; or (B) does not arise out of a question of professional misconduct or competence. (2) Requirements Grievance procedures prescribed under subsection (a) shall include the following: (A) A right to formal review by an impartial examiner within the Department, who, in the case of an adverse action arising from a question of professional conduct or competence, shall be selected from the Disciplinary Appeals Board established under section 7. (B) A right to a prompt report of the findings and recommendations by the impartial examiner. (C) A right to a prompt review of the examiner's findings and recommendations by an official of a higher level than the official who decided upon the action. That official may accept, modify, or reject the examiner's recommendations. (b) Option of employee covered by collective bargaining agreement In the case of an employee who is a member of a collective bargaining unit under chapter 71 of title 5, the employee may seek review of an adverse action described in subsection (a) either under the grievance procedures provided through regulations prescribed under subsection (a) or through grievance procedures determined through collective bargaining, but not under both. The employee shall elect which grievance procedure to follow. Any such election may not be revoked. (c) Rights of employees A covered employee filing a grievance under this section shall be entitled to the following: (1) In any case in which charges are brought against covered employee which could result in a major adverse action and which do not involve professional conduct or competence, the employee is entitled to notice and an opportunity to answer with respect to those charges. (2) In any other case in which charges are brought against a covered employee the employee is entitled, within the aggregate time period specified in paragraph (3)(A), to— (A) written notice stating the specific reason for the proposed action