The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Review the Federal Employees Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Manage your retirement online.
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.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.
OPM Contact: Paul Britner
An [agency] employee requests reconsideration of our settlement
denying his claim for pay retention. The settlement is
Title 5, CFR, section 536.104(a) lists certain situations in
which there is mandatory entitlement to pay retention. None of
these situations appear to apply to this case. Pay retention is not
applicable when an employee is reduced in grade or pay at the
employee's request. 5 CFR 536.105(a)(3).
FAA Order 3550.11A, paragraph 9d(7) states that the agency has
determined that pay retention shall be extended to any eligible
employee whose rate of basic pay would otherwise be reduced because
the employee no longer meets a specific condition or requirement of
employment (including medical standards) established by the agency
In this case, the employee asserts that he accepted a
lower-graded position for medical reasons. To support his claim,
the employee enclosed a letter from the Department of Labor
accepting his claim for job-related injuries to his left foot and
right toe and offering to pay for surgery to treat the injuries.
The treatment of his injuries, though, which may involve a
relatively brief period of time, do not establish that he was
medically disqualified from holding the higher-graded position. As
noted in the original settlement, the [agency's] Deputy Regional
Flight Surgeon determined that the employee was not medically
disqualified from serving in the higher-graded position when he
accepted the transfer to the lower-graded position. Accordingly, we
affirm the agency's determination that the employee's transfer was
voluntary and, therefore, that he does not qualify for pay