FOREST SERVICE MANUAL
TAOS, NM
TITLE-6100 - PERSONNEL MANAGEMENT
Carson Supplement 6100-96-1
Effective June 1, 1996
POSTING NOTICE: This supplement is the first in a new numbering
series corresponding to the year in which material was amended.
Retain this transmittal as the first page of this document.
Page Code
Document Name
6160
Digest:
Superseded
Sheets
0
New Pages
6161 Establishes the Carson National Forest's Infants and Youths
in the Workplace Program.
LEONARD LUCERO
Forest Supervisor
FSM 6100 - PERSONNEL MANAGEMENT
CARSON SUPPLEMENT 6100-6?
EFFECTIVE 6/01/96
CHAPTER 6160 - ATTENDANCE AND LEAVE
6161
ADMINISTERING WORK SCHEDULES.
1. INFANTS AND YOUTHS IN THE WORKPLACE. Employees may bring
inf ants and youths in the workplace when it is to the advantage
of the Forest Service and the employee. This provision is based
on a short term (1 to 2 days) need covering children of all ages.
These guidelines are applicable only to infants and youths under
the direct care of Forest Service employees who are identified as
the legal guardian. Infants and youths may be temporarily cared
for in the workplace during unexpected situations, (for example;
school closing, child care provider is unavailable) when the
employee's principal job responsibilities and the workplace
conditions are conducive to infant and youth care. The use of the
work place for infant and youth care should be infrequent and of
a temporary nature, normally a day or two. Provisions for longer
term care for infants who are six months and younger are
addressed in the following section.
a.When infants or youths are cared for in the workplace,
the employee's supervisor must be notified in advance or,
as soon as possible. The employee must gain supervisor's
verbal approval. The youth will be under the close
supervision of a parent and primarily restricted to the
parent's work area.
b.The employee should seek other opportunities for the
infant or youth before choosing to bring an infant or
youth in the work place.
C.Children who are too sick to attend school or be kept
by a child care provider shall not be brought into the
office. In certain instances, it is appropriate for
employees to use sick leave to care for a sick family
member who is afflicted with a contagious disease. If an
employee has a sick child who cannot attend school or be
kept by a child care provider, the employee can request
approval from their supervisor to use sick leave, if
appropriate. Liberal approval of annual leave is
encouraged where sick leave is not appropriate.
2. INFANT CARE IN THE WORKPLACE. Use these guidelines to care
for an infant in a Forest Service office environment on a long
term basis (for infants up to six months of age) . Each request
for infant care must be considered on a case by-case basis.
a.These guidelines are applicable only to an infant in
the direct care of a Forest Service employee who is
identified as the legal guardian.
Carson Supplement 6100-96-1 Effective 6/01/96
b.These guidelines apply to infants not exceeding the age
of 6 months.
c.The employee must request in writing to his/her work
supervisor for consideration for infant care in the
workplace. (Exhibit 01).
d.The work supervisor must then make a recommendation to
the unit manager (District Ranger, Staff Officer, Forest
Supervisor) for approval or disapproval. The Forest
Supervisor will make thefinal determination.
e.The decision must be made and communicated in writing
to the employee within a reasonable time of receipt of
the request by the work supervisor. All employees will be
given equal consideration. A written approval or denial
of a request shall be specific as to how and why it was
approved or denied. (Exhibit 02).
f.Work supervisors may be encouraged to assist employees
in exploring alternatives that meet both the needs of the
organization and the employees.
g.Unit managers are responsible for designating a space
for this type of infant care in their office work area.
If space is not available, the supervisor and employee
may attempt to identify a suitable alternative.
h.All approved requests will be reviewed periodically by
the work supervisor and employee, and amended as needed.
i.If there is a problem and corrective action does not
resolve the problem, the approved agreement may be
terminated. The employee will be given a one week notice
of the termination unless the disruption is so severe
that immediate action must be taken to end disruption in
the work place.
j.The needs of the Forest Service to conduct business in
an efficient manner must be the primary consideration in
acting on a request to provide infant care in the
workplace.
Carson Supplement 6100-96-1 Effective 6/01/966160
6161 - Exhibit 01
Minimum requirements for employee requests are:
a. Duration of Authorization.
An infant may not be in
the workplace past 6 months of age.
b.Description of Physical Setting. Where the child will
be cared for; location for nursing, when applicable; what
equipment will be brought into the workplace for the
child by the employee; what arrangements will be made or
special equipment furnished by the Forest Service (DG
hookup, phone or desk arrangements, and so forth).
C. Safety. Complete an analysis of the employee's job,
work area, and equipment using Job Hazard Analysis Form
FS-6700-7, and take action to eliminate identified
hazards. The analysis must consider air quality, toxins
in the area, emergency evacuation plans, disposal of
human waste, and so forth. The employee's unit must
purchase a container for diapers which meets requirements
for disposal of human waste.
d. Doctor's Statement: A statement from the child's
doctor identifying any special needs, if applicable, and
how they must be accommodated. (or that no special needs
exist.)
e.Nonassumption of Liability Clause. The Forest Service
does not assume liability for accidental injury of
children in the workplace. The employee must take full
and complete responsibility for the health, safety, and
security of the child. Employee waives all claims to
Forest Service liability. Employee is fully responsible
for damage and destruction to Forest Service property by
their child at the worksite.
f.Disruption. Describe plans for minimizing disruption of
co-workers. Employee must take action to avoid disturbing
other employees in work area (such as closing office
door, temporarily moving to another work space, or
leaving workplace). Employee must use appropriate leave
or credit hours if it becomes necessary for the employee
to leave the workplace before completing scheduled tour
of duty. Discourage other employees from visiting the
infant during work hours in order to minimize disruptions
to the parent as well as to nearby co-workers.
g.
Recording Time. Employee and supervisor shall be
accountable for accuracy of time and attendance
reporting. Employee must exclude from time reported as
work any time over five minutes spent attending to child.
h.Transportation. Employee will not take infants to field
sites or transport infants in a Government vehicle.
i.Additional Concerns.
Termination Clause.
If applicable.
Carson Supplement 6100-6-1 Effective 6/01/96
6161 - Exhibit 02
United States
Department.of
Agriculture
Forest
Service
Carson National
Forest
Reply TO: 6160
Subject:Child Care Agreement
To: (employee name)
Date:
I am approving your request to provide child care in the office
while accomplishing your assigned work. The primary reason for
this agreement is to minimize disruption of the office
environment and to allow you to provide the necessary care for
(child's name) while at work.
1.Working Hours and Schedules:
The workload requirements of your section require that you
work as close to full time as possible (32-40 hours per week).
Your supervisor must approve work schedules, which are as,
flexible as possible, considering the work to be accomplished,
priorities, and timeframes. You should communicate your schedule
needs and changes to your supervisor as required. Occasional work
at home may be acceptable, this must be approved on an individual
basis by your supervisor, depending on the nature of the work.
2.Use of Leave:
When home care is required, and flexible scheduling may not
fulfill needs within a pay period, you must use annual
leave,*compensatory time, credit hours or leave without pay.
3.Location of Care at the Office:
While working in the confines of the office,
name)
should be in
(child's
your care at all times.
4.Office Disruptions or Co-worker Conflicts:
In the event that problem occur or concerns develop, I ask
that you and your supervisor meet as soon as practical to discuss
and resolve them. If the concerns cannot be resolved, then this
agreement may be terminated.
Carson "Supplement 6100-96-1 Effective 6/01/96
6161 - Exhibit 02 (Continued)
5.Transportation:
Transporting a child, in a government - owned vehicle or
personal owned vehicle, while on official duty is not
authorized.
6.Safety:
Infants will be permitted in an office environment only.
Infants may not accompany employees to field work sites
or on official travel, unless specifically authorized on
a case-by-case basis.
Your supervisor must discuss with you safety concerns or
potential safety hazards which may exist. These need to be
documented and recommendations for elimination of the hazard must
be developed and documented.
I understand that your need to have (child's name) with you at
work may continue up to the time he/she reaches 6 months of age.
Forest Supervisor