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Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
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Each department or agency has discretion to excuse employees from their duties without loss of pay or charge to leave. OPM advises that the granting of excused absence satisfies one or more of the following criteria: (1) the absence is directly related to the department or agency’s mission; (2) the absence is officially sponsored or sanctioned by the head of the department or agency; (3) the absence will clearly enhance the professional development or skills of the employee in his or her current position; or (4) the absence is brief and is determined to be in the interest of the agency. Ultimately, it is the responsibility of each department or agency head to balance support for employees health/wellness activities with the need to ensure that employees work requirements are fulfilled and that agency operations are conducted efficiently and effectively.
That being said excused absence for fitness activities can vary agency to agency; therefore, you should discuss this matter with your local HR or Work/Life office for a definitive answer. To find your agency’s work/life contacts, use the searchable database at: http://apps.opm.gov/CCLContact/index.aspx.
Each Federal agency administers its own Employee Assistance Program (EAP); therefore, you will need to contact your agency’s EAP administrator in order to participate. A searchable database of agency work/life contacts is available at: http://apps.opm.gov/CCLContact/index.aspx.
Section 7(r) of the FLSA (29 U.S.C. 207(r)) and OPM guidance does not require agencies to compensate employees who are granted reasonable break time for expressing milk. However, many agencies already provide employees with compensated breaks (for example, 15 minutes in the morning and 15 minutes in the afternoon) that may be used for any purpose. If an agency already provides such compensated breaks, an employee who uses that break time to express milk must be compensated in the same way that other employees are compensated for break time.
Most Federal agencies have wellness programs and plans in action. We recommend you contact your agency’s work/life headquarters office, as they may have resources and programs available for you. To find your agency’s work/life contacts, use the searchable database at: http://apps.opm.gov/CCLContact/index.aspx.
For further information about wellness program development, please review our guide at: http://www.opm.gov/Employment_and_Benefits/WorkLife/OfficialDocuments/HandbooksGuides/EmployeeHandbook/index.asp.
Under 42 CFR Part 2, any instances of suspected child abuse and neglect must be reported to appropriate State or local authorities. Also, when a client commits, or threatens to commit, a crime that would harm someone else or cause substantial property damage, law enforcement personnel must be informed.
Centers managed by the U.S. General Services Administration (GSA) are required to have a tuition-assistance program. Employees of Federal agencies and members of the U.S. military may also qualify for federal tuition subsidies based on income.
Click on the appropriate category below to be taken to more information about specific tuition assistance opportunities.
U.S. Customs and Border Protection
Federal Employees/U.S. Military
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