It is the policy of the Bureau of Prisons to provide work to all inmates(including inmates with a disability who, with or without reasonableaccommodations, can perform the essential tasks of the work assignment) confinedin a federal institution. Federal Prison Industries, Inc. (FPI) was establishedas a program to provide meaningful work for inmates. This work is designed toallow inmates the opportunity to acquire the knowledge, skills, and work habitswhich will be useful when released from the institution. There is no statutoryrequirement that inmates be paid for work in an industrial assignment. 18 U.S.C.4126, however, provides for discretionary compensation to inmates working inIndustries. Under this authority, inmates of the same grade jobs, regardless ofthe basis of pay (hourly, group piece, or individual piece rates) shall receiveapproximately the same compensation. All pay rates under this part areestablished at the discretion of Federal Prison Industries, Inc. Any alterationor termination of the rates shall require the approval of the Federal PrisonIndustries' Board of Directors. While the Warden is responsible for the localadministration of Inmate Industrial Payroll regulations, no pay system isinitiated or changed without prior approval of the Assistant Director,Industries, Education and Vocational Training (Assistant Director).

(a) Federal Prison Industries, Inc. (FPI)—A governmentcorporation organizationally within the Bureau of Prisons whose mission is toprovide work simulation programs and training opportunities for inmates confinedin Federal correctional facilities. The commercial or “trade” nameof Federal Prison Industries, Inc. is UNICOR. Most factories or shops of FederalPrison Industries, Inc. are commonly referred to as “UNICOR” or as“Industries”. Where these terms are used, they refer to FPIproduction locations and to the corporation as a whole. UNICOR, FPI, andIndustries are used interchangeably in this manner. For these purposes, FederalPrison Industries, Inc. will hereinafter be referred to as FPI.

(b) Superintendent of Industries (SOI)—The Superintendentof Industries, also referred to as Associate Warden/Industries and Education, isresponsible for the efficient management and operation of an FPI factory.Hereinafter, referred to as SOI.

(c) FPI work status—Assignment to an Industries workdetail.

(1) An inmate is in FPI work status if on the job, on sick call during theinmate's assigned hours, on furlough, on vacation, for the first thirty days onwrit, for the first 30 days in administrative detention, or for the first 30days on medical idle for FPI work-related injury so long as the injury did notresult from an intentional violation by the inmate of work safety standards.

(2) Full-time work status. A work schedule for an inmateconsisting of 90% or more of the normal FPI factory work week.

(3) Part-time work status. A work schedule of less than 90% ofthe normal FPI factory work week.

(d) Unit Team—Bureau of Prisons staff responsible for themanagement of inmates and the delivery of programs and services. The Unit Teammay consist of a unit manager, case manager, correctional counselor, unitsecretary, unit officer, education representative, and psychologist.

(e) Unit Discipline Committee (UDC)—The term Unit Discipline Committee refers to one or more institution staffmembers delegated by the Warden with the authority and duty to hold an initialhearing upon completion of the investigation concerning alleged charge(s) ofinmate misconduct (see 28 CFR 541.15). The Warden shall authorize these staffmembers to impose minor sanctions for violation of prohibited act(s).

(f) Discipline hearing officer (DHO)—This term refers toan independent discipline hearing officer who is responsible for conductingInstitution Discipline Hearings and who imposes appropriate sanctions forincidents of inmate misconduct referred for disposition following the hearingrequired by 28 CFR 541.15 before the UDC.

(g) Pretrial inmate—The definition of pretrial inmate in28 CFR 551.101(a) is applicable to this part.

(a) Inmate worker positions must be assigned an appropriate level of pay. Allinmate workers shall be informed of the objectives and principles of payclassification as a part of the routine orientation of new FPI inmate workers.

(b) The Warden and SOI have the responsibility for position classification ateach location.

Inmate workers for FPI locations may be recruited through admission andorientation lectures or through direct recruiting.

(a) Inmate workers are ordinarily hired through waiting lists. Except asnoted in § 345.33, inmates are to be placed on the waiting lists inorder of receipt of applications for work with Industries, and are to be hiredin the same sequence.

(b) Waiting lists are to be maintained and kept available for scrutiny byauditors and other staff with a need to know. SOI's are encouraged to maintain awaiting list for each FPI factory.

(a) Needed skills. An inmate may be hired ahead of otherinmates on the waiting list if the inmate possesses needed skills and the SOIdocuments the reasons for the action in the position classification files.

(b) Prior FPI work assignment. An inmate with prior FPI workexperience during the inmate's current commitment and with no break in custodywill ordinarily be placed within the top ten percent of the waiting lists unlessthe inmate was transferred for disciplinary reasons, was placed in segregation,or voluntarily left the FPI work assignment for non-program reasons (i.e. forsome reason other than formal education, vocational training, drug abuse orsimilar formal programs). For example, an inmate transferred administrativelyfor nondisciplinary reasons, and who has documented credit as a prior worker, iscovered under the provisions of this paragraph.

(c) Industry closing and relocation. When an FPI factory closesin a location with two or more FPI factories, an inmate worker affected may betransferred to remaining FPI factories ahead of the top portion of the inmateson the waiting lists, so there is no break in active duty with FPI. Such actionsare also in order where the work force of an industry is reduced to meetinstitution or FPI needs. An inmate transferred under the provisions of thispart will have the same benefits as any intra-industry transfer.

(d) Disciplinary transfers. An inmate who is a disciplinarytransfer from the last institution designated and who wishes re-assignment inFPI at the receiving institution may be hired on a case-by-case basis at thediscretion of the SOI, who should consider the security level and reasons forthe misconduct. Such an inmate, despite prior experience, is not due specialplacement on the waiting list, is not given advance hiring preference, and doesnot receive consideration for accelerated promotion back to the grade held attime of transfer.

(e) Special needs. For special needs, such as Inmate FinancialResponsibility assignment to assist in paying a significant financial obligationor for release preparation, the unit team may recommend an inmate for priorityplacement on the waiting list. Such placement must be documented and include thereason for the exception.

(a) The SOI has authority to refuse an FPI assignment to an inmate who, inthe judgment of the SOI, would constitute a serious threat to the orderly andsafe operation of the FPI factory. A refusal to assign must be documented by amemorandum to the unit team listing reasons for the refusal, with a copy to theposition classification files in FPI. Typically, the reasons should includeother earlier (ordinarily within the past twelve months) documented violationsof the FPI inmate worker standards or institution disciplinary regulations.

(b) The refusal to assign is to be rescinded when, in the judgment of theSOI, the worker no longer constitutes a serious threat to the FPI industrialoperation.

(a) An inmate or detainee may be considered for assignment with FPI unlessthe inmate is a pretrial inmate or is currently under an order of deportation,exclusion, or removal. However, an inmate or detainee who is currently under anorder of deportation, exclusion, or removal may be considered for assignmentwith FPI if the Attorney General has determined that the inmate or detaineecannot be removed from the United States because the designated country ofremoval will not accept his/her return. Any request by an inmate forconsideration must be made through the unit team. FPI does not discriminate onthe bases of race, color, religion, ethnic origin, age, or disability.

(b) The SOI ordinarily makes assignments based on the recommendation of theunit team.

(1) New workers are ordinarily assigned at pay grade five. All first-timeinmate workers shall enter at pay grade five and may be required to successfullycomplete a course in pre-industrial training or on-the-job training (asavailable) before promotion to pay grade four.

(2) An inmate who has not successfully completed pre-industrial or on-the-jobtraining remains at pay grade five for at least 30 days.

(3) An inmate hired after having resigned voluntarily from FPI may be excusedfrom pre-industrial training and may be hired at a pay grade based on previoustraining and experience.

This subpart authorizes the establishment of minimum work standards forinmate workers assigned to the Industries program at all field locations. TheSOI may reproduce these standards and may also develop additional localguidelines to augment these standards and to adapt them to local needs andconditions. Local Industries shall place these standards and any additionallocal guidelines on display at appropriate locations within the industrialsites. Inmates shall be provided with a copy of these standards and localguidelines, and shall sign receipts acknowledging they have received andunderstand them before beginning work in the Industries program. In the case ofa disabled inmate, alternate media or means of communicating this informationand indicating the inmate's receipt may be provided, if necessary as areasonable accommodation.

(a) At a minimum, each industrial location is to have work standards for eachof the following areas:

(1) Safety—ensuring the promotion of workplace safety and the avoidanceof activities that could result in injury to self or others.

(2) Quality assurance—ensuring that work is done as directed by thesupervisor in an attentive manner so as to minimize the chance of error.

(3) Personal conduct and hygiene—ensuring the promotion of harmony andsanitary conditions in the workplace through observation of good hygiene andfull cooperation with other inmate workers, work supervisors, and trainingstaff.

(4) Punctuality and productivity—ensuring the productive and efficientuse of time while the inmate is on work assignment or in training.

(b) Compliance with work standards. Each inmate assigned to FPIshall comply with all work standards pertaining to his or her work assignment.Adherence to the standards should be considered in evaluating the inmate's workperformance and documented in individual hiring, retention, andpromotion/demotion situations.

Work supervisors should complete a performance appraisal form for each inmatesemi-annually, by March 31 and September 30, or upon termination or transferfrom the industrial work assignment. Copies shall be sent to the unit team.Inmate workers should discuss their appraisals with their supervisors at amutually agreeable time in order to improve their performance. Satisfactory andunsatisfactory performance ratings shall be based on the standards in§ 345.40(a).

(a) The SOI is to ensure that evaluations are done and are submitted to unitteams in a timely manner.

(b) The SOI or a designee may promote an inmate to a higher grade level if anopening exists when the inmate's skills, abilities, qualifications, and workperformance are sufficiently developed to enable the inmate to carry out a morecomplex FPI factory assignment successfully, when the inmate has met theinstitution's time-in-grade (unless waived by the SOI), and when the inmate hasabided by the inmate worker standards. Conversely, the SOI or SOI designee maydemote an inmate worker for failing to abide by the inmate worker standards.Such demotions shall be fully documented.

The SOI may remove an inmate from Industries work status in cooperation withthe unit team.

(a) The SOI may remove an inmate from FPI work status according to theconditions outlined in the pay and benefits section of this policy and incooperation with the unit team.

(b) An inmate may be removed from FPI work status for failure to comply withany court-mandated financial responsibility. (See 28 CFR 545.11(d)).

(c) An inmate found to have committed a prohibited act (whether or not it isFPI related) resulting in segregation or disciplinary transfer is also to bedismissed from Industries based on an unsatisfactory performance rating forfailure to be at work.

(d) Any inmate or detainee who is a pretrial inmate or who is currently underan order of deportation, exclusion, or removal shall be removed from any FPIwork assignment and reassigned to a non-FPI work assignment for which the inmateis eligible. However, an inmate or detainee who is currently under an order ofdeportation, exclusion, or removal may be retained in the FPI assignment if theAttorney General has determined that the inmate or detainee cannot be removedfrom the United States because the designated country of removal will not accepthis/her return.

Title 18 U. S. Code section 4126 authorizes FPI to compensate inmates underrules and regulations promulgated by the Attorney General. It is the policy ofFPI to provide compensation to FPI inmate workers through various conditions ofpay and benefits, except as otherwise provided in these regulations.

(a) Grade levels. Inmate workers in FPI locations receive payat five levels ranging from 5th grade pay (lowest) to 1st grade pay (highest).

(b) Eligibility. (1) An inmate shall accrue vacation time,longevity service credit, and shall receive holiday pay for the period of timethe inmate is officially assigned to the Industries work detail. For limitationson claims, refer to § 345.66.

(2) Inmate workers may be eligible for premium pay as specified in§ 345.52. Eligibility for other pay and benefits are describedseparately in this subpart.

(3) FPI pay and benefits are lost in cases of disciplinary transfer andsegregation.

(4) An inmate returned to the institution due to program failure at aCommunity Corrections Center or while on parole or escape is not entitled tocredit for time spent in Industries prior to said program failure. This rulealso applies to any other program failure which results in a break inconfinement status.

Payment of premium pay to selected inmates is authorized. The total number ofqualifying inmates may not exceed 15% of first grade inmates at a location.

(a) Eligibility. Inmates in first grade pay status may beconsidered for premium pay.

(b) The selection process. Candidates for premium pay must benominated by a foreman on the FPI staff, and recommended on the basis ofspecific posted criteria by a selection committee assigned by the SOI.

(1) The SOI, as the chief selecting official, must sign approval for allpremium pay inmate selections. This authority may not be delegated below thelevel of Acting SOI.

(2) The selected candidate(s) are notified by the FPI Manager or by a postedlist on the FPI bulletin board. A record of the selection and who was on theselection board is kept for documentation purposes. An inmate nominated to be apremium pay inmate may refuse the appointment without prejudice.

(c) [Reserved]

(d) Pay rate. Premium pay inmates receive a specified amountover and above all other pay and benefits to which they may be entitled (e.g.,longevity pay, overtime, piecework rates, etc.). Premium pay is also paid forvacation, holiday, and administrative hours.

(e) Duties of premium pay inmates. Premium pay is a means ofrecognizing the value of those traits supportive of morale and goodinstitutional adjustment. It is not a form of bonus or incentive pay for highlyproductive inmates.

(f) Transfer status of premium pay inmates. Premium pay statusmay not be transferred from institution to institution with the inmate worker.Premium pay status must be earned at each location.

(g) Removals from premium pay status. Removal from premium paystatus may occur for failure to demonstrate the premium pay selection traits orfor failure to abide by the inmate worker standards set forth in this policy.All removals from premium pay status shall be documented on the inmate'sevaluation form. The following conditions also may result in removal frompremium pay status:

(1) Any premium pay inmate found to have committed any level 100 or 200series offense by the DHO is automatically removed from premium pay statuswhether or not the offense was FPI-related.

(2) Inmates absent from work for more than 30 consecutive calendar days maybe removed from premium pay status by the SOI.

Piecework rates are incentives for workers to strive for higher pay andproduction benefiting both the worker and FPI. Piecework rates may be of twomajor types: individual piecework (in which an individual's pay goes up or downdepending upon his/her own output) or Group Wage Fund (in which all members of agroup strive for higher rates or production output as a unit, and all share in apool of funds distributed among work group members equally).

An inmate worker is entitled to overtime pay at a rate of two times thehourly or unit rate for hourly, individual, and group piecework rate workers,when the total hours worked (including administrative pay) exceed the FPIfactory's regularly scheduled workday. Hours worked on days other than thescheduled work week (e.g., Saturday) shall be compensated at the overtime rate.

(a) Except as provided in paragraph (b) of this section, an inmate earnslongevity pay raises after 18 months spent in FPI work status regardless ofwhether or not the work was continuous. The service may have occurred in one ormore FPI factories or shops. An inmate qualifies for longevity pay raises asprovided in the table below:

(b) Exceptions. (1) FPI work status during service of aprevious sentence with a subsequent break in custody may not be considered indetermining longevity pay.

(2) An inmate in segregation or who is given a disciplinary transfer losesany longevity status previously achieved.

(3) An inmate who voluntarily transfers to a non-FPI work assignment losesany longevity status previously achieved. An inmate who leaves FPI to entereducation, vocational training, or drug abuse treatment programs, however,generally retains longevity and pay grade status upon return to FPI, unless theinmate withdraws from those programs without a good faith effort to completethem. The decision on whether there was a good faith effort is to be made by theSOI in concert with the staff member in charge of the program.

Inmate workers are granted FPI vacation pay by the SOI when their continuedgood work performance justifies such pay, based on such criteria as quality ofwork, attendance and punctuality, attentiveness, and adherence to industryoperating regulations. The inmate must submit a written request for vacationtime, ordinarily two weeks in advance of the requested vacation time. The worksupervisor must recommend to the SOI the vacation time to be taken or paid.Eligibility for vacation pay must be verified by the Business Office prior toapproval by the SOI. The SOI may declare an inmate ineligible for vacationcredit because of an inmate's unsatisfactory work performance during the monthin which such credit was to occur.

(a) An inmate may take accrued vacation time for visits, participation ininstitution programs or for other good reasons at the discretion of the SOI.Industrial managers should make every reasonable attempt to schedule an inmateworker's vacations so as not to conflict with the workforce requirements of FPIfactory production schedules and Inmate Systems Management requirements.

(b) An inmate temporarily assigned to the Industrial detail, e.g., onconstruction details, also earns vacation credit which he or she must take or bepaid for at the end of the temporary assignment.

(c) An inmate must take and/or be paid for vacation credit within sixty daysafter each annual eligibility date of the inmate's most recent date ofassignment to FPI. An inmate who elects not to take vacation time must indicatethis in writing. That inmate shall receive pay for the annual vacation credit ina lump sum on the regular monthly payroll. This amount is ordinarily paid withinsixty days after the annual eligibility date of the inmate's most recent date ofassignment to FPI. An inmate whose employment is terminated by release,reassignment, transfer, or other reasons, and who has unused vacation creditshall be paid for this credit on the monthly payroll.

An inmate excused from a job assignment may receive administrative pay forsuch circumstances as a general recall for an institution, power outages, blooddonations, or other situations at the discretion of the SOI. Such pay may notexceed an aggregate of three hours per month.

An inmate worker in FPI work status shall receive pay at the standard hourlyrate, plus longevity where applicable, for all Federal holidays provided theinmate is in work status on the day before and the day after the holiday occurs.Full-time workers receive one full day's pay. Part-time workers receive one-halfday's pay.

Inmate workers for FPI may also receive Inmate Performance Pay forparticipation in programs where this award is made. However, inmate workers maynot receive both Industries Pay and Performance Pay for the same programactivity. For example, an inmate assigned to a pre-industrial class may notreceive FPI pay as well as inmate performance pay for participation in theclass.

Inmates directed by the SOI to take a particular type of training inconnection with a FPI job are to receive FPI pay if the training time occursduring routine FPI factory hours of operation. This does not include ABE/GED orpre-industrial training.

Each inmate worker in FPI shall be given a monthly earnings statement whileactively working for FPI.

An inmate worker shall be paid lost-time wages while hospitalized or confinedto quarters due to work-related injuries (including occupational disease orillnesses directly caused by the worker's job assignments) as specified by theInmate Accident Compensation Program (28 CFR part 301).

Funds due a deceased inmate for work performed for FPI are payable to a legalrepresentative of the inmate's estate or in accordance with the law of descentand distribution of the state of domicile.

The SOI is responsible for ensuring that appropriate releasable informationpertaining to an inmate's medical limitation (e.g., back injury) is madeavailable to the FPI staff member who directly supervises the assignment.

In addition to any prior illnesses or injuries, medical limitations alsoinclude any illness or injury sustained by an inmate which necessitates removingthe ill worker from an FPI work assignment. If an inmate worker is injured morethan once in a comparatively short time, and the circumstances of the injurysuggest an awkwardness or ineptitude which in turn indicates that further dangerexists, the inmate may be removed to another FPI detail or to a non-FPI detail.

Claims relating to pay and/or benefits must occur within one calendar year ofthe period of time for which the claim is made. Inmate claims submitted morethan one year after the time in question require the approval of the AssistantDirector before an inmate may receive such pay and/or benefit.

(a) Job retention. Ordinarily, when an inmate is absent fromthe job for a significant period of time, the SOI will fill that position withanother inmate, and the first inmate will have no entitlement to continued FPIemployment.

(1) For up to the first 30 days when an inmate is in medical idle status,that inmate will retain FPI pay grade status, with suspension of actual pay, andwill be able to return to FPI when medically able, provided the absence was notbecause of a FPI work-related injury resulting from the inmate's violation ofsafety standards. If the medical idle lasts longer than 30 days, was not causedby a violation of safety standards, and the unit team approves the inmate'sreturn to FPI, the SOI shall place that inmate within the top ten percent of theFPI waiting list.

(2) Likewise, for up to the first 30 days when an inmate is in AdministrativeDetention, that inmate may retain FPI pay grade status, with actual paysuspended, and will be able to return to FPI, provided the inmate is not foundto have committed a prohibited act. If Administrative Detention lasts longerthan 30 days, and the inmate is not found to have committed a prohibited act,and the unit team approves the inmate's return to FPI, the SOI shall place thatinmate within the top ten percent of the FPI waiting list.

(3) An inmate in Administrative Detention, and found to have committed aprohibited act, may return to FPI work status at the discretion of the SOI.

(4) If an inmate is injured and absent from the job because of a violation ofFPI safety standards, the SOI may reassign the inmate within FPI or recommendthat the unit team reassign the inmate to a non-FPI work assignment.

(5) If an inmate is transferred from one institution to another foradministrative (not disciplinary) reasons, and the unit team approves theinmate's return to FPI, the SOI shall place that inmate within the top tenpercent of the FPI waiting list.

(b) Longevity and vacation credit. Ordinarily, when an inmate'sFPI employment is interrupted, the inmate loses all accumulated longevity andvacation credit with the following exceptions:

(1) The inmate retains longevity and vacation credit when placed in medicalidle status, provided the medical idle is not because of a FPI work-relatedinjury resulting from the inmate's violation of safety standards. If the medicalidle results from a FPI work-related injury where the inmate was not at fault,the inmate also continues to earn longevity and vacation credit.

(2) Likewise, the inmate retains, and continues earning for up to 30 days,longevity and vacation credit if placed in Administrative Detention, providedthe inmate is not found to have committed a prohibited act.

(3) The inmate retains, but does not continue earning, longevity and vacationcredit when transferring from one institution to another for administrative (notdisciplinary) reasons, when absent from the institution on writ, or when placedin administrative detention and found to have committed a prohibited act.

(c) Pay grade retention. Ordinarily, when an inmate's FPIemployment is interrupted, that inmate is not entitled to retain his or her paygrade, with the following exceptions.

(1) An inmate retains pay grade status, with actual pay suspended, for up to30 days in Administrative Detention. However, the inmate is not reimbursed forthe time spent in detention.

(2) Likewise, an inmate retains pay grade status for up to 30 days whileabsent from the institution on writ, with actual pay suspended. The SOI mayapprove pay grade retention when an inmate is on writ for longer than 30 days ona case-by-case basis.

(3) If an inmate is absent because of a FPI work-related injury where theinmate was not at fault, the inmate retains his or her pay grade, with actualpay suspended.

FPI provides incentive awards of various types to inmate workers for specialachievements in their work, scholarship, suggestions, for inventions whichimprove industry processes or safety or which conserve energy or materialsconsumed in FPI operations, and for outstanding levels of self-development.

An inmate worker may receive an official written commendation for anysuggestion or invention adopted by FPI, or for any special achievement, asdetermined by the SOI, related to the inmate's industrial work assignment. Acopy of the commendation is to be placed in the inmate's central file.

An inmate worker may receive a cash bonus or cash award for any suggestion orinvention which is adopted by FPI and produces a net savings to FPI of at least$250.00. Cash awards shall be one percent of the net estimated savings duringthe first year, with the minimum award being $25.00, and the maximum award being$1,000.00.

Inmate suggestions for improvements in operations or safety, or forconservation of energy or material, must be submitted in writing.

(a) The inmate's immediate supervisor shall review the suggestion and forwardit with comments and award recommendation to the SOI.

(b) The SOI shall ensure that all inmate suggestions and/or inventionsformally submitted are considered for incentive awards by a committee comprisedof Industries personnel designated by the SOI.

(1) The committee is authorized to award a cash award of up to $100.00 or anequivalent gift not to exceed $100.00 in value to an inmate whose suggestion hasbeen adopted. A recommendation for an award in excess of $100.00 shall beforwarded to the Assistant Director for a final decision.

(2) The committee shall forward all recommendations for awards for inventionsthrough the SOI to the Warden. The Warden may choose to add his or her commentsbefore forwarding to the Assistant Director for a final decision.

(3) Incentive awards are the exclusive methods for recognizing inmates forsuggestions or inventions.

While recognition of inmate worker special achievements may originate fromany FPI staff member, the achievement ordinarily will be submitted in writing bythe inmate's immediate supervisor.

(a) The SOI shall appoint a local institution committee to consider inmatesfor special achievement awards.

(b) The committee shall forward its recommendations to the SOI, who isauthorized to approve individual awards (cash or gifts) not to exceed $100 invalue. A recommendation for an award in excess of $100 (cash or gifts) shall beforwarded, with the Superintendent's recommendation and the justification forit, through the Warden to the Assistant Director. The Warden may submit commentson the recommendation.

As earnings permit, FPI provides appropriate training for inmates which isdirectly related to the inmate worker's job assignment. Additionally, FPIadministers a scholarship program to provide inmates with an opportunity tobegin, or to continue with business and industry courses or vocational training.

(a) An applicant for FPI-funded training programs should be evaluated todetermine sufficient interest and preparation to successfully complete thecourse content. The evaluation may be done by the Education Department, unitteam, or other qualified personnel.

(b) An inmate selected to participate in FPI-funded training programsordinarily must have enough sentence time remaining to serve to complete thetraining.

FPI encourages the development and use of pre-industrial training programs.Such training ordinarily provides benefits to the inmate and to the FPI factory.Pre-industrial training also provides an additional management tool forreplacing inmate idleness with constructive activity. Accordingly, each FPIfactory location may provide a pre-industrial training program.

(a) Pre-industrial program trainees shall ordinarily begin at the entry levelpay grade (grade 5). Positions for pre-industrial training programs are filledin the same manner as other grade five positions.

(b) Pre-industrial training is not a prerequisite for work placement if theinmate already possesses the needed skill.

(c) If pre-industrial training is available and the worker has not completedboth the skill training and orientation phases of pre-industrial training, the inmate should be put into the first available training class.

(d) When pre-industrial training is not available, new FPI assignees willreceive on-the-job training in pre-industrial pay status for a period of atleast 30 days before being promoted into available fourth grade jobs.

FPI provides inmate workers with an opportunity to participate inapprenticeship training programs to the extent practicable. Such programs helpprepare workers for post-release employment in a variety of trades. Apprenticesare given related trades classroom instruction in addition to the skill trainingduring work hours, where necessary.

FPI provides inmates with regular job safety training which is developed andscheduled in coordination with the institution Safety Manager. Participation inthe training shall be documented in a safety training record signed by theinmate.

FPI shall award post-secondary school scholarships to selected, qualifiedinmate workers. These scholarships provide an inmate with the opportunity tobegin or continue with business and industry courses or vocational training asapproved and deemed appropriate by the Supervisor of Education.

(a) Eligibility requirements. The SOI and the Supervisor ofEducation at each institution shall develop application procedures to include,at a minimum, the following criteria:

(1) The inmate shall be a full-time FPI worker.

(2) The inmate has a favorable recommendation for participation from his orher work supervisor.

(3) The inmate meets all relevant institution requirements for participation(e.g. disciplinary record, custody level).

(4) The inmate is accepted by the institution of higher learning offering thecourse or program which is requested.

(5) The inmate must maintain a verifiable average of “C” orbetter to continue program eligibility.

(6) Before beginning the course of study, the inmate must sign an agreementto provide the SOI with an unaltered, original copy of his or her grades.

(b) Scholarship selection procedures. FPI scholarship awardsshall be made by a three member Selection Committee comprised of the SOI, theSupervisor of Education, and one other person designated by the SOI.

(c) Scholarship program operation. (1) Ordinarily, onescholarship may be awarded per school period for every fifty workers assigned.At least one scholarship may be awarded at each institution location, regardlessof the number of inmates assigned.

(2) Individual scholarships ordinarily should not exceed the cost of tuitionand books for one course. Where several courses may be taken for the same costas one, the inmate worker may be allowed to take more than one course.

(3) Scholarship monies are to be paid only to the institution providinginstruction, or to the Education Department for transfer of funds to thecollege, university, or technical institution providing instruction.

(4) An inmate may not receive more than one scholarship per school period.

(5) An inmate must maintain at least a “C” average to becontinued as eligible for further assistance. An inmate earning less than“C” must wait one school period of eligibility before reapplying forfurther assistance. Where a course grade is based on a “pass/fail”system, the course must be “passed” to be eligible for furtherassistance.

(6) An inmate awarded a correspondence course must successfully complete thecourse during a school year (e.g., 2 semesters, 3 quarters).

(7) An inmate receiving scholarship aid must have approval from the SOI andthe Supervisor of Education before withdrawing from classes for good reason. Aninmate withdrawing or “dropping” courses without permission shallwait one school year before applying for further scholarship assistance. Aninmate may withdraw from courses without penalty for medical or non-disciplinaryadministrative reasons such as transfer, writ, release, etc., without firstsecuring permission, although withdrawals for medical reasons must be certifiedin writing by the Hospital Administrator.