Provide Policy Guidance and Training Resolve Pay and Leave Issues Manage the Voluntary Leave Transfer Program Manage the Leave Restoration Program Oversee.

Pay and Leave

What We Do

Provide Policy Guidance and Training

Resolve Pay and Leave Issues Manage the Voluntary Leave

Transfer Program Manage the Leave Restoration

Program Oversee T&A Function

Who We AreTED NYKIEL PAY & LEAVE PROGRAM MANAGER

TEL: 301-504-4426 Email: [email protected]

TERRI PONTE HR SPECIALIST, COMPENSATION TEL: 301-504-1474 Email: [email protected]

MICHELYN BOYD HR SPECIALIST, COMPENSATION TEL: 301-504-1466 Email: [email protected]

MONETTA HARVEY HR ASSISTANT, LTP COORDINATOR TEL: 301-504-1457 Email:

[email protected]

LAURA O’HARE HR ASSISTANT, LTP COORDINATOR TEL: 301-504-1468 Email: [email protected]

Where is the Information?

www.afm.ars.usda.gov/Search: “P&Ps and Manuals”

402.1 Flexible Work Schedule402.3 Premium Pay402.4 Admin Leave & Excused Absence402.6 Leave Administration

Web Sites con’t

www.opm.gov/Select “Subject Index”

Select “P” for Pay or “L” for Leave

Agenda Leave Policies and

Programs Flexible Work Schedules Premium Pay Travel Compensation Family Medical Leave Policies

Annual Leave

Accrual Rates Leave Category Changes Leave Ceilings Terminal Leave Approval

Forfeiture and Restoration of Annual Leave

1. Annual Leave must be scheduled NLT 3 pay periods prior to end of the leave year

2. Cancellation of Annual Leavea. Exigency to Public Business

b. Administrative Errorc. Employee Illnessd. Employee Essential in a National

Emergency

3. Request & Approval to Restore lost AL

Lump Sum

Pay for unused: Annual LeaveCompensatory Time EarnedRestored Annual LeaveCredit Hours

************************************************************

Paid upon: RetirementLeaving Federal service orEntering into active military service

Must pay back if employee returns to Federal service too soon

Sick Leave

Accruals

When Leaving Federal Service

Approval

Advanced LeaveAnnual Leave: Limited to the amount the

employee will accrue in the remainder of the leave year.

Sick Leave: A maximum of 240 hours, even for Family Care sick leave.

Employees do not have an entitlement to advanced leave.

Waiver for unearned leave.

May Buy Back; May repay with credit hrs.

Time and Attendance Timekeeper Back-up

Timesheets certified

Master Record Schedule

Change of Schedule

Comp-Time, Use or Lose, and Error Reports & Leave Audits

Flexible Work Schedules

Tour of Duty

Core Time

Flexible Time

Gliding Time

Meal Time

Maxiflex

Communication of Pay and Leave Policies

1. Core Times

2. Gliding Time

3. Setting/Changing Schedule (Maxiflex)(In Training)

4. Time sheet responsibilities (turning in, accuracy, audits)

5. Meal time

6. Credit, overtime, comp-time (approval of earning and using)

7. Leave policy (notification of requesting leave, OPM-71)

8. Advancing Leave Policy

9. Flexible Workplace Program

Schedule (TOD) 7:30 - 4:00(example)

Core Time 9 a.m. – 3 p.m. Flexible Time Bands 6 a.m. - 9

a.m. & 3 p.m. – 6 p.m. Gliding Time of 1 hour Meal Time ½ hour from 11– 1 Maxiflex Allowed on a case by case

basis

Credit Hours Approval

Employee Requests to Work in Excess of Scheduled TOD (PT)

Supervisor Approves Standing Pre-Approval SES and Intermittents not Eligible

Credit Hours

Maximum balance at end of Pay Period is 24 Hours

Maximum Balance for Part-Time Employee is ¼ of Tour of Duty

Balance is Carried Over from One Leave Year to the Next

Credit Hours Upon Separation from Federal

Service is Paid to Employee at Regular Hourly Rate

Credit Hours Cannot be Earned for Transit Time

Holidays

Full-time Employees (8 hours)

Holiday Premium Pay for FT Employees

"In Lieu of" Holidays

Part Time Employees

Credit Hours

Premium Pay1. Overtime 2. Compensatory Time Off 3. *Religious Comp-Time 4. Holiday Premium Pay 5. *Night Pay Differential 6. Sunday Pay Differential 7. *Environmental (FWS)

Differential 8. *Hazard Pay GS

Differential

Overtime & Comp-Time

Management Directed In Excess of Tour of Duty Exceeds 8 hours in a Day for Part

Time Employees.* Unlimited Amount Can Accrue

Except for Bi-Weekly Limitation 2 Hours Call Back Minimum

Non-Exempt Employees

Have Choice of Overtime or Comp-Time

Paid at 1½ Times Their Regular Rate of Pay

Exempt Employees

Management Decides Between OT & Comp-Time, Except for Employees Earning Less Than the Salary of a GS-10 Step 10 (GS-11-06)

OT Pay is Capped at the Rate of a GS-10 Step 1, or the Hourly Rate of Basic Pay, Whichever is Greater

(GS-12-06)

Bi-Weekly Premium Pay Limitation

Cannot exceed the Bi-Weekly Pay of a GS-15 Step 10

or, If Greater

Level V of the Executive Schedule Aggregate Limitation on Pay

Level I of the Executive Schedule

Sunday Pay Differential

Must be regularly scheduled to work on Sunday.

Sunday premium pay may be paid only for periods when an employee performs work on Sunday.

Part-time employees are entitled to Sunday premium pay

General Schedule Employees Night Differential

% When an Employee works between 6 p.m. and 6 a.m. to complete an 8-hour daily tour of duty.

 % This is a 10% differential

 % Night pay for paid leave only when the biweekly leave is less than 8 hours.

% Is entitled to night pay when excused from night work on a holiday or another non-workday  

Family Leave Policies

Family and Medical Leave Act Sick Leave for Family Care &

Bereavement Sick Leave for Adoption Expanded Family and Medical Leave Organ Donation Leave Transfer Program

Family Medical Leave Act “FMLA”

Need 1 Year of Federal Service

For Self or Family Member*

12 Weeks of LWOP* Within a 12 Month Period From Invoking the Act

Proof of Serious Health Condition62 – “Sick Leave Used FMLA” in WebTA61 – “Annual Leave Used FMLA”

Sick Leave for Family Care and Bereavement

For Family Member*

62 - Family Friendly Sick Lv in WebTA

Maximum 480 Hours per Leave Year

480 Hrs for Serious Health Condition

104 Hours for General Health Care

May be Advanced up to 240 Hours

SICK LEAVE FOR ADOPTION

Limited to the extent leave is needed for with adoption agencies, social workers, and attorneys; court

proceedings; required travel; and any other activities necessary to allow the adoption to proceed.

Employees may not use sick leave for bonding purposes unless their absence from duty is ordered by the court or the adoption agency.

Sick leave used for adoption is not counted against sick leave for family care and bereavement.

Leave Transfer Program

1. Personal Medical Emergency

2. Family Medical Emergency

Recipient

Uses all Annual and entitled Sick Leave

24hrs of LWOP or Advanced Leave

Apply within 90 days of medical emergency

Maximum 2087 hours of donated leave for FT

Set aside leave accrued as much as 40 AL and 40 SL

Donor May donate no more than one-half of AL they

will earn in the leave year, exceptions are allowed.

May donate annual leave to employees in other Federal agencies.

May not donate leave to immediate supervisor.

May donate through webTA

Training and Premium Pay

No premium pay for training

Federal Holidays – No

Weekends – No

RDO’s – No

No credit timeExceptions: The employees training is required by the agency and the employees performance or continued retention in his or her current position will be adversely affected by non-enrollment in such training. (PIP not IDP)

Time spent by an employee performing work for the agency during periods of training shall be considered hours of work.

Leave Without Pay (LWOP)

Leave Accrual

SCD

WGI’s

Retirement Benefits

Health Benefits

Life Insurance

Other Leave Provisions

Military Leave

Court Leave

Juror, witness in a government case

Excused absence

Emergency dismissal or closure

No leave charged on workday when facility is closed prior to the beginning of the workday

AWOL

Time Off Award

Leave criterion which are pro-rated for Part-time employees

Credit Hours

Military Leave

Emergency Military Leave

Time Off Awards

FMLA

Sick Leave for Family Care & Bereavement