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HOURS OF WORK FOR TRAVEL

Submitted by workone on Sat, 2006-10-14 07:55. :: Federal Documents

In limited circumstances, travel time may be considered hours of work. The rules on travel hours of work depend on whether an employee is covered by or exempt from the Fair Labor Standards Act (FLSA). For FLSA-exempt employees, the crediting of travel time as hours of work is governed under title 5 rules-in particular, 5 U.S.C. 5542(b)(2) and 5544(a)(3) and 5 CFR 550.112(g) and (j). For FLSA-covered employees, travel time is credited if it is qualifying hours of work under either the title 5 rules or under OPM's FLSA regulations-in particular, 5 CFR 551.401(h) and 551.422.
Go to top Employee Coverage

Title 5 overtime laws and regulations apply to most FLSA-exempt Federal employees, including General Schedule and prevailing rate employees. Certain employees, such as members of the Senior Executive Service, are not eligible for overtime pay or other premium pay under title 5. (See 5 U.S.C. 5541(2) and 5 CFR 550.101 for coverage rules.)

OPM's FLSA regulations apply to most FLSA-covered Federal employees. (See 5 U.S.C. 5542(b)(2) and 5544(a)(3) and 5 CFR 551.102.) An employee may determine his or her FLSA status by checking block 35 of the most recent Notification of Personnel Action (SF-50) to find out whether his or her position is nonexempt (N) or exempt (E) from the overtime pay provisions of the FLSA. Alternatively, an employee may obtain a determination from his or her servicing personnel office.
Go to top Overtime Work

In general, overtime hours are hours of work that are ordered or approved (or are "suffered or permitted" for FLSA-covered employees) and are performed by an employee in excess of 8 hours in a day or 40 hours in a workweek. (See 5 U.S.C. 5542(a), 5544(a), and 6121(6) and (7), and 5 CFR 550.111 and 551.501. Note exceptions.)
Go to top Travel That Is Hours of Work Under Title 5

Under 5 U.S.C. 5542(b)(2) and 5 CFR 550.112(g), official travel away from an employee's official duty station is hours of work if the travel is-

* within the days and hours of the employee's regularly scheduled administrative workweek, including regularly scheduled overtime hours, or
* outside the hours of the employee's regularly scheduled administrative workweek, is ordered or approved, and meets one of the following four conditions-
o involves the performance of work while traveling (such as driving a loaded truck);
o is incident to travel that involves the performance of work while traveling (such as driving an empty truck back to the point of origin);
o is carried out under arduous and unusual conditions (e.g., travel on rough terrain or under extremely severe weather conditions); or
o results from an event that could not be scheduled or controlled administratively by any individual or agency in the executive branch of Government (such as training scheduled solely by a private firm or a job-related court appearance required by a court subpoena).

Note: An agency may not adjust an employee's normal regularly scheduled administrative workweek solely to include travel hours that would not otherwise be considered hours of work.
Go to top Travel That Is Hours of Work Under the FLSA

For FLSA-covered employees, time spent traveling is hours of work if-

* an employee is required to travel during regular working hours (i.e., during the regularly scheduled administrative workweek);
* an employee is required to work during travel (e.g., by being required to drive a Government vehicle as part of a work assignment);
* an employee is required to travel as a passenger on a 1-day assignment away from the official duty station; or
* an employee is required to travel as a passenger on an overnight assignment away from the official duty station during hours on nonworkdays that correspond to the employee's regular working hours. (See 5 CFR 551.422(a).)

"Official duty station" is defined in 5 CFR 550.112(j) and 551.422(d). An agency may prescribe a mileage radius of not greater than 50 miles to determine whether an employee's travel is within or outside the limits of the employee's official duty station for determining entitlement to overtime pay for travel.
Go to top Administrative Workweek

An administrative workweek is a period of 7 consecutive calendar days designated in advance by the head of an agency under 5 U.S.C. 6101. The regularly scheduled administrative workweek is the period within the administrative workweek during which the employee is scheduled to work in advance of the administrative workweek. (See definitions in 5 CFR 610.102. See also 5 CFR 550.103 and 551.421.)
Go to top Commuting Time

For FLSA-covered employees, normal commuting time from home to work and from work to home is not hours of work. (See 5 CFR 551.422(b).) However, commuting time may be hours of work to the extent that the employee is required to perform substantial work under the control and direction of the employing agency-i.e., productive work of a significant nature that is an integral and indispensable part of the employee's principal activities. The fact that an employee is driving a Government vehicle in commuting to and from work is not a basis for determining that commuting time is hours of work. (See Bobo decision cited in the References section.)

Similarly, for FLSA-exempt employees, normal commuting time from home to work and from work to home is not hours of work. (See 5 CFR 550.112(j)(2).) However, commuting time may be hours of work to the extent that the employee is officially ordered or approved to perform substantial work while commuting.

Normal "home-to-work/work-to-home" commuting includes travel between an employee's home and a temporary duty location within the limits of the employee's official duty station. For an employee assigned to a temporary duty station overnight, normal "home-to-work/work-to-home" commuting also includes travel between the employee's temporary place of lodging and a work site within the limits of the temporary duty station.

If an employee (whether FLSA-covered or exempt) is required to travel directly between home and a temporary duty location outside the limits of the employee's official duty station, the time the employee would have spent in normal commuting must be deducted from any hours of work outside the regularly scheduled administrative workweek (or, for FLSA covered employees, outside corresponding hours on a nonwork day) that may be credited for the travel time. (The travel time is credited as hours of work only as allowed under the applicable rules-e.g., for an FLSA-covered employee, if the travel is part of a 1-day assignment away from the official duty station.)
Go to top References

* 5 U.S.C. 5542(b)(2) (General Schedule employees)
* 5 U.S.C. 5544(a)(3) (Prevailing rate employees)
* 5 CFR 550.112(g) and (j), 610.102, and 610.123
* 5 CFR 551.401(h) and 551.422 (OPM's FLSA regulations)
* Decision by United States Court of Appeals for the Federal Circuit, Jerry Bobo v. United States, 136 F.3rd 1465 (Fed. Cir. 1998) affirming Court of Federal Claims decision of same name, 37 Fed. Cl. 690 (Fed. Cl. 1997).
* Section 4 of the Portal-to-Portal Act of 1947 (61 Stat. 84) as amended in 1996 by section 2102 of Public Law 104-188. (See 29 U.S.C. 254.)

* To Work Schedules Main Page
* To AWS Handbook
* To Compensation Administration Main Page

Employment of Non-Citizens

Submitted by workone on Sat, 2006-10-14 07:53. :: Federal Documents

Citizenship Requirements for Employment

The Federal Government gives strong priority to hiring United States citizens and nationals, but non-citizens may be hired in certain circumstances. Agencies considering non-citizens for Federal employment in the competitive service must follow usual selection procedures and also meet the requirements of all three of the following: immigration law; an appropriations act ban on paying certain non-citizens; and an executive order restriction on appointing non-citizens in the competitive service. In addition, agencies are responsible for applying any citizenship requirements that may appear in their individual agency's authorization and appropriation laws.

* General Information on Employment of Non-Citizens
* Detailed Policy Information on Employment of Non-Citizens with text of citations
* Qualification Standards for General Schedule Positions regarding Citizenship

Federal Employment of Non-Citizens - Detailed Policy Information with Citations

* immigration law;
* appropriations act ban on paying certain non-citizens; and
* executive order restriction on appointing non-citizens in the competitive service

Agencies considering non-citizens for Federal employment in the excepted service and Senior Executive Service must meet the requirements of the top two above. In addition, agencies are responsible for applying any citizenship requirements that may appear in their individual agency's authorization and appropriation laws.
Immigration Law

Since the passage of the Immigration Reform Act of 1986, employers have been responsible for ensuring that the people they hire are eligible to work in the United States. Employers and all new employees are required to complete a Department of Homeland Security (DHS), U. S. Citizenship and Immigration Services, Form I-9 (Employment Eligibility Verification) and employers (appointing officials) must check employees' documents to verify employment eligibility. The Immigration and Nationality Act of 1990 added other requirements. One of those requirements is that employers may not discriminate against employees by requesting more or different documents than are required. The Immigration and Nationality Act, as modified, provides at title 8, United States Code (U.S.C.), section 1324a, that it is unlawful for a person or other entity to employ an unauthorized alien. In 1996, Public Law 104-208 added a statement that ". . . the term 'entity' includes an entity in any branch of the Federal Government."

Regulations that implement immigration laws are published in title 8 of the Code of Federal Regulations (CFR). According to 8 CFR 274a, U.S. employers may only hire an individual who is:

* a citizen (either by birth or naturalization);
* lawfully admitted for permanent residence;
* lawfully admitted for temporary residence;
* an alien admitted or paroled into the United States as a refugee;
* an alien granted asylum;
* a fiancé, fiancée, child, or parent of an alien who was admitted under certain conditions;
* an alien who is authorized employment with a specific employer incident to status (such as on-campus part-time employment of a non-immigrant student); or
* an alien who meets other requirements that are listed in the regulations.

For more detailed information about employer and employee responsibilities under United States immigration law, please contact the U.S. Citizenship and Immigration Services, DHS.

For every year since 1939, the Congress has placed language in annual appropriations laws to prevent the use of appropriated funds in the continental United States to pay Federal employees unless they are United States citizens or meet one of several exceptions. It is the responsibility of each agency to apply the terms of this law. No authority is given to the Office of Personnel Management to regulate, enforce, or grant exceptions to the ban.

Current appropriations law prohibits an agency from using appropriated funds to pay the compensation of any officer or employee of the Government of the United States (including any agency the majority of the stock of which is owned by the Government of the United States) whose post of duty is in the continental United States unless such person:

1. is a citizen of the United States,
2. is a person in the service of the United States on the date of enactment of the appropriations act who, being eligible for citizenship, has filed a declaration of intention to become a citizen of the United States prior to such date and is actually residing in the United States,
3. is a person who owes allegiance to the United States,
4. is an alien from Cuba, Poland, South Vietnam, the countries of the former Soviet Union, or the Baltic countries lawfully admitted to the United States for permanent residence,
5. is a South Vietnamese, Cambodian, or Laotian refugee paroled in the United States after January 1, 1975, or
6. is a national of the People's Republic of China who qualifies for adjustment of status pursuant to the Chinese Student Protection Act of 1992.

The ban does not apply to citizens of Ireland, Israel, or the Republic of the Philippines, or to nationals of those countries allied with the United States in a current defense effort, or to international broadcasters employed by the United States Information Agency, or to temporary employment of translators, or to temporary employment in the field service (not to exceed 60 days) as a result of emergencies.

Notes on the Appropriations Act Ban

* Some agencies may have appropriations language that specifically exempts them from the ban on paying non-citizens. For example, the Department of Defense is granted such an exception in its Appropriations Act.
*

The term "continental United States" includes all states except Hawaii. Note that Civil Service Rule VIII provides separate authority to appoint non-citizens in overseas positions. "Overseas positions" are defined for this purpose as ". . . positions in foreign countries and in other areas beyond the continental limits of the United States, except as provided in section 8.4."

Excerpt from 5 CFR 8 Appointments to Overseas Positions.

Sec. 8.3 Appointment of persons not citizens of the United States.

Persons who are not citizens of the United States may be recruited overseas and appointed to overseas positions without regard to the Civil Service Act.

Sec. 8.4 Positions excepted from the application of this part.

This part shall not apply to positions in Hawaii, Puerto Rico, the Virgin Islands, and Alaska, and on the Isthmus of Panama.
* Citizens of the United States include those who were:
o born in the United States (the fifty states, the District of Columbia, Puerto Rico, Guam [since 1950], or the U. S. Virgin Islands);
o born outside the United States to parents who are citizens of the United States, one of which was physically present in the United States or one of its outlying possessions for a continuous period of one year at any time prior to the birth of the person (in some situations only one parent has to be a citizen);
o naturalized as a United States citizen; or
o otherwise granted citizenship under authorities described in law, beginning at 8 U.S.C. 1401.
* Persons (nationals) who owe allegiance to the United States include those who were ". . . born in an outlying possession of the United States on or after the date of formal acquisition of such possession;" (including American Samoa, Swains Island, and the Northern Mariana Islands), or who are children of nationals under certain circumstances, or who meet other requirements described in law at 8 U.S.C. 1408.
* The Chinese Student Protection Act of 1992 allows certain nationals of the Peoples Republic of China (PRC) who were identified in Executive Order 12711 to have their immigration status upgraded from "student" category or from some other designated category. The appropriations ban does not bar payments to PRC nationals who qualify under the terms of the Chinese Student Protection Act for a change in immigration status.
* Countries ". . . allied with the United States in a current defense effort. . . " are those with which the United States has certain treaties.
o For an authoritative list of allied countries, agencies should contact the Office of Treaty Affairs in the Office of the Legal Adviser, U.S. Department of State.
o According to the State Department, countries with qualifying treaties as of August 2005, include: Argentina, Australia, Bahamas, Belgium, Bolivia, Brazil, Bulgaria, Canada, Chile, Colombia, Costa Rica, Cuba (as a signatory of the Rio Treaty in 1947), Czech Republic, Denmark, Dominican Republic, Ecuador, El Salvador, Estonia, France, Germany, Greece, Guatemala, Haiti, Honduras, Hungary, Iceland, Italy, Japan, Korea (Republic of), Latvia, Lithuania, Luxembourg, Netherlands, New Zealand, Nicaragua, Norway, Panama, Paraguay, Peru, Philippines, Poland, Portugal, Romania, Slovak Republic, Slovenia, Spain, Thailand, Trinidad and Tobago, Turkey, United Kingdom, Uruguay, and Venezuela. *

*During 2004, Bulgaria, Estonia, Latvia, Lithuania, Romania, Slovak Republic, and Slovenia were added to the list and Mexico was removed.

Executive Order 11935 (September 2, 1976) restricts the employment of non-citizens into "competitive service" positions covered by title 5 of the U.S. Code. This applies to all agencies with competitive service positions, any place in the world. The Executive order amended Civil Service Rule VII to include the following section:

Excerpt from 5 CFR 7 General Provisions

5 CFR 7.3 Citizenship.

(a) No person shall be admitted to competitive examination unless such person is a citizen or national of the United States.

(b) No person shall be given any appointment in the competitive service unless such person is a citizen or national of the United States.

(c) OPM may, as an exception to this rule and to the extent permitted by law, authorize the appointment of aliens to positions in the competitive service when necessary to promote the efficiency of the service in specific cases or for temporary appointments.
*

The Executive order is also the basis for the following regulation:

5 CFR 338.101 Citizenship.

(a) A person may be admitted to competitive examination only if he is a citizen of the United States or owes permanent allegiance to the United States.

(b) A person may be given an appointment in the competitive service only if he or she is a citizen of or owes permanent allegiance to the United States. However, a non-citizen may be given an appointment in rare cases under section 316.601 of this chapter, unless the appointment is prohibited by statute.
(c) Paragraph (b) of this section applies to reinstatement and transfer as well as to other noncompetitive appointments, and to conversion to career or career-conditional employment.

Notes on the Executive Order Restriction, 5 CFR 7.3, and 5 CFR 338.101

* The competitive service includes all positions in which appointments are subject to the provisions of law at 5 U.S.C. Chapter 33, Examination, Selection, and Placement. The primary differences between the competitive service and the excepted service are in the areas of appointment procedures and job protections.
o Some Federal agencies are outside the competitive service. These include the United States Postal Service, the Tennessee Valley Authority, the Federal Bureau of Investigation, the Federal Aviation Administration, and a number of other agencies. These agencies are exempt from the Executive order ban on hiring non-citizens.
o Some positions common to other agencies are "excepted" from the competitive service. These positions are also exempt from the Executive order ban. Excepted positions include lawyers and others as described in 5 CFR part 213, Excepted Service. Subpart C of part 213 lists positions that have been placed under excepted Schedules A, B, and C.
*

Under the Executive order provision that permits the Office of Personnel Management to make exceptions to the Executive order ban, the only exception referenced in the regulation at 5 CFR 338.101 is an appointment under 5 CFR 316.601, "Appointment without competitive examination in rare cases." Such appointments are truly rare. However, if agencies find no qualified citizens available to fill a competitive service position, and if they meet all of the requirements of the appropriations ban and immigration rules, they may hire a non-citizen under a special Schedule A excepted appointment, authorized by 5 CFR 213.3102 (bb). The position that is filled this way is withdrawn from the competitive service for the period it is filled by the non-citizen. The excepted appointment does not give the employee eligibility for any other job. He or she may not be promoted or reassigned to a position in the competitive service, except in situations where a qualified citizen is not available and a Schedule A appointment is again used.

Excerpt from the listing of excepted Schedule A appointments in 5 CFR 213.3102

(bb) Positions when filled by aliens in the absence of qualified citizens. Appointments under this authority are subject to prior approval of the Office [of Personnel Management] except when the authority is specifically included in a delegated examining agreement with the Office.

Dual employment

Submitted by workone on Sat, 2006-10-14 07:52. :: Federal Documents

Dual Employment (More Than 1 Job)
Generally Federal employees, civilian and military, are prohibited from receiving pay from more than one Federal Government source. The laws on dual employment apply to agencies in the executive, legislative and judicial branches, corporations owned or controlled by the Government, and nonappropriated fund organizations under the jurisdiction of the armed forces.

Can Civilian Federal Employees Hold More Than One Government Job?

[Refer to section 5533 of title 5, United States Code* (U.S.C), and subpart E of part 550 of title 5, Code of Federal Regulations* (CFG).1]

In some limited situations, yes. An individual may have more than one Federal appointment, but may receive pay from more than one civilian job only when:

* the jobs total no more than 40 hours of work a week, Sunday to Saturday (excluding overtime); or

* there is an authorized exception.

This means an employee on leave without pay (LWOP) from one position may be paid for another position. Paid leave, however, counts toward the 40-hour-per week limitation unless there is an authorized exception.

Authorized Exceptions to the limitation on pay for more than 40 hours a week include:

* exceptions in law, e.g., with agency approval Federal employees can work for the U. S. Postal Service [Refer to section 1001 of title 39, U.S.C.];

* emergency services relating to health, safety, protection of life or property, or national emergency;

* expert and consultant jobs when working different hours as an intermittent employee; and

* fee paid on other than a time basis (lump-sum pay for a report, research product or service not based on the number of hours or days worked).

Also, in unusual circumstances, Federal agencies can make exceptions to obtain required personal services when they cannot be readily obtained otherwise.

[Refer to section 550.504(a) of title 5, CFR.]

Can Civilian Federal Employees Work in Outside (Nonfederal) Jobs?

[Refer to part 2635 of title 5, CFR.]

Federal employees shall not engage in outside employment or activities that conflict with official duties and responsibilities. Many Federal agencies have written policies that allow outside employment, especially when it is not related to the Federal work and will not result in, or create the appearance of a conflict of interest.

[For example: see section 1001.735-203 of title 5, CFR.]

Agency policies may require employees to receive prior approval for outside employment even when co-workers have similar outside jobs.

[See section 2635.803 of title 5, CFR.]

Ask your supervisor, agency ethics official, and agency personnel office for further information.

Can Members of a Uniformed Service Hold Civilian Government Jobs?
Members of a Uniformed Service (Army, Navy, Marines, Air Force, etc.) on active duty may not receive pay from another Government position, except during terminal leave, or unless specifically authorized by law.

[Refer to section 5534(a) of title 5, U.S.C.].

Enlisted personnel may be employed part-time during off-duty hours in Department of Defense nonappropriated fund activities.

[Refer to DOD 1401.1-M, Personnel Policy Manual for Nonappropriated Fund Instrumentalities.]

Members of the Armed Forces Reserves and members of the National Guard may receive military pay and allowances in addition to pay from another Government position.

[Refer to section 5534 of title 5, U.S.C.]

* Note: With appropriate agency approval, Federal employees may work for the District of Columbia (DC) government.

[Refer to section 22 of Public Law 93-198 and DC Law 2-139 as amended by DC Law 3- 109, which ended the U.S.C. and CFR prohibition.]

Employment of Retirees (Dual Compensation Issues)

RETIREES CAN WORK FOR THE FEDERAL GOVERNMENT!

HOWEVER:

FEDERAL CIVILIAN RETIREES WILL HAVE THEIR SALARY REDUCED BY THE AMOUNT OF THEIR ANNUITY UNLESS AN EXCEPTION IS APPROVED; and

RETIREES UNDER AGE 70 MAY HAVE THEIR SOCIAL SECURITY CHECK REDUCED IF THEIR ANNUAL EARNINGS EXCEED THE ESTABLISHED LIMIT.

Federal Retirees under CSRS and FERS
Most retirees under the Civil Service Retirement System (CSRS) or the Federal Employees Retirement System (FERS) will have their hourly pay reduced by the hourly rate of the annuity when reemployed by the Federal government. This reduction is required by dual compensation laws 5 U.S.C. 8344 (www.law.cornell.edu/uscode/5/8344.html) and 8468 (www.law.cornell.edu/uscode/5/8468.html). These laws apply to Federal jobs in the legislative, executive, and judicial branches (including Government corporations, nonappropriated fund instrumentalities under the jurisdiction of the armed forces, and the U.S. Postal Service). Generally, the law requires that the employing agency reduce the retiree's hourly pay by the hourly rate of their annuity. This reduction equals the retiree's annual annuity divided by 2087. For example, if a job's gross pay is $15.80 per hour and a retiree's hourly annuity rate is $5.80, then the retiree's gross pay is reduced to $10.00 per hour. If a retiree works for a year, his/her retirement is recalculated with this added service. For details, see CSRS and FERS Handbook, C100 (http://www.opm.gov/asd/htm/hod.htm ).

Note: If retirement was due to involuntary separation or disability, the annuity may terminate upon reemployment. These retirees should check with the employing agency or call the Retirement Information Office at 1-888-767-6738.

Military Retirees
Retirees of U.S. Uniformed Services are now treated as other retirees (see next heading). Prior reductions in military retired pay were repealed by P.L. 106-65 in October 1999. For details, see OPM's Memorandum to Directors of Personnel (www.opm.gov/veterans/html/repeal_memo.htm ).

Other Retirees - Private Sector, State, and Local Government
Generally, when other retirees become a Federal employee there is NO reduction in their Federal pay or in their retirement pay or annuity. However, paid work may reduce Social Security retirement, survivors or disability benefits if earnings exceed the established limits. For details, contact the Social Security Administration at 1-800-772-1213 or see Social Security - How Work Affects Your Benefits (www.ssa.gov/pubs/10069.html ).

Exceptions for CSRS and FERS Retirees
Federal agencies may request authority to waive the salary reduction in special and unusual circumstances. The law limits waivers to "positions for which there is exceptional difficulty recruiting or retaining a qualified employee" and to temporary employment while "the authority is necessary due to an emergency involving a direct threat to life or property or other unusual circumstances." Agencies can use criteria and procedures in 5 CFR part 553 (www.opm.gov/cfr/vol_1/5cfr553.htm ) to request exceptions. Generally, to qualify for an exception, a retiree must be the only qualified applicant available or be uniquely qualified for the job. Generally, the USAJOBS (www.usajobs.opm.gov) vacancy notice will indicate when an agency has waiver authority or anticipates requesting it.

Do Retirees Retain Reinstatement Eligibility?
Yes. Retirees who obtained Federal reinstatement eligibility (www.usajobs.opm.gov/ei2.asp) before they retired do NOT lose it because they retire.

AS OF: 01-11-2000

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Benefits for Foreign Service Officers

Submitted by workone on Sat, 2006-10-14 07:32. :: Federal Documents

* Health Benefit Plans
Choice of extensive array of Federal Employment Health Benefits Plans, with costs shared by the Government. Employees are eligible to enroll in a wide variety of health insurance plans, including fee-for-service plans and health maintenance organizations. The employee's portion is paid through payroll deductions.

* Thrift Savings Plan (equivalents to 401(K) with Government matching)
Foreign Service Officers may participate in the Thrift Savings Plan; a long-term savings and investment program for federal employees designed to provide retirement income.

* Life Insurance
Foreign Service Officers are eligible to participate in the Federal Employees' Group Life Insurance plan (FEGLI). The FEGLI plan offers low rates that are paid through payroll deductions. The U.S. Government pays one-third of the cost of this insurance.

Participation in the FEGLI plan is voluntary. The plan is intended as a form of immediate protection against financial hardship or loss in the event of death. It is not offered as a form of term life insurance with a cash value, such as might be purchased through private insurance agents.

* Long Term Care Insurance
Long Term Care Insurance is offered and carries into your retirement. Click here to go to the Office of Personnel Management's page on Federal Long Term Care Insurance Program (FLTCIP).

* Annual Leave
Vacation/Personal Leave; maximum ceiling or limitation of accrual is 30 days per leave year for employees assigned to the US; maximum ceiling or limitation of accrual is 45 days per leave year for employees assigned overseas.
o 4 hours per pay period or 13 days per leave year for less than 3 years of federal service
o 6 hours per pay period or 20 days per leave year after 3 years of federal service but less than 15 years
o 8 hours per pay period or 26 days per leave year after 15 years of federal service

* Sick Leave
Accrued at a rate of 4 hours per pay period, 13 days per leave year.

* Family Medical Leave
The Family and Medical Leave Act (FMLA) of 1993 provides Federal employees with an entitlement of up to 12 workweeks of unpaid leave during any 12-month period for the following purposes:
o The birth of a son or daughter of the employee and the care of the newborn
o The placement of a child with an employee for adoption or foster care
o The care of a child, spouse or parent of the employee with a serious health condition
o A serious health condition of the employee that makes an employee unable to perform the major functions of the job

* Student Loan Repayment Program
The State Department ranks near the top of all federal agencies offering the Student Loan Repayment Program. Since the program’s implementation in 2002, this recruitment and retention incentive has assisted more than 1650 Civil Service and Foreign Service employees pay down considerable student loan debt. Foreign Service Officers are eligible to apply when assigned to and encumbering positions at designated criteria hardship and/or danger pay posts around the world. For Foreign Service employees the purpose of the program is to encourage assignments to the more challenging U.S. Embassies and Consulates.

* Ten Paid Holidays Per Year
o New Year's Day
o Martin Luther King's Birthday
o President's Day
o Memorial Day
o Independence Day
o Labor Day
o Columbus Day
o Veteran's Day
o Thanksgiving Day
o Christmas Day

(In addition to the above holidays, the U.S. Government also observes some local holidays celebrated at overseas posts of assignment.) Career Counseling and Development

* Child Care Centers
* Child Care Subsidy (Based on Income)
* Credit Union, Fitness Facility and More
Credit Union and Fitness Facility and a host of other on-site services such as a U.S. Post Office barber/beauty shops, dry cleaner and gift/card shops.

* Employee Assistance Program
* Employee Consultation Service
Staffed by licensed clinical social workers to provide counseling and referrals for personal and family concerns.

* Employee Recognition Through Our Incentive Awards Program
* Employee Recreation Association
Discount tickets to movies and sporting events.

* Extensive Training Opportunities through our Foreign Service Institute (FSI)
* Flexible Work Hours (alternative work schedules)
* Global Career Mobility Opportunities (if desired)
* IQ: INFORMATION QUEST
A counseling, education and referral service to help employees manage personal and professional responsibilities (e.g., adoption, adult care).

* Managerial and Leadership Development
* MetroChek Transit Subsidy
* Periodic Performance-Based Pay Adjustments (within grade/step increases)
* Recruitment Bonuses and Retention Allowances (designated occupations)
* Shuttle Bus Service to State Annexes
* Special Salary Rates (designated occupations)
* Telework
* Job Sharing and Part-Time Work
* Voluntary Leave Transfer Program
A federal program that enables one federal civilian employee to transfer annual leave to another federal employee who faces a personal medical emergency or a medical emergency of a family member.

* Workers' Compensation Coverage for Work-Related Injuries/Conditions
* Salary Determination

Salary Determination for Foreign Service Officers

The Board of Examiners and the staff of the Office of Recruitment, Examination, and Employment (HR/REE) determine a Foreign Service Officer Career Candidate's entry salary. In accordance with 22 C.F.R. 11.1(g)(iii) and 3 FAM 2216.2-7, the Board of Examiners finds that there is a need in the Foreign Service for candidates with the special experience and skills listed in the FP-5 and FP-4 education and/or experience section. Salaries are set through a two-part process.

Part I - Determine grade and step based on education and/or experience.
Education and/or Experience Grade/Step
BACHELOR'S DEGREE and no professional experience, or FP-6, Step 5* ($39,691)
No college degree and six or fewer years' professional experience.

Candidates with a Bachelor's degree receive one additional step for each year of professional experience. For example, a candidate with a Bachelor's degree plus five years of professional experience receives FP-6, Step 10 ($46,013).

Candidates without a college degree but with more than six years of professional experience receive one additional step for each year of professional experience above six years. For example, a candidate without a college degree with 11 years of professional experience receives FP-6, Step 10 ($46,013).
Education and/or Experience Grade/Step
MASTER'S DEGREE OR LAW DEGREE (JD), or FP-5, Step 5*** ($44,399)
Bachelor's degree and minimum of six years' professional experience, or
No college degree and minimum of 12 years' professional experience.

Candidates with a Master's degree or a law degree (JD) receive one additional step for each year of professional experience. For example, a candidate with a Master's or law degree (JD) with five years of professional experience receives FP-5, Step 10 ($51,471).

Candidates with a Bachelor's degree receive one additional step for each year of professional experience above six years. For example, a Bachelor's degree plus 10 years of professional experience receives FP-5, Step 9 ($49,972).

Candidates without a college degree receive one additional step for each year of professional experience above 12 years. For example, a candidate without a degree with 17 years of experience receives FP-5, Step 10 ($51,471).
Education and/or Experience Grade/Step
DOCTORATE and no professional experience, or FP-4, Step 5*** ($54,794)
Master's or law degree (JD) and minimum of six years' professional experience, or
Bachelor's degree and minimum of 12 years' professional experience, or
No college degree and minimum of 18 years' professional experience.

Part II - Attempt to match salary for those who lose money in joining the Foreign Service.

Once grade and step are determined, based on education and experience in Part I, the candidate's current salary is examined to see if he/she will lose money by joining the Foreign Service. If so, the starting salary should be raised to the step in the grade for which the candidate is qualified that is closest to the current salary. If the current salary falls between two steps, the higher of the two steps is the starting salary. If the current salary is too high to be matched in the class for which qualified, Step 14 of that class is the starting salary.

Federal civilian employees currently receiving DC locality pay will be allowed to include DC locality pay as part of their "current salary." Federal civilian employees who do not currently receive DC locality pay will not be allowed to include locality pay as part of their "current salary."

NOTES:

"Current salary" means salary earned for at least 90 days prior to appointment as a Foreign Service Career Candidate. Candidates must submit proof of the "current salary;" for example: a copy of 90 days' worth of earnings statements; SF-50 Notification of Personnel Action (for federal civilian employees only); a statement on letterhead from the Human Resources Office of their most recent employer; or other appropriate documentation.

For those in the private sector, "current salary" also means that there must not have been a break in service of more than 45 calendar days* between the candidate's most recent employment and appointment as a Foreign Service Career Candidate. For federal civilian employees, there must not have been a break in service of more than three calendar days between their civilian employment and appointment to the Foreign Service (in accordance with government-wide regulations).

* Changed from 10 workdays to 45 calendar days on September 13, 2001.

Department of State

Submitted by workone on Sat, 2006-10-14 07:31. :: Federal Documents

Diplomacy: The U.S. Department of State At Work
Woman walking through the Hall of Flags

As the lead U.S. foreign affairs agency, the Department of State helps to shape a freer, more secure, and more prosperous world through formulating, representing, and implementing the President's foreign policy.

The Secretary of State, the ranking member of the Cabinet and fourth in line of presidential succession, is the President's principal adviser on foreign policy and the person chiefly responsible for U.S. representation abroad.

The United States maintains diplomatic relations with nearly 180 of the 191 countries in the world, as well as with many international organizations. We maintain nearly 265 diplomatic and consular posts around the world, including embassies, consulates, and missions to international organizations.

Foreign Service and Civil Service
Two people walking in the city of Manila

The Foreign Service and the Civil Service for the U.S. Department of State represent the American people, working together to achieve the goals and implement the initiatives of American foreign policy.

The Foreign Service represents America and responds to the needs of American citizens in other countries. These 9,000 employees are also America's first-line of defense in a complex and often dangerous world. A Foreign Service career is a way of life that offers unique rewards, opportunities, and sometimes hardships. Members of the Foreign Service can be sent to any embassy, consulate, or other diplomatic mission anywhere in the world, to serve the diplomatic needs of the United States.

There are about 6,500 Civil Service employees, headquartered primarily in Washington D.C., that are involved in virtually every area of the Department-from human rights to narcotics control to trade to environmental issues. They also are the domestic counterpart to consular officers abroad, issuing passports and assisting U.S. citizens in trouble overseas.

Bureaus and Offices

The links below provide online information for the domestic organizational components of the U.S. Department of State, in alphabetical order. Also see the list of components grouped by organizational responsibility under the Secretary and Under Secretaries. (Information about Bureaus and Offices that do not have web pages can be found in "Department Organization" and on the organization chart.)
Secretary of State (S)
Deputy Secretary (D)
Counselor of the Department (C)

Under Secretary for:
Arms Control and International Security (T)
Economic, Business, and Agricultural Affairs (E)
Global Affairs (G)
Management (M)
Political Affairs (P)
Public Diplomacy and Public Affairs (R)

Bureaus and Offices:
Administration (A)
African Affairs (AF)
Allowances (A/OPR/ALS)
Arms Control (AC)
Authentication Division (A/OPR/GSM/AUTH)
Coordinator for Counterterrorism (S/CT)
Chief Information Officer (CIO)
Chief of Staff (S)
Consular Affairs (CA)
Democracy, Human Rights, and Labor (DRL)
Diplomatic Security (DS)
Director General of the Foreign Service and Director of Human Resources (DGHR)
East Asian and Pacific Affairs (EAP)
Economic and Business Affairs (EB)
Educational and Cultural Affairs (ECA)
European and Eurasian Affairs (EUR)
Executive Secretariat (S/S)
Foreign Service Institute (FSI)
Human Resources (M/HR)
Information Resource Management (IRM)
Inspector General (OIG)
Intelligence and Research (INR)
International Information Programs (IIP)
International Narcotics and Law Enforcement Affairs (INL)
International Organization Affairs (IO)
Legal Adviser (L)
Legislative Affairs (H)
Management Policy (M/P)
Medical Services (M/DGHR/MED)
Near Eastern Affairs (NEA)
Nonproliferation (NP)
Oceans and International Environmental and Scientific Affairs (OES)
Office of Civil Rights (S/OCR)
Overseas Buildings Operations (OBO)
Policy Planning Staff(S/P)
Political-Military Affairs(PM)
Population, Refugees,and Migration(PRM)
Protocol (S/CPR)
Public Affairs(PA)
Resource Management (RM)
Science & Technology Adviser (G/STAS)
South Asian Affairs(SA)
Trafficking in Persons(G/TIP)
Verification and Compliance(VC)
War Crimes Issues (S/WCI)
Western Hemisphere Affairs(WHA)
Women's Issues

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