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.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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: Jo-Ann Chabot
The claimant seeks back pay and payment for the sick leave that
he accumulated prior to his reduction-in-force. He also disputes
the payment he received for his accumulated annual leave. The
documentation that the claimant submitted shows that he was
appointed to an excepted indefinite appointment on December 7,
1956, and was separated through a reduction-in-force on January 5,
As provided in 31 U.S.C. 3702(b)(1), every claim against the
United States is barred unless such claim is received within 6
years after the date such claim first accrued. The Barring Act
specifically prescribes the time within which a claim must be
received in order for it to be considered on its merits. We have no
authority to disregard the provisions of that Act or waive the time
limitation it imposes.
This settlement is final. No further administrative review is
available within the Office of Personnel Management. Nothing in
this settlement limits the claimant's right to bring an action in
an appropriate United States Court.