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Pay and Leave

Pay and Leave. For Supervisors. What We Do. Provide Policy Guidance and Training Advise on Pay and Leave The Voluntary Leave Transfer Program Manage the Leave Restoration Program Oversee T&A Function. Who We Are. TED NYKIEL PAY & LEAVE PROGRAM MANAGER

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Pay and Leave

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  1. Pay and Leave For Supervisors

  2. What We Do • ProvidePolicy Guidance and Training • Advise on Pay and Leave • The Voluntary Leave Transfer Program • Manage the Leave Restoration Program • Oversee T&A Function

  3. Who We Are TED NYKIEL PAY & LEAVE PROGRAM MANAGER TEL: 301-504-4426 Email: ted.nykiel@ars.usda.gov TERRI PONTE HR SPECIALIST, COMPENSATION TEL: 301-504-1474 Email: terri.ponte@ars.usda.gov MICHELYN BOYD HR SPECIALIST, COMPENSATION TEL: 301-504-1466 Email: michelyn.boyd@ars.usda.gov MONETTA HARVEY HR ASSISTANT, LTP COORDINATOR TEL: 301-504-1457 Email: monetta.harvey@ars.usda.gov LAURA O’HARE HR ASSISTANT, LTP COORDINATOR TEL: 301-504-1468 Email: laura.ohare@ars.usda.gov

  4. Where is the Information? http://www.afm.ars.usda.gov/hrd/payleave/index.htm http://www.afm.ars.usda.gov/ppweb/pplist.htm 402.1 Flexible Work Schedule (FWS) Program 402.3 Premium Pay 402.4 Administrative Leave and Excused Absence 402.6 Leave Administration

  5. www.opm.gov/ Select AQuick Index@ Select APay and Leave@ Or Select ASite Index@ Select AP@ for Pay or AL@ for Leave

  6. Annual Leave *** Approval to use annual leave *** Must have valid reason for denial *** Used when sick

  7. Forfeiture and Restoration of AL 1. Annual Leave must be scheduled 3 pay periods prior to year end 2. Cancellation of Annual leave a. Exigency to Public Business b. Administrative Error c. Employee Illness d. Employee Essential in a National Emergency 3. Request & Approval to Restore lost AL

  8. Sick Leave • Entitlement • Sick leave for personal needs • Sick leave for family care and bereavment • Sick leave for adoption • Approval for Routine Appointments • 15 Days to Provide Documentation

  9. Advanced Leave Annual Leave:Limited to theamount the employee will accrue in the remainder of the leave year. Sick Leave:A maximum of 240 hours unless for Family Care sick leave Employees have no entitlement to advanced leave. Waiver for unearned leave. May Buy Back Credit leave offset

  10. LWOP Employee Requested Supervisory Approval Exceed 30 days (SF-52) One Year Limit Schedule Implications Entitlement to LWOP (FMLA) Impact on Leave Accrual, WGI, SCD

  11. AWOL Unauthorized Period of Absence Can be Changed Later Notify the Employee Relations Staff Consistent Treatment

  12. Credit Hours Approval • Employee Requests to Work in Excess of Scheduled TOD (PT) • Supervisor Approves • Standing Pre-Approval • SES and Intermittents not Eligible • Can be used to offset advanced leave

  13. 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 Pay Limitation • 2 Hours Call Back Minimum (if unscheduled) • Employee must use before other leave except sick leave • SES not eligible

  14. Non-Exempt Employees • Have Choice of Overtime or Comp-Time • Paid at 1½ Times Their Regular Rate of Pay

  15. 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)

  16. Other Comp-Time • Comp-time for Travel • Entitlement • Must be used before most other types of leave • Religious Comp-Time • Earned for Specific Holiday

  17. Holiday Premium Pay • Night Pay Differential • Sunday Pay Differential Premium Pay

  18. Family Leave Policies • Sick Leave for Family Care & Bereavement • Family and Medical Leave Act (FMLA) • Sick Leave for Adoption • Leave Transfer Program

  19. Sick Leave for Family Care and Bereavement • For Family Member* • 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

  20. 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 Condition

  21. FMLA 1. Notification 2. Disciplinary Action 3. Concurrent usage

  22. Leave Transfer Program 1. Personal Medical Emergency 2. Family Medical Emergency 3. It is an Entitlement to Enter the Program if Program Criteria is Met. 4. Does not protect job

  23. Flexible Work Schedules Tour of Duty Core Time Flexible Time Gliding Time Meal Time Maxiflex

  24. Schedule (TOD) 7:30 - 4:00 • 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 ½-1 hour from 11– 1 • Maxiflex Allowed on a case by case basis • Holidays Move, not Maxiflex-off-days

  25. Schedule Changes Require SF-52 and coordination with HRD 7 day employee notification

  26. 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 • Credit, overtime, comp-time (approval of earning and using) • Leave policy (notification of requesting leave, OPM-71) • Advancing Leave Policy • Flexible Workplace Program

  27. Time and Attendance • Employee Entry in WebTA • Employee Validation and Affirmation • Requesting & Approving Leave • Changing Leave Requests (Calendar) • Premium Pay Documentation • Certify Early in T&A Week

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