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Agencies should use the standard method, since the employee is covered by the same pay schedules (i.e., locality rate schedules) before and after promotion. Pay schedule is defined in 5 CFR 531.203 as “a set of rate ranges established for GS employees under a single authority—i.e., the General Schedule, an LEO special base rate schedule (for grades GS-3 through 10), a locality rate schedule based on GS rates, a locality rate schedule based on LEO special base rates (for grades GS-3 through 10), or a special rate schedule.” Since LEO special base rates apply only at grades GS-3 through 10, the locality rates at the other grades on the LEO locality rate schedules are based on GS rates. Therefore, the same locality rate schedules apply before, and after the promotion, and the agency should apply the standard method.
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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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OPM typically asks agencies to submit the following information with amendment requests, as applicable:
- a detailed description of the hazardous duty or physical hardship (i.e., explain what causes the hazard);
- specific wording of the proposed category (as it would appear in appendix A), including the threshold for payment and the recommended percentage to be paid;
- information on ways to mitigate the hazard (e.g., training, use of safety procedures and equipment);
- information on the measures the agency has taken to practically eliminate the hazard;
- an explanation of why the hazard is "unusual;"
- information on Occupational Safety and Health Administration standards or other published material on safety for the work situation. Information on how the agency will determine whether the hazard is reduced to a less than significant level;
- descriptions of and statistics on actual accidents or injuries that have occurred because of exposure to the hazard or physical hardship;
- information on when a decision is made not to expose an employee to the hazard or physical hardship;
- information about other Federal agencies that may be affected by such a category;
- information on Federal Wage System employees in the agency that may be exposed to the hazard or physical hardship in the same manner; and
- whether and in what manner the hazard has affected the classification of the position.
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If an employee voluntarily separates from Federal service before completing the period of service required in the applicable service agreement or violates any other condition that specifically triggers a reimbursement requirement under the agreement, he or she is obligated to reimburse the paying agency for the full amount of the loan repayment benefits provided (gross before any tax deductions from the loan payment). For example, if an employee’s agreement states that he or she will receive $10,000 per year for 3 years, and the employee leaves with 6 months remaining on the service agreement after receiving $25,000 in loan repayment benefits, the employee must reimburse the paying agency for $25,000.
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A student loan is eligible if it is made, insured, or guaranteed under parts B, D, or E of title IV of the Higher Education Act of 1965 or is a health education assistance loan made or insured under part A of title VII or part E of title VIII of the Public Health Service Act.
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The minimum service requirement is established in statute and may not be prorated.
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