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IvIARINE CORPS I{IAF PERSONNEL pOLICyt10025.wlulre this Manual has delegatedauthoritytso the head. ofthe lor:al riIAFr and allowedfurt,herdelegation,thosedelegat:ione wilL be in writingauthority{i.e.,to effectdisciF,--i-naa-12 actions,cr-asaif i-cationauthorit,y,etc . )1002.1.,*NAru n 2105(c)of Tit,1e 5, u.s.c.,providee that:"An emFrloyee paid from nonappropriatedfr:nds of the Army andAir For:ce Exchange se:rrice,Army and Air Force Motion pictureservicer,lilarry ship'sstores Ashore, Naly exchanges, MarineCorps exchanges,Coagt Guard exchanges,and otherinsErurentalitiesof the uniteQ, statesunder the jurisd.ictionof the a:rred forcesconduct,ed for the comfort,pleaeure,conten'tment,and mental and physicalimprovementof pereonlelof tbe Armed Forces is daerned not an employee for thl purposeof:a - LawE administ,eredby the officeof personnelManagernent otherthan t'he following:1) strbchapt,er IV ofchapte:: 53 wtrich addresEes prevaiJ-ingrate pay systems;2)sectiorr 5550 of Ti.t1e 5, u. s. c., which d.iecusses tiIAFemployele pay for sunday and overtimerwork,.3) section7204 ofTitleIi, u. s. c. which diecusses ceitainareas of EEo; org1 that di-ecussee coqpensationb.sr:bchapterr of cbapterof worlc j-njurieeand sectlon79a2 of Title5, u. s. c., whichaddrege,es safety programs.Thie gubsectiondoes not affectthe stercue'ottires. iorr"ppropriat,edfund a"titiai".--rFederalinst:rrnnrrntaLities . !'3.subr:hapterrv of chapter53 of Title5, unitedstatescode, Eu3 amended by publicLaw gz-3g2, providesfor a paysystem rrnder which the ratesof pay of prevailingrateemployer:a are fixed,and adjustedfrom time to time as nearlyas is ct nsistentwith the prlblj.c int,erestunder prewailingrates.1Xr4 - Ther acts quoted above removeprowidi ns of Laws or regulat,ionsl{AFr empl0yeee from theadministeredby Lhe u.s.L-5

1003TITARII{E CORPS I{IAF PERSONNEI,, POLICYMANT'AIJOfficeof l)ersonnelManagement (OPM) , except Equal Enqlloyment(EEO)Opportr:nity'and wage fixingfor prevailingrateemployees crowered under ttre prowisionsof hrblicLaw 92-392and except for applicationof the Fair Labor StandardsAct, (asamended by Pnblic Law 93-2591.5.NAFI p ,rBonDeL policyis governed or guided by DoDdirectivee,publicinstmctions,manuale, execut,ive ordere,laws, OPM issuanees,DoD circulare,and other regulationa.1003.NE9I-OR RENTTSEDPROGRAMS1.The prc,visioneof thislt{anual shaLl not be constnredlj-mitingNA"FIe in the continuance,development,,5.mplementaEion, and adminietrationof perEonnel policiesdeemed app:r'opriateto the establj.shmentand maintenancesound, pro,g'reesivecareerdevelopment,and managementprograms.Such proltrams musE, however', meet the bagicobjectivesof policj-eeset forthin this chapter.asof2,progirams thatNew programs or rewisionsto existingincreasebenefitsandthe 1eve1s of IILF employee compenaatoryallowancesrManualthey exceed thoee authorizedin thieao thatpriorwillttrebe sirJrject t,o approwal,inplementration,bytoC14C (l'lR) ul?on recommendationhead of theof the appropri.ateIocal NAfI.3.Conrnanrls are encouragedandt,o caray out reaearchprojectsdemonstrat,.ionthat test.rrewapproacheE tro alof the CMC(l'IR') and cr:neultat,ionwith employeea or coneult,ationandnegoti.atio:nThewhenexist.wj.th unionsagreementsrregotiat,edclvtc (l{R) nury waiwe perE onnel poS.iciesin the conductr ofprojects,grsuch walvere do not violatelaws, ru1es,llrovidedr'egulationrsto politicalor equalreJ.atingactivitieEemployment opportr.rnity,leave,ineurance,annui,ty provieions,practices.personnelmeritsystem principles,or prohibit,edl-6,i

MARINE CORPS NAF PERSONNEL POLICY MANUALCHAPTER 2EMPLOYMENT AND PLACEMENTSECTION 1: EMPLOYMENTPARAGRAPHPAGEGENERAL POLICY. . . . . . . . . . . . . .21002-3CATEGORIES OF EMPLOYEES . . . . . . . . . .21012-3EQUAL EMPLOYMENT OPPORTUNITY (EEO)21022-3AFFIRMATIVE ACTION FOR HIRING, PLACEMENT, ANDADVANCEMENT OF HANDICAPPED INDIVIDUALS . .21032-5EMPLOYMENT OF RELATIVES . . . . . . . . . .21042-6EMPLOYMENT OF MINORS. . . . . . . . . . .21052-7EMPLOYMENT OF SPOUSES OF MILITARY PERSONNEL(SPOUSE PREFERENCE) . . . . . . . . . . . .21062-7TRANSITION ASSISTANCE EMPLOYMENT PREFERENCE .21072-9EMPLOYMENT OF VETERANS21082-10HIRING FORMER MEMBERS OF THE UNIFORMED SERVICESWHILE IN A TERMINAL LEAVE STATUS . . . . . .21092-11EMPLOYMENT OF RETIRED U.S. MILITARY PERSONNEL21102-11UTILIZATION OF OFF-DUTY U.S. MILITARY PERSONNEL 21112-14REINSTATEMENT . . . . . . . . . . . . . . . .21122-15TRANSFERS AND TRANSFER OF FUNCTION21132-15MOVEMENT TO NAF EMPLOYMENT FROM OTHER TYPES OFEMPLOYMENT . . . . . . . . . . . . . . . . .21142-17BASE CLOSURE AND REALIGNMENT. . . . . . . .21152-18PORTABILITY OF BENEFITS FOR NAF EMPLOYEES . .21162-18. . . .(VETERAN’S PREFERENCE). . . . .2-1

MARINE CORPS NAF PERSONNEL POLICY MANUALSECTION 2RECRUITMENT, SELECTION, AND PLACEMENTPARAGRAPHGENERAL POLICY. . . . . . . . . . . . .QUALIFICATION REQUIREMENTS . . . . . . .22002201PAGE2-192-19EMPLOYMENT REQUIREMENTS, SUITABILITY CHECKS,AND INVESTIGATIONS . . . . . . . . . . .22022-19VETERAN RESTORATION RIGHTS. . . . . . . .22032-21PROBATIONARY PERIOD . . . . . . . . . . . .22042-21PERFORMANCE APPRAISALS22052-22. . . . . . . .22062-22. . . . . . . . . . . .22072-2222082-23. . . . . . . . . .EMPLOYEE RECORDS AND FILESVOLUNTEER SERVICESSUPERVISION OF APPROPRIATED FUND EMPLOYEESFIGURE2-1TRANSPORTATION AGREEMENT . . . . . . . . . .2-22-24

MARINE CORPS NAF PERSONNEL POLICY MANUALCHAPTER 2EMPLOYMENT AND PLACEMENTSECTION 1:EMPLOYMENT2100. GENERAL POLICY. A/CS MCCS, MCCS Directors and Heads of local NAFI’sshall ensure that the recruitment, selection, placement, promotion, termination and other related personnel actions involving NAF employees are in consonance with fair employment practices and equal opportunity and treatment forboth applicants and employees.2101. CATEGORIES OF EMPLOYEES. Each local NAFI shall categorize its NAFemployees within one of the following categories:1.Regular Employeesa. Regular full-time (RFT) employees are those hired for continuing positions with a regularly scheduled workweek of 35 hours or more.b. Regular part-time (RPT) employees are those hired for continuing positions for a minimum of 20 hours per week but fewer than 35 hours per week on aregularly scheduled basis.2. Flexible Employees. Flexible employees serve in either continuing or temporary positions up to 40 hours per week on either a scheduled or as-neededbasis. Flexible employees are not eligible to participate in benefits programs, nor are they entitled to earn sick or annual leave.2102.EQUAL EMPLOYMENT OPPORTUNITY (EEO)1. In accordance with MCO 12713.5, heads of local NAFI’s shall establish,maintain, and carry out a continuing EEO and affirmative action programdesigned to promote equal employment opportunity in every aspect of personnelpolicy and practice in the employment, development, advancement, and2-3

2102MARINE CORPS NAF PERSONNEL POLICY MANUALtreatment of their NAF employees. This includes aliens employed in the 50States, the District of Columbia, the Commonwealth of Puerto Rico, and the territories and possessions of the United States.2. Provisions of paragraph 1000.2 of this Manual apply to the utilization ofappropriated fund EEO personnel. Instructions on the processing and reportingof discrimination complaints will be provided to employees at their local command.3. Where feasible, heads of local NAFI’s should designate personnel to performspecific EEO duties, discrimination complaint processing, and reports (i.e.,the annual collection of work force profiles for employees, is an example ofone of the specific EEO duties). Otherwise, local NAF activities should participate in the local command affirmative action plan and utilize the localcommand EEO personnel.4.Heads of local NAFI’s shall also:a. Provide sufficient resources to administer its EEO program within thelocal NAFI in a positive and effective manner.b. Conduct a continuing campaign to eradicate every form of prejudice orarbitrary discrimination based on race, color, religion, sex, age, nationalorigin, or handicapped condition, from personnel policies, practices, andworking conditions to include taking appropriate action against employees whodisplay prejudice or who arbitrarily discriminate.c. Communicate this policy to appropriate sources of job candidates andsolicit their recruitment assistance on a continuing basis.d. Consistent with the organization of the NAFI and the scope of availableadvancement opportunities, establish an Upward Mobility Program for NAFemployees. The program will provide the maximum feasible opportunity foremployees to enhance their potential through on-the-job training, job re-engineering, and other development measures so that they2-4

MARINE CORPS NAF PERSONNEL POLICY MANUAL2103may perform at their highest potential and advance in accordance with theircapabilities.e. Provide orientation, training, and guidance to managers and supervisorsto ensure their understanding and implementation of the EEO program.f. Provide for participation at the local community level with otheremployers, schools, universities, and public and private groups in cooperativeaction to improve employment opportunities and community conditions thataffect employability.g. Provide for counseling employees and applicants who believe they havebeen discriminated against and who seek redress.h. Provide for the prompt, fair, and impartial consideration and disposition of complaints involving issues of employment discrimination.i. Establish a system for periodically evaluating the effectiveness of theoverall equal employment opportunity effort.2103.AFFIRMATIVE ACTION FOR HIRING, PLACEMENT, AND ADVANCEMENT OF HANDICAPPED INDIVIDUALS1. Heads of local NAFI’s shall give full consideration to employment of handicapped individuals in all NAF activities. They shall ensure implementation ofall required laws, executive orders, rules, and regulations, including applicable regulations of the Equal Employment Opportunity Commission and the Officeof Personnel Management. In meeting these requirements, heads of local NAFI’sshall ensure that qualified handicapped individuals, including current employees who became disabled after appointment, have equitable opportunity to behired, placed, and advanced in NAF jobs.2. Heads of local NAFI’s are authorized and encouraged to adopt any publishedcivil service provisions for hiring handicapped individuals as a guide to further develop2-5

2104MARINE CORPS NAF PERSONNEL POLICYpolicies and programs that will foster the effort to promote and expand employment opportunities for handicapped individuals so that their skills may be utilized, including the use of reasonable accommodation that meet the needs ofindividual disabled persons.3. Affirmative action is to be an integral part of ongoing civilian personnelmanagement programs. Persons with disabilities should be employed in a broadrange of grade levels and occupational series commensurate with their qualifications. Policies should not unnecessarily exclude or limit persons with disabilities because of job structure or design or because of architectural,transportation, communication, procedural, or attitudinal barriers.2104.EMPLOYMENT OF RELATIVES1. The employment, appointment, or promotion of relatives of military andcivilian officials who hold administrative positions in which they exercisejurisdiction or control over the employing department, division, or branch of alocal NAFI is prohibited; e.g., AC/S MCCS and Deputy’s relatives are prohibitedfrom working for the same MCCS activity.2. Relatives of Heads of Retail, Food and Hospitality, Services, etc., may beemployed in MCCS but not in the same department, division, or branch.3. To prevent favoritism and collusion or their appearance, members of thesame family shall not be assigned to, or employed in, positions where anysupervisory relationship exists, allowing favored treatment to occur. Further, such officials may not advocate a relative's appointment, employment,promotion, or advancement anywhere within the DoD. This policy is consistentwith provisions of 5 U.S.C. 3110 and 5 CFR Part 310. The policy does not prohibit the exercise of reemployment rights after military service as provided bythe Military Selective Service Act of 1967, as amended.4. For purposes of interpretation "relative" includes: father, mother, son,daughter, brother, sister, uncle, aunt,first cousin, nephew, niece, husband, wife, father-in-law,2-6

MARINE CORPS NAF PERSONNEL POLICY2106mother-in-law, son-in-law, daughter-in-law, brother-in-law,sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother,stepsister, half brother, or half sister.5. In the event of emergencies resulting from natural disasters or similarunforeseen events or circumstances, temporary employment of individuals whoseemployment would otherwise be prohibited by this policy is authorized.2105. EMPLOYMENT OF MINORS. Heads of local NAFI’s may authorize the employment of minors, ages 14 and 15. The employment of persons under 18 years ofage shall be per the following:1. The Fair Labor Standards Act in that such persons may not be employed in orassigned to positions that are hazardous or detrimental to their health.2.Published State and local labor standards and requirements.3. These employees will not be assigned to work involving machinery or equipment with exposed moving parts (excluding normal office machines, cash registers, floor waxers, and similar equipment). They may, however, operate NAF orGovernment-owned motor vehicles, provided that they have a valid state motorvehicle operator’s permit and authorization, in writing to use Governmentowned or leased motor vehicles.4. In foreign areas, such employment shall be under summer and student programs and paid under a special summer and student wage schedule.2106.EMPLOYMENT OF SPOUSES OF MILITARY PERSONNEL(SPOUSE PREFERENCE)1. DOD instruction 1404.12 dated January 12, 1989 which implements Section 806of P.L. 99-145, "DoD Authorization Act," November 8, 1985, and Executive Order12568, October 2,1986, prescribe improved employment opportunities for spouses of military personnel.2-7

2106MARINE CORPS NAF PERSONNEL POLICY MANUAL2. Heads of local NAFI’s shall provide employment preference for spousesapplying and referred for certain nonappropriated fund positions in all employment categories at grade levels NF-3 and below and positions paid at hourlyrates. Heads oflocal NAFI’s shall establish measures by which job information is reasonablyavailable to spouses seeking employment and establish procedures for verifyingpreference.3. Spouses eligible for preference shall be included as part of the minimumarea of consideration in the competitive process. Spouse preference shall notapply when it is management’s decision to fill vacancies from incumbents of thesame organization, same classification level and same employment category asthat of the vacant position. A spouse eligible for preference shall requestconsideration by submission of an appropriate application form to the NAF personnel office where consideration is desired. Spouse preference shall be limited to the specific position(s) for which application is made. Spousepreference shall be applied reciprocally across DoD component lines.4. A preference eligible spouse shall be placed on aselection list only if he or she is among the best-qualifiedafter a competitive screening process is completed.candidates5. The CMC (MR) may approve exceptions to selections or length of eligibilityof spouse preference. Exceptions shall be rare and based only on compellinghardship to the activity or the applicant.6. The time period of spouse preference eligibility begins 30 days before themilitary sponsor's reporting date to the new duty location. It continues during the entire tour unless placement into, or declination of, any offer of acontinuing position at any grade level whether or not the eligible spouse hasregistered for spouse employment preference; whichever takes place first.Heads of local NAFI's may nonselect eligible spouses during the last 6 monthsof the sponsor's tour. Spouse preference may beexercised once for each permanent relocation of the military sponsor.2-8

MARINE CORPS NAF PERSONNEL POLICY MANUAL21077. Eligible spouses shall have preference over transition assistance eligiblesand veterans.2107.TRANSITION ASSISTANCE EMPLOYMENT PREFERENCE1. P.L. 101-510, "DoD Authorization Act," November 5, 1990, and Assistant Secretary of Defense (Force Management and Personnel) memo of June 7, 1991, provide the basis fortransition assistance benefits including employment preference for involuntarily separating military personnel and their dependents.2. Heads of local NAFI’s shall provide employment preference to separatingservice members and their dependents applying and referred for nonappropriatedfund positions in all employment categories at grade levels NF-3 and below andequivalent positions.3. Transition assistance eligibles for preference shall be included as part ofthe minimum area of consideration in the competitive process. A transitionassistance eligible for preference shall request consideration by submissionof an appropriate application and the uniform services identification and privilege card to the NAF personnel office where consideration is desired. Transition assistance employment preference shall be limited to the specificposition(s) for which application is made. Heads of local NAFI’s shall establish procedures for verifying preference.4. Heads of local NAFI’s shall establish measures by which job information isreasonably available to transition assistance eligibles seeking employment.5. A transition assistance employment preference eligible shall be placed on aselection list only if he or she is among the best qualified candidates after acompetitive screening process is completed. Transition assistance preferenceeligible candidates shall be includedas part of the minimum area of consideration in the competitive process.6. The time period of transition assistance employment preference eligibilitybegins the date an eligible2-9

2108MARINE CORPS NAF PERSONNEL POLICY MANUALinvoluntarily separated individual receives their DD Form 1173, "UniformedServices Identification and Privilege Card". The DD 1173 will be used by thetransition assistance eligible to claim preference.7. A person may receive preference in hiring only once. Transition hiringpreference eligibility is terminated upon placement in or declination of(whichever occurs first) a NAF position for which application is made.2108.EMPLOYMENT OF VETERANS1. Provided they are equally qualified for the vacant position and the discharge from the U.S. military was not less than "under honorable conditions,"preference at the time of hire only, will be given to veterans whose activeduty was:a.During wartime;b.During the period of 28 April 1952 through 1 July 1955;c. For m

MARINE CORPS NAF PERSONNEL POLICY MANUAL INTRODUCTION 0001. The Marine Corps depends on the programs and services provided by Marine Corps Community Services (MCCS) to make a difference in the quality of life enjoyed by our Marines, Sailors and their families. Quality of life sustain-ment and enhancement