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Frequently Asked Questions Pay & Leave

Pay Administration

  • See the General Schedule classification and pay system fact sheet at - http://www.opm.gov/oca/pay/HTML/GSClassandpay.asp
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  • Under current severance pay regulations (5 CFR 550.706), employees who resign because they expect to be involuntarily separated are considered to have been involuntarily separated for severance pay purposes ONLY IF they resign after receiving-
    1. a specific written notice stating that the employee will be involuntarily separated by a particular action (e.g., reduction in force) on a particular date (see 5 CFR 550.706(a)(1); or
    2. a general written notice of reduction in force or transfer of function that announces that all positions in the competitive area will be abolished or transferred to another commuting area by a particular date no more than 1 year after the date of the notice (see 5 CFR 550.706(a)(2)).
    However, if the specific or general notice is cancelled before the resignation is effected, the resignation would not be qualifying for severance pay purposes. (See 5 CFR 550.706(c).If the specific notice deals with involuntary separation by reduction-in-force (RIF) procedures, the notice must meet the conditions in 5 CFR part 351, subpart H. A general notice has no standing under the RIF program and is not subject to RIF rules. A general notice cannot be used to meet the RIF notice requirements in 5 CFR part 351, subpart H.A Certification of Expected Separation under 5 CFR 351.807 is not a qualifying specific or general notice under the severance pay regulations.Entitlement to certain benefits--such as training assistance, priority placement rights, appeal rights, etc.--may be affected by an employee's decision to resign in advance of an actual involuntary separation action. The employing agency should inform affected employees of these implications before they accept a resignation.Even if a resignation is considered an "involuntary separation" under the severance pay rules, the employee may not be eligible for severance pay under 5 U.S.C. 5595 and 5 CFR part 550, subpart G, for other reasons. The employee must meet all applicable eligibility requirements.
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  • Hazardous duty pay is additional pay for the performance of hazardous duty or duty involving physical hardship. Hazardous duty pay is payable to General Schedule (GS) employees covered by chapter 51 and subchapter III of chapter 53 of title 5, United States Code. Prevailing rate (wage) employees are eligible to receive environmental differential pay in certain circumstances under a separate statutory provision (5 U.S.C. 5343(c)(4)).
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  • The statute authorizing this program states that this incentive is to be used for employees of a given agency who have outstanding student loans.  Thus, if the employee has a PLUS loan for his or her child, the loan would qualify for repayment.  However, if a PLUS loan is held by an employee’s parent, the employee is not eligible for loan repayment benefits for the parent’s PLUS loan.  While a PLUS loan an employee has previously taken out to help pay for his or her child's education is a qualifying student loan under 5 U.S.C. 5379(a)(1)(B) and 5 CFR 537.102, an agency may specify in its agency loan repayment plan that it will not offer to repay PLUS loans under its student loan repayment program.
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  • If an employee is already under grade or pay retention prior to transferring to another agency, the gaining agency must continue the employee's grade or pay retention entitlement, absent the occurrence of one of the terminating events set forth in law and regulation, such as a break in service of 1 workday or more or reduction in grade at the employee's request. (See 5 U.S.C. 5362(d) and 5 CFR 536.208 regarding termination of grade retention and 5 U.S.C. 5363(c) and 5 CFR 536.308 regarding termination of pay retention. See also question 3, below.)
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  • Yes.  All “highly qualified” personnel, regardless of job series, including Senior Executive Service members, Federal Wage System employees, and employees covered by administratively determined pay systems, are eligible unless specifically excluded by law or regulation.
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  • The following Federal holidays are established by law (5 U.S.C. 6103):
    • New Year's Day (January 1).
    • Birthday of Martin Luther King, Jr. (Third Monday in January).
    • Washington's Birthday (Third Monday in February).
    • Memorial Day (Last Monday in May).
    • Independence Day (July 4).
    • Labor Day (First Monday in September).
    • Columbus Day (Second Monday in October).
    • Veterans Day (November 11).
    • Thanksgiving Day (Fourth Thursday in November).
    • Christmas Day (December 25).
    For information on the observation of these holidays within Federal employee work schedules, please see the Federal holidays fact sheet at http://www.opm.gov/oca/WORKSCH/HTML/HOLIDAY.asp.
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  • Hazardous duty pay differentials are established under 5 CFR 550, appendix A to subpart I. You can find the Code of Federal Regulations on our web site at www.opm.gov/cfr/. Additional information about hazardous duty pay for GS employees can be found at www.opm.gov/oca/pay/html/hazduty.htm. Pay administration rules for environmental differentials are found in 5 CFR 532.511. Environmental differential pay categories are listed in appendix A to subpart E of 5 CFR part 532. Additional information about environmental differentials for prevailing rate employees can be found at www.opm.gov/oca/wage/APPFUND/.
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  • When a temporary promotion is made permanent immediately after the temporary promotion ends, the employee is not returned to the lower grade in order to process the permanent promotion. See 5 CFR 531.214(e). The agency must convert the employee’s temporary promotion to a permanent promotion without a change in pay. The appropriate action is to process the promotion (nature of action code 702) showing the higher grade as the grade before and after promotion. (See rules 5 and 6, Table 14-B, chapter 14, of the Office of Personnel Management’s Guide to Processing Personnel Actions.) In effect, the promotion increase granted at the time of the temporary promotion is ratified and made permanent by the removal of the not-to-exceed limitation on the temporary promotion.If there is any period of time between the end of a temporary promotion and the beginning of a permanent promotion, the employee must be returned to the lower grade. As required by 5 CFR 531.215(c), the agency must recompute the employee’s rate of basic pay for the lower grade as if the employee had never been temporarily promoted.If the employee’s temporary promotion was for more than 1 year, the agency may choose, at its discretion, to apply the maximum payable rate rule in 5 CFR 531.221 if that would yield a higher rate. Under the maximum payable rate rule, an agency may set pay at any step equal to or less than the maximum payable rate, but not less than the rate to which the employee is entitled under the normal pay-setting rules. Whatever method is used, the resulting rate is the basis for any subsequent promotion action.
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  • See the credit hours fact sheet at – http://www.opm.gov/oca/WORKSCH/HTML/Cred_hrs.asp
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