 |
Transition to a New Presidential Administration |
APPENDIX C
Questions and Answers About
Separations
This appendix provides answers to questions that noncareer Senior Executive Service (SES) or Schedule C appointees are likely to have about their separation rights and benefits during the transition to the new Presidential Administration. We have also attached two lists from the Department of Labor with contact information for the State Employment Security Agencies (Attachment 1) and the State Dislocated Worker Units (Attachment 2).
The questions and answers are organized as follows:
If questions arise that are not answered in this appendix, please contact your Human Resources Director, or the OPM program contacts named in the previous sections of this guidance:
- Executive Schedule appointments and separations: James Green, 202-606-1700
-
SES appointments and separations: Daliza Salas, 202-606-1610
-
Schedule C appointments and separations: Larry Lorenz, 202-606-1143
-
Pay and leave issues: Jo Ann Perrini, 202-606-2858
-
Retirement, health and life insurance: Mary Sugar, 202-606-0788
For questions about Unemployment Compensation, please contact
Robert Gillham (202-693-3207) or Mary Baldwin (202-693-3220) at the Department
of Labor.
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Questions and Answers Regarding Transition to a New Presidential Administration for Noncareer SES and Schedule C Appointees
This information should answer questions that noncareer Senior Executive Service (SES) or Schedule C appointees are likely to have about their separation rights and benefits during the transition period. Except where a distinction is noted, the information applies equally, whether you are a noncareer SES or a Schedule C employee. If you have questions that are not answered here, please contact your agency's Human Resources Office.
1. Can I be separated before the resignation date of my agency head, and how much notice will I receive?
Yes. If you are a noncareer SES appointee, you may be removed at any time. Noncareer SES appointees must be given a written notice at least 1 day before the effective date of a removal.
If you are a Schedule C employee, you may be separated
at any time that your confidential relationship with your superior and/or
the confidential nature of your job ceases to exist. There is no statutory
notice requirement. However, some agencies have elected to provide Schedule
C employees with advance notice of their separations. Your Human Resources
Office can advise you of your agency's policy on notice procedures.
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2. Do I have appeal or grievance rights?
There is no appeal right to the Merit Systems Protection
Board on the removal of a noncareer SES appointee. Most employees separated
from their Schedule C positions have no appeal rights to MSPB. In some
agencies, noncareer SES appointees and Schedule C employees may grieve
their separations under an agency administrative grievance system or another
agency dispute resolution system. Your Human Resources Office can advise
you if your agency permits such grievances.
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3. Do I have additional procedural and/or appeal rights if I am a veteran?
An employee's status as a veteran does not change an employee's rights beyond those described in the answers to Questions 1 and 2 above.
4. If my boss has a statutory term appointment that extends beyond the resignation date of my agency head, do I have to leave before the resignation date?
Not necessarily. This, too, will be up to your agency.
5. If my boss is asked to stay beyond the agency head's resignation date, will I be allowed to remain in my position also?
Your continued employment may depend on whether both your
confidential relationship with your boss and the need for such a relationship
to do your job continue to exist.
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6. Can my agency provide outplacement assistance?
If your agency offers outplacement services to all agency
employees, noncareer SES appointees and Schedule C employees may use them.
The Comptroller General has ruled that an agency may not provide outplacement
assistance to political appointees unless it generally offers these services
to all its employees. The CG decision says, "... an agency may not expend
public money for the specific purpose of helping political appointees
return to private life. ... although an agency may offer its existing
outplacement assistance program to political appointees, it may not provide
outplacement services exclusively to appointees of the outgoing Administration."
[B-251488, January 6, 1993]
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7. Can my agency pay my travel and transportation expenses when I leave Government service? The Government is not authorized to pay relocation expenses for separating Presidential appointees, noncareer SES appointees, or Schedule C appointees to return to private industry or to place of actual residence. See the General Services Administration's website for additional information about travel and transportation allowances, in particular those for departing political appointees. (www.policyworks.gov/org/main/mt/homepage/mtt/TRAVELALLOWANCES.pdf)
8. What happens to my accrued annual and sick leave?
You will be paid a lump-sum upon separation for accrued annual leave. You will be paid at the rate you were earning at separation, less applicable deductions. No payment is made for accrued sick leave. Sick leave will be recredited if you are reemployed in a Federal position.
9. Will I be eligible for severance pay?
No. Employees with noncareer SES or Schedule C appointments
are not eligible for severance pay.
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10. If I am separated, will I be eligible for unemployment compensation?
The Department of Labor (the agency in charge of the unemployment compensation program for Federal workers) advises that Presidential appointees, noncareer and limited SES appointees, and Schedule C employees are generally eligible for benefits under the Unemployment Compensation for Federal Employees (UCFE) program when the employee is separated due to a change in agency leadership or otherwise as a result of transition to a new Presidential Administration. However, to assure that State unemployment offices are aware that your separation is due to a change in agency leadership, it is important that this reason be clearly indicated on the SF-50 (Notification of Personnel Action) and all UCFE claims inquiry forms. See Question 12 below for more information on documenting these actions.
Eligibility for, and the amount of, unemployment benefits
vary from State to State. We recommend that you check with the State unemployment
office of your last duty station with any questions in this respect. We
have attached a list of State unemployment agencies for your information.
(Note: Employees returning from overseas assignments should check
with the State office in the State to which they have selected to return.)
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11. If I resign, will I be eligible for unemployment compensation?
If you resign by request due to a change in Presidential
Administrations or agency leadership, you should be eligible. If you resign
before being requested to do so, you may not be eligible. To assure that
State unemployment offices are aware that your resignation is by request
due to a change in Presidential Administrations or agency leadership,
it is important that this be clearly stated in your written resignation
and indicated on the SF-50 and all UCFE claims inquiry forms. You should
also take a copy of the request for your resignation when filing for unemployment
compensation. Again, you should check with your State unemployment office
if you have any questions.
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12. What will my SF-50 (Notification of Personnel Action) say if I resign or if I am separated?
If you resign from your position due to a change
in agency leadership or otherwise as a result of a transition to a new
Presidential Administration, the "Remarks" section of your SF-50 (Block
45) will state "Reason for Resignation" and then summarize whatever reason
you give in your written resignation. You should state as your reason
for resignation, "Resignation due to a change in Presidential Administrations"
or "Resignation due to a change in agency leadership." If your resignation
is requested, you should state, "Resignation due to a change in Presidential
Administrations" or "Resignation by request due to a change in agency
leadership." If you are separated, your agency will state in
Block 45 under the "Reason for Termination" that you were separated "due
to a change in Presidential Administrations" or "due to a change
in agency leadership." (Note: The reason given for resignation
may affect your entitlement to unemployment compensation. Resigning before
receiving a request to resign is generally considered an unprompted resignation
and is not usually viewed as sufficient for unemployment compensation
purposes. See also Questions 10, 11,
and 13.)
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13. How do I apply for unemployment compensation?
Unemployment benefits are payable through State unemployment
insurance laws. To receive these benefits, you must register with the
local unemployment office in the State of your last duty station. Employees
returning from overseas file in the State of selected residence. When
you file a claim with the unemployment office, you must take a completed
copy of Standard Form SF-8, Notice to Federal Employee About Unemployment
Insurance, and proof of your Federal employment earnings (an earnings
and leave statement). If you have moved out of the area of your last duty
station, you can file your claim with the State office nearest to your
new location. If you resigned by request, provide a copy of the request
when filing. Your agency's Human Resources Office will provide you with
a copy of form SF-8 and answer any questions you may have in this area.
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14. Can I keep my Federal employee health insurance coverage when I leave?
After separation, your group health insurance continues at no cost for 31 days. In addition, if you file an election with the separating agency and you pay both the employee and employer cost (plus 2 percent administrative cost), your current plan, or another Federal Employees Health Benefits plan you may choose, can be continued temporarily for 18 months. When the group coverage ends, you have a right to convert it to non-group coverage.
If you retire under a retirement system for Federal employees,
you can continue your group health insurance into retirement, provided
you qualify for an immediate annuity and you were enrolled for the 5 years
of service immediately before retirement, or -- if less than 5 years --
for all service since your first opportunity to enroll. As a retiree,
you would pay the same contribution for health insurance as active employees
do.
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15. Can I keep my Federal employee life insurance coverage when I leave?
Life insurance continues for 31 days after separation at no cost, and the insurance can be converted, without medical examination, to non-group coverage at that time, with rates based on age and class of risk.
You may be eligible to continue your Option B coverage when it would normally terminate. This is called portability of coverage. If eligible, you may continue your enrollment in Option B by paying the same premium as employees, plus a monthly administrative fee. This portability provision is a 3-year demonstration project and is available to you only if you separate from service or complete 12 months in a nonpay status on or after April 24, 1999.
If you retire under a retirement system for Federal employees,
your group life insurance (but not accidental death and dismemberment)
can be continued into retirement, provided you qualify for an immediate
annuity and you were enrolled for purposes of each type of coverage for
at least the 5 years before retirement, or since the first opportunity
to enroll. As a retiree, you would pay the same premiums as employees,
except that premiums stop at age 65, when the amount of insurance begins
to decrease by 2 percent per month. The post-retirement reduction continues
until the Basic and the $10,000 Optional coverage is 25 percent of insurance
in force at retirement and until other optional insurance expires completely.
At the time of retirement, you can also elect to pay additional premiums
to prevent the Basic and Optional insurance B and C from decreasing.
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16. What are the basic age and service rules for retirement?
Under the Civil Service Retirement System (CSRS), you can
retire voluntarily after reaching age 55 with 30 years of service, age
60 with 20 years, or age 62 with 5 years. Under the Federal Employees
Retirement System (FERS), voluntary retirement is available under these
same combinations, but you can also retire at the minimum retirement age
(age 55 to 57, depending on year of birth) with as little as 10 years
of service.
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17. How do I know if I am eligible for early retirement?
You would be eligible for early retirement if you qualify
for a discontinued service retirement (DSR) based on an involuntary separation
(see next question) and meet the following age and service requirements.
Under both CSRS and FERS, you must be age 50 and have at least 20 years
of service, or you may retire at any age if you have at least 25 years
of service.
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18. What is considered an involuntary separation for purposes of qualifying for discontinued service retirement?
A resignation qualifies you for DSR if you resign in response
to a written request from an Administration representative having the
authority to request such resignation or the new agency head. The resignation
of a Presidentially-appointed policy-making officer qualifies for DSR
whenever the individual's resignation is accepted by the President. When
it is known that a Presidential appointee is leaving, the resignation
of a noncareer SES or Schedule C appointee who works for that person is
also considered an involuntary separation for purposes of DSR.
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19. Will I be eligible for the "alternative form of annuity"?
The alternative form of annuity (that is, a reduced annuity
plus a lump-sum payment of retirement contributions) based on an involuntary
separation is no longer generally available to employees. It is only available
to employees who suffer from a life-threatening medical condition and
retire under a non-disability provision.
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20. What if I am not yet eligible for retirement?
You might be eligible for a deferred annuity. Under both CSRS and FERS, if you have at least 5 years of civilian service, you can receive a deferred annuity at age 62. Also, a FERS employee with at least 10 years of Federal service (which must include at least 5 years civilian service) may elect to receive a deferred annuity as early as the minimum retirement age (see Question 16). To qualify for deferred benefits, you must leave your retirement contributions in the retirement fund. If you have less than 5 years of civilian service, you do not qualify for a deferred annuity.
Whether or not you qualify for a deferred benefit, you may elect to receive a refund of your contributions as long as you are not eligible for an immediate annuity. To qualify for the refund, you must be separated for at least 31 days and apply for the refund at least 31 days before you qualify for a deferred annuity.
Generally, market rate interest is payable in FERS refunds,
but no interest is payable in CSRS refunds. Desirability of the refund
depends on individual circumstances (how far or close you are to retirement
and whether you anticipate future Federal employment). Under CSRS rules,
you can reinstate credit for the service if you return to Federal service
under CSRS or FERS, and redeposit the refund with interest. However, you
cannot repay a refund of FERS deductions if you return to Federal service.
In addition, the service will not count toward retirement.
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21. With regard to my benefits, is there anything else I need to watch out for?
Your agency Human Resources Office needs to get involved
to look at your particular circumstances. For example, you may need to
make a deposit for military service before you leave the agency. Your
Human Resources Office will be able to give you more specific answers
to your particular questions.
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22. What are my TSP withdrawal options after I leave Federal service?
The TSP provides three basic ways to withdraw your account. These options are the same whether or not you are eligible to retire when you leave.
- Have the TSP purchase a life annuity for you. You have a choice of many different types of annuities.
-
Receive your account in a single payment.
-
Receive your account in a series of monthly payments.
23. Can I leave my money in my account, and can I add to this money after I leave Federal service?
You can leave the money in your account, but you cannot
add to it. Your account will continue to accrue earnings, and you can
continue to move your money among the TSP investment funds by making interfund
transfers. Caution: You must receive your account
in a single payment or begin receiving monthly payments from the Thrift
Savings Plan, or from the annuity vendor, by April 1st of the year following
the year you turn 70.
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24. If I leave Federal service, can I have the TSP transfer my payment to an Individual Retirement Arrangement (IRA) or other eligible retirement plan?
Yes, you can have the TSP transfer all or part of a single payment to an IRA or other eligible retirement plan. You also can transfer certain monthly payments.
25. Where can I find tax information about TSP disbursements?
For detailed information about withdrawing your account,
see the booklet, Withdrawing Your TSP Account After Leaving Federal
Service. For detailed information about the tax consequences of your
withdrawal choices and Federal income tax withholding requirements, see
the TSP tax notice, "Important Tax Information about Payments from your
TSP Account." The booklet and notice are available from the TSP website
(www.tsp.gov). Also, your agency Human
Resources Office must give you this information when you leave Federal
service. You should also ask your State and local tax authorities about
State and local taxes.
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26. Will I keep the FERS Agency Automatic (1 percent) Contributions to TSP when I leave?
If you meet the TSP vesting requirements when you leave Federal service, you are entitled to the Agency Automatic (1%) Contributions in your account and their earnings.
Most FERS employees become vested in their Agency Automatic (1%) Contributions after completing 3 years of Federal (generally civilian) service. However, employees who are in one of the following positions at separation are vested after 2 years of civilian service.
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27. How soon can employees start participating in the Thrift Plan?
If you are a new employee, you must be covered by FERS
and have completed a waiting period - generally 6 to 12 months - before
you can participate in the Thrift Savings Plan. If you are a rehired
employee and covered by FERS or CSRS, your previous TSP eligibility
determines when you can begin to participate in the TSP. Also, if you
transfer to FERS, you have a personal 30-day period to begin participating
in the TSP. Note: Pending legislation (H.R. 208) would allow
new FERS employees and rehired FERS or CSRS employees to begin contributing
to their TSP accounts immediately.
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28. Does my Federal employment have an impact on my Social Security benefits?
Yes, it could affect your benefits. If you have ever worked under the Civil Service Retirement System (CSRS) or another retirement plan for Federal employees that doesn't include Social Security, such as the Foreign Service Retirement System, and you receive an annuity based on that service, these two provisions of the Social Security law may affect your Social Security benefits:
-
The Windfall Elimination Provision (WEP) may reduce the benefit you earned based on your work. The WEP doesn't apply if you were automatically covered by the Federal Employees Retirement System (FERS) or if you have 30 or more years of "substantial earnings" in Social Security-covered employment.
-
The Government Pension Offset (GPO) may reduce or eliminate any spousal benefit you are otherwise eligible to receive. The GPO doesn't apply if you were required by law to have coverage under the CSRS Offset provisions that are a combination of CSRS coverage and Social Security, or if you were automatically covered by FERS without electing coverage.
The Social Security Administration now sends an annual Social Security Statement to everyone who has paid Social Security taxes. The benefit estimates contained in the Statement are not adjusted to consider the WEP or GPO. Your agency's benefits officer can help you determine whether either of these provisions will affect your benefits. The Social Security Administration also has factsheets: A Pension From Work Not Covered by Social Security (Publication No. 5-10045) and Government Pension Offset (Publication No. 5-10007), that can be printed from www.ssa.gov or ordered by calling 1-800-772-1213.
This website, www.ssa.gov/retire,
also provides a detailed calculator. If you enter your earnings history
(found on your Social Security Statement) and specific information
about your non-covered pension, the detailed calculator can refigure
your benefit, including the adjustment for the WEP.
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29. Are there restrictions on my seeking non-Federal employment while I am currently employed? Will I have any post-employment restrictions?
Yes, there are a number of restrictions. However, because
of the complexity of the issues involved, you should address any questions
to your agency's Designated Ethics Official or to the Office of Government
Ethics.
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30. May I compete for other Federal jobs in my agency or in other Federal agencies?
You may compete for any Federal career jobs that are open for applications from the general public. This would include jobs announced through OPM and jobs announced by agencies when the announcement specifies that applications will be accepted from all sources. However, many agency jobs are open only to current career employees or status candidates. You could not apply for those positions unless you had previous Federal career service and the announcements were open to reinstatement or status candidates.
Some nonpolitical jobs are filled in what is called the excepted service. These jobs are excepted from the specific appointment procedures required for competitive career jobs although they are subject to the basic principle of selection based on merit. Each agency establishes its own procedures and qualification requirements for filling excepted service positions. If you qualify for such a position, you will be considered in accordance with the agency's procedures.
You may compete for an SES career appointment when the
position is advertised under proper merit staffing procedures. However,
if you are a noncareer SES appointee, you cannot receive a career SES
appointment in your current position, or a successor position, since
there is no bona fide vacancy.
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31. Where and how can I find current job openings and other information on applying for other Federal jobs?
OPM's Federal Employment Information System, the official source for employment information, provides access to not only Federal job listings but some state and local government and private sector listings. The system provides listings of the latest job openings, gives access to application materials, and provides information on a wide variety of Federal employment-related topics and programs. You can request application packages, forms, and other employment-related materials through the system.
The system is accessible from a number of user friendly mediums that are updated daily and most are available 24 hours a day, 7 days a week:
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32. What are my reinstatement rights if I previously worked for the Federal Government in a career (competitive) position?
You do not have a right (i.e., an entitlement) to be reinstated to a career job. However, if you are eligible for veterans preference, if you had career tenure, or if you have not had a break in Federal service of more than 3 years since you left your competitive job, you do have reinstatement eligibility in the competitive service. This means that you may apply for jobs open only to status candidates and do not have to compete for employment with candidates from outside the Government. However, agencies do not have to consider reinstatement candidates for any particular job. Some jobs may be open only to current competitive employees or may be filled from other sources.
If you are considered for reinstatement, you will have to compete with other employees and status candidates for any job that is at a higher grade than you held under your last competitive service appointment. If the job is at the same grade as your last competitive career job, the agency may reinstate you without competition, but that would be subject to the agency's internal merit staffing policy. The agency could require you to compete with employees and status candidates at any grade.
You may be reinstated in the SES if you previously successfully
completed the 1-year SES probationary period as a career appointee,
or if you converted to a career SES appointment when the SES was established
in 1979. However, separation from the SES career appointment must not
have been for performance or disciplinary reasons.
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33. If I am reemployed in the Federal Government, must the agency match my current salary and grade?
An agency is not required to match your salary and grade.
However, if you are reemployed in a General Schedule (GS) position,
an agency may, if its internal rules permit, set your basic pay based
on the highest previous rate you received in the Federal Government,
but not above the highest rate for the grade of the new position.
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34. If I retire, can I later return to Federal service?
Yes. However, depending on the type of annuity you receive,
your annuity will terminate or your salary as a reemployed annuitant
will be reduced by the amount of the annuity. If you received a lump-sum
payment for unused annual leave and are reemployed in the Federal service
before the end of the annual leave period covered by the lump-sum payment,
you must refund that portion of the lump-sum payment. The refunded portion
covers the period between the date of reemployment and the expiration
of the lump-sum leave period. Your employing agency will recredit to
you an amount of annual leave that is equal to the days or hours of
work remaining between the date of reemployment and the expiration of
the lump-sum leave period.
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|
STATE EMPLOYMENT SECURITY
AGENCIES
|
|
|
Alabama |
Department of Industrial Relations, 649 Monroe Street, Room 204, Montgomery 36130 |
| Alaska | Employment Security Division, Department of Labor, P.O. Box 25509, Juneau 99802 |
| Arizona | Department of Economic Security, 1789 West Jefferson St, P. O. Box 6123-010A, Phoenix 85005 |
| Arkansas | Employment Security Department, P. O. Box 2981, Little Rock 72203-2981 |
| California | Employment Development Department, 800 Capitol Mall, Sacramento 95814 |
| Colorado |
Department of Labor and Employment, 1515 Arapahoe St, Tower 2, Suite 400, Denver 80202-2117 |
| Connecticut | State Labor Department, 200 Folly Brook Boulevard, Wethersfield 06109-1114 |
| Delaware | State Department of Labor, 4425 North Market Street, Wilmington 19802 |
| District of Columbia | D.C. Department of Employment Services, 500 C Street NW, Room 600, Washington, DC 20001 |
| Florida |
Department of Labor and Employment Security, 2102 Capital Circle SE, Suite 303, Tallahassee 32399-2152 |
| Georgia | Georgia Georgia Department of Labor, 148 International Blvd NE, Atlanta 30303 |
| Hawaii | Department of Labor and Industrial Relations, 830 Punchbowl St, Room 321, Honolulu 96813 |
| Idaho | Department of Employment, 317 Main Street, Boise 83735 |
| Illinois | Department of Employment Security, 401 S. State Street, Suite 624, Chicago 60605 |
| Indiana | Department of Workforce Development, 10 N. Senate Ave, Room E 204, Indianapolis 46204 |
| Iowa |
Department of Employment Services, 1000 E. Grand Avenue, Des Moines 50319 |
| Kansas | Kansas Department of Human Resources, 401 Topeka Boulevard, Topeka 66603 |
| Kentucky | Department for Employment Services, 275 E. Main Street, Frankfort 40621 |
| Louisiana | Department of Labor, P. O. Box 94094, Baton Rouge 70804-9094 |
| Maine | Maine Maine Department of Labor, P. O. Box 309, Augusta 04330 |
| Maryland | Department of Labor, Licensing and Regulation, 1100 N. Eutaw St, Room 600, Baltimore 21201 |
| Massachusetts |
Department of Employment and Training, 19 Staniford Street, 3rd Floor, Boston 02114 |
| Michigan |
Michigan Michigan Unemployment Agency, 7310 Woodward Ave, Detroit 48202 |
| Minnesota | Minnesota Minnesota Department of Economic Security, 390 N. Robert Street, St. Paul 55101 |
| Mississippi | Employment Security Commission, P. O. Box 1699, Jackson 39215-1699 |
| Missouri | Department of Labor and Industrial Relations, P. O. Box 504, Jefferson City 65102 |
| Montana | Department of Labor and Industry, P. O. Box 1728, Helena 59624 |
| Nebraska | Department of Labor, 550 S. 16th Street, Lincoln 68509-4600 |
| Nevada |
Department of Employment, Training, and Rehabilitation, 500 E. Third Street, Carson City 89713 |
| New Hampshire | Hampshire Department of Employment Security, 32 S. Main Street, Concord 03301-4857 |
| New Jersey | New Jersey NJ Department of Labor, P. O. Box 110, Trenton 08625-0110 |
| New Mexico | New Mexico New Mexico Department of Labor, P. O. Box 1928, Albuquerque 87103 |
| New York | New York NY State Department of Labor, State Office Building Campus, Building 12, Room 500, Albany 12240 |
| North Carolina | Employment Security Commission of North Carolina, P. O. Box 25903, Raleigh 27611 |
| North Dakota | Job Service North Dakota, P. O. Box 550, Bismark 58506-5507 |
| Ohio | Ohio Bureau of Employment Services, 145 S. Front Street, Columbus 43215 |
| Oklahoma | Employment Security Commission, 2401 N. Lincoln, 215 Will Rogers Memorial Office Bldg, Oklahoma City 73105 |
| Oregon | Employment Division, 875 Union Street NE, Salem 97311 |
| Pennsylvania | Department of Labor and Industry Building, Room 1700, Seventh & Forster Streets, Harrisburg 17121 |
| Puerto Rico | Bureau of Employment Security, 505 Munoz Rivera Avenue, Hato Rey 00918 |
| Rhode Island |
Department of Employment and Training, 101 Friendship Street, Providence 02903-3740 |
| South Carolina | Employment Security Commission, P. O. Box 995, Columbia 29202 |
| South Dakota | South Dakota South Dakota Department of Labor, 700 Governors Drive, Pierre 57501-2277 |
| Tennessee | Tennessee Tennessee Department of Employment Security, 12th Floor - Volunteer Plaza Bldg, 500 James Robertson Pkwy, Nashville 37245-0001 |
| Texas |
Texas Texas Employment Commission, Room 668, 101 E. 15th Street, Austin 78778 |
| Utah | Department of Employment Security, 140 East 300 South, 174 Social Hall Ave, Salt Lake City 84147-0249 |
| Vermont | Department of Employment and Training, P. O. Box 488, Montpelier 05601-0488 |
| Virginia | Virginia Virginia Employment Commission, 703 E. Main Street, Richmond 23219 |
| Virgin Islands | Department of Labor, 2203 Church Street, Christenstead, St. Croix 00820 |
|
Washington |
Employment Security Department, P. O. Box 9046, Olympia 98507-9046 |
| West Virginia | West Virginia West Virginia Bureau of Employment Programs, 112 California Ave, Charleston 25305-0112 |
| Wisconsin |
Department of Workforce Development, P. O. Box 7946, Madison 53707 |
| Wyoming | Wyoming Wyoming Department of Employment, P. O. Box 2760, Casper 82602 |
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STATE DISLOCATED WORKER UNITS |
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STATE
|
PHONE
|
STATE
|
PHONE
|
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| Alabama | 334-242-5300 | Montana | 406-444-1827 | |
| Alaska | 907-269-4680 | Nebraska | 402-471-9903 | |
| Arizona | 602-542-3957 | Nevada | 775-687-4310 | |
| Arkansas | 501-682-3137 | New Hampshire | 603-228-9500 x 440 | |
| California | 916-654-7799 | New Jersey | 1-800-343-3919 | |
| Colorado | 303-620-4200 | New Mexico | 505-827-6827 | |
| Connecticut | 860-263-6593 | New York | 518-457-3101 | |
| Delaware | 302-761-8117 | North Carolina | 919-733-6383 x 211 | |
| District of Columbia | 202-565-0010 | North Dakota | 701-328-2843 | |
| Florida | 850-488-9250 | Ohio | 614-466-3817 | |
| Georgia | 404-656-6336 | Oklahoma | 405-557-5339 | |
| Hawaii | 808-586-8812 | Oregon | 503-373-7084 | |
| Idaho | 208-334-6298 | Pennsylvania | 717-787-0781 | |
| Illinois | 217-785-6006 | Puerto Rico | 787-754-5504 | |
| Indiana | 317-232-7461 | Rhode Island | 401-828-8283 | |
| Iowa | 515-281-9034 | South Carolina | 803-737-2601 | |
| Kansas | 785-296-5115 | South Dakota | 605-773-5017 | |
| Kentucky | 502-564-5630 | Tennessee | 615-741-1031 | |
| Louisiana | 504-342-7637 | Texas | 512-936-0425 | |
| Maine | 207-624-6390 | Utah | 801-526-4312 | |
| Maryland | 410-767-2833 | Vermont | 802-828-4177 | |
| Massachusetts | 617-727-8158 x 319 | Virginia | 804-786-3037 | |
| Michigan | 517-373-2162 | Washington | 360-438-4629 | |
| Minnesota | 651-296-7918 | West Virginia | 304-558-1847 | |
| Mississippi | 601-949-2234 | Wisconsin | 608-266-0745 | |
| Missouri | 573-751-3349 | Wyoming | 307-235-3293 | |
U. S. Department of Labor, Office of Worker Retraining,
202-693-3576
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