Blackfeet Plan of Operations (2024)
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Blackfeet Plan of Operations
Chapter 5 Personnel Policies
and Procedures
Issue Date: January 31, 2024
2018 Version, as amended
Section 1.
Purpose ............................................................................................................................................................ 16
Section 2.
1-2-1
Principles. ..................................................................................................................... 16
Section 3.
1-3-1
Tribal Employment Policy. .......................................................................................... 16
1-3-2
Applicable Legislation, Regulations and Concepts......................................................................... 16
Applicable Laws. .......................................................................................................... 17
1-3-3
Indian Preference. ......................................................................................................... 17
1-3-4
Delegation and Reservation of Authority. .................................................................... 17
Section 4.
Equal Employment Opportunity ........................................................................................................... 17
Section 6.
Codification in the Plan of Operations ................................................................................................ 17
Section 5.
Section 7.
Personnel Management Principles ....................................................................................................... 16
Applicability of the Tribal Personnel Policies and Procedures Manual ................................ 17
Changes to this Manual.............................................................................................................................. 17
1-7-1
Severability. .................................................................................................................. 18
1-7-2
Repeal of Conflicting Laws. ......................................................................................... 18
1-7-3
Amendments. ................................................................................................................ 18
1-7-4
Recommendations for Revision. .................................................................................. 18
Section 8.
Definitions ...................................................................................................................................................... 18
Section 9.
Personnel Director’s Responsibilities ................................................................................................. 20
1-9-1
Delegation. ................................................................................................................... 20
1-9-2
Minimum Duties........................................................................................................... 20
Section 10.
Tribal Directors’ Responsibilities ......................................................................................................... 21
1-10-1 Delegation. ................................................................................................................... 21
1-10-2 Minimum Duties........................................................................................................... 21
1-10-3 Recommendation for Changes. .................................................................................... 21
Section 11.
Tribal Employee Responsibilities ......................................................................................................... 21
1-11-1 Familiarize Self with Manual. ...................................................................................... 21
Section 12.
Adjudicator Specialist Establishment, Qualifications, and Responsibilities ....................... 21
1-12-1 Purpose. ........................................................................................................................ 21
1-12-2 Qualifications. .............................................................................................................. 21
1-12-3 Responsibilities. ........................................................................................................... 22
Section 1.
2-1-1
Page 1 of 115
General Provisions ...................................................................................................................................... 23
Position Announcement. .............................................................................................. 23
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2-1-2
Position Description. .................................................................................................... 23
2-1-3
Public Advertisement. .................................................................................................. 23
2-1-4
Departments to Pay for Advertising Costs. .................................................................. 23
Section 2.
2-2-1
Recruitment Pool Discretion. ....................................................................................... 23
Section 3.
Recruitment Pool ......................................................................................................................................... 23
2-3-1
Policy. ........................................................................................................................... 23
2-3-2
Internal Transfer Process, No Advertisement ................................................................................. 23
Eligibility. ..................................................................................................................... 23
2-3-3
Preference. .................................................................................................................... 24
2-3-4
Procedure. ..................................................................................................................... 24
2-3-5
Director Vacancies. ...................................................................................................... 24
2-3-6
Employment Stipulations. ............................................................................................ 24
2-3-7
Status of Transfer Employees....................................................................................... 24
Section 4.
Internal Advertisement ............................................................................................................................. 25
2-4-1
Policy. ........................................................................................................................... 25
2-4-2
Procedure. ..................................................................................................................... 25
2-4-3
Eligibility. ..................................................................................................................... 25
2-4-4
Re-Advertisement. ........................................................................................................ 25
Section 5.
2-5-1
Policy. ........................................................................................................................... 25
Section 6.
Open Recruitment, Full Advertisement .............................................................................................. 25
2-6-1
Application Required. .................................................................................................. 26
2-6-2
Application for Employment ................................................................................................................... 26
Disclosure of Employed Relatives. .............................................................................. 26
Section 7.
Re-advertisement ........................................................................................................................................ 26
2-7-1
Additional Two-Week Advertisement. ........................................................................ 26
2-7-2
After Second Consecutive Advertisement ................................................................... 26
Section 8.
Selection Process of Applicants ............................................................................................................. 26
2-8-1
Screening of Applicants. .............................................................................................. 26
2-8-2
Application Scoring for Top Candidates. ..................................................................... 27
2-8-3
Interviews. .................................................................................................................... 27
2-8-4
Application and Interview Scores Combined. .............................................................. 27
2-8-5
Selection of Top Candidate. ......................................................................................... 27
2-8-6
Letter of Hire. ............................................................................................................... 27
Section 9.
Physical Examination ................................................................................................................................. 27
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2-9-1
May Require Physical Exam. ....................................................................................... 27
Section 10.
Termination During Probation .............................................................................................................. 27
2-10-1 Re-advertisement .......................................................................................................... 27
Section 11.
Application Records.................................................................................................................................... 28
2-11-1 Management of Files. ................................................................................................... 28
2-11-2 Purge Period ................................................................................................................. 28
Section 12.
Ineligible Applicants for Employment ................................................................................................ 28
Section 1.
Definitions of Employee Status .............................................................................................................. 29
Section 3.
Employees in an Acting Status ............................................................................................................... 30
2-12-1 Disqualification Factors. .............................................................................................. 28
Section 2.
Section 4.
Probationary Employment Period........................................................................................................ 29
Temporary Employees .............................................................................................................................. 30
3-4-1
Appointment by Director.............................................................................................. 30
3-4-2
Mandatory Advertisement for Permanent Vacancies. .................................................. 31
3-4-3
At-Will Status. .............................................................................................................. 31
3-4-4
Compensation. .............................................................................................................. 31
3-4-5
Ineligible for Promotion Hire. ...................................................................................... 31
3-4-6
Limitation on Grievance Rights. .................................................................................. 31
3-4-7
Background and Drug Test Required. .......................................................................... 31
3-4-8
Term of Appointment. .................................................................................................. 31
3-4-9
Process of Termination. ................................................................................................ 31
Section 5.
Board, Committee or Commission Appointments ......................................................................... 31
Section 1.
Policy................................................................................................................................................................. 33
Section 3.
Limitations on Employee’s Conduct and Activities ....................................................................... 33
Section 2.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
Section 10.
Section 11.
Page 3 of 115
Employee Conduct Guide ......................................................................................................................... 33
Outside Employment .................................................................................................................................. 34
Employee Participation in Civic/Community Organizations .................................................... 35
Civil Disorder ................................................................................................................................................. 36
Representation of the Blackfeet Tribe ................................................................................................ 36
Conflict of Interest ....................................................................................................................................... 36
Absence Without Leave ............................................................................................................................. 37
No Smoking and Tobacco Use Ban........................................................................................................ 37
Indebtedness ................................................................................................................................................. 37
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Section 12.
Hostile Work Environment ...................................................................................................................... 37
Section 13.
Sexual Harassment ...................................................................................................................................... 38
4-12-1 Definition...................................................................................................................... 37
4-12-2 Examples. ..................................................................................................................... 38
4-13-1 Purpose. ........................................................................................................................ 38
4-13-2 Policy. ........................................................................................................................... 38
4-13-3 Prohibited Conduct. ...................................................................................................... 39
4-13-4 Examples. ..................................................................................................................... 39
4-13-5 False Reporting............................................................................................................. 39
4-13-6 Reporting of Crime. ...................................................................................................... 39
Section 1.
Cause for Discipline .................................................................................................................................... 40
5-1-1
Disciplinary Authority Over Employees. ..................................................................... 40
5-1-2
Personnel Director Consultation Required. .................................................................. 40
5-1-3
Disciplinary Authority over Directors and Political Appointments. ............................ 40
5-1-4
Just Cause Determination. ............................................................................................ 40
Section 2.
Disciplinary Action ...................................................................................................................................... 40
5-2-1
Establishing Disciplinary Action.................................................................................. 40
5-2-2
Investigation of Employee Infractions. ........................................................................ 40
5-2-3
Issuance of Reprimand After Investigation. ................................................................. 40
5-2-4
Types of Disciplinary Action. ...................................................................................... 41
5-2-5
Required Approvals. ..................................................................................................... 41
5-2-6
Notice of Right to Grieve Disciplinary Action. ........................................................... 42
Section 3.
Administrative or Criminal Investigations........................................................................................ 42
5-3-1
Administrative Investigation. ....................................................................................... 42
5-3-2
Criminal Investigation. ................................................................................................. 42
Section 4.
Compliance with Disciplinary Guide.................................................................................................... 43
Section 5.
Guide for Disciplinary Penalties ............................................................................................................ 43
5-5-1
Factors. ......................................................................................................................... 43
5-5-2
Balance of Factors. ....................................................................................................... 44
Section 6.
Disciplinary Guide ....................................................................................................................................... 45
6-1-1
Policy. ........................................................................................................................... 55
Section 1.
Employee/Management Relations Program .................................................................................... 55
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6-1-2
Grievant Right and Protection. ..................................................................................... 55
6-1-3
Director Grievances. ..................................................................................................... 55
Section 2.
Director and Employee Responsibility ............................................................................................... 55
6-2-1
Management Expectations. .......................................................................................... 55
6-2-2
Employee Expectations. ............................................................................................... 55
6-2-3
Consultation with Blackfeet Tribal Business Council. ................................................ 55
6-2-4
Waiver of Grievance Proceedings. ............................................................................... 55
Section 3.
General Provisions ...................................................................................................................................... 56
6-3-1
Authority. ..................................................................................................................... 56
6-3-2
Scope of Grievance. ..................................................................................................... 56
6-3-3
Non-Grievable Situations. ............................................................................................ 56
6-3-4
Confidentiality. ............................................................................................................. 56
6-3-5
Establishment of the Grievance Board. ........................................................................ 56
Section 4.
Grievance Procedure .................................................................................................................................. 56
6-4-1
Policy. ........................................................................................................................... 56
6-4-2
Step 1. ........................................................................................................................... 56
6-4-3
Step 2. ........................................................................................................................... 57
6-4-4
Scope of Administrative Relief. ................................................................................... 59
Section 5.
Administrative Enforcement of Remedy............................................................................................ 59
6-5-1
Director’s Enforcement. ............................................................................................... 59
6-5-2
Non-Action by Director................................................................................................ 59
Section 6.
Judicial Review.............................................................................................................................................. 59
6-6-1
Limited Waiver of Sovereign Immunity in the Blackfeet Tribal Court. ...................... 60
6-6-2
Scope of Review. .......................................................................................................... 60
6-6-3
Subject Matter. ............................................................................................................. 60
6-6-4
Civil Procedure. ............................................................................................................ 60
6-6-5
Statute of Limitations. .................................................................................................. 60
6-6-6
Equitable Relief. ........................................................................................................... 60
6-6-7
Monetary Relief. ........................................................................................................... 60
6-6-8
Mitigation of Damages. ................................................................................................ 60
6-6-9
Appeal to the Blackfeet Court of Appeals.................................................................... 61
6-6-10 Limited Relief............................................................................................................... 61
Section 1.
Section 2.
Page 5 of 115
Basic Workweek ........................................................................................................................................... 62
Basic Workday .............................................................................................................................................. 62
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Section 3.
Deviations from Basic Workweek and Workday ............................................................................ 62
7-3-1
Approval. ...................................................................................................................... 62
Section 4.
Daily Check-in, Check-out and Attendance Procedures............................................................... 62
Section 1.
Legal Requirements .................................................................................................................................... 63
8-1-1
Unemployment Insurance............................................................................................. 63
8-1-2
Workman’s Compensation. .......................................................................................... 63
8-1-3
Federal Deductions. ...................................................................................................... 63
Section 2.
Fringe Benefits .............................................................................................................................................. 63
8-2-1
General Applicability. .................................................................................................. 63
8-2-2
Retirement. ................................................................................................................... 63
8-2-3
Health Insurance. .......................................................................................................... 63
8-2-4
Paid Holidays and Other Official Days of Observance. ............................................... 63
8-2-5
Holiday Falling on Weekend. ....................................................................................... 64
8-2-6
Observance of Funeral of Tribal Elected Officials. ..................................................... 65
8-2-7
Observance of Funeral of Prominent Officials............................................................. 65
8-2-8
Weather. ....................................................................................................................... 65
8-2-9
Other Closures .............................................................................................................. 65
Section 3.
8-3-1
Definition...................................................................................................................... 65
Section 4.
General Leave Policy .................................................................................................................................. 65
8-4-1
Eligibility. ..................................................................................................................... 65
Section 5.
Annual Leave ................................................................................................................................................. 65
8-5-1
Policy. ........................................................................................................................... 68
8-5-2
Sick Leave........................................................................................................................................................ 67
Earn Rate. ..................................................................................................................... 68
8-5-3
Transfer Employees. ..................................................................................................... 68
8-5-4
Unused Sick Leave. ...................................................................................................... 68
8-5-5
Sick Leave Use. ............................................................................................................ 68
8-5-6
Abuse of Sick Leave..................................................................................................... 68
8-5-7
Sick Leave Donation. ................................................................................................... 68
Section 6.
Family Leave .................................................................................................................................................. 68
8-6-1
Eligibility. ..................................................................................................................... 69
8-6-2
Documentation. ............................................................................................................ 69
8-6-3
Unpaid. ......................................................................................................................... 69
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8-6-4
Oversight. ..................................................................................................................... 69
8-6-5
Vested Status. ............................................................................................................... 69
Section 7.
Leave Without Pay (LWOP) ..................................................................................................................... 69
8-7-1
Definition...................................................................................................................... 69
8-7-2
Exhaustion of other Leave. ........................................................................................... 70
8-7-3
Sick/Disability Leave Limit. ........................................................................................ 70
8-7-4
Prohibition on Earning of Sick or Annual Leave. ........................................................ 70
8-7-5
Firefighting. .................................................................................................................. 70
Section 8.
8-8-1
Administrative Leave ................................................................................................................................. 70
Personnel Board Approval. .......................................................................................... 70
Section 9.
Funeral Leave ................................................................................................................................................ 71
8-9-1
Immediate Family......................................................................................................... 71
8-9-2
Other than Immediate Family....................................................................................... 71
8-9-3
Approval. ...................................................................................................................... 71
Section 10.
Witness/Jury Leave .................................................................................................................................... 71
Section 11.
Military Leave................................................................................................................................................ 71
8-10-1 Court Order................................................................................................................... 71
8-10-2 Fees Returned to the Blackfeet Tribe. .......................................................................... 71
8-11-1 Reserve Duty. ............................................................................................................... 71
8-11-2 Verification. .................................................................................................................. 71
8-11-3 Annual Leave. .............................................................................................................. 71
8-11-4 Documentation of Service. ........................................................................................... 71
8-11-5 Temporary Employees. ................................................................................................ 72
Section 12.
Military Furlough ......................................................................................................................................... 72
8-12-1 Active Duty. ................................................................................................................. 72
8-12-2 Verification. .................................................................................................................. 72
8-12-3 Vested Status for Military Furlough. ............................................................................ 72
8-12-4 Restoration Process. ..................................................................................................... 72
8-12-5 Enlistment..................................................................................................................... 72
Section 13.
Compensatory Time ................................................................................................................................... 72
8-13-1 Policy. ........................................................................................................................... 72
Section 14.
Birthday Leave .............................................................................................................................................. 73
8-14-1 Policy. ........................................................................................................................... 73
Section 15.
Educational Leave........................................................................................................................................ 73
8-15-1 Policy. ........................................................................................................................... 73
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8-15-2 Scope. ........................................................................................................................... 73
8-15-3 Approval. ...................................................................................................................... 73
Section 16.
Cultural Leave ............................................................................................................................................... 73
Section 1.
Pay Plan Administration ........................................................................................................................... 75
8-16-1 Policy. ........................................................................................................................... 74
9-1-1
Establishment of the Classification Plan. ..................................................................... 75
9-1-2
Salary. ........................................................................................................................... 75
9-1-3
Review. ......................................................................................................................... 75
Section 2.
9-2-1
Cost of Living Increase (COLA). ................................................................................. 75
Section 3.
Cost of Living Increase............................................................................................................................... 75
9-3-1
Authorization and Approval. ........................................................................................ 75
9-3-2
Overtime .......................................................................................................................................................... 75
Emergency Situation List. ............................................................................................ 75
Section 1.
General ............................................................................................................................................................. 76
Section 3.
Administration of the Classification Plan .......................................................................................... 76
10-1-1 Classification of Tribal Jobs. ........................................................................................ 76
Section 2.
Purpose ............................................................................................................................................................ 76
10-3-1 Classification Authority. .............................................................................................. 76
Section 4.
Grade Determination.................................................................................................................................. 76
10-4-1 Comparable Information. ............................................................................................. 76
10-4-2 Grade Specification. ..................................................................................................... 77
10-4-3 Factors Not Considered. ............................................................................................... 77
Section 5.
Step Determination ..................................................................................................................................... 77
10-5-1 Comparable Information. ............................................................................................. 77
10-5-2 Step Specification. ........................................................................................................ 77
10-5-3 Reconsideration of Employee Experience. .................................................................. 77
10-5-4 Current Employee Experience in Job Change. ............................................................. 77
10-5-5 Former Tribal Employee Experience. .......................................................................... 77
10-5-6 Internal Transfer. .......................................................................................................... 77
10-5-7 Step Pay Increases. ....................................................................................................... 78
Section 6.
Classification Review.................................................................................................................................. 78
10-6-1 Timeline........................................................................................................................ 78
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10-6-2 Authority. ..................................................................................................................... 78
10-6-3 Substantial Change in Duties. ...................................................................................... 78
10-6-4 Modification. ................................................................................................................ 78
10-6-5 Notice. .......................................................................................................................... 78
Section 7.
Notice of a New Position ........................................................................................................................... 78
10-7-1 Request for Classification. ........................................................................................... 78
10-7-2 Allocation Authority..................................................................................................... 78
10-7-3 Establishment of New Grade. ....................................................................................... 78
Section 1.
Administration .............................................................................................................................................. 79
Section 2.
Employee Personnel File .......................................................................................................................... 79
11-1-1 Authority. ..................................................................................................................... 79
11-1-2 Applicable Laws. .......................................................................................................... 79
11-2-1 Composition of Personnel File. .................................................................................... 79
11-2-2 Accessibility. ................................................................................................................ 79
11-2-3 Employee Medical Information.................................................................................... 79
11-2-4 Adverse Action File...................................................................................................... 80
11-2-5 I-9 Binder. .................................................................................................................... 80
11-2-6 Background File. .......................................................................................................... 80
11-2-7 Release of Information of the Personnel File. .............................................................. 80
Section 1.
General Provisions ...................................................................................................................................... 81
Section 2.
Appraisal Period........................................................................................................................................... 81
12-1-1 Policy. ........................................................................................................................... 81
12-1-2 Exemptions. .................................................................................................................. 81
12-2-1 Term. ............................................................................................................................ 81
Section 3.
Performance Standards and Elements................................................................................................ 81
12-3-1 Establishment. .............................................................................................................. 81
12-3-2 Notice to Employee of Performance Expectations....................................................... 81
12-3-3 Notice of Appraisal. ..................................................................................................... 81
12-3-4 Employee Duty or Program Scope Changes. ............................................................... 81
12-3-5 Grievance of Expectation Standards and Elements. ..................................................... 82
12-3-6 Performance Standards and Elements Review Level. .................................................. 82
12-3-7 Expectation Elements. .................................................................................................. 82
12-3-8 Element Classification. ................................................................................................. 82
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12-3-9 Good Level Performance.............................................................................................. 82
12-3-10 Generic Standards......................................................................................................... 82
Section 4.
Progress Review........................................................................................................................................... 82
Section 5.
Measuring Performance............................................................................................................................ 82
12-4-1 Procedure. ..................................................................................................................... 82
12-5-1 Rating Scale. ................................................................................................................. 82
12-5-2 Summary Rating. .......................................................................................................... 83
12-5-3 Unacceptable Summary Rating. ................................................................................... 83
12-5-4 Other Rating Measures. ................................................................................................ 83
12-5-5 Employee Acknowledgment of Appraisal. .................................................................. 83
12-5-6 Rating Level. ................................................................................................................ 83
Section 1.
General Policies ............................................................................................................................................ 84
13-1-1 Merit Employment. ...................................................................................................... 84
13-1-2 Nepotism Prohibited. .................................................................................................... 84
13-1-3 Standard. ....................................................................................................................... 84
Section 2.
Definition......................................................................................................................................................... 84
Section 3.
Practice ............................................................................................................................................................ 84
13-2-1 Relative. ........................................................................................................................ 84
13-3-1 Supervision. .................................................................................................................. 84
13-3-2 Waiver. ......................................................................................................................... 84
13-3-3 Other Service. ............................................................................................................... 84
Section 1.
Resignation..................................................................................................................................................... 85
14-1-1 Employee Discretion. ................................................................................................... 85
14-1-2 Notice by Employee. .................................................................................................... 85
14-1-3 One-year Separation Policy. ......................................................................................... 85
Section 2.
Layoff ................................................................................................................................................................ 85
14-2-1 Policy. ........................................................................................................................... 85
14-2-2 Consideration of Alternative to Layoff. ....................................................................... 85
14-2-3 Notice of Layoff Plan. .................................................................................................. 85
14-2-4 Employee Layoff Order................................................................................................ 86
14-2-5 Director Lay-off Order. ................................................................................................ 86
14-2-6 Measure of Length of Service. ..................................................................................... 86
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14-2-7 RIF Committee. ............................................................................................................ 86
14-2-8 Notice to Employee/Director........................................................................................ 86
14-2-9 Recall List..................................................................................................................... 86
14-2-10 Recall Process............................................................................................................... 87
14-2-11 Credit for Retirement and Seniority Benefits. .............................................................. 87
14-2-12 Leave Benefit Payout, Non-Accrual While On Layoff. ............................................... 87
Section 3.
Termination ................................................................................................................................................... 87
Section 4.
Termination Process .................................................................................................................................. 87
14-3-1 Grounds. ....................................................................................................................... 87
14-3-2 Medical or Physical Impairment. ................................................................................. 87
14-4-1 Form of Notice. ............................................................................................................ 87
14-4-2 Equipment. ................................................................................................................... 87
14-4-3 Employee Exit Form. ................................................................................................... 87
14-4-4 Signatures Required. .................................................................................................... 88
Section 5.
Separation Period ........................................................................................................................................ 88
Section 1.
General ............................................................................................................................................................. 89
14-5-1 Termination, 2-year Bar, and Exception. ..................................................................... 88
15-1-1 Policy. ........................................................................................................................... 89
15-1-2 Optional. ....................................................................................................................... 89
15-1-3 Assessment of Program Training Needs. ..................................................................... 89
15-1-4 In-service Training. ...................................................................................................... 89
Section 1.
General ............................................................................................................................................................. 90
Section 1.
General Provisions ...................................................................................................................................... 91
16-1-1 Annual Recognition Ceremony. ................................................................................... 90
Section 2.
Recognition Program ................................................................................................................................. 90
17-1-1 Policy. ........................................................................................................................... 91
Section 2.
Security Violations Subject to Disciplinary Action......................................................................... 91
17-2-1 Access Limited. ............................................................................................................ 91
17-2-2 Security Violations. ...................................................................................................... 91
Section 3.
Scope ................................................................................................................................................................. 91
17-3-1 Policy. ........................................................................................................................... 91
Section 4.
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Security of Data............................................................................................................................................. 91
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17-4-1 Security Standards. ....................................................................................................... 92
17-4-2 Measures. ...................................................................................................................... 92
17-4-3 Employee Responsibility. ............................................................................................. 92
Section 5.
Prohibited Practices ................................................................................................................................... 92
17-5-1 No Reasonable Expectation of Privacy. ....................................................................... 92
Section 6.
Wireless Policy.............................................................................................................................................. 92
17-6-1 Use at Own Risk. .......................................................................................................... 92
17-6-2 Conditions of Use. ........................................................................................................ 93
Section 7.
Database Administrator ............................................................................................................................ 93
Section 8.
Sensitive Privileges ..................................................................................................................................... 93
Section 9.
Network/Internet Access Approval Requirements....................................................................... 93
Section 10.
Commencement/Transfer/Termination of Employment........................................................... 93
Section 11.
Password Selection/Protection ............................................................................................................. 94
17-7-1 Responsibilities. ........................................................................................................... 93
17-8-1 Assignment of Privileges.............................................................................................. 93
17-8-2 Periodic Review of Privileges. ..................................................................................... 93
17-9-1 Access After Work Hours. ........................................................................................... 93
17-10-1 Employee Access. ........................................................................................................ 93
17-10-2 Supervisor Notification Regarding Employment Changes. ......................................... 94
17-11-1 Password Requirements. .............................................................................................. 94
17-11-2 Password Protection by User. ....................................................................................... 94
17-11-3 Password Location. ...................................................................................................... 94
17-11-4 Password Changes. ....................................................................................................... 94
17-11-5 Password Lockout. ....................................................................................................... 94
Section 12.
Local Area Network (LAN) Security..................................................................................................... 95
Section 13.
Polices Regarding Contractors ............................................................................................................... 95
Section 14.
Risk Assessment ........................................................................................................................................... 95
17-12-1 Location. ....................................................................................................................... 95
17-12-2 Data Control. ................................................................................................................ 95
17-13-1 Background Check. ...................................................................................................... 95
17-13-2 Confidentiality Agreement. .......................................................................................... 95
17-14-1 Report. .......................................................................................................................... 95
Section 15.
Program Changes ......................................................................................................................................... 95
17-15-1 Process. ......................................................................................................................... 95
Section 16.
Backup of Sensitive Data .......................................................................................................................... 95
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17-16-1 Administration Regarding Sensitive Data. ................................................................... 95
17-16-2 Location. ....................................................................................................................... 96
17-16-3 Policy Regarding Data Purge. ...................................................................................... 96
Section 1.
General Provision ........................................................................................................................................ 97
18-1-1 Policy. ........................................................................................................................... 97
Section 2.
Social Media Principles.............................................................................................................................. 97
18-2-1 Use of Social Media. .................................................................................................... 97
18-2-2 Guidelines for Posting on Social Media. ...................................................................... 97
18-2-3 Disciplinary Action. ..................................................................................................... 97
18-2-4 Consultation Prior to Social Media Posts Encouraged. ................................................ 97
18-2-5 Criminal Activity. ......................................................................................................... 97
18-2-6 Applicability. ................................................................................................................ 98
Section 1.
General Provisions ...................................................................................................................................... 99
19-1-1 Policy. ........................................................................................................................... 99
19-1-2 Employment Reference Policy. .................................................................................... 99
19-1-3 Confidentiality. ............................................................................................................. 99
19-1-4 Scope of Background. .................................................................................................. 99
Section 2.
Applicants/Employees Subject to Background Checks ............................................................... 99
Section 3.
Security Sensitive Positions ................................................................................................................. 100
Section 4.
Criminal Convictions/Charges ............................................................................................................ 100
19-2-1 Applicants and Employees. .......................................................................................... 99
19-3-1 Determination of Security Sensitive Positions. .......................................................... 100
19-3-3 Program Requirements. .............................................................................................. 100
19-4-1 Criminal History. ........................................................................................................ 100
19-4-2 Current Employees-Adverse Findings. ...................................................................... 100
19-4-3 Convictions During Employment. .............................................................................. 101
Section 5.
Background Check Procedures ........................................................................................................... 101
19-5-1 Authority. ................................................................................................................... 101
19-5-5 Positions with Regular Contact with Children. .......................................................... 101
19-5-6 Child Care Services. ................................................................................................... 102
Section 6.
Fingerprinting Procedures ................................................................................................................... 102
19-6-1 I.D. Required. ............................................................................................................. 102
19-6-2 Custody of Fingerprint Card....................................................................................... 102
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Section 7.
Positions Requiring Employment Credit Checks ......................................................................... 102
19-7-1 Authorization. ............................................................................................................. 102
Section 8.
Offers of Employment ............................................................................................................................. 103
19-8-1 Adjudication Requirement Prior to Employment. ...................................................... 103
19-8-2 Separate File. .............................................................................................................. 103
19-8-3 Employment Contingent on Successful Pass of Background Check. ........................ 103
Section 9.
Dispute of Information ........................................................................................................................... 103
Section 1.
General Provisions ................................................................................................................................... 105
19-9-1 Process. ....................................................................................................................... 104
19-9-2 Release of Information. .............................................................................................. 104
20-1-1 Purpose. ...................................................................................................................... 105
20-1-2 Objectives. .................................................................................................................. 105
20-1-3 Coverage. .................................................................................................................... 105
20-1-4 Program Administration and Compliance. ................................................................. 105
Section 2.
Prohibited Substances ............................................................................................................................ 105
20-2-1 Illicit Controlled Substances or Drugs. ...................................................................... 105
20-2-2 Legal Drugs. ............................................................................................................... 105
20-2-3 Definition of Legal Prescribed Drug. ......................................................................... 106
20-2-4 Alcohol. ...................................................................................................................... 106
20-2-5 Medical Marijuana. .................................................................................................... 106
Section 3.
Types of Tests............................................................................................................................................. 106
20-3-1 Pre-Employment/New Hires. ..................................................................................... 106
20-3-2 Reasonable Cause. ...................................................................................................... 106
20-3-3 Transportation to Testing Facility. ............................................................................. 107
20-3-4 Employee Consent to Drug/Alcohol Test. ................................................................. 107
20-3-6 Random Testing. ........................................................................................................ 107
Section 4.
Education, Training, Inspection and Notice of Inspection ....................................................... 108
20-4-1 Education. ................................................................................................................... 108
20-4-2 Required Training....................................................................................................... 108
20-4-3 Inspections for Illicit Drugs and/or Alcohol............................................................... 109
20-4-4 Illegal Drug Activity. ................................................................................................. 109
20-4-5 Notice of Right to Inspect. ......................................................................................... 109
Section 5.
Drug and Alcohol Testing Procedures.............................................................................................. 109
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20-5-1 Collection Procedures................................................................................................. 109
20-5-2 Urine Specimen Testing. ............................................................................................ 109
20-5-3 Confirmation Testing. ................................................................................................ 109
20-5-4 Re-Testing. ................................................................................................................. 109
20-5-5 Notification of Test Results........................................................................................ 110
20-5-6 Procedures to Evaluate Prescription Drug Use. ......................................................... 110
20-5-7 Confidentiality and Access to Information Limited to the Personnel Office. ............ 110
20-5-8 Record Keeping. ......................................................................................................... 110
Section 6.
Disciplinary Action and Procedures ................................................................................................. 110
20-6-1 Notification of Action and Defenses. ......................................................................... 110
20-6-2 Blackfeet Tribal Business Council. ............................................................................ 111
20-6-3 Refusal to Test. ........................................................................................................... 111
20-6-4 Grievance.................................................................................................................... 111
20-6-5 Return to Duty. ........................................................................................................... 111
20-6-6 Disciplinary Action Resulting from Positive Alcohol/Drug Test .............................. 111
Receipt of Blackfeet Tribe Personnel Policies and Procedures Manual ............................ 113
Footnotes of Amendments ........................................................................................................ 114
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Section 1. Purpose
GENERAL PROVISIONS
1-1-1 It is the purpose of this manual to provide all Tribal employees of the Blackfeet Tribe with
Personnel Policies and Procedures to ensure proper administration of a personnel
management system for all personnel functions within the Blackfeet Tribe of the Blackfeet
Indian Nation. These Personnel Policies and Procedures are based upon the following
personnel management principles and have, as their purpose, to promote effective personnel
management of all present employees and equal employment opportunities for all candidates
seeking employment with the Blackfeet Tribe.
Section 2. Personnel Management Principles
1-2-1 Principles. These personnel policies and procedures set forth and apply to the following
areas:
a. Recruitment, selection, and promotion of employees based on their knowledge, abilities,
skills, training and experience.
b. Provide equitable and adequate compensation for equal work performance.
c. Provide training for employees as needed to ensure high quality job performance and
effective career development.
d. Retention of employees based upon high quality job performance pursuant to approved
rating procedures.
e. Provide a forum for employee-employer dispute resolution.
f. Provide an appropriate response to inadequate performance or violations of this manual.
g. Provide protection for Tribal employees and applicants, against coercion from partisan
political purposes.
h. Establish safeguards for employees while acting in their official capacities against
interference in Tribal politics/elections or for personal gain.
i. Treatment of applicants for employment and Tribal employees in all phases of personnel
administration as follows:
1. Without regard to political affiliation, race, color, national origin, age, sex, sexual
orientation, religion, disability, or other characteristic protected by applicable laws;
and,
2. With proper application of Indian preference consistent with federal and Tribal laws;
and,
3. Protection of privacy and rights consistent with Blackfeet law and the Indian Civil
Rights Act of 1968, 25 USC §§1301-1304, as amended; and,
4. Afford due process to employees in adverse employment actions as authorized by this
manual.
Section 3. Applicable Legislation, Regulations and Concepts
1-3-1 Tribal Employment Policy. It is the official employment policy of the Blackfeet Tribe to fill
all vacant Tribal positions within Tribal operations with qualified and experienced enrolled
members of the Blackfeet Tribe. However, the Tribe recognizes that there may be specific
instances when it may be necessary to employ non-Tribal members to assist in the daily
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administration and operation of the Blackfeet Tribe. Given these circumstances, it is the
opinion of the Blackfeet Tribe that the guiding principle must be the employment and
retention of competent personnel who can effectively provide for the maximum delivery of
various governmental and socio-economic services and functions; provided however, that
Blackfeet Tribal membership is not overlooked.
1-3-2 Applicable Laws. The Blackfeet Tribe adheres to the Indian Civil Rights Act of 1968, as
amended and the Blackfeet Law and Order Code of 1967, as amended.
1-3-3 Indian Preference. The Blackfeet Tribal Business Council possesses the authority and, under
certain circumstances, is required to provide Indian preference in the employment of Tribal
members.
1-3-4 Delegation and Reservation of Authority. The Blackfeet Tribal Business Council Chairman,
Secretary, and the Personnel Board delegate their authority over employees as provided for in
Chapter 2 of the Plan of Operations, only to the extent as provided in this manual. The
Blackfeet Tribal Business Council shall retain all other areas not delegated.
Section 4. Equal Employment Opportunity
1-4-1 No person in the employment of the Tribe or individuals seeking employment with the Tribe
shall be recruited, appointed, promoted, demoted, removed or in any way discriminated
against because of his/her race, color, national origin, sex, sexual orientation, age, disability
or because of his/her political or religious opinions or affiliations.
Section 5. Applicability of the Tribal Personnel Policies and Procedures Manual
1-5-1 These Personnel Policies and Procedures shall apply to all Tribal employees under the
organizational authority of the Blackfeet Tribe.
1-5-2 Exempt Tribal entities requiring substitute personnel policies and procedures other than this
manual shall be exempt from this manual either in part or in full. The exemption and
substitute policies and procedures shall be approved by Blackfeet Tribal Business Council
Resolution and attached to this manual.
1-5-3 The designated authority shall enforce any violation of these procedures concerning
disciplinary action(s) in accordance with Part 5 of this manual. These policies and procedures
shall serve as the overall guide for management and administration of the Blackfeet Tribal
Personnel System. These policies are not all inclusive. Final discretion as to the interpretation
of the appropriate course of action(s) concerning a particular personnel matter shall be in
accordance with Part 6, Conflict/Dispute Resolution Procedures.
Section 6. Codification in the Plan of Operations
1-6-1 This manual shall be codified at Chapter 5, the Blackfeet Tribe Plan of Operations, pursuant
to Resolution No. 107-2019, enacted December 19, 2018, with amendments in footnotes.
Section 7. Changes to this Manual
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1-7-1 Severability. If any provisions of this policy or the application thereof to any person, entity or
circumstance is held invalid, such invalidity shall not affect any other provision or
applications of this ordinance and such invalidity is severed from this policy.
1-7-2 Repeal of Conflicting Laws. This policy shall supersede any conflicting Tribal ordinances,
resolutions or other Tribal enactments.
1-7-3 Amendments. The Blackfeet Tribe may add to, modify, or repeal in part or in full when
necessary to take care of unforeseen or unusual problems as prescribed by the Laws of the
Blackfeet Tribe. All Tribal departments/programs shall receive all enacted changes to this
Manual promptly.
1-7-4 Recommendations for Revision. The Personnel Director shall make and receive
recommendations for changes to this manual at any time. The Personnel Director shall
forward such recommendations to the Blackfeet Tribal Business Council. The Blackfeet
Tribal Business Council may elect to deny, modify, or enact such recommendations. The
Blackfeet Tribal Business Council may also elect to send the recommendations to committee
for further review or accept comments on proposed changes.
1-7-5 Distribution of this Manual. This manual shall be issued annually to all Tribal Employees by
September 30th of each year. Changes that occur prior to the annual issuance shall be
distributed be separate action to all Tribal Employees. Distribution of this manual shall be
through the Blackfeet Personnel Department. 1
Section 8. Definitions
1-8-1 Applicant means an individual who has filed an application for employment with the
Blackfeet Tribe.
1-8-2 Blackfeet Tribal Business Council or BTBC means the governing body of the Blackfeet
Tribe pursuant to the 1935 Constitution and By-laws of the Blackfeet Indian Reservation of
Montana.
1-8-3 Blackfeet Personnel Board means the Executive Committee of the Blackfeet Tribal
Business Council pursuant to the Blackfeet Plan of Operations, Chapter 2, Organization and
Responsibilities of the Tribal Business Council, (B), GENERAL MANAGEMENT AND
OPERATIONS (7) Committees, (a) Executive Committee.
1-8-4 Classified Position means a legally established position or job within the Blackfeet Tribe in
accordance with the “Classification Plan”.
1-8-5 Classification Plan means the plan by which positions are classified Tribal positions based
upon duties, supervision, employee merit rating, etc.; which establishes the Tribal Wage
Scale.
E2024-40 “Approving Annual Issue of Blackfeet Tribal Personnel Policies and Procedures Manual” December 7,
2023
1
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1-8-6 Descendant means an individual who is the progeny of an enrolled member of the Blackfeet
Tribe but does not meet the sufficient blood quantum requirements as an “enrolled member”.
1-8-7 Descendant of another Tribe means an individual recognized by a federally recognized
Tribe other than the Blackfeet Tribe, as descendants of their enrolled membership.
1-8-8 Director means an employee hired by the Blackfeet Tribal Business Council pursuant to the
Plan of Operations to administer a Blackfeet Tribal Department.
1-8-9 Enrolled Member means an individual enrolled in the Blackfeet Tribe pursuant to the 1935
Constitution and By-laws of the Blackfeet Indian Reservation of Montana.
1-8-10 Employee means an individual hired by official action by the Blackfeet Tribe as defined in
Part 3 of this manual.
1-8-11 Enrolled Member of another Tribe means an individual legally enrolled in a U.S. federally
recognized Tribe other than the Blackfeet Tribe.
1-8-12 Exempt Tribal Entity means separate entities created by the Blackfeet Tribe requiring
personnel policies or procedures other than under this manual either in full or part, tailored to
that entity’s profession. This definition does not include entities of the Tribe established
under Section 17 of the Indian Reorganization Act.
1-8-13 Due Process means the process to provide an individual with notice of allegations;
opportunity to respond to such allegations; and an opportunity for hearing.
1-8-14 Grievant means an employee or former employee who has filed a grievance action under
this manual.
1-8-15 Internal Job Announcement means an active vacancy for which restricts application
eligibility to permanent or contingent employees.
1-8-16 Overtime means work hours in excess of forty (40) worked hours in a workweek which is
eligible to be compensated at the rate of one and one-half (1-1/2) of the employee’s hour rate
for each excess hour worked under the provisions of this Manual. Worked hours means “on
duty” and does not include any paid time off or weekends or holidays not worked. 2
1-8-17 Personnel Action Form or PAF means the official form issued by the Personnel Department
that governs the status of an employee.
1-8-18 Personnel Director means the Personnel Director for the Blackfeet Tribe for the
departments/programs of the Blackfeet Tribe and other Tribal exempt entities where
authorized in this manual.
Resolution No. 479-2023, “Amending the Blackfeet Personnel Policies and Procedures Manual (2018) Adding the
Definition of Overtime” May 9, 2023
2
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1-8-19 Plan of Operations is the administrative plan established under Article VI-Powers of the
Council, (g) of the 1935 Constitution and By-laws of the Blackfeet Indian Reservation of
Montana.
1-8-20 Screening Committee means the committee established by the Personnel Director according
to internal personnel policy for the purpose of screening applicants.
1-8-21 Vacancy means an actively funded position not presently filled by an employee.
1-8-22 Waiver means a voluntary act failing to follow grievance procedures as prescribed in this
manual which results interference of a grievance resulting in forfeiture of that particular
prescribed remedy or process; or, a waiver of a policy granted under this Manual.
Section 9. Personnel Director’s Responsibilities
1-9-1 Delegation. The Blackfeet Tribal Business Council delegates administration of these policies
and procedures to the Tribal Personnel Director. The Blackfeet Tribal Business Council shall
have the discretionary authority to make recommendations to the Personnel Director on all
personnel problems and matters, except where reserved in this manual. The Personnel
Director shall supervise the administration of these Personnel Policies and Procedures in an
impartial and non-discriminatory manner.
1-9-2 Minimum Duties. The Tribal Personnel Director shall:
a.
b.
c.
d.
Implement and administer a Personnel Department.
Administer the intent of these Policies and Procedures.
Compute and prepare the annual operating budget for the Personnel Department.
Supervise, develop, and maintain personnel system forms, procedures and methods of
record keeping.
e. Administer, enforce, and recommend changes, as appropriate, to these Personnel Policies
and Procedures to the Blackfeet Tribal Business Council, as needed.
f. Administer and Enforce the Classification Plan, Compensation Plan, and Evaluation Plan;
and evaluate changes to these plans on an annual basis and make recommendations for
changes for approval by the Blackfeet Tribal Business Council.
g. Establish a fair and non-arbitrary scoring system for the screening of applicants to
identify the most qualified and eligible hire during the screening process.
h. Establish a Selection Committee for the screening of applicants.
i. Direct the recruitment, testing and selection of applicants for employment with the
Blackfeet Tribe.
j. For Director positions, recommend a list of three (3) qualified applicants to the Blackfeet
Tribal Business Council.
k. Maintain a current roster of all Tribal employees of the Blackfeet Tribal government.
l. Certify appointments, promotions, demotions, disciplinary, termination and other
Personnel-related actions for employees and Directors.
m. Provide employee orientation, training, counseling, and career development, where
applicable.
n. Conduct periodic evaluation(s) of Tribal employees in accordance with the adopted
Blackfeet Tribe Evaluation Plan.
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o. Administer the Employee Fringe Benefit Plan.
p. Perform other lawful acts, necessary or desirable to carry out the purpose of the Blackfeet
Tribe Personnel System and all the provisions of the Tribal Personnel Policies and
Procedures.
q. Issue disciplinary action to employees as prescribed in this manual.
r. Administer disciplinary action to Directors in consultation with the Blackfeet Tribal
Business Council.
s. Develop and maintain a desk manual of all the procedures under this section consistent
with this Manual and keep updated regularly.
Section 10.
Tribal Directors’ Responsibilities
1-10-1 Delegation. The Blackfeet Tribal Business Council, delegates to the Tribal Directors,
together with the Personnel Director, the responsibility to hire, retain, transfer, promote,
discipline, and terminate employment with sufficient justification in accordance with Part 5,
herein.
1-10-2 Minimum Duties.
a. Require Tribal employee(s) under their supervision to adhere to the Tribal Policies and
Procedures as directed by this manual.
b. Exercise effective supervisory authority over their respective employees, report on the
efficiency and performance of their employees annually, notify the Personnel Director of
any changes in employee position descriptions and, when applicable, request
reclassification of affected positions.
c. Effectively administer these policies and procedures to ensure the efficient and orderly
administration of personnel management within their respective Department.
1-10-3 Recommendation for Changes. Tribal Directors may recommend to the Personnel Director as
necessary, changes to this Manual to improve the efficiency of administering the Tribal
personnel system.
Section 11.
Tribal Employee Responsibilities
1-11-1 Familiarize Self with Manual. It shall be the responsibility of all Tribal employees to
familiarize themselves with the provisions of the Blackfeet Tribe Personnel Policies and
Procedures, including all revisions and/or additions. Tribal employees are encouraged to
submit suggestions, proposed changes, and ways to improve these Blackfeet Tribe Personnel
Policies and Procedures to the Personnel Director.
Section 12.
Adjudicator Specialist Establishment, Qualifications, and Responsibilities
1-12-1 Purpose. The Blackfeet Tribe shall employ a full-time adjudicator for the purpose of ensuring
Tribal positions are properly filled with qualified applicants and for regular background
checks of employees when required by policy. This individual shall be hired by the
procedures in this manual and be supervised by the Personnel Director.
1-12-2 Qualifications. The Personnel Director shall establish minimum qualifications for this
position as follows:
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a.
b.
c.
d.
Training in adjudication procedures;
Certification in drug testing;
Knowledge of Tribal, federal and state adjudication procedures; and
Ability to gain all licenses and certifications to carry out the purposes of this section.
1-12-3 Responsibilities.
a. Administer Part 19 of this manual;
b. Conduct background investigations of applicants and employees who require regular
criminal history checks;
c. Conduct drug testing of employees;
d. Conduct employee investigations when authorized by Blackfeet Law; and
e. Establish a procedural manual implementing this section.
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RECRUITMENT AND SELECTION
Section 1. General Provisions
2-1-1 Position Announcement. When a position becomes vacant, the Tribal Director shall submit a
request to fill the vacancy to the Personnel Department. The Tribal Director shall indicate the
position needing to be filled along with any special requirement(s) of the position. The
Director must indicate whether the position is desired to be filled internally or made for
public announcement. For Tribal Director vacancies, the Personnel Director shall advise the
Blackfeet Tribal Business Council of the vacancy and receive direction as to advertisement
of the position.
2-1-2 Position Description. Prior to advertisement of the vacancy, the position must have a current
position description submitted to ensure proper classification of the position within the Tribal
Classification Plan and is approved by Tribal budgetary requirements. The position
description must give sufficient information describing the position, including Title,
Department, supervision, classification, qualifications, duties, and special provisions.
2-1-3 Public Advertisement. The Personnel Department shall give public announcement of
approved employee vacancies with the Blackfeet Tribe at least two (2) weeks in advance of
the closing date for receipt of employment applications. Public advertisement must include
at a minimum: posting at the Personnel Department and a centralized location of the Tribal
Office; publication in local newspapers; posting on Tribal-approved social networking sites;
and, interoffice communication. Additional advertisement to other media outlets shall be
considered when local advertisements do not receive sufficient response.
2-1-4 Departments to Pay for Advertising Costs. Each Department is responsible for the cost of
advertising vacancies in that Department.
Section 2. Recruitment Pool
2-2-1 Recruitment Pool Discretion. All position announcements for vacant or new positions within
the Blackfeet Tribe shall be recruited in the manner(s) deemed appropriate and effective by
the Personnel Department in the discretion of the Personnel Director in accordance with this
section. The Personnel Director and the Tribal Director shall approve whether a position shall
recruit from public advertisement or internally from current permanent or contingent
employees. If the position is for a Director’s position, the Personnel Director shall receive
direction from the Blackfeet Tribal Business Council for recruitment.
Section 3. Internal Transfer Process, No Advertisement
2-3-1 Policy. It is the policy of the Blackfeet Tribe that it may, at its discretion, initiate or approve
employee job transfers from one job to another based on serving governmental needs.
2-3-2 Eligibility. Permanent or Contingent employees may request a Permanent Voluntary
Transfer. To be eligible for a Permanent Voluntary transfer, employees must meet the
requirements of the new position, have held their current position for at least six (6) months,
have a satisfactory performance record, and have no disciplinary actions during the same
period. If an employee is requesting a transfer, and is currently under investigation, the
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employee shall not be eligible for the transfer until and unless the investigation yields no
findings against the employee. 3
2-3-3 Preference. Eligible employees requesting transfer will be considered in the following order:
a. Employees in the same Department as the job opening;
b. Employees at the same location but in Departments other than the one where the opening
occurs;
c. Employees who are being considered for layoff because of a reduction in force or
because of the elimination of their job; and
d. All other employees.
2-3-4 Procedure. Consideration to fill a vacancy with a qualified transfer shall occur as follows:
a. When a request to fill a vacancy has been received by the Personnel Director, but has not
yet been advertised, the Personnel Director shall review the pool of requests to transfer.
b. Employees seeking transfer must submit a completed Employee Transfer Request form to
the Personnel Director. The request should state the reason(s) for the transfer, the
department/program, and the type of job employee desires. The employee’s qualifications
should be indicated on the form.
c. The Personnel Director shall administer a list of eligible transfer applicants according to
their qualifications.
d. The Personnel Director will examine requests for transfer and the eligibility of transfer
applicants. If a job opening exists and an employee from the transfer is eligible, the
Personnel Director shall forward the recommendation to the Personnel Board to
determine whether the transfer should occur, or the process should proceed to full
recruitment as stated in Part 2 of this manual.
e. If the transfer request is approved by the Personnel Board, the employee shall complete
the transfer as soon as possible with the Personnel Director.
2-3-5 Director Vacancies. Recruitment for vacant Tribal Director Positions shall not be permitted
by this process.
2-3-6 Employment Stipulations. Employees transferred to new positions under this section shall
also be required to complete the ninety (90) day probationary period, have their backgrounds
adjudicated accordingly and other new hire requirements as required by Part 2 of this
manual.
2-3-7 Status of Transfer Employees. Subject to all other requirements in this Section, an employee
transferring to a vacant position under this Section shall maintain permanent status and not be
considered a political appointment, if the position to which the employee transferred from, is
Resolution No. 182-2024, “Amending the Personnel Policies and Procedures Regarding Eligibility of Transfers and
Status of Vested Employees” January 19, 2024
3
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a Tribal position wherein the employee completed the recruitment process of advertisement,
screening, interview and selection. 4
Section 4. Internal Advertisement
2-4-1 Policy. Upon recommendation of the Personnel Director, the Personnel Board may approve
recruitment for a vacant position from current permanent or contingent employees. The
Personnel Board should use this recruitment tool as a way to promote current employees or
to effectuate the needs of the Tribal government.
2-4-2 Procedure. The following procedure shall be followed by the Personnel Department and
Tribal Directors:
a. Circulate an internal position announcement to all Tribal staff for a period of ten (10)
working days.
b. Review and rate all applications.
c. Conduct interviews by interview team including the Tribal Director; or if position is
Director to include the Blackfeet Tribal Business Council Committee Chair on the
interview team.
d. Score the Interview and combine with application score.
e. Inform the Tribal Director or the Blackfeet Tribal Business Council for Tribal Director
Positions of the final scores of the applicants.
f. Selection made by Tribal Director; or, for Tribal Directors, by the Blackfeet Tribal
Business Council.
g. Inform all applicants of selection made.
2-4-3 Eligibility. Applicants must meet the following requirements in order to be eligible to apply
for an internal position advertisement:
a. Be a current permanent or contingent Tribal employee (positions that are excluded
include, but are not limited to temporary employees, probationary employees, interns);
b. Meet the minimum qualifications for the position;
c. Be employed in current position for at least six (6) months;
d. Have a satisfactory performance record; and
e. Have no disciplinary actions for at least six (6) months.
2-4-4 Re-Advertisement. If less than three (3) qualified applications are received from within the
permanent or contingent employee pool; then the Personnel Department will advertise the
position in accordance with Section 5 of this Part.
Section 5. Open Recruitment, Full Advertisement
2-5-1 Policy. The Blackfeet Tribal Personnel Director shall advertise vacant positions on an open
and competitive basis and in consideration of the organizational needs of the Blackfeet Tribe.
All vacant positions not selected by the Personnel Board for Internal Recruitment shall be
publicly advertised in accordance with Section 1 of this Part.
Resolution No. 182-2024, “Amending the Personnel Policies and Procedures Regarding Eligibility of Transfers and
Status of Vested Employees” January 19, 2024
4
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Section 6. Application for Employment
2-6-1 Application Required. All potential applicants seeking employment to vacant positions
within the Blackfeet Tribe must complete the official Blackfeet Tribe Application for
Employment form, including all required forms/documents that are specified within the
application packet.
2-6-2 Disclosure of Employed Relatives. Applicants must disclose if they have relatives working
for the Blackfeet Tribe or a department/program governed by a board, commission, or
committee. The definition of relative is described in Part 13 of this Manual.
Section 7. Re-advertisement
2-7-1 Additional Two-Week Advertisement. If less than three (3) qualified applications are
received by the Personnel Department, then the position shall be re-advertised for another
two (2) week period.
2-7-2 After Second Consecutive Advertisement. Upon the expiration of the second consecutive
advertisement, there remains less than three (3) qualified applications; the Personnel Director
shall inform the Blackfeet Tribal Business Council for receiving direction either to select
from the pool or to extend recruitment to public advertisement.
Section 8. Selection Process of Applicants
2-8-1 Screening of Applicants. All applicants will be rated by a point system developed and
administered by the Personnel Director. The point system shall be attached to this manual
and updated annually with the Blackfeet Tribal Business Council. The point system shall
rate applicants with the following criteria:
a. Merit Rating. Applicants are rated primarily on experience, education and on specialized
training or a combination thereof when a job description requires.
b. Blackfeet Tribal Preference. Priority in the selection of an applicant or applicants for
employment with the Blackfeet Tribe will be completed in adherence to the following
order:
1.
2.
3.
4.
5.
6.
Enrolled Blackfeet Tribal Members
Blackfeet descendant and Blackfoot Confederacy members
Non-member spouse of enrolled member
Enrolled members of other Federally recognized Indian Tribe
Other Tribal descendants
Non-member (non-Indians)
c. Veterans’ Preference. Veterans’ preference eligibility is based on dates of active duty
service, receipt of a campaign badge, Purple Heart, or a service-connected disability.
Only veterans discharged or released from active duty in the armed forces under
honorable conditions are eligible for veterans’ preference. This means the applicant must
have been discharged under an honorable or general discharge.
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2-8-2 Application Scoring for Top Candidates. The Personnel Director scores and certifies the top
three (3) eligible candidates.
2-8-3 Interviews. The Personnel Director shall notify certified eligible candidates of their selection
for interview by letter of the interview date and time, to be sent at least three (3) days prior to
such interview. The interview process shall be as follows:
a. Interview Committee. The Interview Committee shall compose of a minimum of three
(3) individuals, including one employee of the Personnel Department, the Tribal Director
and one other individual from the Tribal Department. When filling Tribal Director’s
positions, the Blackfeet Tribal Business Council shall be the Interview Committee. The
Interview Committee shall score each interview in accordance with the point system as
established by the Personnel Director.
b. Conflict. Anyone serving on the interview committee related to the hiring of relatives
must excuse himself or herself from the entire hiring process of that particular position
pursuant to Section 13-2-1. When the Personnel Director is related to an applicant as
defined by section 13-2-1, the Personnel Director must advise the Blackfeet Business
Council immediately upon discovery of the conflict. The Blackfeet Tribal Business
Council will then make a temporary delegation to another qualified Tribal employee to
screen and participate in the selection committee of that particular position.
2-8-4 Application and Interview Scores Combined. The Personnel Director shall combine the
scores of applications and interviews of the candidates and shall certify the top candidate
recommended for selection.
2-8-5 Selection of Top Candidate. The Tribal Director shall affirm the selection of the top
candidate for hire. In the case of selection of a Tribal Director, the Blackfeet Tribal Business
Council may select the top candidate from the top three (3) applicants as certified by the
Personnel Director or may elect to conduct interviews of the top three (3) applicants and then
make selection.
2-8-6 Letter of Hire. An official letter of hire is sent to the selected applicant. The official hire
letter shall indicate exact employee status and the procedures to follow in reporting for work.
Such procedures shall include an orientation process where the new employee shall receive a
copy of this manual. This letter shall also indicate that employment will be contingent on the
successful pass of a background and pre-employment drug test and completion of a
probationary period.
Section 9. Physical Examination
2-9-1 May Require Physical Exam. In addition to mandatory background and pre-employment drug
test, applicants may be required to pass a physical examination based on job requirements.
Section 10.
Termination During Probation
2-10-1 Re-advertisement. When a new employee is terminated during their probationary period, the
position may be re-advertised under Part 2, Section 5. For Tribal Directors, the Blackfeet
Tribal Business Council shall decide whether to re-advertise or select the next top candidate.
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Section 11.
Application Records
2-11-1 Management of Files. The Personnel Department shall be responsible for the maintenance of
all records pertinent to the application, examination, and selection process. This includes
application forms, rating sheets, interview scores and other necessary records related to the
employment relationship.
2-11-2 Purge Period. All application records shall be kept in a secure location in the Personnel
Department for three (3) years. Upon the expiration of the three (3) years, the file including
any digital copies shall be destroyed.
Section 12.
Ineligible Applicants for Employment
2-12-1 Disqualification Factors. Individuals shall be disqualified for consideration for employment
with the Blackfeet Tribe for the following reasons:
a. Any person barred by the nepotism rules (See Part 13 of this Manual).
b. Any person who has willfully and knowingly made a false statement(s) on their
application for employment or their resume.
c. Any person who has utilized or attempted to use political pressure, influence or bribery to
secure an advantage in the services of the Blackfeet Tribe.
d. Any person who has directly or indirectly obtained information regarding relevant
examinations to which an applicant was not entitled.
e. Any person who has failed to submit his or her application for employment prior to the
closing date for the position, or who submitted an incomplete job application.
f. Any person who previously resigned or was terminated from the Blackfeet Tribe, as
outlined in Part 14, unless otherwise waived by the Blackfeet Tribal Business Council or
designee.
g. Blackfeet Tribal Business Council members for one (1) year after leaving their elected
position for whatever reason.
h. Any person who does not fails the adjudication process under Part 19.
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TYPES OF APPOINTMENTS AND POSITIONS
Section 1. Definitions of Employee Status
3-1-1 “Permanent Employee” means an employee that has successfully completed the ninety (90)
day probationary period and signed all applicable personnel forms.
3-1-2 “Political Appointee” means the appointment of an individual by action of the Blackfeet
Tribal Business Council that has superseded the established hiring procedures. This type of
appointment will end at the completion of the current Blackfeet Tribal Business Council
term, unless the Council determines otherwise. Affirmed action of the Blackfeet Tribal
Business Council is required to continue employment, and political appointees are eligible
for benefits similar to those provided to permanent employees. If a permanent employee
becomes a political appointee, they do not revert to permanent employee status at the end of
their political appointment. Political appointees may be dismissed at any time by action of
the Blackfeet Tribal Business Council without notice or cause.
3-1-3 “Probationary Employee” means an employee in a permanent position who has not yet
completed the 90-day probationary period. Probationary Employees are at-will, and either the
employee or the Tribe can terminate the employment at any time, without notice or cause.
3-1-4 “Contingent Employee” means an employee similar to the process by which a permanent
employee is selected and hired, and may be eligible for employee benefits; however, the
grant and/or contract funding the employee’s position is contingent upon continued funding.
Should funding not continue, employee permanent status would end with no obligation of the
Blackfeet Tribe to provide continued employment.
3-1-5 “Temporary Employee” means a limited appointment not to exceed six (6) months.
3-1-6 “Full-time Employee” means an employee who is required to work forty (40) hours per
week pursuant to a job description.
3-1-7 “Part-time Employee” means an employee who is required to work less than forty (40)
hours per week pursuant to a job description.
3-1-8 “Seasonal Employee” means an employee who may be either permanent or temporary who
remains on the payroll for, on average, fewer than fifty-two (52) weeks per year.
Section 2. Probationary Employment Period
3-2-1 Each original appointment to a permanent position of the Blackfeet Tribe shall require a
probationary period of ninety (90) calendar days from the date of initial employment,
regardless if the new employee completed a probationary period in previous Blackfeet Tribal
employment and whether the job was similar to the new position. The ninety (90) day
probationary employment period shall not be extended.
3-2-2 The purpose of the probationary employment period is to provide a specified amount of time
for the new employee to prove that he/she is fully capable of performing and effectively
completing the duties and responsibilities of the position.
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3-2-3 During the probationary employment period, the new employee shall accrue annual and sick
leave in accordance with the annual and sick leave provision of this manual. However, the
employee on probationary employment status may not use any annual or sick leave until the
probationary period has been completed and may not receive promotion or pay increase
during this period.
3-2-4 The immediate supervisor shall evaluate the probationary employee’s performance at the end
of the first forty-five (45) days and at least fifteen (15) calendar days prior to the end of the
probationary period.
3-2-5 If an employee does not successfully pass the probationary period and will not be
recommended for continued employment, all documentation shall be provided to the
Personnel Director for review. All terminations of probationary employees must be
approved by the Personnel Director in writing.
3-2-6 Ten (10) calendar days prior to the end of the probationary period, the immediate supervisor
shall notify the employee in writing of his/her status concerning permanent employment.
3-2-7 All documentation shall be maintained in the employee’s official permanent personnel file of
the Personnel Department.
3-2-8 While completing the 90-day probationary employment period, the employee shall not be
prohibited from consideration for appointment to another position within the Tribe. If
selected for another position within the Tribe, the employee will be required to complete the
original ninety (90) day probationary period for the position.
Section 3. Employees in an Acting Status
3-3-1 The Personnel Director, at times, may deem it necessary for a permanent employee to assume
the duties and responsibilities of a vacant position or a position where an employee is on
leave for an extended period of time in an acting capacity. Acting Status shall be deemed
temporary only until the permanent employee returns to duty or the position is filled
permanently. The employee filling a vacant position in an acting status may receive
additional salary commensurate with these new duties upon approval by the Personnel
Director and the Tribal Director of that program and shall not lose his or her vested status
while he or she is in Acting status. For Tribal Director Vacancies, the Blackfeet Tribal
Business Council shall make the appointment. Documentation of any such action shall be
placed in the employee’s official permanent employee file. An employee considered for
acting status may decline such appointment upon providing a valid reason.
Section 4. Temporary Employees
3-4-1 Appointment by Director. Temporary positions may be filled by the Tribal Director of the
program only with the approval of the Personnel Director and the required Council member
signatures.
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3-4-2 Mandatory Advertisement for Permanent Vacancies. All permanent vacant positions filled
by temporary employees, shall be advertised in accordance with Part 2. Recruitment and
Selection, within fourteen (14) days of the temporary appointment. 5
3-4-3 At-Will Status. Temporary employees are at-will, and either the employee or the Tribe can
terminate the employment at any time, without notice or cause.
3-4-4 Compensation. Temporary employees will only be compensated for the hours of actual work
performed. Temporary employees which are approved as “essential” by the Personnel Board,
shall be compensated for Tribal and Federal Holidays. Temporary employees shall not be
eligible for leave benefits. 6 Temporary Employees shall be compensated for Travel expenses
when approved by the Blackfeet Tribal Business Council Committee Chairs. 7
3-4-5 Ineligible for Promotion Hire. Temporary employees are not eligible to apply for internal
position vacancies.
3-4-6 Limitation on Grievance Rights. Grievance rights shall not be afforded, except for forms of
discrimination/harassment.
3-4-7 Background and Drug Test Required. Temporary employees must meet the minimum
qualifications for the position and shall be subject to a background check and drug test.
Temporary employees are subject to the same salary scales as all other employees.
3-4-8 Term of Appointment. A temporary appointment may be extended for an additional six (6)
months only by the approval of the Tribal Director and the Personnel Director, if such
selection is deemed necessary to complete the employee’s assignment(s).
3-4-9 Process of Termination. All terminations of temporary employees must be approved by the
Personnel Director in writing and meet the proper exit procedures as required by this manual
prior to final receipt of paycheck.
Section 5. Board, Committee or Commission Appointments 8
3-5-1 Members to boards, committees, or commissions appointed by the Blackfeet Tribal Business
Council shall be required to meet the following qualifications a member and during the term
of the appointment:
a. Must not have delinquent debt owed to the Blackfeet Tribe;
b. Background check clearance;
c. Negative Drug test and be subject to the Blackfeet Tribe’s Drug and Alcohol-Free
Workplace policies throughout appointment;
Resolution No. 145-2024, “Amending the Personnel Policy (2018) Regarding Holidays, Employment Waivers,
Advertising Temporary Positions, and Employee Release of Information” December 7, 2023
6
Resolution No. 209-2024, Approving Amendment to the 2018 Personnel Policies and Procedures Manual Regarding
Essential Temporary Employees and Holiday Pay” January 31, 2024
7
E2023A, “Amending E2023/Authorization for Temporary Employee Travel” December 1, 2022
8
Resolution No. 210-2024, “Repealing Resolution No. 288-2007A and Approving Qualifications for all Boards,
Committees and Commissions appointed by the Blackfeet Tribal Business Council, to be added into the Personnel
Policies and Procedures Manual (2018)” January 31, 2024
5
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d. No felony for the last three (3) years prior to application and good standing with probation
or parole; and,
e. All other qualifications required by that particular board, committee or commission shall
also be required.
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EMPLOYEE CONDUCT AND ACTIVITIES
Section 1. Policy
4-1-1 Employees are expected to conduct themselves in a respectable manner while on the job and
during travel status, to uphold the esteemed status of the Blackfeet Tribe. Conduct that is not
in adherence to this requirement will not be tolerated and violations shall be subject to
disciplinary action in accordance with Part 5 of this manual.
4-1-2 The Employee Conduct Guide below lists some of these expectations. To ensure familiarity
with the conduct guide, each new employee shall be required to sign a Receipt of Personnel
Policies and Procedures Manual for submission to the Personnel Department before receipt
of first paycheck. The document will be evidence that the employee agrees to observe and
follow the policies and regulations during their employment and understands that it is his/her
responsibility to be familiar with its contents and to ask questions on any matters not
understood.
Section 2. Employee Conduct Guide
4-2-1 Each employee of the Tribe shall:
a. Comply with the Code of Conduct attached to this Personnel Manual.
b. Maintain loyalty to the Blackfeet Tribe.
c. Uphold, with integrity, the relation of trust and confidence while serving in the appointed
position.
d. Give ready response to and comply with the directions and instructions of the immediate
supervisor in the service of the Tribe.
e. Show courtesy and cooperativeness with fellow workers, the Blackfeet people, and the
public.
f. Give full, efficient, and industrious service to promote the economical and effective
accomplishment of the Tribe’s goals and objectives.
g. Protect confidential information and refrain from disclosing any portion thereof, except in
the manner and to the extent authorized by the position.
h. Economically utilize, protect, and conserve the Tribe’s property and equipment that is
assigned to and/or used by the employee.
i. Maintain all transactions above reproach, free from any indiscretions, gratuity, or favors,
which would otherwise cast doubt or suspicion upon the employee or the Tribal
Administration.
j. Refrain from using one’s official position unethically to advance personal interests or the
interests of family or friends.
Section 3. Limitations on Employee’s Conduct and Activities
4-3-1 Employees should be cognizant and aware of the following limitations that affect them:
a. Employees are expected to maintain high standards of conduct, both on and off duty so as
not to reflect discredit on the Tribe.
b. All employees are required to address their financial obligations at the time and in the
manner for which they have contracted to pay them.
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c. The Tribe is not responsible or accountable for the loss or theft of any personal property
of its employees.
d. Employees shall be held accountable and responsible for the loss of Tribal property for
which they are responsible, provided the loss is due to intentional acts of theft, loss or
damage; and negligence or carelessness.
e. All official correspondence relative to the transactions of the Blackfeet Tribe shall be
disbursed and received at the Tribal Department offices and not at the personal address of
employees, unless it is related to discipline or termination of the employee, in the event
the employee is not found at work.
f. Employees indebted to the Blackfeet Tribe and fail to pay such obligations or make
satisfactory arrangements to pay may have partial sums of their periodic net salary
payments withheld until such indebtedness has been satisfied in full, not to exceed 35%
of gross income. If a departing employee owes money to the Blackfeet Tribe, the
employee’s debt will be deducted from the employee’s final paycheck, which may cause
a delay in receiving the final paycheck.
g. No temporary or permanent employee shall drive a Tribally owned or leased vehicle
without having in his possession the necessary operator’s license.
h. Permanent employees contemplating voluntary resignation must notify their immediate
supervisor at least two (2) weeks prior to the effective date of resignation, if possible.
i. All employees will wear appropriate apparel in performance of job duties and
responsibilities as deemed necessary or required by each program.
j. Employees shall remain politically neutral at all times during duty hours and refrain from
taking part in political affairs of the Tribe.
k. An employee who desires to run for a political office shall be required to take leave of
absence from their position upon filing for candidacy. Leave shall end upon unsuccessful
advancement in the primary election; or, if advancing to the general election-the day of
election, whichever occurs last. Such leave shall consist of: (1) annual leave, (2)
compensatory time, and (3) leave without pay.
l. An employee elected to and accepting political office within the Blackfeet Tribal
government, shall be terminated from any compensated position they may hold with the
Tribe upon taking oath of office. All benefits accrued to that day shall not be lost upon
accepting political office. The benefits shall be paid out to that employee beginning the
day after taking oath of office, contingent upon successful exit from Tribal employment
with the Personnel Department.
m. No person will concurrently possess any paid elected office as well as an appointed
position with the Blackfeet Tribe.
Section 4. Outside Employment
4-4-1 Full-time Tribal employment shall generally be the sole employment of any Tribal employee.
However, it is recognized that personal situations occur which may justify the need for
employees to seek supplementary employment. Because of the possibility of conflict of
interest, permanent employees are not allowed to engage in any outside work without the
express written permission of the Tribal Director and Personnel Director. Permission to
engage in outside employment may not be granted if such employment will result in any of
the following:
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a. Impairment of on-the-job efficiency;
b. Conflict of interest; or,
c. Unfavorable publicity or poor public relations.
4-4-2 Requests for permission to engage in outside employment shall be written and based upon
recommendation from the immediate supervisor and submitted to the Tribal Director and
Personnel Director. Such request shall state:
a.
b.
c.
d.
The type of work to be engaged in, including an explanation of the tasks to be performed;
The hiring employer;
The working hours and wages; and
The reasons for desiring such employment.
4-4-3 Outside employment will not be considered an excuse for poor job performance,
absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or
different hours. If outside work activity causes or contributes to job-related problems, it must
be discontinued; and, if necessary, normal disciplinary procedures will be followed to deal
with the specific problems.
4-4-4 Directors who wish to engage in outside employment must disclose the above items in
Section 4-4-1 to the Personnel Director and the Blackfeet Tribal Business Council. Approval
must be granted prior to engaging.
Section 5. Employee Participation in Civic/Community Organizations
4-5-1 It is the policy of the Blackfeet Tribe to encourage employees to participate in the activities
of Tribal, community and civic organizations.
4-5-2 Employees are encouraged to seek membership in Tribal, community and civic organizations
where membership will promote the Blackfeet Tribe’s business interests and enhance its
image in the community. However, employees who participate in clubs or community
organizations may not allow their activities to interfere with job performance or harm or
conflict with the Tribe’s interests.
4-5-3 Any employee shall be eligible for and may serve on boards and committees when appointed
by the Blackfeet Tribal Business Council, provided such service does not interfere with the
employment duties, responsibilities, and obligations of the employee. Any Tribal employee
serving an appointment on boards and committees shall be allowed to go on travel status
pursuant to board/committee obligations after obtaining the approval of the Tribal Director
and two (2) members of the Blackfeet Tribal Business Council overseeing that board or
committee.
4-5-4 Administrative Leave will be granted for approved meeting and travel obligations related to
an employee’s participation in civic/community organizations, provided satisfactory
documentation is provided to the employee’s immediate supervisor. Failure to provide such
documentation may result in leave being charged to employee’s annual leave.
4-5-5 Administrative Leave will be granted to members of the Veterans/Warrior Society and
Rawhide Drum Group for their service at funerals and honorings.
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Section 6. Civil Disorder
4-6-1 While the Blackfeet Tribe is supportive of employee rights under the Indian Civil Right Act
with respect to freedom of speech and assembly, such no employee of the Blackfeet Tribe
may plan, initiate, participate, aid or assist in conducting any unlawful demonstration,
rioting, or civil disturbance on and/or off the Blackfeet Indian Reservation.
Section 7. Representation of the Blackfeet Tribe
4-7-1 When employees are specifically authorized by the Blackfeet Tribal Business Council to
speak on behalf of the Blackfeet Nation, such employees may not declare as policy any
statement, which is contrary to the policies of the Blackfeet Tribe. Employees are urged to
make full consultation with the Blackfeet Tribal Business Council prior to such
communications.
Section 8. Conflict of Interest
4-8-1 No rewards, favors, gifts or other forms or remuneration, in addition to regular compensation
shall be received by any Tribal employee(s) from any individual, vendor, contractor and/or
firm, in relationship to employment. Dignitary gifts from governmental officials other than
the Blackfeet Tribe based upon government-to-government relations shall be the property of
the Blackfeet Tribe and inventoried by the Blackfeet Tribal Procurement office. Location of
such objects shall be determined by procurement policies. Items described under this section
received by any employee and used for personal benefit shall result in disciplinary action as
follows.
4-8-2 In any situation where a real or potential conflict of interest exists within the Tribal or federal
governmental systems, the Blackfeet Tribal Business Council as the governing body of the
Blackfeet Tribe, shall have and may utilize the sovereign discretionary authority of the
Blackfeet Tribe to request and require by subpoena if necessary, that the individual or
individuals involved in the aforementioned situation come before the Tribal Council to
explain the situation and also to bring with them to the meeting such records, documents,
financial statements and materials which pertain to the situation giving rise to the real or
potential conflict of interest, so that the Tribal Council and/or its duly authorized
representatives may inspect said records, documents, financial statements and materials.
4-8-3 The individual or individuals involved in a situation wherein a real or potential conflict of
interest exists shall bring to the meeting with the Blackfeet Tribal Business Council any other
individuals who are able to provide information to the Tribal Council regarding the
aforementioned situation.
4-8-4 The Tribal Council shall review all the evidence and make an official determination by roll
call vote as to whether or not a real or potential conflict of interest exists, and the individual
or individuals involved in the situation shall be notified by certified mail.
4-8-5 In situations where the Tribal Council decides that a real or potential conflict of interest
exists, the Tribal Council shall, by roll call vote, exercise one or more of the following
courses of action:
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a. Issue a Letter of Reprimand;
b. In the case of a Tribal employee, turn the matter over to the Tribal Personnel Director
with instructions to handle the matter pursuant to the Blackfeet Tribal Personnel Policies
and Procedures;
c. In the case of an independent contractor with the Blackfeet Tribe, terminate the contract
or contracts;
d. In situations where the Blackfeet Tribe’s financial interests have been adversely affected,
pursue litigation against the involved individual(s) and other parties;
e. In the case of an employee, independent contractor, agent or duly authorized
representative of the Bureau of Indian Affairs, Indian Health Service, Blackfeet Indian
Housing Authority, or other federal agency providing services to the Blackfeet Tribe,
formally request that said employee, independent contractor, agent or duly authorized
representative be suspended, terminated, or otherwise dealt with in a manner consistent
with the actions giving rise to the conflict of interest and the results thereof;
f. Such other action is appropriate, given the degree of the conflict of interest and the injury
to the Blackfeet Tribe and Tribal interests.
Section 9. Absence Without Leave
4-9-1 Any unauthorized absence of an employee from his/her position shall be considered as
absence without leave (AWOL) and be without pay. Any employee who is absent for one (1)
or more days without authorized leave shall be subject to disciplinary action.
Section 10.
No Smoking and Tobacco Use Ban
4-10-1 All Tribal offices, programs, and buildings are tobacco and smoke free. Violation of the “No
Smoking and Tobacco Use Ban” will be reprimanded in accordance with this Personnel
Policies and Procedures Manual.
Section 11.
Indebtedness
4-11-1 Employees of the Blackfeet Tribe are required to pay their debts in a good faith effort. It is
recognized that indebtedness is an unfortunate circumstance in poverty-stricken areas such as
the Blackfeet Tribe. However, employees indebted to creditors shall not permit any
interference into one’s employment integrity or performance or reflect adversely on the
Tribe. Should the employee’s indebtedness become an issue under this Section, such
conduct shall be subject to discipline.
4-11-2 In the event of dispute between an employee and an alleged creditor, a Tribal Department is
not obligated to determine the validity or amount of the disputed debt. Collection efforts
shall take place by the employee voluntarily agreeing to payroll deductions; or, by the
debtor/creditor laws of the Blackfeet Nation.
Section 12.
Hostile Work Environment
4-12-1 Definition. Harassment (both overt and subtle) is a form of employee misconduct that both
demeans another person and undermines the integrity of the employment relationship by
creating an unreasonably intimidating, hostile, and objectively offensive working
environment.
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4-12-2 Examples. Examples of Hostile Work Environment include, but not limited to:
a. Any form of sexual harassment as described below.
b. Any form of intimidation, coercion, influence, or persuasion in effort to cause stress on
an employee.
c. Any form of conduct against another employee for the sole purpose of harassment.
d. Conduct that excludes another employee from the regular daily working affairs of the
employee’s working environment.
e. Verbally abusing another employee by gossip, false accusations, or the like.
f. Causing another employee to take up extra duties in an overwhelming manner.
g. Such conduct has the purpose or effect of reasonably interfering with an individual’s
work performance or creating an intimidating, hostile, or offensive work environment.
All of these factors or similar factors may result in a finding of hostile working environment
taken as one factor or the totality of all the factors involved based upon the severity of the
incident.
Violations of Hostile Working Environment by any employee shall be issued a reprimand in
accordance with this manual.
Section 13.
Sexual Harassment
4-13-1 Purpose. The purpose of the Blackfeet Nation sexual harassment policy is to:
a. Prohibit sexual harassment in the workplace;
b. Encourage employees who are victims or witnesses of sexual harassment to report such
instances; and
c. Establish an administrative procedure for the reporting of instances of sexual harassment.
4-13-2 Policy. Sexual harassment by or of supervisors, employees, or non-employees is strictly
prohibited and will be investigated for possible disciplinary action.
a. No employee shall be subjected to unsolicited and/or unwelcome sexual overtures or
conduct, either verbal or physical.
b. Sexual harassment will be treated as misconduct with appropriate disciplinary sanctions,
up to and including termination.
c. No employee shall be subject to retaliation or retribution for reporting sexual harassment.
Retaliation or retribution is strictly prohibited.
d. The Personnel Director shall promulgate rules and procedures for the reporting and
complaint handling procedures within the Blackfeet Nation.
e. An employee who believes that he or she has been subjected to unwelcome sexual
conduct or that there exists an objectively hostile work environment has to the duty to
report the situation. Such report shall be made directly to the Personnel Director.
f. All reports, including both formal, of sexual and other unlawful harassment will be
promptly, actively, and confidentially investigated by the Personnel Department.
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4-13-3 Prohibited Conduct. Unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of sexual nature constitutes prohibited sexual harassment when at
least one of the follow criteria is met.
a. Submission to such conduct is made either explicitly a term or condition of an
individual’s employment.
b. Submission to or rejections of such conduct by an individual is used as the basis for an
employment decision.
c. Such conduct has the purpose or effect of reasonably interfering with an individual’s
work performance or creating an intimidating, hostile, or offensive work environment.
4-13-4 Examples. Examples of prohibited conduct include, but are not limited to:
a.
b.
c.
d.
e.
f.
Unwelcome sexually suggestive comments or sounds.
Unwelcome sexual flirtation.
Unwelcome touching.
Unwelcome advances or propositions.
Unwelcome jokes of a sexual nature.
Unwelcome slurs or other verbal, graphic or physical conduct relating to an individual’s
gender.
g. Any display of sexually explicit pictures, greeting cards, articles, books, magazines,
photos, or cartoons.
h. The authoring, forwarding, viewing, or sending of graphic nudity, obscene, or
pornographic material and the use of obscenity or profanity is strictly prohibited.
4-13-5 False Reporting. Providing false information in the course of a sexual harassment
investigation is grounds for disciplinary action, up to and including termination.
4-13-6 Reporting of Crime. It shall be the responsibility of the victim and his or her supervisor to
ensure a report to law enforcement, if the level of conduct is a violation of the Blackfeet Law
and Order Code or the Federal Major Crimes Act.
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EMPLOYEE DISCIPLINARY PROCEDURES
Section 1. Cause for Discipline
5-1-1 Disciplinary Authority Over Employees. It is the responsibility and the duty of all employees
to adhere to various regulations for the proper operation of the Tribal government. Each
Tribal Director or supervisor is directly responsible for prompt discipline of the employees in
his or her Department.
5-1-2 Personnel Director Consultation Required. If the Director determines disciplinary action is
necessary, the Director will make his/her recommendation to the Personnel Director. If, after
review, the Director and the Personnel Director agree on the disciplinary process, the
Director shall complete the appropriate forms notifying the employee of the action taken. The
action will not be effective unless the Director and Personnel Director have signed the
document. The Personnel Director is available for consultation and to provide advice and
assistance, as may be required in carrying out disciplinary procedures.
5-1-3 Disciplinary Authority over Directors and Political Appointments. For disciplinary action
over Directors or political appointments, the Blackfeet Business Council shall have the sole
discretion to discipline or terminate such positions. A copy of these actions shall be
documented by the Personnel Director and placed in the personnel file of the Director or
political appointment.
5-1-4 Just Cause Determination. Disciplinary actions are meant to maintain an orderly, competent,
and productive organization. All action taken against employees will be based on just cause
in accordance with the employee’s vested employment status, as determined in the sole
discretion of the Tribal Director upon consultation with the Personnel Director.
Section 2. Disciplinary Action
5-2-1 Establishing Disciplinary Action. Disciplinary action requires the exercise of responsible
judgment so that employees are not disciplined out of proportion to the nature of the offense.
The “Guide for Disciplinary Penalties” allows for differing degrees of penalties depending on
the severity of the offense. It is also important to recognize that for disciplinary action to be
constructive, it must be initiated within a reasonable time of the incident in question.
5-2-2 Investigation of Employee Infractions. All employee infractions are to be investigated using
Form BTP 16. Investigations of employee infractions should be conducted in a manner to
get all information pertinent to make a sound decision as to whether such infraction occurred.
This should include an interview with the employee prior to issuance of a reprimand.
5-2-3 Issuance of Reprimand After Investigation. An employee receiving a reprimand under this
Part must be recorded on Form BTP 17. This form is to be accompanied by the Form BTP 16
and is to be signed by both the supervisor and employee at the time of the action as a record
of the disciplinary action. A copy goes to the employee, supervisor, Tribal Director and
Personnel Department. If an employee refuses to sign the form BTP17, the supervisor or
person delivering the form will document the refusal.
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5-2-4 Types of Disciplinary Action. Employees shall be subject to the following disciplinary
actions when found to be in violation of conduct prohibited by this Part.
a. Oral Warning. Whenever grounds for disciplinary action exist and the supervisor
determines that a more severe action is not necessary, the supervisor shall orally
communicate their observation of the deficiency to the employee. Whenever possible,
sufficient time for improvement may precede formal disciplinary action. The employee
will be informed that the oral warning will be documented and made a part of the
employee’s official personnel file.
b. Written Reprimand. The supervisor may issue a reprimand for just cause. The reprimand
shall be in writing and be addressed to the employee. The reprimand will specify that the
employee will be subject to more severe disciplinary action upon any further offense, and
that a copy of the reprimand will be made a part of the official personnel file. The
reprimand shall identify corrective action to help assist the employee in correcting the
infraction.
c. Suspension Without Pay. The supervisor may suspend an employee without pay for up
to, but not to exceed, thirty (30) working days for just cause. The supervisor must notify
the employee of the action in writing, including the specific infraction and the reason for
taking such action using Form BTP18.
d. Demotion. A permanent employee may be demoted as a disciplinary action only for
cause. A permanent employee has the right to grieve this action.
e. Termination. A supervisor may dismiss an employee for just cause. The supervisor must
document the reason for the termination in writing using form BTP19. The employee
must receive a written termination letter accompanied by Form BTP 19.
f. Last Chance Agreements. Instead of termination, the supervisor or the Personnel
Director may propose the use of a Last Chance Agreement for an employee with a perfect
work record (meaning no disciplinary actions in his or her personnel folder) and over 3
years consecutive employment with the Blackfeet Tribe. The Last Chance Agreement
will specifically address the misconduct, not to exceed one (1) year. The specific terms of
the Last Chance Agreement will be drawn up by the Blackfeet Tribal Legal Department
in coordination with the supervisor and the Personnel Director. The employee and, if
applicable, the employee’s representative, may be involved in the process of preparing
the Last Chance Agreement, but the Personnel Director reserves the final discretion of
whether or not to enter into the Agreement. No employee is guaranteed a Last Chance
Agreement at any time. Any Last Chance Agreement will be made a permanent part of
an employee’s record. Any violation of the terms of the Last Chance Agreement shall
result in termination.
5-2-5 Required Approvals. All disciplinary actions under this section shall require the signature of
the supervisor, Tribal Director and Personnel Director on the required personnel forms
including a Personnel Action Form.
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5-2-6 Notice of Right to Grieve Disciplinary Action. The employee must be notified that the
disciplinary action will be made a part of the employee’s official personnel file, and the may
contest the action by using the employee grievance procedure outlined in Part 6.
Section 3. Administrative or Criminal Investigations
5-3-1 Administrative Investigation. Administrative investigations shall be initiated upon reasonable
belief an employee has committed an infraction under this Part. If circumstances warrant, the
supervisor may place an employee on administrative leave to determine whether the
employee engaged in misconduct affecting the employee’s position. Administrative Leave
shall be limited to fourteen (14) working days. Before placing an employee on
Administrative Leave, the supervisor must obtain prior approval from the Personnel Director.
Administrative Leave may be extended for a period not to exceed thirty (30) days with the
same approvals but only in the case where the investigation is moving forward diligently.
Administrative leave under this section shall not be allowed when the conduct has resulted in
criminal charge(s). However, if the underlying conduct is determined to be an employee
infraction, the administrative investigation shall continue regardless of resolution of the
criminal charge(s) and the supervisor may proceed with administrative resolution of the
infraction under Part.
5-3-2 Criminal Investigation. In the event the employee is charged with a crime that directly affects
the ability of an employee to perform his or her duties or is contrary to the best interests of
the Tribe, the supervisor shall place the employee on indefinite suspension without pay in
accordance with the program’s policies under the discretion of the Tribal Director. The
following process should be followed:
a. The employee shall furnish all information to his or her supervisor upon request of the
supervisor regarding the employee’s charge(s).
b. Supervisor then evaluates the information to determine if the charge(s) are relevant to the
employee’s duties or is conduct that is contrary to the best interests of the Tribe.
c. Based upon the supervisor’s review of the information and the conduct should cause
separation of the employee from his or her job, supervisor shall decide to do either of the
following:
1. Terminate employee; or
2. Place employee on indefinite suspension without pay, not to exceed six (6) months
and if the program’s policy permits.
d. Termination of the employee shall be required if the employee is jailed and the
incarceration interferes with the duties of the employee, or if the conduct is deemed
relevant to the workplace (raises an issue of eligibility of the employee for the job duties
where employee may be unfit for their position.)
e. Once the indefinite suspension period is expired, the employee is deemed ineligible for
work and termination is required.
f. In the event the supervisor deems the conduct not to be related to employee job duties
and is not contrary to the best interests of the Tribe, or the charges do not result in
conviction within the indefinite suspension period, the supervisor shall note the
information in the employee’s file and the employee shall continue with employment.
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The supervisor may also elect to issue a reprimand under this Part, issue corrective
action, and/or place the employee on a probationary period not to exceed one (1) year.
g. All information collected under this part shall be held confidential between the employee
and supervisor. The Personnel Department shall have access to this file on a need-toknow basis in furtherance of the policies of this manual.
Section 4. Compliance with Disciplinary Guide
5-4-1 Employees may report their supervisor to the Personnel Director for any alleged violation of
these policies and procedures or other Tribal regulations. Employees shall not be retaliated
against for making such reports. The Personnel Director shall follow up with the report and
make resolution to such allegations in accordance with this Part. Allegations made against
Tribal Directors shall be forwarded to the Blackfeet Tribal Business Council for further
action.
Section 5. Guide for Disciplinary Penalties
5-5-1 Factors. As far as possible, those individuals responsible for the administration of discipline
must be free from prejudice and guided by the principle of like penalties for like offenses. In
the interest of administering justice as uniformly as possible and in accordance with these
policies and procedures, the following guide is provided as a tool. It is not all conclusive and
cannot cover all extenuating circumstances of a particular case. Penalties for offenses not
listed may be administered consistent with the penalty indicated for an offense of comparable
seriousness. The type and severity of discipline always rests in the sole discretion of the
Tribal Director, and Personnel Director. Before deciding on a particular penalty, the Tribal
Director and Personnel Director should consider any pertinent factors, including:
a. The nature and seriousness of the offense and its relation to the employee’s duties,
position, and responsibilities, including whether the offense was intentional, technical or
inadvertent, was committed maliciously or for gain, or was frequently repeated;
b. The employee’s job level or type of employment, including supervisory or fiduciary role,
contacts with the public, and prominence of the position;
c. The employee’s past disciplinary record;
d. The employee’s past work record, including length of service, performance on the job,
and dependability;
e. The effect of the offense upon the employee’s ability to perform at a satisfactory level
and its effect upon the supervisor’s confidence in the employee’s ability to perform
assigned duties;
f. Consistency of the penalty imposed upon other employees for the same or similar
offenses;
g. Consistency of the penalty with the Guide for Disciplinary Penalties;
h. The notoriety of the offense or its impact upon the reputation of the Blackfeet Tribe;
i. The clarity with which the employee was on notice of any rules that were violated in
committing the offense or had been warned about the conduct in question;
j. Potential for the employee’s rehabilitation;
k. Mitigating circumstances surrounding the offense; and
l. The adequacy and effectiveness of alternative sanctions to deter such conduct in the
future by the employee or others.
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5-5-2 Balance of Factors. Not all of these factors will be pertinent in every case, and frequently in
the individual case, some of the pertinent factors will weigh in the employee’s favor while
others may not or may even constitute aggravating circumstances. Selection of an
appropriate penalty must then involve a responsible balancing of the relevant factors in each
individual case, and always rests in the sole discretion of the Tribal Director, and Personnel
Director.
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Section 6. Disciplinary Guide
Type of Misconduct
1. Fiscal Irregularities
Penalty for
First Offense
Penalty for Second
Offense
Penalty for
Third Offense
(Penalty depends on the monetary value, position held, benefit, and/or other pertinent factors).
a. Submission (or
causing or allowing the
submission of) falsely
stated time logs, leave
forms, travel or
purchase orders,
payroll, loan or other
official document(s)
Written reprimand,
suspension or
termination, removal, if
for administrative
convenience or to avoid
following required
procedures
Termination
10-day unpaid
suspension, if it results
in personal benefit to
another
Termination, if it results
in personal benefit to
the offending employee
10-to-14 day unpaid
suspension to
termination
Termination
b. Unauthorized and/or
Termination
improper use of
property, funds or any
other thing of value
coming into an
employee’s custody as a
result of employment
c. Failure to properly
Written reprimand,
Termination
account for or make
unpaid suspension, to
proper distribution of
termination
any property, funds or
any other thing of value
coming into an
employee’s custody as a
result of employment
d. Concealment of (or
Written reprimand,
15-to-30 day unpaid
failing to report)
unpaid suspension, to
suspension to
missing, lost or
termination
termination
misappropriated funds,
or other fiscal
irregularities
2. False Statement(s)/Incorrect official documents
Termination
(False statements or entries in connection with fiscal matters and documents are covered above)
a. Deliberate
falsification of an
application for
employment or other
personal history record
by omission or making
Termination if it would
have adversely affected
selection for
appointment or
promotion.
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a false entry. NOTE: If
Written reprimand to 1- 15-to-30 day unpaid
an incorrect or
to-14 day unpaid
suspension to
inaccurate entry is
suspension if it would
termination
determined to be
not have adversely
unintentional, other
affected selection for
(non-disciplinary action appointment or
should be taken).
promotion
b. Misrepresentation,
Written reprimand,
15-to-30 day unpaid
falsification or
unpaid suspension, to
suspension to
concealment of material termination
termination
facts or document in
connection with an
official matter,
including an
investigation
c. Knowingly and
Written reprimand,
15-to-30 day unpaid
willfully making an
unpaid suspension, to
suspension to
incorrect entry on an
termination
termination
official document or
approving an incorrect
official document
3. Conduct prejudicial to the best interests of the Tribe
a. Conduct which
Indefinite suspension
Termination
caused the employee to without pay (not to
be indicted or charged
exceed 6 months)
with a criminal offense
which is related directly
to the duties of the
employee’s position or
the mission of the Tribe
b. Conduct which
Termination
causes the employee to
be convicted of a
criminal charge which
is related directly to the
duties of the employee’s
position or the mission
of the Tribe
c. Off duty conduct
Written reprimand,
15-to-30 day unpaid
which adversely affects unpaid suspension, to
suspension to
the employee’s job
termination
termination
performance or
trustworthiness or
adversely affects the
ability of the Tribe to
accomplish its mission
d. Infamous or
Termination
notoriously disgraceful
conduct, defined as
Termination
Termination
Termination
conduct that, were it to
become widely known,
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would embarrass or
discredit the employee
or Blackfeet Tribe.
e. Concealing, removing
mutilating, altering or
destroying Tribal
records
f. Malicious or
intentional damage or
loss of Tribal owned or
leased property
g. Using public office
for private gain
h. Unethical or
improper use of official
authority or credentials
i. Unauthorized
disclosure, failure to
safeguard, or use of
information protected
by the Privacy Act or
other official, sensitive
or confidential
information
j. Having a direct or
indirect financial
interest that conflicts or
appears to conflict with
an employee’s official
duties and
responsibilities.
(NOTE: When such a
conflict is inadvertent
and could not be
reasonably anticipated
by the employee, the
situation shall be
handled by divestiture
or requisition rather
than disciplinary action)
k. Engaging in outside
employment or other
activities without
required prior approval
l. Improperly soliciting
or accepting, directly or
indirectly, a gift from
any individual or
establishment seeking
or having a contractual
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Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
10-to-14-day unpaid
suspension to
termination
Written reprimand,
unpaid suspension, to
termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
15-to-30 day unpaid
suspension to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand, 1-to14-day unpaid
suspension
15-to-30 day unpaid
suspension to
termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Personnel Policies and Procedures Manual
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Termination
Termination
Termination
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or business relationship
with the Tribe
m. Improperly soliciting
a contribution from
another employee for a
gift to an official
superior, making a
donation as a gift to an
official superior
n. Borrowing money
from a subordinate
employee, securing a
subordinate’s
endorsement on a loan,
or otherwise having a
subordinate assume the
financial responsibility
of a superior
o. Unauthorized use of
(or authorizing the use
of) any Tribal owned or
leased vehicle for other
than official purposes
p. Carrying of
unauthorized passengers
in Tribal owned or
leased vehicles for other
than official purposes
q. Unauthorized use,
removal, or possession
of a thing of value
belonging to another
employee or private
citizen
r. Fighting, threatening,
attempting to inflict
bodily harm while on
Tribal premises and/or
when in a duty status
s. Use of abusive,
offensive,
unprofessional,
distracting, or incisory
language, gestures, or
other conduct,
quarreling, creating a
disturbance or
disruption; or horseplay
u. Use of slanderous,
malicious, derogatory,
discourteous or
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Oral warning to written
reprimand
Written reprimand,
unpaid suspension,
termination
15-to-30 day
unpaid suspension
to termination
Oral warning to written
reprimand
Written reprimand,
unpaid suspension, to
termination
15-to-30 day
unpaid suspension
to termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand,
unpaid suspension, to
termination
15-to-30 day unpaid
suspension to
termination
Termination
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otherwise inappropriate
verbal or written
language, gestures, or
other conduct toward
employees, supervisor,
or public
v. Failure to pay Tribal
debts in a timely and
proper manner
w. Participating in a
strike, work stoppage,
sit-out, slowdown or
similar activity
x. High stakes gambling
on duty or in work areas
Oral warning to written
reprimand
Written reprimand,
unpaid suspension to
termination
Written reprimand,
unpaid suspension to
termination
4. Failure/Refusal to follow instructions
a. Negligence, including Oral warning, to written
the careless failure to
reprimand
comply with rules,
regulations, written
procedures or proper
supervisory instructions
b. Deliberate or
Written reprimand,
malicious refusal to
unpaid suspension to
comply with rules,
termination
regulations, written
procedures, or proper
supervisory instructions
c. Refusal to provide
Written reprimand,
information to
unpaid suspension to
authorized
termination
representatives when
called upon, when the
inquiry relates to an
official matter and the
information is obtained
in the course of
employment or as a
result of relationships
incidental to such
employment
d. Failure to report to
Termination
duty as detailed,
transferred, or
reassigned
e. Failure to submit
Written reprimand, 1-to
required statements or
14 day suspension
disclose financial
interest
5. Neglect of Duty
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Written reprimand,
unpaid suspension to
termination
Termination
15-to-30 day unpaid
suspension to
termination
15-to-30 day unpaid
suspension to
termination
Termination
Written reprimand to 1to-14 day unpaid
suspension
15-to-30 day unpaid
suspension to
termination
15-to-30 day unpaid
suspension to
termination
Termination
15-to-30 day unpaid
suspension to
termination
Termination
15-to-30 day unpaid
suspension to
termination
Termination
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a. Careless/ negligent
Written reprimand,
15-to-30 day unpaid
Termination
work, loafing, sleeping
unpaid suspension, to
suspension to
on duty, wasting time,
termination
termination
conducting personal
business while on duty
6. Attendance-Related Offenses
a. Unexcused tardiness, Oral Warning
Written reprimand,
15-to-30 day unpaid
including delay in
unpaid suspension, to
suspension
reporting at the
termination
to termination
scheduled starting time;
returning from lunch or
break period; and
returning from an
authorized absence
b. Unauthorized
1. Absences of 8 hours or less –written reprimand to 5-day unpaid suspension
absence, including
leaving work without
2. Absences of more than 8 hours but less than 5 workdays – 1-day
permission or before the
unpaid suspension to 14-day unpaid suspension
end of the workday
(Time periods at right
refer to the accumulated
3. Absences of 5 work days or more – 14-day unpaid suspension to
total amount of AWOL
termination
for each offense rather
than for each
occurrence of
4. Absences of 8 hours or less – 5-day unpaid suspension to
unauthorized absence.
e.g., if an employee is
termination
AWOL 3 separate times
and the total amount of
AWOL shown on the
5. Absences of more than 8 hours but less than 5 workdays – 15timesheet is more than 8
day unpaid suspension to termination
hours but less than 5
workdays, the proposed
penalty for a first
Absences of 5 workdays or more – termination
offense would be a
suspension of 1 to 14
days.
7. Intoxicants
(The disciplining supervisor must ensure the requirements of the drug free workplace policy and
procedure are followed before taking action).
a. Use of intoxicants
Rehabilitation or
Termination
while on duty, on Tribal termination upon refusal
property or Tribally
of rehabilitation
controlled property or
premises where official
duties are performed
b. Reporting to or being Rehabilitation or
Termination
on duty while under the termination upon refusal
influence of intoxicants of rehabilitation
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c. Operating a Tribal
Rehabilitation or
Termination
owned or leased vehicle termination upon refusal
(or privately-owned
of rehabilitation
vehicle on official
business) while under
the influence of
intoxicants
8. Illegal drugs/drug paraphernalia/controlled substances
Disciplinary action will generally not be initiated when an employee:
(1) Voluntarily admits drug use to appropriate supervisors or management officials before being
identified through other means;
(2) Obtains and completes counseling and rehabilitation;
(3) Thereafter refrains from illegal drug use.
In all other circumstances, the supervisor must make appropriate referrals and initiate disciplinary action
a. Possession of an
Rehabilitation or
Termination
illegal drug, drug
termination upon refusal
paraphernalia or other
of rehabilitation
unauthorized controlled
substance while on
duty, on Tribal
property, or on premises
where official duties are
performed
b. Use of an illegal drug Rehabilitation or
Termination
or unauthorized
termination upon refusal
controlled substance
of rehabilitation
while on duty, on Tribal
property or on premises
where official duties are
performed
c. Reporting to or being Rehabilitation or
Termination
on duty while under the termination upon refusal
influence of an illegal
of rehabilitation
drug or unauthorized
controlled substance
d. Sale or distribution of Termination
an illegal drug or
controlled substance
e. Operating a Tribal
Rehabilitation or
Termination
owned or leased vehicle termination upon refusal
(or privately-owned
of rehabilitation
vehicle on official
business) while under
the influence of an
illegal drug
f. Interfering with or
Termination
refusing or failing to
submit to a properly
ordered and authorized
drug test, including
substituting, altering, or
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otherwise tampering
with testing samples
g. Use of an illegal drug
or unauthorized
controlled substance
during non-duty hours
and on non-work
premises
Rehabilitation or
termination upon refusal
of rehabilitation
Termination
9. Prohibited Political Activity
a. Use of one’s position Written reprimand,
15-to-30 day unpaid
Termination
for political gain
unpaid suspension, to
suspension to
termination
termination
10. Safety and Health Violations
(Penalty should take into consideration whether danger to persons or property is involved).
a. Failure to report an
Oral warning
Written reprimand,
15-to-30 day unpaid
accident and/or injury
unpaid suspension, to
suspension to
as required
termination
termination
b. Failure or refusal to
Oral warning
Written reprimand,
15-to-30 day unpaid
wear/use required
unpaid suspension to
suspension to
protective equipment
termination
termination
(e.g., seat belts, eye
protection, back belt)
c. Operation of Tribal
Written reprimand,
15-to-30 day unpaid
Termination
owned or leased vehicle unpaid suspension to
suspension to
(or privately-owned
termination
termination
vehicle while on official
business) without an
appropriate State
Driver’s License
d. Failure or refusal to
Written reprimand,
15-to-30 day unpaid
Termination
observe and/or enforce
unpaid suspension to
suspension to
safety and health
termination
termination
regulations or to
perform duties in a safe
manner
11. Discriminatory Practices
(Penalty should take into consideration whether violation
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