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NOTE: Unless otherwise requested by the author, questions may be posted on this website for viewing by others. We reserve the right to edit the questions for length, questionable language, or content. The website is intended to answer questions of general interest; personal questions will be answered directly.

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Thank you for your patience as we are work diligently to answer questions and provide information, while developing processes and procedures that align with the contract. We are committed to frequent and transparent communication, especially with the current Plateau workforce. Questions can be submitted using the adjacent tool. Please note that questions will not be answered individually but will be used to develop general questions for this page.

Can you tell me a little about CPCCo?

CPCCo is a partnership of three major U.S. corporations with significant experience in Department of Energy projects. Amentum leads the consortium that also includes Fluor and Atkins.

Just saw the CHPRC Communications email and am curious about the new acronym of the incoming company. So, to clarify, it the new company abbreviated as CPCC or CPCCo? And how do we say it? I am inclined to say 'Sea'-'Pea'-'Sea'-'Co' not 'Sea'-'Pea'-'Sea'-'Sea'-'Oh'. The first is much easier to remember, more so than CPCC as well. So what will it be? Thanks!

Great question! Sea-Pea-Sea-Co, and our goal is to be the safest, best-performing, most-respected cleanup contractor in the DOE complex.

When will CPCCo take over Central Plateau cleanup operations at the Hanford Site?

CPCCo will assume operational control as the Central Plateau cleanup contractor as directed by DOE.

What is the contract period?

The contract is for an initial period of 10 years through 2030.

How long will transition last?

On Oct. 27, DOE announced it would extend the transition period for the Central Plateau Cleanup Contract (CPCC) to end on Jan. 24, 2021. The transition process – originally slated for 60 days – began Oct. 5. The new January date makes the CPCC transition duration 111 days.

What is CPCCo's primary goal as the new contractor?

In the long-term, our goal is to be the best-performing contractor in the DOE complex — one known nationally for programmatic delivery, safety, security and quality. Ultimately, we will reduce the overall environmental risk and liability at Hanford. Initially, our most important goal is to ensure a smooth transition as CHPRC successfully finishes the present contract and CPCCo prepares to assume the Central Plateau cleanup contractor’s responsibilities. In that regard, it is important that all of us keep our focus on safety, security, quality, and milestone delivery in the same fashion you have been and will continue to do.

What can I expect as an employee of the new contractor?

You can expect to work with a company that values you as an important member of the highly skilled CPCCo workforce and looks forward to integrating existing workers into the new organization.

Where can we view/read the Central Plateau Cleanup Contract?

The master contract is accessible by clicking this link.

Is the CPCC a closure contract?

The CPCC is an Indefinite-Delivery, Indefinite-Quantity contract, which is the new model the Department of Energy has undertaken in administering its nuclear cleanup program nationwide. It allows the government flexibility with contractors to address the highest priority needs within a well-defined service contract. The parties agree on written task orders – mini contracts – developed to complete discrete aspects of work that can be executed to specific schedules and cost geared to accelerate cleanup.

I have noticed a couple of references to the need for everyone to “embrace a closure mentality.” What does that mean?

CPCCo’s management philosophy directly influences every element of our approach, placing priority on safely completing End States. This means we define clear objectives, adopt a bias toward action and show unyielding determination to drive us to closure.  Our “boots on the ground” approach is geared to simplify and streamline task orders (TOs) and accelerate work from large, short-term TOs to focused, well-defined TOs. We believe in empowering proactive thinking to drive decision-making at lowest level. Our Hanford vision shrinks cleanup to 10 square miles and eliminates $10 billion in liability. That’s significant for our government customer and the U.S. taxpayer! Each individual TO is defined by efficient use of taxpayer dollars. Our ability to accelerate cleanup and drive down cost will drive both the project and the employee incentive program.

How will job offers be extended/reviewed?

Bargaining unit

Welcome letters were broken out by CHPRC project organization and hand delivered by direct line supervisors Dec. 17. Letters not distributed will be collected and sent to employees on Dec. 21, if there is a signed Personally Identifiable Information authorization form on file. Otherwise, they will be given to the union hall for distribution.

Exempt/non-exempt employees

CPCCo will send job-offer letters to employee work email addresses from an Atkins-based email address: CPCCo_HR@atkinsglobalns.com. This is not a phishing exercise – it is your offer letter. This email will not accept replies. The offer letters will be sent out in waves this afternoon, so if you don’t receive one immediately, please don’t panic. We’ve set up an electronic mailbox to collect your acceptances: CPCCo_HR@rl.gov. We will allow plenty of time to review and respond to offers to accommodate any time off of work due to the upcoming holidays.

If you have any questions, send CPCCo HR an email.

I received my welcome/offer letter and paperwork. Where do I return the paperwork?

Represented employees received a Welcome Letter and paperwork to complete. The paperwork should be completed and brought with you to your onboarding session the week of Jan. 18-21. Bring proper documentation to support verification of your I-9 to that session as well.

Non-represented employees received offer letters and additional paperwork. Signed offer letters and all paperwork except that related to Form I-9 should be returned per the instructions in the letter and cover e-mail by Jan. 4, 2021. The I-9 forms will be completed during the onboarding sessions the week of Jan. 18-21.

Information on the schedule for onboarding will be forthcoming in a separate communication.

Will we receive confirmation that CPCCo has received our Offer of Employment (accept or decline) response?

Individual confirmations of receipt will not be sent out. However, we are tracking to ensure that we receive a response from every employee. Beginning Jan. 5, any employees who have not responded will be contacted.

Should we submit resumes?

No, resumes are not required at this time. Job offers will come with an abbreviated application, which we will ask you to return when you complete the I-9 verification process in January. We will ask for additional information, if needed.

Could you explain what the "I-9" form verifications are please?

The I-9 Employment Eligibility Verification is used to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must properly complete Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form.

On the form, an employee must attest to his or her employment authorization. The employee must also present his or her employer with acceptable documents evidencing identity and employment authorization. The employer must examine the employment eligibility and identity document(s) an employee presents to determine whether the document(s) reasonably appear to be genuine and to relate to the employee and record the document information on the Form I-9. Please check this list of acceptable documents and consult the information in your job-offer packets so you can begin collecting and preparing them now.

Do you anticipate there will be major changes in the workforce as a result of this change?

We anticipate that the senior management team will change, but that involves only a few people in key senior management posts. As far as the rest of the workforce is concerned, we will experience evolutionary change which is the hallmark of a healthy organization. These will occur over time. As always, the site is subject to annual appropriations as approved by Congress in the DOE budget. Like any contractor, we have to maintain the flexibility to respond to changes in funding — up or down.

Since job offers have gone out, how soon will we get to see the detailed organization charts?

It is anticipated that organization charts will be posted on the webpage sometime the week of Jan. 4.

What website should we go to find out about starting a career with Central Plateau Cleanup Company?

Visit the CPCCo Jobs page for current postings.

Will staff aug/subcontractors be absorbed into CPCCo's ranks, eliminated, or replaced by another entity?

All information regarding staff augmentation workers and the status of their contracts will be communicated directly with their employer.

Do we need to reapply for our positions as First Line Managers? If so, when?

No. Employees will need to complete onboarding paperwork, but will not be reapplying for their jobs. More details on this will be provided in the offer letters you receive.

Will the shift schedule remain the same? Or are there plans to move to 8-9s or 5-8s as opposed to the current 4-10s schedule?

There are no plans for changes to the shift schedules at this time.

Time Off/Benefits
What about benefits? Will they be comparable? Will health insurance options change?

In accordance with our contract, employees “shall receive a benefits package that provides for market-based retirement and medical benefit plans that are competitive with the industry from which the Contractor recruits its employees and in accordance with Contract requirements.”

We expect health/medical benefits to remain the same. However, to align the benefits package with contractual requirements, employees will see the following changes beginning Jan. 25:

“R” Time

Employees assigned to portable work activities will telework – rather than record “R” time – on days where the site is closed due to inclement weather.

Compensatory (Comp) Time

The comp-time policy will be replaced by a flex-time policy that will allow employees options within the same pay period. We will provide more details on that change in January.

Operations and Engineering Savings Plan – 401(k)

To align the plan with the requirements of our contract, all non-represented employees will see a 1.5% reduction in the 401(k) employer match offered.

Does the 1.5% reduction in 401k match apply to me?

The 1.5% change in the 401k match applies to all non-represented employees.

Will the CPCCo continue to give the individuals who do not have a pension the enhanced 401K benefit?

Employees who are not eligible to participate in the Pension Plan receive instead a 5% non-elective (meaning that no employee contribution is required in order to receive it) contribution. There is no change currently planned for this.

If we receive the offer letter and elect not to accept the offer on the basis of reduced benefits and pay (i.e. 1.5% 401K match) then when we involuntarily leave our job and file for unemployment, will the new company contest the filing and force it to go to arbitration?

First, there is no change in pay for most employees. Employees who transition over will come at their salary of record on the date of transition. Employees who reject an offer should discuss with CHPRC to determine their status and get answers to related questions.


The e-mail from Scott Sax said that the 401k employer match is being reduced by 1.5%. Is this the part that I contribute to receive?

This change applies only to the portion that employees contribute to receive. Currently, employees receive a 4% match on a 5% of base pay employee contribution as follows: 100% match on the first 3% of base pay contributed by the employee and a 50% match on the next 2% of base pay contributed by the employee.

Beginning Jan. 25, this match will be 100% on the first 2% of base pay contributed by the employee and 50% on the next 1% contributed, for a total of a 2.5% match on a 3% of base pay contribution by the employee.

This change will apply to all non-represented employees.

Is the 5% part of the 401k changing?

Employees who are not eligible to participate in the Pension Plan receive instead a 5% non-elective (meaning that no employee contribution is required in order to receive it) contribution. There is no change currently planned for this.

The 401k is changing, but no mention was made about the pension plan. Are there changes planned for that?


Are the medical plans changing?

There is no immediate change planned for the health and welfare benefits. However, the requirement to maintain market-based benefits means that these plans will continue to be reviewed and compared against the market and future changes are possible.

Will the current benefit for retirees of continued medical coverage till 65 years of age, and Health Reimbursement Arrangement (HRA) funds of $1,800 annually to eligible retirees and/or their spouses, continue under CPCCo?

There are no changes in retiree medical benefits related to transition.

As alluded to in both the job offer letter and previous messages, more benefit changes are coming. Why aren't the benefit changes forthcoming before we have to accept the job offer? What are the terms of the new contract in regard to the 1.5% reduction in company match? What is Department of Energy contract requirement in this matter?

The contract requires the company to implement a benefits package that provides for market-based retirement and medical benefit plans that are competitive with the industry from which we recruit our employees. Whether contracts change or not, Hanford Site benefits are regularly evaluated and modified as necessary to reflect current trends in the marketplace.

Making any change to benefits requires thoughtful consideration beyond what can be reasonably done during a transition period. So, while there will likely be additional changes to the benefits programs offered, you can be sure that options will be carefully reviewed and that they will be well communicated in advance.

Now that the new contractor is on site to answer questions, I would like to know if the new contractor will honor our comp time accumulated, or we will lose it if not used?

Comp time is a company-specific policy, which will expire at the end of transition. This answer has also been previously posted on the CHPRC transition webpage.

The comp-time policy will be replaced by a flex-time policy that will allow employees options within the same pay period. We will provide more details on that change in January.

Are you going to share your profits (bonuses) with the workforce?

CPCCo will offer a structured workforce incentive program to reward staff based on achieving defined end states. The program, funded from CPCCo’s fee, covers all employees, is performance based, and is designed to reward staff based on our ability to achieve mission goals. Employees will see how their contributions achieve End States or enable efficiencies that fund additional work opportunities, resulting in increased incentives. As a team, we will all share in our company’s success! The program is still under development, but we are excited to share more details with you in the coming weeks and months.

What about short-term disability and if you are out during the contract transition? What will happen to those workers out? Will they have their job with the new contractor when they come back?

Per law, we are required to offer employment to individuals out on short-term disability. However, those individuals will not have their specific job position guaranteed.

What happens to the wages and benefits of employees represented by the Hanford Atomic Metal Trades Council (HAMTC)?

Employees represented by HAMTC will continue to operate under the provisions of the current collective bargaining agreement.

Will my Personal Time Bank (PTB) roll over to the new contract or be cashed out?

CPCCo will accept the Personal Time Bank balances (subject to the procedure limit of 2,080 hours) as identified by CHPRC at the time of contract transition. Non-exempt employees covered by the Service Contract Act should contact CHPRC to verify handling of their PTB accounts.

What will the maximum number of hours of PTB that can be saved and rolled over from FY2021 to FY2022? Under the current contract, CHPRC employees are allowed to roll over up to 2,000 hours of PTB to the next year if not used.

There will be no immediate change to the policy, but it will be reviewed and it is possible that it will change in the future. Any changes to this would be communicated in advance of implementation.

Will incumbent employees recognized for their years of service with CHPRC continue to maintain their current PTB accrual rate with CPCCo?

CPCCo will recognize incumbent employee service dates as provided by CHPRC at the time of transition. There is no planned change to PTB accrual rates at this time. There is, however, a change to how paid time off is accrued and managed that will apply to employees covered by the Service Contract Act.  This information will be separately communicated to affected employees.

Will wages remain the same?

Job offers will be made at the rate of pay of record as provided to CPCCo by CHPRC.

Will CPCCo recognize our years of service?

The service dates of incumbent employees will be as provided to CPCCo by CHPRC.

If I have previously worked for one of the companies that are part of CPCCo (Amentum, Fluor or Atkins), can I get credit for that service?

Incumbent employees will receive only the service recognized by CHPRC. No other restoration of corporate service is permitted.

Will CPCCo relax the “within one-hour of the site” procedural requirement tied to telework, that is if current track record has proven the particular job position can be performed 100% remotely? This would allow employees to telework from their homes located in other states and return to site periodically for face-to-face status meetings. I've heard this is allowed at other DOE sites.

It is too early to determine what the long-term approach on telework will be. The advantages or disadvantages of telework for the various kinds of work done on the project will continue to be evaluated, with a procedure for appropriate use of telework to be developed and communicated in the future.

How will the flex-time policy work? Let’s say on a Thursday (and the pay period ends that week), I realize I have to unexpectedly work three extra hours. How would I use those hours if the pay period ends that weekend (and I only work Monday through Thursday)?

Assuming this question refers to an exempt employee, the very nature of the status “exempt” assumes that there will be some amount of uncompensated overtime. The current policy, for example requires scheduled overtime of 2 or more hours in a day and a minimum of 8 hours in a week for overtime to be compensated. Thus, in the example, above, the time would not be compensable.

Will overtime still be an option for unrepresented exempt workers?

The procedure on exempt overtime is still in development and will be communicated as soon as it is complete.

How will transition affect negotiations with HAMTC with the Collective Bargaining Agreement expiring in mid-November?

Current site contractors are in discussion with HAMTC on a possible one-year extension to the existing Collective Bargaining Agreement (CBA). If agreement is reached, the new CBA would expire in November 2021 and not be affected by the ongoing transition.

What about t-shirts for employees?

CPCCo is grateful to be a part of the Hanford family, and we are proud of the combined heritage of our partner companies. As we move through transition and into eventual operations, we will begin developing products with the CPCCo logo – including wearable items, like shirts. Those items will be made available several months down the road as we assume the contract.

The town hall meetings are a great idea, however not everyone can attend. Will you record it and allow it to be viewed online?

No. Unfortunately, a video copy of the meeting will not be provided. Employees cannot attend these meetings on government time, so they are scheduled after hours. If a video recording is provided, there is no realistic way to ensure the video isn’t watched on government time.

Does CPCCo plan to maintain CHPRC organizational structure with regards to training and procedures? Will the training specialists/procedure writers be assigned to projects, or will they continue to be matrixed through a central organization?

CPCCo plans to adopt the current CHPRC Training and Procedures organizational structure and approach to matrixing resources from the central organization.

How can we get more information about the transition and get answers to questions we may have going forward?

Please feel free to talk to your supervisor about any questions or concerns. Watch for an announcement about after-hours informational sessions for employees coming up in the near future. You can also consult this website for regular updates.