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Yes, if a hazardous duty is performed on a day on which paid leave is taken. For example, if an employee performs a hazardous duty for 1 hour and then takes annual leave for the 7 hours remaining in his or her workday, the employee is paid hazardous duty pay for the entire 8-hour workday. (5 CFR 550.905)
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No. Hazardous duty pay may only be paid while an employee is in a pay status. (5 CFR 550.905)
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No. The limitation on premium pay in 5 U.S.C. 5547(a) does not include hazardous duty pay.
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Yes. By law (5 U.S.C. 5362(c)), the retained grade of an employee must be treated as the grade of the employee's position for all purposes, including pay setting and pay administration. Thus, the agency must pay the employee under the rules that apply to the General Schedule pay system during the grade retention period. This includes any hazard pay differential that is appropriate for a GS employee who performs the actual duties assigned to the employee (i.e., in this case, the FWS duties). The employee is not entitled to an environmental differential paid to wage employees during the period of GS grade retention.
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No. As stated in the description of asbestos duty in appendix A, agencies may pay hazardous duty pay for asbestos when the risk of exposure is directly connected with the performance of assigned duties. Employees should not be paid hazardous duty pay after being exposed to asbestos (or any other hazard) when the exposure is not triggered by their job duties. It cannot be paid because of an accidental exposure.
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Yes, as long as the hazardous duty is listed in appendix A and exposure to the hazard meets the requirements of 5 CFR 550.904, the employee may receive the percentage authorized in appendix A for the hazardous duty.
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No. There is no authority to pay hazardous duty pay or environmental differential pay for potential exposure to anthrax. To pay hazardous duty pay or environmental differential pay, a local installation must find that there is credible evidence that anthrax is in the workplace and that an employee was exposed to anthrax.
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Hazardous duty pay and environmental differential pay have separate legal authorities. The authority for hazardous duty pay is found in 5 U.S.C. 5545(d). The legal authority for environmental differential pay is found in 5 U.S.C. 5343(c)(4).
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Yes. Each department or agency has discretion to excuse employees from their duties without loss of pay or charge to leave. If all or part of an installation is closed because of contamination by a hazardous agent, an agency may grant excused absence to employees who are prevented from working because of contamination of their worksite. If appropriate, agencies may require employees to report to an alternate worksite within the same commuting area or may allow employees with telework agreements to telework from a remote worksite.
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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 the
Hazardous Duty Pay FAQ page.
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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