Local Employment Policy Handbook - ICASS
Local Employment Policy Handbook - ICASS
Local Employment Policy Handbook - ICASS
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7. Promotions. In accordance with 3 FAM 7570 and at the sole option of the Government, the<br />
Government may determine to promote the employee. Any such increase in grade or promotion shall<br />
only be made in accordance with the pre-stated maximum grade under this agreement. Any change in job<br />
title, job series, or grade above the maximum pre-established grade shall be implemented by a new<br />
agreement.<br />
8. Employee Responsibilities and Conduct. The employee must comply with certain US Government<br />
laws governing employee conduct, including the Standards of Ethical Conduct for Employees of the<br />
Executive Branch in 5 CFR Part 2635, the conflict of interest laws in Chapter 11 of Title 18 of the United<br />
States Code, the financial disclosure requirements in 5 CFR Part 2634, the Emoluments Clause of the US<br />
Constitution, and 3 FAM 4120 (Employee Responsibilities Abroad). Other conditions of employment are<br />
described in 3 FAM 7220 and the local LE Staff <strong>Handbook</strong>.<br />
9. Performance ratings shall be prepared in accordance with 3 FAM 7610.<br />
10. Availability of Funds and Government Liability. Pursuant to the requirements of the Anti-Deficiency<br />
Act, 31 U.S.C. 1341; all obligations of the Government under this agreement, other than for salary and<br />
related benefits for the current fiscal year, are hereby made subject to the availability of funds<br />
appropriated by the Congress of the United States of America to make such payments. Therefore, funds<br />
must be certified available for each extension of the current performance period, and for the cost of<br />
promotions, cost of living, or other personnel actions not previously funded in a performance period.<br />
11. Cashiers: If the employee performs cashier work, the employee accepts full responsibility for any loss<br />
to the US Government resulting from the employee’s performance of functions under this agreement,<br />
whether or not such losses are due to the employee’s fault or negligence. In particular, the employee<br />
recognizes and accepts the obligation to reimburse the US Government for any such loss. The employee<br />
recognizes that the US Government may offset amounts for loss against amounts owed by the<br />
Government under the agreement. Administrative relief from liability for losses may be authorized for<br />
physical losses and deficiencies if the employee is found to be free from fault or negligence. The standard<br />
of “reasonable care” is used to determine negligence. The “reasonable care” standard has been stated as<br />
what the reasonably prudent and careful person would have done to take care of his or her own property<br />
of like description under like circumstances. The standard is objective and does not vary with such<br />
factors as the age and experience of the particular accountable officer. The burden to produce affirmative<br />
evidence that the employee was not at fault or negligent rests with the employee, not the US Government.<br />
(Principles of Appropriation Law, Chapter 9 – Liability and Relief of Accountable Officers)<br />
12. Agreement Termination. This agreement may be terminated by either party in writing with thirty<br />
(30) calendar days notice, or by the Government without notice upon the employee’s failure to perform<br />
the services required under this agreement as prescribed in attachment E or in accordance with the terms<br />
and conditions set forth herein.<br />
13. Employee Negligence. Damage to, or loss of, Government property when it is due to the employee’s<br />
negligence may result in the employee being held liable for repair or replacement thereof at the option of<br />
the Government.