-
Yes, because an employee is in a pay status during overtime hours. However, the hazardous duty pay is computed on the employee's hourly rate of basic pay, not his or her hourly overtime rate. (5 CFR 550.905 and 5 U.S.C. 5545(d)(2))
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
No. Hazardous duty pay is paid only for the hours in which the employee is in a pay status on the day on which the hazardous duty is performed. (5 CFR 550.905)
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
"Ditto."
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
Hazardous duty is duty performed under circumstances in which an accident could result in serious injury or death. Duty involving a physical hardship is duty that may not in itself be hazardous, but causes extreme physical discomfort or distress and is not adequately alleviated by protective or mechanical devices.
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
An employee may receive no more than 25 percent of his or her rate of basic pay. (5 U.S.C. 5545(d)(2))
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
Yes. Hazardous duty pay is included in the aggregate limitation on pay (5 U.S.C. 5307), which limits an employee's aggregate compensation to the rate payable for level I of the Executive Schedule at the end of a calendar year. (See the definition of "aggregate limitation" in 5 CFR 530.202)
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
Hazardous duty pay may be paid only to employees who are assigned hazardous duties or duties involving physical hardship for which a differential is authorized. It may not be paid to an employee who undertakes to perform a hazardous duty on his or her own, without proper authorization, either expressed or implied. (5 CFR 550.904(a))
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
No. 5 U.S.C. 5545(d) requires the Office of Personnel Management to establish a schedule or schedules of hazard duty differentials and to prescribe regulations governing payment of the differentials. If a duty or type of work is not listed in appendix A, the employee cannot be paid a hazard duty differential.
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
OPM has denied requests for new hazardous duty pay categories when--
- the duties would involve remote or potential hazards rather than present or actual hazards--i.e., when the duty is not inherently hazardous and an accident or injury is unlikely;
- adequate safeguards would reduce the risk to a less than significant level;
- overseas post differentials already compensate or take into account the hardships and hazards encountered in overseas assignments, such as presence in a war zone;
- the risk of exposure to the hazard is not directly connected with the performance of assigned duties;
- the hazard would not be "unusual" and would be hard to distinguish from the ongoing hazards that are inherent in the job; or
- the hazardous duty or physical hardship is already listed in appendix A.
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.
-
5 CFR 550.904 allows an agency to approve payment of hazardous duty pay when the hazardous duty or physical hardship has not been taken into account in the classification of the position (i.e., the knowledge, skills, and abilities required to perform the duty are not considered in the classification of the position). If the hazardous duty has already been taken into account in the classification of the position, an agency may authorize payment of hazardous duty pay only when the actual circumstances of the specific hazard or physical hardship have changed from that taken into account and described in the position description; and, when using the knowledge, skills, and abilities required for the position and described in the position description, the employee cannot control the hazard or physical hardship; thus, the risk is not reduced to a less than significant level.
Thank you for your feedback!
An error occurred while trying to submit your feedback.
Please try again later.