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Message Well-being ToolkitPSNS & IMF Updated: June 2025

Table of Contents Section 1–MentalHealthResponsePlan Section 4 – Command Counseling Program Section 5 – Command University Programs Section 6 – Harassment and Reporting Information Section 2 – Code 700/900 Well-Being Program Flyer Section 3 – DONCEAP Services Flyers •• ••••••••••••••• •• •• WhoCan Help? ReportingOptionsReporting FAQs DONCEAP QuickGuideProgram OverviewWork-Life ServicesLegal ServicesFinancial Wellbeing ServicesVirtual TherapyDigital Cognitive Behavioral TherapyWellbeing CoachingWellbeing Coaching Vs. CounselingChild CareIdentity Theft ResolutionLifeMart – Discount CenterSenior Care Management ServicesDONCEAP KitsTemplate for calling DONCEAP After-Hours Program&Tuition AssistanceProgramCommand Career Center Flyer PSNS &IMF Mental HealthResponsePlan DCSA Mental Health & Security Clearances FactSheet

Section 7 – EEO, RA, ADR Section 9 – Family Focused Section 8 – Benefits Information Section 12 – Tickets & Travel Discounts Section 10 – Local and National Resources Section 11 – Transportation, Parking & Bus Information ••••••• ••••• ••• •••• •••• •• GRBPlatformHealth BenefitsMYPAYTSPMYBIZ & more Ticket Price ListMWR Flyer Local County Community ResourcesKitsap County Resources GuideWashington 211 FlyerMental Health Resources (National) NBKParkingBremerton ParkingTransportation Incentive Program (TIP)CIA Bus Routes & Schedule Child Care, Parental Leave,Expressing StationsExpressing Stations MapElder Care Resources EEO FlyerEEO ProcessAlternative Dispute ResolutionUnderstanding Reasonable Accommodation (RA)Understanding Religious AccommodationUnderstanding Personal Assistance Services (PAS)PUMP ACT and PWFA (Pregnant Workers & Nursing Mothers)

BOTTOM LINE: It is extremely rare for someone to lose a clearance for a psych issue standing aloneIt is important for the cleared workforce and prospective employees to understand that there are no automatically disqualifying conditions or treatments. For individuals suffering from psychological conditions, seeking and participating in a treatment plan helps demonstrate integrity and trustworthiness and may contribute favorably to decisions about eligibility. Avoiding care when needed, in contrast, can raise security concerns. NOTE: NONE of these cases were denied/revoked solely for seeking mental health care! • Decreased force readiness: Untreated psychological conditions can increase other physical health issues,negatively impacting a cleared individual’s ability to deploy or perform their job. • Increased suicide risks: Mental health care is one of the primary protective factors against suicide. • Increased security concerns: Performing sensitive national security duties while overly burdened by emotional issues could lead to impaired decision making and therefore pose a security risk. For more information go to: www.dcsa.mil/Personnel-Security/Adjudications/. DEFENSE COUNTERINTELLIGENCE AND SECURITY AGENCY Last updated: April 27, 2024 A detailed analysis of denial and revocation statisticsinvolving psychological conditions clearly demonstrates that a cleared individual is not likely to lose or fail to gain clearance eligibility after seeking mental health care or experiencing mental health symptoms.Even for individuals with concerns in other adjudicative areas, the loss or failure to gain clearance eligibility was rare. During that same period, only 1,165 individuals with psychological concerns in addition to one or more other concerns had their eligibility revoked or denied. Of particular note, none of the cases resulting in a denial or revocation were based solely on an individual seeking mental health care. Rather, other factors, such as non-adherence to medical recommendations or simply not seeking care in the face of a clear need for mental health support, were generally the disqualifying issues. 7,707,459142,3361,165178Research shows that stigmas related to mental health treatment have decreased in recent years. However, mentalhealth stigma still remains a notable challenge, particularly among military members. A RAND study showed manyservice members do not regularly seek care for mental health symptoms due to reasons such as personal beliefsabout self-reliance, concerns about how their supervisors and co-workers may react, and availability of mental healthcare. But most importantly, cleared individuals fear seeking mental health care could adversely impact theirsecurity clearance eligibility. This is not the case. FACTS REGARDING CLEARANCES AND SEEKING CARERISKS FROM AVOIDINGMENTALHEALTHCAREFIGHTING MENTAL HEALTH STIGMA Seeking mental health services does notaffect one’s ability to gain or holdclearance eligibility. Adjudicators regardseeking necessary mental healthtreatment as a positive step in thesecurity clearance process.MENTAL HEALTHAND SECURITYCLEARANCES

DEFENSE COUNTERINTELLIGENCE AND SECURITY AGENCYMENTAL HEALTH AND SECURITY CLEARANCEWill I lose or fail to gain a clearance just because I sought mental health care?No. Seeking mental health care is a positive course of action and a sign of sound judgment. It is the most common way to mitigate mental health issues and is recognized as a positive step during the personnel vetting process.What mental health issues do I need to report?Initial clearance requests: Clearance candidates should follow current guidance regarding reporting instructions. The issues of potential concern are: • Legal findings of mental incompetence• Court-ordered mental health care• In-patient mental health care• Certain diagnoses which, by their very nature, may impair judgment or reliability• Self-appraised mental health concerns that could impact judgment or reliabilityCleared individuals: As with many reportable categories, significant changes to questionnaire responses mandate self-reporting to an individual’s security manager or facility security officer. Actively cleared individuals who experience one of the examples cited above should report this information to the security office.What mental health-related issues may raise security concerns?An intentional lack of transparency during the vetting process or failing to report new information to your security office will raise significant security concerns; other potential security concerns generally include:• Behaviors which may result in a threat to oneself or others• Not seeking treatment when needed• Non-compliance with recommended mental health treatment• Involuntary psychiatric hospitalizations• Co-occurring mental health issues and substance abuse issues• Recurrent or chronic mental health concerns, which have not responded sufficiently to treatmentWhat happens if I report relevant mental health-related issues to my security office?Investigators may request the opinion of your current or most recent health care professional to determine whether your condition possibly impacts your reliability, judgment, trustworthiness, and capacity to perform sensitive national security duties. Depending upon the nature of the concern, the investigator may request a summary of your medical records or hard copies of your medical records. In some cases, individuals may be asked to participate in an independent psychological evaluation with a government approved evaluator.Are there some psychological conditions or treatments that would automatically disqualify an applicant from obtaining or maintaining clearance eligibility? No. There are no automatically disqualifying conditions or treatments. National security professionals have demonstrated the ability to manage work effectively with appropriate treatment, even for reportable psychological conditions. When necessary, seeking mental health care helps demonstrate integrity and trustworthiness and may contribute favorably to decisions about eligibility.v/dod_caf/FAQs/. FREQUENTLYASKEDQUESTIONSFor additional information, go to: https://www.dcsa.mil/Personnel-Security/Adjudications/FAQS-Consolidated-Adjudication-Services-CAS/

700/900 Well-Being Program OUR HOW:OUR WHAT:CONNECT TO MISSION: Consolidated and organized toolkit with resources and supportive serviceswithin the command, community and government.Available as a hard copy or electronically via the Virtual Well-Being Toolkit. An incentivized initiative to encourage employees at all levels to learn aboutwell-being and learn how to locate resources themselves by completingrelevant sign offs. THE WELL-BEING NETWORKA group that meets regularly to connect, learn, engage and participate in well-being related conversations, events and other opportunities. A convenience tool to virtually request presentations and workshops for youand your team(s) to take place during pre-existing meetings such as: musters,all hands, leadership meetings, etc. Questions? connect2wellbeing@us.navy.milLiaisons in connecting employees to resources, building trust amongst peers,and driving connection to promote a culture in which well-being is a priority. A consolidated, one stop shop with resources, links and materials to supportwhole-person well-being.Available on government computers and iPhones via Microsoft SharePoint AppNavigate to this SharePoint: Homeport>Projects>Health & Well-Being.Increaseawareness ofandconnectemployeestoavailableresourceswithinthecommand,community and government.Integratewell-being into current programs, practices and policies.Identify gaps and barriers; create plans to overcome them.Leads teams to improve individual and organizational well-being.People are essentialto meet and achieve every aspect of the Command’s Strategic Framework,Mission, Vision, Principles, and Values. Supporting individual employee and organizational well-being in an intentional manner is proven to be a long-term investment. Employees with ahealthier well-being experience less absenteeism, work-site accidents, turnover, rework, andmore. In turn, they increase productivity, focus, engagement, innovation, retention, and morale.WELL-BEING TOOLKITSWELL-BEING PASSPORTSWELL-BEING AMBASSADORSKNOWLEDGE DELIVERY SERVICEHEALTH & WELL-BEING SHAREPOINT SITE

Well-Being is the sense of being happy, healthy and satisfied in life. The ability to make a positive impact on our own environment (workplace,community, homes, planet).FINANCIALOur ability to understand our financial situation (salary, wages, investments,savings or debt of a person) and take the steps to prepare for financialchanges.OCCUPATIONALThe desire to contribute in our careers to make a positive impact on the organizationswe work in and to society as a whole; participating in activities or groups that provide asense of purpose, interest, beliefs, and reflect personal values.Spirituality is individually defined, and may include aspects such as, but notlimited to: purpose in life, connectedness, values and the nature of reality.Our ability to acknowledge and express feelings, adjust to difficult situationsthat require a lot of effort and determination, and cope with life’s stressors.Our ability to establish and maintain positive relationships with family, friends,and coworkers.Our desire to learn new concepts, improve skills, and seek challenges in pursuitof lifelong learning.Thedimensions belowinfluenceourwell-being.Though they are separate dimensions, they are interconnected, meaning they impact and buildupon one another.Well-being is an individual journey and looks different for each of us.The Eight Dimensions of Well-BeingSOCIALSPIRITUALPHYSICAL EMOTIONALINTELLECTUALENVIRONMENTALTheability to recognize that our behaviors have significant impact on our wellness;adopting healthy habits (routine check-ups, balanced diets, exercise) while avoidingdestructive ones.

Services are available to Department of Navy Civilians, theirdependents and household members. DONCEAP BENEFITS QUICK GUIDE 1-844-DON-CEAPCOUNSELING FINANCIALMeet with a Money CoachThree 30-minute telephone consultations per topic, per yearMoney Coaches provide confidential, unbiased guidance to help you get into goodfinancial stop; they do not sell products.Get support for concerns such as debt, spending and saving, maternity leave, largepurchases and caring for parents.Build a planTake a financial assessmentLearn how money is affecting your health, wealth and financial statusGet a personalized action planTake actionSchedule a meeting - Monday to Friday 9am-11pmInvite your spouse/partner or dependents to join youGetthe help youneed ina convenient, confidential, safe and non-judgmental environment. No cost to you and your household membersUp to 6 pre-paid counseling sessions (per topic, per 12-month period)Confidential and provided by a third partyCounseling optionsMeet with a DNC Field Consultant (phone, video, conference or in-person)Call your Employee Assistance ProgramUse the Provider Search to find a counselor in your areaVirtual Counseling - Better HelpYour financial well-being program can help you take control of your monthly finances, avoid pitfallsand achieve your financial goals.

LEGAL SENIOR CARE The following preferential discounts are available for services beyond 60 minutes:Estate planning: 25% discount on the hourly feeWills, trusts and power of attorneyFamily law: 35% discount on the hourly feeDivorce and juvenile court proceedingsStandard legal services: 25% discount on the hourly feeCivil and consumer rights, personal property, taxes and auditsDocument preparation discountsSingle Will package $99Couples Will Package: $179Minor’s or Special Needs Trust $249Individual Estate Protection $649Protection of Couples Estate: $999An in-home assessment of an adult’s activities of daily living and living conditionsA personalized care plan with care recommendations24/7/365 access to Adult Care specialists who will review the care plan with you,provide expert guidance and refer you to helpful resources as recommended in thecare plan such as home health care providers, community resources, and/or long-termcare.Ongoing access to Adult Care specilist anytime care needs change.Access legalservices to help you deal with a wide range of legal concerns. Receive one free 60-minute consultation per issue, per year on the phone or in-person with an attorney. Tohelpyou better understand the needs of aging loved ones, you have access to Senior CareManagement Services. Your Senior Care Manager will conduct an in-home assessment and deliver apersonalized care plan with recommendations.

WELL-BEINGCOACHING Your coach helps you clarify your goals, identify obstacles that hold you back, anddevelop action-based solutions to achieve your goalsCoaching is short-term and the duration varies by individualMeet regularly with the same coach by phone or videoCoaching sessions last up to 45 minutes in length- follow up sessions are usuallyshorter and run around 25 minutesYour coach serves as a guide, support and even cheerleader as you set goals duringthe first session and make further process in subsequent sessionsFrom treasured moment to major milestones to tricky transitions, Work-Life Services help you livelife smarter. Available 24/7/365 and completely confidentialA coach will help youclarifyyourgoals, identify any obstacles holding you back and find solutionsto overcome the obstacles.Adult care and aging - care options, living arrangements, respite care, etc.Childcare and parenting - managing work and family, school options and summer careDaily living - home improvement, automotive and cleaning servicesEducation - tutoring, continuing education, financial aid and scholarshipsMoving - real estate services, school information, neighborhood profiles, etc.Pet ownership - veterinarian recommendations, sitters and walkersPregnancy and adoption - prenatal care, birthing options, parenting adopted childrenRelationships - wedding planning, marriage laws and license, separation/divorceSpecial needs - doctor visit preparation, school services, treamentSave with your Employee Discount on LifeMartDISCOUNT CENTERTravelAttractionsElectronicsVacationsWORK-LIFESERVICES

SELF-CAREPROGRAMS IDENTIFY THEFTRESOLUTIONCompleting and submitting a Uniform ID Theft Affidavit to the proper authorities, CreditReport Agencies and creditors.Providing fraudulent account forms or letters to itemize each fraudulent occurrenceObtaining a free copy of your credit reportReporting fraudulent activity and notifying local and Federal authorities and creditorfraud departmentsPlacing a fraud alert and/or credit freeze (if allowed by state law) on your credit fileRESTORE: A seven-session program that teaches new skills to help improve sleepincluding sleep restrictions, sleep hygiene, and mindfulness.FEARFIGHTER: A nine-session program for general anxiety, panic attacks and phobias,that focuses on the development of self-management skills to help participantsovercome their anxiety.MOODCALMER: A four-session program for low mood or depression that teaches skillsto recognize unhelpful thoughts, and motivates participants with real life examplesSHADE: A ten-session program for alcohol and/or drug use that includes education onalcohol, narcotics, cannabis, and depression, as well as activities for monitoring moodand triggers.COMFORTABLE: A seven-session program for chronic pain that focuses on helpingparticipants improve functioning, prevent pain flare-ups and change unproductivethoughts and behaviors.Online programshelpyou learnandpractice skills so you can feel better on your own time.Programs are confidential and available at your own pace, 24/7/365.Whether it is the unauthorized or attempted use of your credit cards or bank accounts or the misuseof your personal information.

NAVSEA Pacific FleetNotes:Health Insurance Information: 98314Depending on the servicetypeyou are requesting, thiscanhelp DONCEAP findservices in your area that are within your provider’s coverage.Provider:Plan Type:Full Name:Date of Birth:Home Address:DON ID Number:(10 digit numberon back of CAC)Preferred Email Address:Phone Number:Pay Grade:(They will ask for the pay grade in GS. If you are aWG-05, state GS-05, if WD-06, state GS-06 etc.)When Asked About Command Information as a DON Civilian:1-844-366-2327, Press 2 (Member) INFORMATION TO HAVE ON HANDWHEN CALLING DONCEAPYour Division is: Your Command is: Your Workplace Zip Code:This form isnotforofficialuse.Useofthisformisoptionalandintendedmerely asa helpfultooltoguideindividualswhoplantocontactDONCEAP.DONCEAP may request more or less information.

SharePoint website: Command Career CenterLocation: Bldg. 1015 – Olympic Lodge Training Center. Located outside the CIA. Code 1180 Command University Division Connecting employees with resourcesKnowing where to start is one of the biggest challenges. We’ll help you find the resources and support youneed to achieve career success. Individual Development PlansDo you have an IDP? We have the resources to help you create yours. Career path opportunitiesDo you want to grow in your current job and open future career opportunities? We’ll connect you with theresources and development you need to be more competitive. The Command Career Center is open to all Puget Sound Naval Shipyard & Intermediate Maintenance Facilityemployees, providing support by coaching and mentoring individuals for “whole person development.” Thecareer center is a centralized resource to help employees identify career paths within the command andthroughout the Naval Sea Systems enterprise. The goal is to connect employees with resources and help develop plans to achieve career goals. Command Career Center services Make an appointment today! Phone: 360-627-6262 Email: PSNSCareerCenter@us.navy.mil Explore the possibilities!

Serving Day and Swing shift. 6:30 a.m. - 4:00 p.m. Able to assist backshift employees outside office hours with prior notification. Share growth and development opportunities within the command Information on formal degree programs, bridge, and cross-functional networking opportunities Resumes Mock interviews Mentoring Program IDP creation and development Identifying career path opportunities and more *Time needed with the career center will vary based on individual’s goals and milestones in one’s career. The Command Career Center is a PSNS & IMF sanctioned program. Typically, employees may utilize up to onehour per month for services with supervisor approval and as workload permits. Each shop or code isresponsible for providing an overhead job order number for career center appointments and for trackingpurposes. Schedule an appointment via email (personal or government): PSNSCareerCenter@us.navy.mil Please include the following in your appointment request: Your name, badge, shop or code, contact number or email address * Scheduling an appointment that occurs during working hours, as workload permits, requires supervisor approval. What are the hours of operation? What does the Command Career Center offer? How do I contact the Command Career Center? How is my time charged for Command Career Center appointments?

PSNS & IMF Reporting FAQ What is Code 100i? The Command Administrative Investigations Office (Code 100i) manages investigations into severe misconduct and is separate from the Equal Employment Opportunity (EEO) process. Employees may choose to report allegations to both the Code 100i and EEO, however, employees choosing to pursue matters at EEO must contact the EEO Office directly. What is harassment?PSNS & IMF’s Anti-Harassment Policy defines “harassment” as any unwelcome words or behavior that is objectively offensive and has the purpose or effect of unreasonably interfering with a person’s work performance or creating an intimidating, hostile, or offensive work environment.Harassment should be distinguished from management’s legitimate efforts to supervise employee time, attendance, telework, conduct, and work performance. Negative feedback or action from management on these topics, while sometimes unpleasant, is not necessarily harassment. Supervisory actions and interactions will always be considered within the full context of a given situation, which includes recognition of the supervisor’s responsibility to perform supervisory duties, even those that employees might view as unwelcomed.What are some examples of conduct that would violate the Command’s anti-harassment policy?Examples of prohibited conduct include, but are not limited to: lewd or sexually suggestive comments or jokes, repeated requests for dates, sexually suggestive touching or gesturing; sexually explicit pictures or remarks; using status to request dates or preferential treatment; obscene messages; unwanted touching; vulgar language, leering or staring; intrusive questions or discussions about personal life, suggestive posters or calendars; epithets, slurs, or name calling; demeaning comments based on a person’s disability or accent; offensive comments, jokes, games, negative stereotyping, gestures, sounds; physical assaults, threats, or intimidation; and ostracizing or retaliating against an employee who reports or objects to harassment.Where should I go to report conduct that violates the Command’s anti-harassment policy?PSNS & IMF employees should report inappropriate behavior (experienced or observed) to their immediate supervisor or any PSNS & IMF supervisor or manager, the EEO Office at (360) 476-2077, or the Code 100i Reporting Line at (360) 979-3886 or psns-imf.code100i.ReportingLine@us.navy.mil.What options are available to resolve workplace conflict that don’t meet the definition of “harassment”? • PSNS & IMF personnel are encouraged to utilize Alternative Dispute Resolution (ADR) to help resolve conflict between individuals or groups in the workplace. ADR techniques like mediation, conciliation, and group facilitation involve a neutral third-party who will guide participants toward open communication and mutually acceptable resolution. To request ADR, call (360) 476-2077. DON also offers conflict coaching to employees (supervisory, non-supervisory, civilian, or military) who want to be more confident and competent in preventing, resolving, and managing conflict. To find a conflict coach, contact Ms. Diane Freimark at (202) 685-7730 or diane.s.freimark.civ@us.navy.mil. Employees may also utilize the negotiated grievance procedure, if applicable, or the Navy’s Administrative Grievance System (SECNAVINST 12771.2) for disputes involving working conditions. • • What is the intent of the Code 100i Reporting Line? The Code 100i Reporting Line allows employees to report inappropriate behavior to the Command if they do not feelcomfortable reporting it to their supervisor or chain of command. This allows management to address employeeallegations of inappropriate behavior and take immediate and appropriate corrective action, including the use ofdisciplinary actions, to eliminate misconduct regardless of whether the conduct violated the law. The goal of theanti-harassment policy and procedures is to address inappropriate behavior at the earliest possible stage, before it can become “severe or pervasive” harassment within the meaning of anti-discrimination laws. Is reporting inappropriate behavior to the Code 100i Reporting Line the same as filing an EEO complaint? No. Code 100i procedures do not affect rights under the EEO complaint process and is entirely separate and apart from the EEO complaints process. This means that an employee who reports allegations of inappropriate behavior to Code 100i, including through the Code 100i Reporting Line, has not filed an EEO complaint. An employee who

PSNS & IMF Reporting FAQ wishes to file a discrimination or harassment complaint must contact their servicing EEO Office within 45 calendardays of the alleged conduct or when they became aware of the discriminatory action. An employee may use boththe Code 100i and EEO complaint procedures simultaneously. Reporting harassment to the Command does notpause, extend, or delay the 45-day timeframe for initiating contact with the EEO Office. POC for initiating an EEO complaint of unlawful discrimination / harassment: USPACFLT EEO Office Northwest EEO Intake line (360) 476-2077 Building 467 - Mezzanine The EEO discrimination complaint process is designed to make individuals whole for unlawful discrimination (including harassment) that violates federal anti-discrimination laws. These laws protect individuals from discrimination (including harassment) based on race, color, religion, national origin, sex (including sexual orientation and pregnancy), age (40 or older), disability, or genetic information and retaliation for engaging in protected EEO activity (e.g., participating in the complaint process or opposing employment discrimination). Contact the EEO Office for more information. If I report inappropriate behavior to the Code 100i Reporting Line, what will happen? All allegations of inappropriate behavior are reviewed to determine the appropriate course of action, including evaluating if an investigation is necessary. Investigations are conducted by management or other appropriate officials designated by the Command, including Code 100i investigators. Depending on the circumstances, management may implement appropriate intermediate measures before completing the investigation to prevent further inappropriate behavior. Management will evaluate for appropriate corrective and/or disciplinary action. If I report inappropriate behavior to the Code 100i Reporting Line , will the information be kept confidential? All information gathered, including the identity of the individual who submitted the report, any witness who provides information regarding the report, and the subject of the complaint, will be protected to the largest extent possible, consistent with a thorough and impartial investigation. PSNS & IMF cannot guarantee complete confidentiality, since an effective investigation often cannot be conducted without revealing certain information to the alleged offender and potential witnesses. However, information about the allegations and investigation will only be shared when it is necessary for the investigation process or to support resulting disciplinary action. I am concerned that if I report inappropriate behavior, it might negatively affect my employment. Am I protected from retaliation? The Command’s anti-harassment policy protects individuals who report inappropriate behavior and witnesses who provide information regarding such reports from retaliation. Anyone who engages in retaliatory behavior will be subject to corrective action. PSNS & IMF employees can report retaliation to their immediate supervisor or any PSNS & IMF supervisor or manager or Code 100i Reporting Line at psns-imf.code100i.ReportingLine@us.navy.mil or (360) 979-3886. If the root of the reprisal action was discriminatory in nature, reports can also be made to the EEO Office at (360) 476-2077. If I report inappropriate behavior to the Command and then change my mind about going forward with the allegations, what happens? Once management becomes aware of potential inappropriate behavior, they are obligated to look into the allegations raised. If an investigation results from a report I make of inappropriate behavior, will I be told the outcome? In most cases, employees who report inappropriate behavior that results in a Code 100i investigation will be offered a debrief at the conclusion of the investigation by a management official. While specifics of the case cannot be shared, including the level of discipline, management will share the high-level outcome of the investigation if a complainant chooses to be debriefed.

USPACFLT FACT SHEET This Fact SheetProvides: For more informationon the PUMP Act,contact your servicingHR office at: For more informationon Pregnancy andDisabilityAccommodations,contact your servicingEEO-RAoffice at: (808) 471-5099 Overview ofrequirements How to Submit a Request How employers can support pregnant workers & nursing mothers cpf-ra@us.navy.mil Or Northwest:(360)--- Southwest: (619)--- Hawaii: (808)--- PUMP Act and PWFA:Pregnant Workers & Nursing Mothers President Biden signedthe Fiscal Year 2023 OmnibusSpending Bill featuring twonew laws:Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections forNursing Mothers Act (PUMP) Act. This legislation created a new class of qualifying employees whoare entitled to the reasonable accommodations (RA) afforded by the Americans with Disabilities Act (ADA) Amendments Act of 2008. March 2024 PUMP Act: Employees submit requests to their Supervisor. Applicants submit their requeststo the Hiring Manager or the HR Official handling the recruitment action. PWFA or ADA: Employees submit requests to their Supervisor or the servicing EEO-RA Official(s) via email at cpf-ra@us.navy.mil. Applicants submit their requests to the Hiring Manager or the HR Official handling the recruitment action. PUMP Act: Respond promptly and contact your local HR if you have questions.PWFA or ADA: Engage in an interactive process as soon as an employee or applicant makes the need for a pregnancy or disability related accommodation known. Provide a written decision and implement approved accommodations within 45 calendar days. Consider interim accommodations, as appropriate. Contact the EEO-RA Official within 2 business days of receiving a request for pregnancy or disability related accommodations. PUMP Act: For a year following the birth of a child, employers are required to provideemployees (1) a reasonable amount of break time and (2) a space to express milk as frequentlyas needed. The pumping location may not be a bathroom, and it must be shielded from viewand free from intrusions by coworkers and the public. The frequency and duration of breaksneeded will vary depending on factors related to the nursing employee and the child (e.g.,location of the pumping space and the steps needed to express milk). Time spent to expressbreast milk is considered “hours worked” if the employee is not completely relieved from dutyduring the length of the break (i.e., they are working while pumping). If an employer providespaid breaks, they are not obligated to provide an employee additional paid breaks beyond whatis already provided. For example, a nonexempt employee who receives two paid breaks a dayis not now entitled to four paid breaks. A nonexempt worker must be paid for the whole breakif they continue working or are interrupted during it. Exempt personnel continue to receivetheir full weekly compensation, regardless of any breaks. PWFA: Requires an employer to provide reasonable accommodation to qualified employees or applicants with a known limitations related to pregnancy, childbirth, or related medical conditions, absent an undue hardship. An accommodation is any change to the work environment, or the ways things are customarily done (see page 2 for examples). ADA: Separate from and in addition to the new requirements under the PWFA, the ADA requires employers to provide reasonable accommodation to qualified employees or applicants with disabilities, unless to do so would cause undue hardship. How to Submit a Request? What Should Supervisors/Managers do with a Request?

Fact Sheet: PUMP ACT and PWFA ADA: PWFA: PUMP Act:Examples of pregnancy related accommodations include: Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom. Changing food or drink policies to allow a worker to have a water bottle or food. Changing equipment, devices, or workstations such as providing a stool to sit on. Allowing variance to a uniform or dress code or providing safety equipment that fits. Changing a work schedule, such as having flexible hours, part-time work, a later start time, telework, or temporary reassignment. *Leave for appointments with health care professionals or to recover from childbirth, light duty or help with lifting or other manual labor, closer or designated parking. Examples of disability related accommodations include:       Schedule adjustments, including telework, and flexible schedules. Parking space or pass. Modification to equipment, assistive technology. Modifications to allow employee to enjoy benefits/privileges: training, travel, work sponsored events, kitchen facilities. Adjustments to the job application or onboarding process. For employees that cannot be accommodated in their position of record, the reassignment/job search process may be offered as an accommodation of last resort. When identifying a pumping space, here are some things to consider: An area, other than a bathroom that is shielded from view and free from intrusion, where an employee can express breast milk without being seen or disturbed. For example, a clean, private office or other space (e.g., MAMAVA lactation pod) with a lockable door, a comfortable place to sit and suitable surface for pumping equipment. Although not required, if possible, an area close to a sink for cleaning equipment and a refrigerator for storing milk.   *If the worker has a right to leave under another policy or law (e.g., FMLA) there may not be a need to document the requestas a DON RA request. FLSA Protections to Pump at Workhttps://www.dol.gov/agencies/whd/pump-at-workNew Protections for Pregnant and Nursing Federal Workers in 2023: https://www.fedweek.com/federal-managers-daily-report/new-protections-for-pregnant-and-nursing-federal-workers-in-2023/ What You Should Know About the Pregnant Workers Fairness Act: https://www.eeoc.gov/wysk/what-you-should-know-about-pregnant-workers-fairness-act Department of the Navy Program Manual for Processing Reasonable Accommodations http s://www.secnav.nav y.mil/ mra/eeo/D ocum ents /Department%20o f%20th e%20Nav y% 20Pro gram %20Manual%20for%20Reasonable%20Accommodation.pdf USPACFLT EEO SharePoint site: https://intelshare.intelink.gov/sites/USPACFLT/EEO/SitePages/default.aspx Resources How To Support Pregnant Workers & Nursing Mothers

CIVILIAN BENEFITShttps://civbenefits.dc3n.navy.milGRB Platform - View and make changes to the following:Telephone - The Benefits Line: 888-320-2917 or TTY: 866-359-5277Business Hours - 7:30 a.m. to 7:30 p.m. EST, Monday through Friday, except Federal holidays. Duringthe last week of Open Season you can call the Benefits Line from home (toll free) until 9:30 p.m. EST.Email- navybenefits@us.navy.milYou must include your full name, pay plan, grade and contact telephone number, and do not includePrivacy Act or Personally Identifiable Information (PII) such as date of birth or social securitynumber. Please allow 5 business days for a response.Health Benefits -FEHBRetirement - ThriftSavings Plan The Thrift Savings Plan (TSP) is a defined contribution retirementsavings and investment plan for Federal employees and members ofthe uniformed services. Eligible employees can contribute up to the IRSelective. Employees may also receive automatic and matchingcontributions from their employing Agency, depending on theemployee's retirement coverage. Employees may make Traditionalcontributions (pre-tax) and/or Roth contributions (after-tax) on aregular pay period basis either in whole percent increments or wholedollar amounts.Under certain circumstances, employees can borrow their owncontributions or request an in-service withdrawal. In order toparticipate in the TSP, employees must be covered by an eligibleretirement system and be in a pay status. The Federal Employees Health Benefits (FEHB) program is an employer-sponsored group health insurance program for Federal employees andtheir families. Employees can choose from Fee-for-Service (FFS) plans,Health Maintenance Organizations (HMO), Consumer-Driven HealthPlans (CDHP), and High Deductible Health Plans (HDHP). Employees canenroll, make changes, or cancel coverage during the annual FederalBenefits Open Season or if the employee experiences a qualifying lifeevent. Permanent employees and certain temporary employees areeligible for coverage unless their appointment is excluded fromcoverage by law or regulation. BENEFITSYour Benefits at a GlanceHomepage > Resources > BenefitsElectto enroll,change orterminatebiweekly payrollcontributions.Multiplecalculators andresources

Flexible SpendingAccounts (FSA) Life Insurance - FEGLIThe Federal Employees' Group Life Insurance (FEGLI) Program is anemployer-sponsored life insurance program for Federal employees.FEGLI is group term life insurance and does not build any cashvalue. The program offers Basic Life Insurance coverage plus threeforms of Optional insurance (additional insurances on theemployee's life as well as family insurance). Employees areautomatically covered by Basic Life Insurance, unless the employeewaives coverage or is in an appointment excluded from coverage bylaw or regulation. If an employee is eligible for and enrolled in BasicLife Insurance coverage, the employee can also elect Optionalinsurance.Although there are no regularly scheduled open seasons to enroll, ifan employee has a qualifying life event he or she may be able toenroll or increase their coverage. The Federal Flexible Benefits Plan ("FedFlex") enables employees topay for eligible out-of-pocket health and dependent care expenseswith pre-tax dollars. Eligible employees can enroll in a FlexibleSpending Account (FSA) through the FSAFEDS website during theannual Federal Benefits Open Season or outside the open season ifthey experience a qualifying life event. A FSA is funded throughpayroll allotments and employees can draw upon their FSA forreimbursement as eligible expenses are incurred. FSA elections arecompletely voluntary, and employees must enroll each year tocontinue participating. The FSA benefit period runs from January 1of the current year through December 31 of the same calendar year.Allotments not claimed at the end of the benefit period areforfeited. Employees are eligible to enroll if they are eligible for theFederal Employee Health Benefit (FEHB) program. It does not matterif they are enrolled in FEHB; eligibility is the key. The Office ofPersonnel Management (OPM) is responsible for the program, andHealthEquity, Inc. is the third-party administrator. The employingagency covers the administrative fees on behalf of any enrolledemployee.OPM Healthcare Compare Tool https://www.opm.gov/healthcare-insurance/healthcare/plan-information/compare-plans/HealthCare FSADependent Care FSALimited ExpenseHealth Care FSA

MYPAYMYBIZ THRIFT SAVINGS PLANhttps://compo.dcpds. cpms.osd.mil/Home | The Thrift Savings Plan (TSP)DFAS myPay | Online AccountManagement for DFAS Payroll ServicesView and make changes to the following:AppointmentPositionSalaryBenefitsPerformanceAwards and BenefitsPersonnel ActionsSF-50'sPersonal DataEmergency Contact Information MyBiz+ allows employees access to view information from their official personnel records.MyPay is a U.S. Department of Defense website that provides online pay and account servicesfor military members, civilian employees, and retirees. It's a secure portal where users canmanage their pay information, view statements, make changes to allotments, update contactinformation, and access tax documents.View Pay Statement, Manage Allotments, Update Contact Info, Access Tax Documents, ManageDirect Deposit, Leave and Earning Statement (LES), Savings Bonds, Travel Vouchers888-332-7411TSP stands for Thrift Savings Plan. It's a retirement savings plan for federal employees,including civilian employees and members of the uniformed services. It's similar to a 401(k) planin the private sector.Account access, Contribution Management, Fund Allocation, Investment Performance, Loan andWithdrawal Information, Financial Planning Resources, Beneficiary Designation, Training Videos877-968-3778

BENEFEDSFEDERAL EMPLOYEES'RETIREMENT SYSTEM (FERS)https://compo.dcpds. cpms.osd.mil/https://portal.secnav.navy.mil/orgs/mra/donhr/Pages/Default.aspxOPM RETIREMENTCENTERMINIMUN RETIREMENTAGE (MRA)Learn more here: https://www.opm.gov/retirement-center/fers-information/Open season enrollment view/make changes to the following:Enroll in the Federal Employees Dental and Vision Insurance Program (FEDVIP)Compare PlansManage EnrollmentChange PlansAdd/Remove Family MembersAutomatic Payroll Deduction Required (Department of Navy Payroll #97380700)877-888-3337https://www.opm.gov/retirement-center/fers-information/eligibility/https://www.opm.gov/retirement-center/fers-information/eligibility/FERS is a retirement plan that provides benefits from three different sources: a Basic BenefitPlan, Social Security and the Thrift Savings Plan (TSP).FEDVIP is a voluntary, premium-based dental and vision insurance program available to eligiblefederal employees, retirees, and their family members. It offers a variety of dental and visionplans from different providersCall The Benefits Line at 888-320-2917 to talk to a Customer Service Representativeor e-mail: navybenefits@navy.mil Monday through Friday 7:30 a.m. and 7:30 p.m. (Eastern Time)Effects of LWOP on Benefits https://www.opm.gov/policy-data-oversight/pay-leave/leave-administration/fact-sheets/effect-of-extended-leave-without-pay-lwop-or-other-nonpay-status-on-federal-benefits-and-programs/

Parental Leave Fact SheetFamily Medical Leave Act (FMLA) Sick Leave Annual LeaveAnnual leave can be used for most reasons of absence, subject toapproval. (See quick reference guide on next page).Advanced Sick Leave• • ••• Voluntary Leave Transfer Program (VLTP) Employees can now substitute unpaid leave under FMLA for paidleave.••Must have 1 year of employment. Can only be used for the birth OR placement of child foradoption or foster care.Must be actively engaged in parental role and physicallypresent.Agency may require documentation (i.e. employeecertification, birth certificate, court documents, etc.).Employee must agree to work obligation (return to work foramount of PPL used).•••AFederal Law that guaranteeseligible employees up to 12workweeks of unpaid leave within a 12 month pay period with nothreat of job loss for one or more of the following reasons:••••The employee cannot work because of a serious condition.The employee must care for an immediate family member thathas a serious medical condition.The birth and/or subsequent care of an employee’s child.The placement and/or subsequent care of an adopted or fostercare child.FMLA must be invoked by the employee. Employees may invoketheir entitlement to FMLA at any time that they qualify. For birth,sick, annual, and advanced leave can be used before use of FMLA. A birth mom is expecting on Oct. 30, 2020. She has a difficultpregnancy, after several bouts of illness, she is finally placed on bedrest for 4 weeks prior to the due date. She has exhausted her sickleave and invoked FMLA on July 1, 2020, because of her need forfurther treatment and multiple absences. She uses 120 hours inJuly and August and is out the entire month of September using anadditional 160 hours. Her total number of FMLA hours used is 280.When her baby arrives in October, she would have only 200 hoursremaining under FMLA through June 30, 2021, meaning she wouldonly be eligible to utilize 200 hours Paid Parental Leave upon thebirth of the child. However, she would be able to take theadditional 280 hours of paid FMLA at some point after June 30,2021, as long as she does so before Oct. 29, 2021. during the emergency period (i.e. typically 6 weeks for natural, 8weeks for caesarian). Allows government employees(not applicable to military) to donate annual leave to employee. Employee can used donatedleave for the current medical emergency or to repay negative sickleave balance for a past emergency (must be within 12 months).Leave cannot be used for any reason other than for theemergency they were placed in the program for (i.e. regular sickdays).In order to be eligible:••Past or current medical emergency is expected to be at least24 hours (3 workdays) in a pay period; andEmployees have exhausted available paid leave (both annualand sick).Requests must be provided to Code 1110 with:•Application for program (OPM 360)(signed by supervisor) andmedical documentation which states the employee or theirfamily member’s: diagnosis, prognosis and period ofincapacitation.Employees can apply early buy will not be entered intoprogram until leave balances are near zero. •Sickleavecanbe used by the mother, any eligible family member, spouse, non-married partner, etc. For the purposes of:•••••Prenatal appointments and periods of incapacitation during pregnancyBirth of a childMother’s incapacitation as specified by doctor (i.e. 6 weekspost birth, etc.)Baby check up appointmentsSick leave cannot be used for child-bonding or childcare.Upto 240 hoursof sick leave can be advanced. Period of incapacitation is minimum of 6 workdays (48 hours).Accrued sick leave must be exhausted, annual leave in excessof 80 hours has been used.Medical evidence from health care provider that employee willbe capable of returning to duty.Requests made IAW PSNS&IMF 12630/16 with attachedmedical documentation and approval or disapproval bybranch/shop head. Forwarded to Administrative Officer forfinal determination.Forbirth,bothadvancedanddonatedleavecanonlybeusedPaid Parental Leave (PPL)Example: FMLA used in overlapping 12-month periods2

On OPM’s website you can access work-life information such as:OPM Handbook on Workplace Flexibilities and Work-LifePrograms for Elder Care.Potential work place flexibilities and moreWebsite: https://www.opm.gov/policy-data-oversight/worklife/Check your county’s website for local services available, such as:Caregiver Support Center - Kitsap Countywww.agingkitsap.comWe have a Family Focused section on the Health & Well-Being SharePoint site that you canaccess from a PSNS & IMF issued work computer or cell phone that contains direct links toelder care resources, services and tools, such as:The OPM Elder Care HandbookAvoiding Caregiver Burnout Tip Sheet (DONCEAP)Caregiver’s Daily Record Keeper Sheet (DONCEAP) and more.Navigate to this SharePoint: Homeport>Projects>Health & Well-Being.Your DONCEAP provides services such as:No cost, in-person assessments by a certified care manager.A full evaluation of an aging loved one’s condition, medical history and home environment.Detailed, customized care plan based on the assessment.Recommendations for care, home security, local programs and more.Free Adult Caregiver’s KitCall DONCEAP at 1.844.DON.CEAP or visit MagellanAscend.com to get started.Elder CareResources Community ResourcesHealth & Well-Being SharePointOPM - Edler & Adult Dependent CareDONCEAP - Senior CareManagementServices

Community Resource Websites(non-exhaustive list)King CountyPierce CountySkagit CountyMason CountyKitsap CountyClallam CountyJefferson CountyThurston CountySnohomish Countykcr.orgkitsap.govkingcounty.govco.jefferson.wa.usclallamcountywa.govhealthymasoncounty.comthurstoncountywa.govpiercecountywa.gov/hscommunityactionskagit.orgsnohomishcountywa.gov

On the bottom right-hand side of the PSNS & IMF Homepage (SharePoint) under the “Other Links” section.orhttps://flankspeed.sharepoint-mil.us/sites/psns_commuting/SitePages/Transportation-and-Parking.aspxPSNS & IMF Transportation, Parkingand Food InformationFOOD SERVICES: Visit the PSNS & IMF Transportation, Parking and Food SharePoint Site fordetailed information and direct links to:TRANSPORTATION: Worker/Driver BusPublic Transit BusesACCESS BusInternal Bus MapNAVFAC Bus OperatorsKitsap Transit FerriesWSDOT FerriesFoot and Fast Ferry Ridership DataGuaranteed Ride Home ProgramVanpool (Ride Share)Carpool (Ride Share)Bus & Transit PassesTIP - (Transportation IncentiveProgram)Transportation Forms & InstructionsPARKING:Food ServicesLocationsCanteen LocationsHours of OperationMenusKiosk InformationNews & Other UpdatesNBK ParkingCity of Bremerton ParkingPSNS & IMF Pass Free ParkingInformationVehicle Gate Operating StatusesPark & RideWhere to find this SharePoint Site:

Save on Sporting Events • Leisure TravelAttractions & Entertainment Before planningyournextvacation, checkwithyourlocalMWR Community Recreation oce for discounted tickets. 360-476-3178CALL THE BREMERTONCOMMUNITY RECREATION CENTERFOR MORE INFO:Available for DoD Employees