continued for a further period, not exceeding three months, without the prior authority of the commission, but such extension must be reported by letter. No appointment of this class can be extended beyond six months without the prior approval of the commission, and authority for such extension can be granted only when the conditions are unusual and seem to the commission to justify, and for no purpose other than to complete the job of work for which the person was originally appointed.

The last day of service of temporary appointees should be promptly reported to the bureau on the form provided for the purpose.

In connection with mine disasters it may at times be necessary to give emergency employment to men who have been trained by the bureau in rescue work and first aid to the injured, utilizing the services of these men as a part of the volunteer rescue corps of the bureau. Under such circumstances employment agreements should be entered into on Form 6-41, stipulating the agreed rate of pay, which in no case is to exceed $4 per diem when actually employed. Should a rescue man volunteer his services without pay, the compensation should be entered on the agreement as $1 per diem and expenses.

TRANSFER.

Though not specifically authorized by the civil-service act and rules, transfers are generally recognized as necessary exceptions to open competition with certain restrictions in the matter of length and continuity of service, age limitations, apportionment, and examination. (Civil Service rule X.)

Transfers from one department to another follow the course indicated on the blank (Civil Service Commission's Form 383) provided for that purpose.

Transfers within the department, the preliminaries of which are arranged by agreement between bureau or division chiefs, do not ordinarily require the approval of the Civil Service Commission, but the prior consent of the commission must be obtained for those which involve questions of examination, apportionment, etc. In the case of a contemplated transfer within the bureau, the person in charge of the office or division to which the transfer is proposed should first consult the chief of the office or division from which the employee is suggested for transfer, and this preliminary should be arranged before the transfer is formally requested of the director.

PROMOTION.

In so far as the Civil Service Commission's requirements are concerned, promotions are subject only to age limitations and apportionment, and examination in cases where the entrance tests are

different. (Civil Service Rule XI.) The department has, however, seen fit to issue the following regulations, which further restrict promotions in this bureau:

(1) Routine promotions shall be made at one given time during the year; that is, July 1. Variations from this rule are admissible only under exceptionable conditions, and especially such as obtain in the field service outside the District of Columbia.

(2) Promotions due to changes in personnel or duties may be made at any time as required by conditions, even though these promotions may involve changes in salary.

(3) New appointments may be made at any time as circumstances may demand, but, as far as practicable, these should be submitted at the end of each month.

(4) As far as practicable there shall be uniform salaries for the same or similar services, except as may be required by local conditions.

The recommendations of section or division heads are considered by a technical committee designated by the director, to whom the results of its findings are submitted. The director's consequent recommendations are submitted to the head of department for his consideration and action. The following grades and classes have been established for positions in this bureau:

CHEMICAL GRADES.

Chemists: Maximum salary, $4,000; minimum, $2,400 per annum, graded as follows: $4,000, $3,500, $3,300, $3,000, $2,700, and $2,400.

Assistant chemists: Maximum salary, $2,160; minimum, $1,620 per annum. graded as follows: $2,160, $1,980, $1,800, and $1,620.

Junior chemists: Maximum salary, $1,500; minimum, $1,080 per annum, graded as follows: $1,500, $1,320, $1,200, and $1,080.

Apprentices: Maximum salary, $960; minimum, $720 per annum, graded as follows: $960, $900, $840, $780, and $720.

ENGINEERING GRADES.

Engineers: Maximum salary, $4,000; minimum, $2,400 per annum, graded as follows: $4,000, $3,600, $3,300, $3,000, $2,700, and $2,400.

Assistant engineers: Maximum salary, $2,160; minimum, $1,620 per annum, graded as follows: $2,160, $1,980, $1,800, and $1,620.

Junior engineers: Maximum salary, $1,500; minimum, $1,080 per annum, graded as follows: $1,500, $1,320, $1,200, and $1,080.

Apprentices: Maximum salary, $960; minimum, $720 per annum, graded as follows: $960, $900, $840, $780, and $720.

Foremen miners: Maximum salary, $1,800; minimum, $1,500 per annum, graded as follows: $1,800, $1.620, and $1,500.

First-aid miners: Maximum salary, $1,320; minimum, $1,080 per annum, graded as follows: $1,320, $1,200, and $1,080.

CLERICAL GRADES.

Chiefs of division: Employees (mostly technical) who perform supervisory, executive, and administrative duties: Maximum salary, $5,000; minimum, $2,520

per annum, graded as follows: $5,000, $4,800, $4,500, $4,200, $3,900, $3,600, $3,300, $3,000, $2,840, $2,720, $2,600, and $2,520.

Senior clerks: Employees who are assigned to work largely supervisory or requiring the highest order of clerical ability, involving much original thought, consideration, and investigation. Examples of such work are the investigation of large and intricate cases, requiring familiarity with the laws and decisions of the courts, and with the department practice and policy and the drafting of action thereon; the conduct of such investigations with the aid of assistants whose work must be directed and correlated; services as paying teller with large responsibility; acting as chiefs of sections or divisions and preparing or laying out work for others. Maximum salary, $2,400; minimum, $1,800 per annum, graded as follows: $2,400, $2,160, $1,980, and $1,800.

Clerks: Employees who are assigned to work more or less routine, involving responsibility, special ability and original thought, consideration, and investigation. Examples of such work are directing and instructing clerks of lower grades; expert stenography; the ascertaining of facts independently in complicated cases and drafting action thereon; serving as confidential clerk to head of department or bureau; bookkeeping, involving an extensive knowledge of department records and precedents and the handling of intricate accounts; recording complex and difficult cases and properly indexing the same; service in purchasing and issuing supplies; service as paying teller; examining money accounts, requiring familiarity with the laws and with regulations and requirements of the Treasury Department. Maximum salary, $1,740; minimun, $1,500 per annum, graded as follows: $1,740, $1,620, and $1,500.

Junior clerks: Employees who are assigned to work of a routine character requiring but little original thought or consideration but requiring judgment, responsibility, and special skill. Examples of such work are preparing briefs of paper in a case for recording; expert filing; examining property returns; issuance and distribution of supplies; examining vouchers and disbursing accounts under the application of simple standards and requirements; recording cases and transactions where considerable judgment is required to determine the relative importance of factors and preparing an adequate index thereof; the ascertaining of facts independently and drafting action on average cases; composing and preparing letters for official signature; stenography, requiring skill and practice; bookkeeping, involving a knowledge of the theory of accounts and departmental records and precedents. Maximum salary, $1,440; minimum, $1,200 per annum, graded as follows: $1,440, $1,380, $1,320, $1,260, and $1,200. Under clerks: Employees who are assigned to work of a simple or routine character, requiring care, accuracy, and skill. Examples of such work are mere copying and typewriting; simple indexing; filing cards and papers; briefing contents of letters or documents on back; preparing letters by filing blank forms for official signature; mailing or dispatching; easier stenography; simple bookkeeping, requiring but little knowledge of the theory of accounts. Maximum salary, $1,140; minimum, $720 per annum, graded as follows: $1,140, $1,080, $1,020, $960, $900, $840, 780, and $720.

REDUCTION.

Reduction in grade or compensation may be made for delinquency or misconduct or for administrative reasons. If for the former, the persons whose reduction is proposed shall be furnished with a statement of the reasons and be allowed a reasonable time for per

sonally answering the same in writing. If for the latter, the procedure may be limited to the filing of a statement of reasons with the order for reduction. (Civil Service rule XII.)

REINSTATEMENT.

A person separated without delinquency or misconduct may be reinstated at any time within one year, provided the position to which reinstatement is proposed does not require an examination different from that required for the position from which he was separated, in which case the proposed appointee must first pass an appropriate examination before the Civil Service Commission. The one-year limitation does not, however, apply to a person who served in the Civil War or the War with Spain and was honorably discharged, nor to his widow, nor an Army nurse of either war. (Civil Service rule IX.)

OATH OF OFFICE AND ASSIGNMENT TO DUTY.

The oath of office is a condition precedent to receiving salary, a new oath being required wherever there is a change which necessitates a new appointment. The chief clerk of the department and chief clerks of bureaus are authorized to administer oaths. Oaths of appointees outside of Washington, D. C., must be executed before a notary public (who may also be an employee of the department) or clerk of court.

By departmental order certificates of changes in the personnel must be dated and submitted for signature at least three days before the change is to become effective, and appointees must not be assigned to duty before their appointments have been approved by the department. Where, by reason of some extraordinary or unusual circumstance, a departure from these instructions is necessary, written explanation must be made by the chief of bureau, and the department will determine in each case whether the explanation is sufficient to justify an exception to the rule.

SEPARATIONS.

REMOVAL.

The requirements of notice and an opportunity to reply, in writing, to charges preferred apply only to persons in the competitive classified service, all other employees being removable at the pleasure of the appointing officer. (Civil Service rule XII.)

RESIGNATION.

Resignations should be promptly transmitted with the recommendation of the division or section chief, no other notice being required.

HOURS OF LABOR AND LEAVES OF ABSENCE.

The hours of labor and leaves of absence of employees of this bureau are governed by the department's current regulations on these subjects.

USE OF INTOXICATING LIQUORS.

Beer, wine, or intoxicating liquors of any sort must not be brought into or used in the cars, stations, laboratories, or offices of the bureau, A violation of this rule will be sufficient cause for summary removal from the service.

COMPENSATION FOR INJURIES.

RIGHT OF EMPLOYEES TO COMPENSATION.

The so-called employee's compensation act of May 30, 1908 (35 Stat. L., 556), was amended on March 11, 1912 (Pub. No. 101; 37 Stat. L., 74), to include employees engaged in any hazardous work under the Bureau of Mines. The provisions of these acts are as follows:

EMPLOYEE'S COMPENSATION ACT.

That when, on or after August first, nineteen hundred and eight, any person employed by the United States as an artisan or laborer in any of its manufacturing establishments, arsenals, or navy yards, or in the construction of river and harbor fortification work, or in hazardous employment on construction work in the reclamation of arid lands or the management and control of the same, or in hazardous employment under the Isthmian Canal Commission, is injured in the course of such employment, such employee shall be entitled to receive for one year thereafter, unless such employee, in the opinion of the Secretary of Commerce and Labor, be sooner able to resume work, the same pay as if he continued to be employed, such payment to be made under such regulations as the Secretary of Commerce and Labor may prescribe: Provided, That no compensation shall be paid under this act where the injury is due to the negligence or misconduct of the employee injured, nor unless said injury shall continue for more than fifteen days. All questions of negligence or misconduct shall be determined by the Secretary of Commerce and Labor.

SEC. 2. That if any artisan or laborer so employed shall die during said year by reason of such injury received in the course of such employment, leaving a widow, or a child or children under sixteen years of age, or a dependent parent, such widow and child or children, and dependent parent shall be entitled to receive, in such portions and under such regulations as the Secretary of Commerce and Labor may prescribe, the same amount for the remainder of the said year that said artisan or laborer would be entitled to receive as pay if such employee were alive and continued to be employed: Provided, That if the widow shall die at any time during said year her portion of said amount shall be added to the amount to be paid to the remaining beneficiaries under the provisions of this section, if there be any.

SEC. 3. That whenever an accident occurs to any employee embraced within the terms of the first section of this act, and which results in death or a prob