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FOREST SERVICE MANUAL
EASTERN REGION (REGION 9)
MILWAUKEE, WI
FSM 6100 – PERSONNEL MANAGEMENT
CHAPTER 80 – INSURANCE AND ANNUITIES
Supplement No.: R9 RO 6180-2004-1
Effective Date: September 14, 2004
Duration: This supplement is effective until superseded or removed.
Approved: RANDY MOORE
Regional Forester
Date Approved: 9/14/2004
Posting Instructions: Supplements are numbered consecutively by Handbook number and
calendar year. Post by document; remove the entire document and replace it with this
supplement. Retain this transmittal as the first page(s) of this document. The last supplement to
this Handbook was 6100-2002-2 to chapter 70.
New Document
R9 RO 6180-2004-1
4 Pages
Superseded Document(s)
(Supplement Number and
Effective Date)
R9 RO 6180-2002-1
2 Page
Digest:
6182.03 - Revises direction on recognizing retirees.
6182.04 - Provides direction on counselling all employees, upon retirement or leaving the
Government, regarding restrictions on their activities.
R9 RO SUPPLEMENT
EFFECTIVE DATE: 9/14/2002
DURATION: Effective until superseded or removed
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FSM 6100 – PERSONNEL MANAGEMENT
CHAPTER 80 – INSURANCE AND ANUITIES
6182 – Retirement
6182.03 – Policy
Give recognition to each Region 9 retiree in the form of a letter of appreciation, an Identification
Card and a retirement certificate.
6182.04 – Responsibility
3. Retirement Recognition - Forest Supervisors will submit final letters of appreciation
directly to the Regional Forester for signature for all retires within their employment authority.
4. All employees, upon retirement or leaving the Government, should be counseled
regarding restrictions on their activities, including special provisions governing serving as a
special Government employee.
To assist in this counseling, a letter as shown in Exhibit 1 should be given to all
employees who retire or terminate their employment. In addition, any separating employee who
is required to file and OGE (Office of Government Ethics)-450 must sign a conflict-of-interest
briefing sheet to document their counseling session. The signed briefing sheet will be filed in the
employee’s official personnel folder.
Service Center managers and their staff will be responsible for preparation of postemployment letters, briefing sheets, if appropriate, counseling and the processing of separation
documents for all separating employees within their servicing area.
R9 RO SUPPLEMENT
EFFECTIVE DATE: 9/14/2002
DURATION: Effective until superseded or removed
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FSM 6100 – PERSONNEL MANAGEMENT
CHAPTER 80 – INSURANCE AND ANUITIES
6182.04 – Exhibit 01
United States
Department of
Agriculture
File Code:
Route To:
Subject:
To:
Forest
Service
6170
Eastern Region
Date:
310 West Wisconsin Ave.
Suite 580
Milwaukee, WI 53203
January 4, 2002
Post-Employment Regulations
All Employees Who Are Retiring or Leaving Government Service
The Government Ethics Reform Act of 1989, which covers post-employment and conflicts of
interest, list specific activities which regular government and special government employees are
prohibited from taking part in after they retire or terminate their employment. These policies are
based on a recognition that the maintenance of unusually high standards of honesty, integrity,
impartiality, and conduct by government employees is essential to assure the proper performance
of government business and the maintenance of confidence and respect of citizens in their
government.
Department of Agriculture rules and regulations governing conflict-of-interest are contained in
Appendix I to the USDA Employee Handbook, which is furnished to each regular and special
Government employee of the Forest Service.
A review of the regulations reveals that all of our employees and former employees must be
aware that their public and private activities can involve conflict-of-interest, with severe
penalties where violations occur.
Of special concern are former employees, particularly retired employees who act as consultants
or in some other capacity for individuals or firms, in areas related to their professional or other
work as a government employee. Sometimes such activities bring them into contact with Forest
Service administrators and other employees. Such activities might also involve contracts or
other transactions with which the former employee was directly concerned during his/her
government employment.
The following general restrictions apply to all former employees:
A. 18 U.S.C. Section 207 (a) (1) Lifetime ban: in which the employee participated personally
and substantially during their government service.
Any former employee is prohibited from knowingly making, with intent to influence, a
communication to or an appearance before:
R9 RO SUPPLEMENT
EFFECTIVE DATE: 9/14/2002
DURATION: Effective until superseded or removed
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FSM 6100 – PERSONNEL MANAGEMENT
CHAPTER 80 – INSURANCE AND ANUITIES
6182.04 – Exhibit 01 Cont.
a) Any department, agency, or court of the U.S. on behalf of the U.S. on behalf of
another person.
b) In connection with a particular matter involving specific parties.
c) In which the U.S. is a party or has a direct and substantial interest.
B.
18 U.S.C. Section 207 (a) (2) Two-year Ban: is basically the same as above except
that it applies for only two years and covers all particular matters which were actually
pending under the former employee’s “official responsibility” in his/her last year of
government service. An employee’s official responsibility is usually defined by
statute, regulation, written delegation of authority or job description.
C.
18 U.S.C. Section 207 (c) One-Year Ban: A former senior employee is prohibited
from knowingly making, with the intent to influence, any communication to or
appearance before, an employee of his/her former agency on behalf of another person
on any matter on which he/she seeks official action.
Senior Employees: a) Executive Schedule (I-V) b) SES Levels 5 and 6
(or comparable)
It is reasonable to expect that a former government employee would be familiar with these
rules and not engage in activities, which they prohibit. Penalties for violations of these rules
include a fine of not more that $50,000 or imprisonment for not more than 5 years for willful
violations, or both. In addition, the Department may declare void any contract awarded or
benefit granted in regard to any matter in which there has been a final conviction for
violation of the statutes relating to bribery, graft, and conflict of interest. There are criminal
penalties for conspiring against the United States.
If you have any questions, you should review these regulations and/or contact your Labor
Management and Employee Relations Group at your servicing Human Resources staff or the
Regional Office.
Karl H. Mettke (for)
JAMES M. FREY
Director, Human Resources