a given competitive level are being furloughed, the notice of proposal shall state the basis for selecting a particular employee for furlough, as well as the reasons for the furlough. (3) Under ordinary circumstances, an employee whose removal or suspension, including indefinite suspension, has been proposed shall remain in a duty status in his or her regular position during the advance notice period. In those rare circumstances where the agency determines that the employee's continued presence in the workplace during the notice period may pose a threat to the employee or others, result in loss of or damage to Government property, or otherwise jeopardize legitimate Government interests, the agency may elect one or a combination of the following alternatives: (i) Assigning the employee to duties where he or she is no longer a threat to safety, the agency mission, or to Government property; (ii) Allowing the employee to take leave, or carrying him or her in an appropriate leave status (annual, sick, leave without pay, or absence without leave) if the employee has absented himself or herself from the worksite without requesting leave; (iii) Curtailing the notice period when the agency can invoke the provisions of §752.404(d)(1) of this part, the “crime provision.” This provision may be invoked even in the absence of judicial action if the agency has reasonable cause to believe that the employee has committed a crime for which a sentence of imprisonment may be imposed; or (iv) Placing the employee in a paid, nonduty status for such time as is necessary to effect the action. (c) Employee's answer. (1) The agency shall give the employee a reasonable amount of official time to review the material relied on to support its proposal and to prepare an answer and to secure affidavits, if he or she is otherwise in an active duty status. (2) The agency shall designate an official to hear the employee's oral answer who has authority either to make or recommend a final decision on the proposed adverse action. The right to answer orally in person does not include the right to a formal hearing with examination of witnesses unless the agency provides one in its regulations in accordance with paragraph (g) of this section. (3) If the employee wishes the agency to consider any medical condition which may contribute to a conduct, performance, or leave problem, the employee shall be given a reasonable time to furnish medical documentation (as defined in §339.102 of this chapter) of the condition. Whenever possible, the employee shall supply such documentation within the time limits allowed for an answer. After its review of the medical documentation supplied by the employee, the agency may, if authorized, require a medical examination under the criteria of §339.301(a)(3) and the procedures of §339.302 of this chapter, or otherwise, at its option, offer a medical examination in accordance with the criteria of §339.301(d) and procedures of §339.302 of this chapter. If the employee has the requisite years of service under the Civil Service Retirement System or the Federal Employees Retirement System, the agency shall provide information concerning disability retirement. The agency shall be aware of the affirmative obligations of the provisions of 29 CFR 1613.704, which require reasonable accommodation of a qualified employee who is handicapped. (d) Exceptions. (1) Section 7513(b) of title 5 of the United States Code authorizes an exception to the 30 days' advance written notice when the agency has reasonable cause to believe that the employee has committed a crime for which a sentence of imprisonment may be imposed and is proposing a removal or suspension (including indefinite suspension). The agency may require the employee to furnish any answer to the proposed action, and affidavits and other documentary evidence in support of the answer, within such time as would be reasonable, but not less than 7 days. When the circumstances require that the employee be kept away from the worksite, the agency may place him or her in a nonduty status with pay for such time as is necessary to effect the action. (2) The advance written notice and opportunity to answer are not necessary for furlough without pay due to unforeseeable circumstances, such as sudden breakdowns in equipment, acts of God, or sudden emergencies requiring immediate curtailment of activities. (e) Representation. Section 7513(b)(3) of title 5 of the United States Code provides that an employee covered by this part is entitled to be represented by an attorney or other representative. An agency may disallow as an employee's representative an individual whose activities as representative would cause a conflict of interest or position, or an employee of the agency whose release from his or official position would give rise to unreasonable costs or whose priority work assignments preclude his or her release. (f) Agency decision. In arriving at its decision, the agency shall not consider any reasons for action other than those specified in the notice of proposed action. It shall consider any answer of the employee and/or his or her representative made to a designated official and any medical documentation furnished under paragraph (c) of this section. The agency shall deliver the notice of decision to the employee at or before the time the action will be effective, and advise the employee of appeal rights. (g) Hearing. Under 5 U.S.C. 7513(c), the agency may in its regulations provide a hearing in place of or in addition to the opportunity for written and oral answer. (h) Applications for disability retirement. Section 831.501(d) of this chapter provides that an employee's application for disability retirement shall not preclude or delay any other appropriate personnel action. Section 831.1203 of this chapter sets forth the basis under which an agency shall file an application for disability retirement on behalf of an employee. [45 FR 46778, July 11, 1980, as amended at 48 FR 19349, Apr. 29, 1983; 48 FR 45526, Oct. 6, 1983; 49 FR 1330, Jan. 11, 1984; 53 FR 21623, June 9, 1988] (a) Appeal rights. Under the provisions of 5 U.S.C. 7513(d), an employee against whom an action is taken under this subpart is entitled to appeal to the Merit Systems Protection Board. (b) Grievance rights. As provided at 5 U.S.C. 7121(e)(1), if a matter covered by this subpart falls within the coverage of an applicable negotiated grievance procedure, and employee may elect to file a grievance under that procedure or appeal to the Merit Systems Protection Board under 5 U.S.C. 7701, but not both. 5 U.S.C. 7114(a)(5) and 7121(b)(3), and the terms of an applicable collective bargaining agreement, govern representation for employees in an exclusive bargaining unit who grieve a matter under this subpart through the negotiated grievance procedure. [45 FR 46778, July 11, 1980, as amended at 53 FR 21624, June 9, 1988] The agency shall maintain copies of the items specified in 5 U.S.C. 7513(e) and shall furnish them upon request as required by that subsection. This subpart sets forth for the benefit of the user the statutory requirements of subchapter V of Chapter 75 for suspension for more than 14 days and removal from the civil service. (5 U.S.C. 7541–7543)
“§7541. Definitions “For the purpose of this subchapter— “(1) ‘employee’ means a career appointee in the Senior Executive Service who— “(A) has completed the probationary period prescribed under section 3393(d) of this title; or “(B) was covered by the provisions of subchapter II of this chapter immediately before appointment to the Senior Executive Service; and “(2) ‘suspension’ as the meaning set forth in section 7501(2) of this title. “§7542. Actions covered “This subchapter applies to a removal from the civil service or suspension for more than 14 days, but does not apply to an action initiated under section 1206 of this title, to a suspension or removal under section 7532 of this title, or to a removal under section 3592 or 3595 of this title. “§7543. Cause and procedure “(a) Under regulations prescribed by the Office of Personnel Management, an agency may take an action covered by this subchapter against an employee only for misconduct, neglect of duty, malfeasance, or failure to accept a directed reassignment or to accompany a position in a transfer of function. “(b) An employee against whom an action covered by this subchapter is proposed is entitled to— “(1) at least 30 days' advance written notice, unless there is reasonable cause to believe that the employee has committed a crime for which a sentence of imprisonment can be imposed, stating specific reasons for the proposed action; “(2) a reasonable time, but not less than 7 days, to answer orally and in writing and to furnish affidavits and other documentary evidence in support of the answer; “(3) be represented by an attorney or other representative; and “(4) a written decision and specific reasons therefor at the earliest practicable date. “(c) An agency may provide, by regulation, for a hearing which may be in lieu of or in addition to the opportunity to answer provided under subsection (b)(2) of this section. “(d) An employee against whom an action is taken under this section is entitled to appeal to the Merit Systems Protection Board under section 7701 of this title. “(e) Copies of the notice of proposed action, the answer of the employee when written, and a summary thereof when made orally, the notice of decision and reasons therefor, and any order effecting an action covered by this subchapter, together with any supporting material, shall be maintained by the agency and shall be furnished to the Merit Systems Protection Board upon its request and to the employee affected upon the employee's request.”. [45 FR 46778, July 11, 1980, as amended at 52 FR 34624, Sept. 14, 1987] Source: 52 FR 34624, Sept. 14, 1987, unless otherwise noted.
(a) Adverse actions covered. This subpart applies to suspensions for more than 14 days and removals from the civil service as set forth in 5 U.S.C. 7542. (b) Actions excluded. (1) An agency may not take a suspension action of 14 days or less. (2) This subpart does not apply to actions taken under 5 U.S.C. 1206(g), 3592, 3595, or 7532. (c) Employees covered. This subpart covers the following appointees: (1) A career appointee— (i) Who has completed the probationary period in the Senior Executive Service; (ii) Who is not required to serve a probationary period in the Senior Executive Service; or (iii) Who was covered under 5 U.S.C. 7511 immediately before appointment to the Senior Executive Service. (2) A limited term or limited emergency appointee— (i) Who received the limited appointment without a break in service in the same agency as the one in which the employee held a career or career-conditional appointment (or an appointment of equivalent tenure as determined by the Office of Personnel Management) in a permanent civil service position outside the Senior Executive Service; and (ii) Who was covered under 5 U.S.C. 7511 immediately before appointment to the Senior Executive Service. (d) Employees excluded. This subpart does not cover an appointee who is serving as a reemployed annuitant. In this subpart— Career appointee, limited term appointee, and limited emergency appointee have the meaning given in 5 U.S.C. 3132(a). Day means calendar day. Suspension has the meaning given in 5 U.S.C. 7501(2). (a) An agency may take an adverse action under this subpart only for reasons of misconduct, neglect of duty, malfeasance., or failure to accept a directed reassignment or to accompany a position in a transfer of function. (b) An agency may not take an adverse action under this subpart on the basis of any reason prohibited by 5 U.S.C. 2302. (a) Applicability. The procedures provided in 5 U.S.C. 7543(b) apply to any appointee covered by this subpart. (b) Notice of proposed action. (1) The notice of proposed action shall inform the appointee of his or her right to review the material that is relied on to support the reasons for action given in the notice. (2) The agency may not use material that cannot be disclosed to the appointee or to the appointee's representative or designated physician under §297.204(c) of this chapter to support the reasons in the notice. (3) Under ordinary circumstances, an appointee whose removal has been proposed shall remain in a duty status in his or her regular position during the advance notice period. In those rare circumstances when the agency determines that the appointee's continued presence in the work place during the notice period may pose a threat to the appointee or others, result in loss of or damage to Government property, or otherwise jeopardize legitimate Government interests, the agency shall consider whether any of the following alternatives is feasible: (i) Assigning the appointee to duties where he or she is no longer a threat to safety, the agency mission, or Government property; (ii) Placing the appointee on leave with his or her consent; (iii) Carrying the appointee on appropriate leave (annual or sick leave, leave without pay, or absence without leave) if he or she is voluntarily absent for reasons not originating with the agency; or (iv) Curtailing the notice period when the agency can invoke the provisions of paragraph (d) of this section (the “crime provision”). (4) If none of the alternatives in paragraph (b)(3) of this section, is available, agencies may consider placing the appointee in a paid, nonduty status during all or part of the advance notice period. (c) Appointee's answer. (1) The agency shall give the appointee a reasonable amount of official time to review the material relied on to support its proposed action, to prepare an answer orally and in writing, and to secure affidavits, if the appointee is in an active duty status. (2) The agency shall designate an official to hear the appointee's oral answer who has authority either to make or to recommend a final decision on the proposed adverse action. (3) The right to answer orally in person does not include the right to a formal hearing with examination of witnesses unless the agency provides for a formal hearing in its regulations in accordance with paragraph (g) of this section. (4) If the appointee wishes the agency to consider any medical condition that may have affected the basis for the adverse action, the appointee shall be given reasonable time to furnish medical documentation of the condition. The same procedures that are applicable in §752.404(c)(3) of this chapter are also applicable for an appointee in the Senior Executive Service. (d) Exception. Section 7543(b)(1) of title 5 of the United States Code authorizes an exception to the 30 days' advance written notice when the crime provision is invoked. This provision may be invoked even in the absence of judicial action if the agency has reasonable cause to believe that the appointee has committed a crime for which a sentence of imprisonment may be imposed. The agency may require the appointee to furnish any answer to the proposed action, and affidavits and other documentary evidence to support the answer, within such time as under the circumstances would be reasonable, but not less than 7 days. When the circumstances require immediate action, the agency may place the appointee in a nonduty status with pay for such time as is necessary to effect the action. (e) Representation. (1) Under 5 U.S.C. 7543(b)(3), an appointee covered by this subpart is entitled to be represented by an attorney or other representative. (2) An agency may disallow as an appointee's representative— (i) An individual whose activities as a representative would cause a conflict of interest or position; (ii) An employee of the agency whose release from his or her official position would give rise to unreasonable costs; or (iii) An employee of the agency whose priority work assignments preclude the employee's release. (f) Agency decision. In arriving at its written decision, the agency may consider only the reasons specified in the notice of proposed action. The agency shall consider any reply of the appointee or the appointee's representative made to a designated official and any medical documentation furnished under paragraph (c) of this section. The agency shall deliver the notice of decision to the appointee at or before the time the action will be effective. The notice of decision shall inform the appointee of his or her appeal rights. (g) Hearing. Under 5 U.S.C. 7543(c), the agency may, in its regulations, provide a hearing in place of or in addition to the opportunity for written and oral reply. (a) Under 5 U.S.C. 7543(d), a career appointee against whom an action is taken under this subpart is entitled to appeal to the Merit Systems Protection Board. (b) A limited term or limited emergency appointee who is covered under §752.601(c)(2) also may appeal an action taken under this subpart to the Merit Systems Protection Board. The agency shall maintain copies of the adverse action record items specified in 5 U.S.C. 7543(e) and furnish them upon request as required by that subsection.
Title 5: Administrative Personnel
PART 752—ADVERSE ACTIONS
Section Contents
§ 752.101 Principal statutory requirements.
§ 752.201 Coverage.
§ 752.202 Standard for action.
§ 752.203 Procedures.
§ 752.301 Principal statutory requirements.
§ 752.401 Coverage.
§ 752.402 Definitions.
§ 752.403 Standard for action.
§ 752.404 Procedures.
§ 752.405 Appeal and grievance rights.
§ 752.406 Agency records.
§ 752.501 Principal statutory requirements.
§ 752.601 Coverage.
§ 752.602 Definitions.
§ 752.603 Standard for action.
§ 752.604 Procedures.
§ 752.605 Appeal rights.
§ 752.606 Agency records.
Subpart A—Principal Statutory Requirements for Suspension for 14 Days or Less
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§ 752.101 Principal statutory requirements.
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Subpart B—Regulatory Requirements for Suspension for 14 Days or Less
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§ 752.201 Coverage.
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§ 752.202 Standard for action.
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§ 752.203 Procedures.
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Subpart C—Principal Statutory Requirements for Removal, Suspension for More Than 14 Days, Reduction in Grade or Pay, or Furlough for 30 Days or Less
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§ 752.301 Principal statutory requirements.
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Subpart D—Regulatory Requirements for Removal, Suspension for More Than 14 Days, Reduction in Grade or Pay, or Furlough for 30 Days or Less
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§ 752.401 Coverage.
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§ 752.402 Definitions.
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§ 752.403 Standard for action.
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§ 752.404 Procedures.
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§ 752.405 Appeal and grievance rights.
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§ 752.406 Agency records.
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Subpart E—Principal Statutory Requirements for Taking Adverse Actions Under the Senior Executive Service
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§ 752.501 Principal statutory requirements.
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Subpart F—Regulatory Requirements for Taking Adverse Actions Under the Senior Executive Service
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§ 752.601 Coverage.
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§ 752.602 Definitions.
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§ 752.603 Standard for action.
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§ 752.604 Procedures.
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§ 752.605 Appeal rights.
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§ 752.606 Agency records.
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