National Guard Technician Handbook

Published by the National Guard Bureau,

Office of Technician Personnel

ii

August 2015 Edition

This issue supersedes previously published versions.

People First, Mission Always!

iii

FORWARD…

Welcome to the National Guard Military Technician Program!

Congress established the National Guard Military Technician Program

with the passage of Public Law 90-486, which is known as “The Technician Act of

1968.” The Military Technician Program is a critical component of the National

Guard in all fifty states, U.S. territories and District of Columbia. The program was

established to provide National Guard technicians with fair and just compensation,

employment benefits, and entitlement to a retirement system that is equitable to

other federal employees. The law also designates, through the Secretaries of the

Army and Air Force, The Adjutants General of each state to employ and administer

the Military Technician Program. This authority may be further delegated to the

Human Resources Officer (HRO). It is the HRO’s responsibility to review and

administer human resource policies and procedures for the National Guard Military

Technician Program. The HRO staff is committed to administering these policies

and implementing systems that ensure fair and equitable treatment, job

satisfaction, just compensation, and recognition for work well done.

Our National Guard members continue to face many new and exciting

challenges. We are accepting new roles and missions and are transforming to stay

abreast with the constant changes in weapon systems, technology, military

doctrine, and the mobilization of soldiers and airmen. New legislation and reduced

funding levels continue to challenge the National Guard Military Technician

Program.

This Handbook is intended to guide and assist you in answering various

questions involving working conditions and benefits. It is designed to serve as a

quick reference resource but is not an “official” regulatory publication. The

Handbook outlines procedures that are applicable, but detailed procedures may

vary. For those of you in a labor bargaining unit, this handbook is not intended to

replace the negotiated agreement. If there is a difference in language between the

agreement and this handbook, the negotiated agreement language generally will

take precedence.

We consider it a privilege to provide this very important Handbook to our

Military Technicians. We encourage you, our customers, to contact your Human

Resources Office should you have any questions regarding technician career and

benefits.

ROBERT W. TETREAULT

Chief, Office of Technician Personnel

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v

Table of Contents

Chapter Page

FORWARD iii

Chapter 1 Background 1

Chapter 2 Excepted Service 1

Veteran's Preference

Military Uniform

Compatible Military Assignment

Travel

Overtime Pay

Compensatory Time

Compensatory Time for Travel

Permanent Employment

Indefinite Employment

Temporary Employment

Employment Tenure Group

Tenure Group 0

Tenure Group 1

Tenure Group 2

Tenure Group 3

Chapter 3 Official Personnel Records 3

Chapter 4 Pay Administration 4

General Information

Earnings Statements

Premium Pay

Environmental Differential Pay

Hazardous Duty Pay

Pay Adjustments

Within-Grade Increases

Waiting Periods for Within-Grade Increases

Severance Pay

Chapter 5 Hours of Duty 6

Chapter 6 Absence and Leave 6

Annual Leave

Advancement of Annual Leave

Sick Leave

Advancement of Sick Leave

Family Medical Leave Act (FMLA)

Leave Transfer Program

vi

Bone Marrow or Organ Donor

Military Leave

22 Day Leave

44 Day Leave

Leave Without Pay (LWOP)

Court Leave

Excused Absence

5 Days Excused Absence for Returning Activated Military Employees

Adverse Weather Dismissals

Absence Without Leave (AWOL)

Enforced Leave

Chapter 7 Performance Appraisal Program 9

General Information

Performance Appraisals

Unacceptable Performance

Appeals

Chapter 8 Incentive Awards 10

Cash Award

Quality Step Increase

Time-Off Award

Suggestion Award

Honorary Award

Length of Service Award

Chapter 9 Federal Employees' Group Life Insurance (FEGLI) 11

Eligibility

Leave Without Pay Status

Retirement

Chapter 10 Federal Employees Health Benefits Program (FEHB) 12

Enrollment

Eligibility

Who Is Covered

Costs

Changing Plans

Choice of Plans and Options

Leave Without Pay (LWOP) Status

Temporary Continuation of Coverage (TCC)

Retirement

Chapter 11 Additional Optional Programs 13

Flexible Spending Accounts (FSA)

Federal Long Term Care Insurance Program (FLTCIP)

Federal Employees Dental and Vision Insurance Programs (FEDVIP)

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Chapter 12 Uniformed Services Employment and Reemployment Rights Act 14

General Information

Pay

Military Leave

Annual Leave

Leave Without Pay

Absent-Uniformed Services (AUS)

Intermittent Use of Leave

Health Benefits

Life Insurance

Retirement

Thrift Savings Plan (TSP)

Return to Civilian Duty

Reduction in Force (RIF)

Appeal Rights

Chapter 13 Injury Compensation 17

General Information

Work Related Injury or Illness

Absence and Return to Work

False Claims

Death

Chapter 14 Retirement 17

General Information

Civil Service Retirement System (CSRS)

Federal Employee Retirement System (FERS)

Withdrawals Upon Separation

Prior Federal Service Time

Military Deposit Service

Interest Accrual Date

Chapter 15 Thrift Savings Plan (TSP) 19

General Information

Traditional (Pre-Tax) TSP

Roth (After Tax) TSP

Withdrawal from Your TSP Account

Chapter 16 Political Activities 20

What the Technician May Do (But Not in Uniform)

What the Technician May not Do

Chapter 17 Standards of Conduct 21

Chapter 18 Discipline and Adverse Actions 22

Discipline Actions

Adverse Actions

Appeal and Grievance Procedures

Chapter 19 Voluntary Separation From the Technician Program 23

Chapter 20 Life Events 23

Change in Family Status

Survivor Benefits

Designation of Beneficiary

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Chapter 21 Classification 23

General Information

Classification Appeals

Chapter 22 Merit Promotion and Placement 24

General Information

Chapter 23 Reduction-In-Force 24

Chapter 24 Training and Development 25

Individual Training Plan (IDP)

Constitution Day and Citizenship Day

Chapter 25 Labor-Management Relations 25

Chapter 26 Equal Employment Opportunity (EEO) 26

Diversity

Complaints

Chapter 27 Employee Assistance Program (EAP) 26

Alcohol and Drug Abuse

Chapter 28 Telework Program 27

Chapter 29 Mass Transit Program 27

Chapter 30 Miscellaneous 28

Physical Fitness

Smoking Policy

Safety and Health

Self Service MyBiz / My Workplace

Travel Outside the United States, its Territories and Possessions

Acronyms and Abbreviations 29

Index 31

Human Resource Office Point of Contact 33

Notes 34

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Chapter 1

BACKGROUND

The National Guard grew out of the various State militias that have been

a significant part of American defense history since the late 17th Century. With

your selection as a National Guard Military Technician, you have become a federal

employee covered by 32 USC 709. Because of this law, you are referred to as a

Military Technician. Your primary mission as a Military Technician is to provide

day-to-day continuity in the operation and training of Army and Air National Guard

units. There are two categories of Military Technicians covered under 32 USC 709:

Dual Status (DS) (requires military membership) and Non-Dual Status (NDS) (does

not require military membership).

Military Technicians are employees of the Department of Army or

Department of the Air Force. Dual Status Military Technicians are required to

maintain military membership in the National Guard in order to retain employment.

These Military Technicians are referred to as dual-status technicians. However,

unlike other Federal employees, the State Adjutant General has the authority to

affect employment and is the level of final appeal for most personnel actions. With

few exceptions, Military Technicians enjoy the same benefits, privileges and rights

as other federal employees.

The National Guard also employs Technicians who are not required to

hold military membership. These employees are referred to as Non Dual Status

(NDS) technicians. If you are an NDS technician, your terms and conditions of

employment are very similar to those described in this Handbook, but not identical

in all cases. Because the majority of our technicians are dual status Military

Technicians (not NDS), this Handbook primarily addresses the Military Technician

workforce. For additional information on the difference between DS/NDS

Technician Program, please contact the Human Resources Office.

Chapter 2

EXCEPTED SERVICE

Positions in the National Guard Military Technician Program that require

military membership in the National Guard as a condition of employment are in the

excepted service under the provisions of 32 USC 709. This status means you are

“exempt” from the rules that govern civil service employees, i.e. in the requirements

for appointments. Employment as a National Guard Military Technician does not

result in “competitive” civil service status. Loss of military membership for any

reason will cause termination of technician employment.

VETERANS’ PREFERENCE: Veterans’ preference is not applicable to

appointment or retention in the National Guard Military Technician Program.

MILITARY UNIFORM: Dual status Military Technicians are required to

wear the uniform while performing technician duties. Additionally, compliance with

established grooming, weight management and physical fitness requirements is

essential. While in uniform, even after duty hours, proper customs and courtesies

will be extended as appropriate.

2

COMPATIBLE MILITARY ASSIGNMENT: Dual status Military

Technicians are required to be assigned to a military position and unit compatible

with his/her Military Technician position. Failure to maintain military compatibility is

grounds for termination.

TRAVEL: When traveling in connection with your duties, travel

expenses and per diem will be authorized in accordance with Department of

Defense Joint Travel Regulations. If you are required to travel, you may be issued

a government credit card. This card may be used to obtain a cash advance (within

per diem limits) from an ATM for travel and other travel expenses such as airfare,

lodging, meals, etc.

Under no circumstance should a government travel card be used for personal use.

It is your responsibility to promptly pay your credit card bill. Disciplinary action will

result from abuse or improper use of your government travel card.

Upon completion of TDY travel, submit a travel voucher to the appropriate

reimbursement office within five days. You are required to furnish receipts for any

official miscellaneous expenses over $75. These receipts should be attached to

your travel voucher claim. If you need assistance in completing your voucher, ask

your supervisor. A correctly completed voucher will assist the Comptroller Travel

and Voucher Section in promptly processing your claim.

OVERTIME PAY: National Guard Military Technicians are not entitled to

overtime pay. Compensatory time off for any overtime work to include travel time

will be granted.

COMPENSATORY TIME: Compensatory time off for pre-approved

overtime work will be granted at supervisor’s discretion. The amount of time off

given is equal to the time you spent outside your normal duty hours or irregularly

scheduled work. In order to be compensated, you must receive your supervisor's

approval before performing such work. Compensatory time must be used within 26

pay periods from the pay period in which it was earned or the time will be forfeited.

COMPENSATORY TIME FOR TRAVEL: Military Technicians may also

earn compensatory time for time spent traveling to and from TDY location and for

TDY duty on a non-scheduled work day. Travel must be officially authorized for

work purposes and must be approved by an authorized organization official.

Check with the HRO for your state’s policy.

PERMANENT EMPLOYMENT: All National Guard Military Technicians

who must maintain military membership as a condition of employment are

appointed in the excepted service and must serve a one-year trial period. The

technician may be removed during this trial period if performance and/or conduct

do not meet expected standards. Upon successful completion of the trial period,

the dual status Military Technician is converted to “career” status. Non-dual status

Military Technicians are appointed as “career-conditional” employees and must

serve a one-year probationary period. Non-dual status Military Technicians must

serve three years before obtaining “career” status.

INDEFINITE EMPLOYMENT: Indefinite employment is temporary in

nature and will normally last more than one year but no more than four years.

Benefits are the same as a permanent technician. Indefinite technicians are in

Tenure Group 3 and are not eligible for conversion to permanent status. Indefinite

technicians serve at the will of the appointing official and may be separated at any

time, after a 30-day written notice memorandum is issued by the HRO.

3

TEMPORARY EMPLOYMENT: Technicians may be employed for short

periods of time with a not to exceed ending date, usually one year. Temporary

limited employees are in Tenure Group 0. These temporary appointments do not

confer the same benefits as permanent appointments and the employee may be

separated at any time.

EMPLOYMENT TENURE GROUP: Tenure is the period of time you as

an employee may reasonably expect to serve under your current appointment. It is

granted and governed by the type of appointment under which you are currently

serving. It is also used to determine release order in cases of reduction-in-force.

There are four tenure groups: Tenure 0 (Temporary), Tenure 1 (Permanent),

Tenure 2 (Trial or Probationary Period), and Tenure 3 (Term/Indefinite). The order

of release would be technicians in Tenure Group 0 before any others, then Tenure

Group 3 employees before Tenure Group 2 employees, and Tenure Group 2

before Tenure Group 1.

TENURE GROUP 0: If you were employed in a temporary, time-limited

appointment (with a “Not to Exceed” date), you were placed in Tenure Group 0. As

a tenure group 0 employee, you may not receive an advance written notice prior to

your release from service. As a tenure Group 0 employee, you do not have any

appeal rights.

TENURE GROUP 1: If you were appointed in permanent status, or have

completed requirements for career tenure, you are placed in Tenure Group 1. As a

permanent employee, your appointment carries no restriction or condition such as

conditional, specific time limitation, or trial period.

TENURE GROUP 2: If you are serving on a trial or probationary period,

you are placed in Tenure Group 2. As a Tenure 2 employee, you must serve a trial

period (DS) or probationary period (NDS) in which your job performance and

behavior are observed and assessed by your supervisor. Your supervisor will

recommend your retention or non-retention prior to the end of the trial or

probationary period. However, Military Technicians can be released anytime during

the trial or probationary period if his/her performance or behavior falls below the

required expectations. A probationary technician has no right to appeal separation.

Tenure Group 2 will automatically convert to Tenure Group 1 upon successful

completion of the trial/probationary period.

TENURE GROUP 3: If you are employed as an “indefinite employee,” or

a “term employee”, your appointment is normally expected to last more than one

year but not more than four years. You will receive a 30-day written notice prior to

your separation/release.

Chapter 3

OFFICIAL PERSONNEL RECORDS

Official Personnel Folders (OPFs) are established in the Human

Resources Office and an electronic version may be accessed on line by employees

at https://eopf1.nbc.gov/nationalguard/. These on-line folders contain official

documents pertaining to your technician employment. You are encouraged to

periodically review your eOPF. The eOPF web application provides technicians

4

access to the digital version of their Official Personnel Folder (OPF) from a .mil

domain network. Access for Title 32 Technicians will begin in early 2016.

When a Military Technician leaves federal employment, the OPF is

forwarded to the Federal Records Center, St. Louis, MO, not later than 60 days

after separation.

Supervisors are required to maintain a technician work-folder and NGB

Form 904 or its electronic equivalent. This folder may be reviewed at any time by

the technician.

Technicians are furnished original copies of all Notification of Personnel

Action (NPA). You are strongly encouraged to maintain these NPAs together with

other personnel documents such as your job application and resume.

The Employee Benefits Information System (EBIS) is a web application

that allows technicians to access general and personal benefits information and

conduct electronic transactions using a computer. The system contains

comprehensive information and personalized benefits statements. The Army

Benefit Center - Civilian (ABC-C) provides automated benefits support to both

Army and Air Force Title 32 Technicians through EBIS and trained Benefits

Specialists. The Specialists are knowledgeable on life and health insurance, Thrift

Savings Plan, and retirement issues. You can access EBIS through the ABC-C

web portal at https://www.abc.army.mil/.

The Defense Civilian Personnel Data System (DCPDS) Self Service

Module is a computer supported system designed to improve the accuracy,

responsiveness, and usefulness of data required for civilian personnel

management. The Self Service Module called MyBiz+ gives technicians’ access to

their most current Notices of Personnel Actions (SF 50) and to employment

verification information. Technicians can also update educational and training

information. Supervisors and Managers are able to view their technician's

information using the MyTeam module. You can access MyBiz+ either through the

ABC-C portal or here: https://compo.dcpds.cpms.osd.mil/.

The myPay tool gives the technician direct access to their pay records

and allows them to make certain changes such as address, direct deposit and pay

allotments. Leave and Earnings Statements (LES) along with W-2 forms can be

viewed and/or printed by the technician. You can access myPay either through the

ABC-C portal or here: https://mypay.dfas.mil/mypay.aspx.

Chapter 4

PAY ADMINISTRATION

GENERAL INFORMATION: Military Technicians are paid bi-weekly via

electronic funds transfer (EFT) IAW DoD policy. Allotments may be deducted from

your pay for the following purposes:

• Union dues

• Savings bonds

• Allotments to financial institutions

• Charitable contributions, such as the Combined Federal Campaign

5

EARNINGS STATEMENTS: A Department of Defense Civilian Leave

and Earnings Statement (LES) is available to each technician every pay period.

The statement shows current and year-to-date earnings and deductions, TSP

contributions, and leave balances. Technicians should review each LES and

assure calculations and accruals are correct. You can view your LES via MyPay

website at https://mypay.DFAS.mil. Check with your supervisor or HRO on how to

obtain access to MY PAY. After reviewing your LES, if you find an error or you

have questions about the information, such as incorrect earnings, leave

accumulation, taxes or other listings; you should contact your supervisor

immediately for assistance.

PREMIUM PAY: Premium pay is additional pay when authorized in

advance for holiday work.

ENVIRONMENTAL DIFFERENTIAL PAY: Federal Wage System

(WG/WL/WS) technicians exposed to various degrees of hazard, physical hardship

or other unusual working conditions in the performance of their duties may be

authorized Environmental Differential Pay (EDP) in accordance with established

regulations.

HAZARDOUS DUTY PAY: General Schedule (GS) employees may be

paid hazardous duty pay (HDP) only for a duty included in official listings of

irregular or intermittent hazardous duties involving physical hardship. A differential

may not be paid to a technician for duty listed when the duty has been credited in

the classification of the technician's position.

PAY ADJUSTMENTS: Pay increases are granted upon receipt of

revised pay schedules. Pay tables are published on the Office of Personnel

Management web site at www.opm.gov.

WITHIN-GRADE INCREASES: A with-in grade increase (WGI) is an

increase in a technician’s basic pay, by advancement from one step of his/her

grade to the next step after meeting requirements for length of service and

satisfactory performance.

WAITING PERIODS FOR WITHIN-GRADE INCREASES

FEDERAL WAGE SYSTEM (WG/WS): Temporary, term, indefinite and

permanent Wage Grade technicians are eligible for a WGI the pay period following

completion of the required waiting period provided performance is fully acceptable

and no equivalent increase was received during the waiting period. Waiting periods

to the following steps are:

Step 2 - 26 calendar weeks in Step 1

Step 3 - 78 calendar weeks in Step 2

Step 4 - 104 calendar weeks in Step 3

Step 5 - 104 calendar weeks in Step 4

GENERAL SCHEDULE (GS): Only indefinite and permanent General

Schedule employees are eligible for a WGI. A WGI is processed in the pay period

following completion of the required waiting period provided the employee has

performed at an acceptable level of competence and he/she has not received an

equivalent increase during the waiting period. Waiting periods to the following steps

are:

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Steps 2, 3 and 4 - 52 calendar weeks of creditable service

Steps 5, 6 and 7 - 104 calendar weeks of creditable service

Steps 8, 9 and 10 - 156 calendar weeks of creditable service

*Note: Excess time in a personal (non-military related) Leave Without

Pay status may result in a delay of the WGI. Contact the HRO for additional

information.

SEVERANCE PAY: Permanent technicians who have been employed

for at least 12 months are eligible for severance pay if separated involuntarily (not

for cause) and ineligible for an immediate annuity. Temporary, Term, and Indefinite

technicians are not eligible for severance pay. The total amount of severance pay

that can be paid to an employee is limited to 52 weeks. Check with your HRO to

determine your eligibility.

Chapter 5

HOURS OF DUTY

The technician workweek varies depending on the unit of assignment

and/or position requirement. In general, you are required to work 80 hours in a

two-week pay period. Your supervisor will advise you of your work schedule and of

your state published policies on hours of duty.

Chapter 6

ABSENCE AND LEAVE

ANNUAL LEAVE: A technician may use annual leave for vacations, rest

and relaxation, and personal business or emergencies. An employee has a right to

take annual leave, subject to the right of the supervisor to schedule the time at

which annual leave may be taken. Technicians accrue annual leave as follows:

Accrual Rates

Employee Type

Less than 3

years of service

3 years but less

than 15 years of

service *

15 or more

years of

service *

Full-time

employees

½ day (4 hours)

for each pay

period

¾ day (6 hours)

for each pay

period, except

1¼ day (10

hours) in last pay

period

1 day (8 hours)

for each pay

period

Part-time

employees

1 hour for each

20 hours in a pay

status

1 hour for each

13 hours in a pay

status

1 hour for each

10 hours in a

pay status

Uncommon

tours of duty

(4 hours) times

(average # of

hours per

biweekly pay

period) divided

by 80 = biweekly

accrual rate.

(6 hours) times

(average # of

hours per

biweekly pay

period) divided

by 80 = biweekly

accrual rate.**

(8 hours) times

(average # of

hours per

biweekly pay

period) divided

by 80 =

biweekly accrual

rate.

7

*Note: A temporary technician with an appointment of less than 90 days is entitled

to annual leave only after being currently employed for a continuous period of 90

days under successive appointments without a break in service. After completing

the 90-day period of continuous employment, the employee is entitled to be

credited with the leave that would have accrued to him or her during that period.

ADVANCEMENT OF ANNUAL LEAVE: Supervisors may grant

advanced annual leave consistent with the State’s leave policy. The amount of

annual leave that may be advanced is limited to the amount of annual leave a

technician would accrue during the remainder of the leave year. Advanced leave is

not an entitlement. In most cases, a technician who is indebted for advanced

annual leave and separates from Federal service is required to refund the amount

of advance leave for which he or she is indebted. Technicians pending separation

(such as technicians on temporary appointments or those whose retirement is

planned), advanced leave may not exceed the amount that can be repaid by

accrual before the separation.

SICK LEAVE: Sick leave accrual is four hours per pay period and there

are no limitations on how much sick leave can be accrued. Sick leave may be

used for a technician’s medical, dental or optical examinations or treatment,

incapacitation for performance of duties by physical or mental illness, injury,

pregnancy or childbirth. Up to 104 hours of sick leave per leave year may also be

used for any activity related to adoption of a child, for bereavement purposes, or to

care for an ill family member (please consult your HRO concerning using sick leave

to care for a family member). It is the technician’s responsibility to notify his/her

supervisor as soon as possible regarding the necessity to use sick leave.

ADVANCEMENT OF SICK LEAVE: Up to 240 hours of sick leave may

be advanced to a technician. When sick leave is advanced, it must be supported

by medical documentation describing the illness or injury of the employee or family

member and the anticipated duration of the disability.

FAMILY MEDICAL LEAVE ACT (FMLA): Technicians who have

completed at least 12 months as either a permanent or indefinite employee are

entitled to provisions under the Family Medical Leave Act (FMLA). This Act allows

technicians to use up to 12 weeks of unpaid leave during a 12 month period for the

birth and care of a child; making arrangements for adoption or foster care; the care

of a spouse, son, daughter or parent with a serious health condition; or a serious

health condition that makes the technician unable to perform the essential function

of his or her position. Requests for leave under the FMLA must be submitted to the

employee’s supervisor with medical documentation not less than 30 days before

leave is to begin or as soon as is practicable. Appropriate paid leave may be

substituted for LWOP.

In addition to above, should a family member incur a serious illness or

injury while on active duty, you are entitled to up to 26 weeks of Family Military

Leave to care for that family member. Check with your HRO to see if you are

eligible for this program.

LEAVE TRANSFER PROGRAM: Under the Leave Transfer Program,

technicians can donate annual leave to other technicians who are seriously ill or

have family members who are seriously ill. Leave recipient applicants must

exhaust all accrued leave to be eligible for the leave transfer program. Technicians

8

may not transfer sick leave. If you wish to donate leave or apply to become a leave

recipient, contact your supervisor or HRO.

As an exception to the above, if you are a “Wounded Warrior,” you do

not have to exhaust available paid leave before receiving donated leave. A

“wounded warrior” is defined as a Federal employee who sustains a combat-

related disability while serving as a member of the Armed Forces and is

undergoing medical treatment for that disability.

BONE MARROW OR ORGAN DONOR: Technicians are entitled to 7

workdays of paid leave each calendar year to serve as a bone marrow donor.

Organ donors are authorized 30 workdays. This leave is recorded as

Administrative Leave (LN).

MILITARY LEAVE (15-Day/120 hours): Military leave is authorized for

permanent and indefinite technicians. Eligible technicians are authorized 120

hours of Military Leave each fiscal year for the purpose of active duty, active duty

for training, or Inactive Duty Training (IDT). Military leave cannot be used on State

Active Duty. Technicians may carry 120 hours of military leave from one fiscal year

to the next; however the balance of their military leave cannot exceed 240 hours.

22-DAY LEAVE (176 hours): Eligible technicians are authorized up to

176 hours of leave each calendar year for the purpose of providing military aid to

enforce the law or for the purpose of providing assistance to civil authorities in the

protection or saving of life or property or the prevention of injury. This provision

may also be used when mobilized under contingency orders. This is NOT a dual

compensation benefit. You will receive the greater of your Civilian or Military pay.

The appropriate pay section will accomplish collection of the lesser amount.

Coordinate with your supervisor, timekeeper, and payroll CSR.

44-DAY LEAVE (352 hours): Technicians are authorized 352 hours of

military leave in a calendar year for employees participating in operations outside

the United States and its territories. Technicians are placed on active duty orders

without pay and receive a retirement point for each day on active duty. The

technician continues to receive his/her technician salary.

LEAVE WITHOUT PAY (LWOP)(Personal): Based upon your written

request and at the discretion of the supervisor, you may be granted approved

absence from duty without pay. Leave without pay (LWOP) may be approved for

such purposes as pursuing training beneficial to the agency, recovering from illness

or disability, or sustaining your technician status and benefits pending actions of

disability retirement or injury compensation claims. LWOP may be granted

whether or not you have annual or sick leave to your credit. LWOP in excess of 30

days must be approved by the Human Resources Office and will be granted only in

special circumstances.

COURT LEAVE: Court leave is the authorized absence of a technician

from work status for jury duty or for attending judicial proceedings in a non-official

capacity as a witness on behalf of a state or local government. If the witness

serves in a non-official capacity on behalf of a private party, the technician must be

in an appropriate leave status. Check with HRO on authorized entitlements.

EXCUSED ABSENCE: An excused absence is absence from duty,

administratively approved, without loss of pay and without charge to leave. This

absence may be granted in limited circumstances which are directly related to the

9

mission of the National Guard, enhance professional development, or involve

activities officially sanctioned by the National Guard. Examples include voting,

blood donation (NTE 4 hours), and certain conferences and conventions.

5 DAYS EXCUSED ABSENCE FOR RETURNING ACTIVATED

MILITARY EMPLOYEES (Presidential Leave): If you were activated for military

service in connection with Global War on Terrorism (GWOT) such as Operation

Noble Eagle, Operation Enduring Freedom, Operation Iraqi Freedom, or any other

military operation subsequently established under Executive Order 13223, are

entitled to five work days of excused absence without charge to leave. The

technician must spend at least 42 consecutive days at the deployment site and the

deployment must be in support of GWOT. The five days of excused absence must

be granted as soon as the technician reports back for Federal civilian duty or

notifies the agency of his or her intent to return to civilian duty. The five days of

excused absence must also be used for a continuous period immediately upon

return. The days may not be “stockpiled” for use at a later date. The technician is

obligated to report for work at the end of the 5-day period.

ADVERSE WEATHER DISMISSALS: When The Adjutant General or

delegated representative authorizes the shutdown or closure of a facility because

of weather conditions or emergency situations, your supervisor will advise you if

you will be required to report to work, and or if you will be authorized to depart your

duty location. Key personnel may be required to report for duty or remain on

station.

ABSENCE WITHOUT LEAVE (AWOL): If you are absent from work

without authorized leave approved by your supervisor, you are Absent Without

Leave (AWOL) and in a non-pay status. An AWOL charge may result in

disciplinary action to include termination.

ENFORCED LEAVE: All employees are subject to the provisions of

enforced leave. Management has the right to require a technician to leave the

worksite when:

a. The technician is not ready, willing, or able to perform assigned duties.

b. The technician’s continued presence is highly undesirable because the

employee presents an immediate threat to himself, others, or government property.

c. The technician must never be instructed to leave the worksite if their ability

to drive is questionable. In such cases, the supervisor must arrange for a family

member or a co-worker to provide transportation for the technician.

Enforced leave must be terminated as soon as management determines the

technician is ready, willing, and able to perform assigned duties, or the immediate

emergency is resolved.

Chapter 7

PERFORMANCE APPRAISAL PROGRAM

GENERAL INFORMATION: The Performance Appraisal Program is

governed by National Guard Technician Personnel Regulation (TPR) 430. The

Performance Appraisal Program utilizes a 5-tier summary rating pattern. Every

eligible technician shall be issued a performance plan containing the technician’s

critical elements and performance standards. Each eligible technician shall have

their work assignments or responsibilities described in their performance plan as a

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critical element. Technicians are generally assigned three to five critical elements,

up to a maximum of ten critical elements. Performance expectations will normally

be communicated to the technician in writing within 30 days from the start of the

rating cycle, entrance on duty of a new technician, or technician job change; but no

later than 120 days prior to the end of the appraisal period.

PERFORMANCE APPRAISALS: The appraisal period will be on an

annual basis with the appraisal year; normally October 1 through September 30

each year. An integral part of the performance management process is the

supervisory assessment of performance relative to critical elements and

performance standards. This written statement captures the technician’s

accomplishments or lack thereof, if applicable, during the appraisal period and

determines the rating. Assessing performance involves evaluating technician

performance relative to communicated performance expectations, including critical

elements and performance standards for the appraisal period. A supervisor shall

prepare a closeout assessment for a technician when it is known the technician will

change positions resulting in a new supervisor. Additionally, a supervisor shall

prepare a closeout assessment, as required, for technicians on details or other

previously occupied positions, as input for a technician’s rating of record. A

closeout assessment is only required if a technician has been assigned to a

specific supervisor and has been on an approved performance plan for more than

120 calendar days.

UNACCEPTABLE PERFORMANCE: If at any time during the appraisal

cycle a technician’s performance is determined to be unacceptable in one or more

critical elements, then the technician will be notified of which element(s) are not

being performed at an acceptable level and the level of performance of

performance that must be attained to demonstrate acceptable performance. The

technician will be given a Performance Improvement Plan (PIP) and a reasonable

period of time (typically 30 to 120 calendar days) to show acceptable performance.

Once the technician has been afforded a reasonable opportunity to improve their

performance, but their performance is still unacceptable, the agency may propose

a reduction in grade, reassignment, or removal action.

APPEALS: Technicians may file an appeal if they are dissatisfied with

their performance appraisal. The appeals process is defined in TPR 430, the

negotiated union contract or as prescribed in local administrative grievance

procedures.

Chapter 8

INCENTIVE AWARDS

The Incentive Awards Program is designed to improve operations and services. Its

purpose is to motivate increased productivity and creativity by recognizing

employees whose job performance and/or adopted ideas benefit the agency and

are substantially above normal job requirements and performance standards. You

may earn an award for your high level performance, a suggestion, an invention, or

a special act or service, as long as it benefits the government and is outside your

normal job responsibilities; or, if within your job responsibilities, it is of such high

quality that an award is warranted. These awards may be made to an individual

technician or shared by a group. Each state’s award system is determined by its

existing regulation and policy.

11

CASH AWARD: Sustained Superior Performance (SSP), “on-the-spot”,

or a onetime special act or service may be recognized with a cash award. This is a

single payment that does not change your rate of pay.

QUALITY STEP INCREASE: A Quality Step Increase (QSI) is a one-

step increase in a General Schedule rate of basic pay. A QSI is based on a

sustained high-quality performance, and can be awarded to employees that have

received a Level 5 performance rating. Only one QSI can be award per 52 weeks.

TIME-OFF AWARD: This award grants an excused absence to a

technician without charge to leave or loss of pay. Time-off awards are intended to

increase productivity and creativity by rewarding contributions to the quality,

efficiency, or economy of government operations. Technicians may be awarded up

to a total of 80 hours of time off during a leave year. The amount of time off that

may be awarded to part-time or intermittent technicians is based on the average

number of hours worked.

SUGGESTION AWARD: These awards are given to technicians who

provide suggestions to improve the economy, efficiency, or effectiveness of

Federal Government operations, which have been adopted by the agency.

Suggestion awards may be monetary or non-monetary. Please contact your HRO

for suggestion award availability.

HONORARY AWARD: These awards do not involve cash payment or

time-off. The award is of an honorific value, such as a letter, certificate, medal,

plaque, or item of nominal value.

LENGTH OF SERVICE AWARD: Technicians are awarded certificates

and pins as they reach milestones in Federal Service (5-year increments after 10

years creditable service).

Chapter 9

FEDERAL EMPLOYEE GROUP LIFE INSURANCE (FEGLI)

ELIGIBILITY: All permanent and indefinite technicians with regularly

scheduled tours of duty are eligible to enroll in the FEGLI. The government pays

one-third of the cost of your basic life insurance, and you are automatically covered

for basic life unless you waive this coverage. If you are eligible for basic coverage,

you may select additional options by submitting Standard Form 2817 within 60

days of the date of your appointment or qualifying life event (QLE). Some

examples of a QLE are marriage, divorce or the birth/acquisition of a child.

Temporary NTE technicians are ineligible for FEGLI coverage unless they convert

from a covered position to a non-covered position without a break in service under

the Continuity Rule.

LEAVE WITHOUT PAY STATUS: Technicians on Leave Without Pay

(LWOP) will continue to be covered for a period not to exceed one year at no cost

to the employee. Coverage may be extended an additional 12 months if on Absent-

US as outlined in chapter 12 of this guide.

RETIREMENT: You may continue your FEGLI coverage into retirement

if you have been covered for the 5 years immediately preceding your retirement or

from your first opportunity to enroll. Your FEGLI Handbook will explain your

coverage options in detail. A copy of the Handbook can be found at:

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http://www.opm.gov/healthcare-insurance/life-insurance/reference-

materials/handbook.pdf.

Chapter 10

FEDERAL EMPLOYEE HEALTH BENEFITS PROGRAM (FEHB)

ENROLLMENT: In order to enroll for health insurance benefits, you

must submit Standard Form 2809, Health Benefits Registration, within 60 days of

your entry-on-duty date, or the date you first become eligible to enroll. Health

plans provide varying benefits at various costs. If you fail to enroll in a health

insurance plan within 60 days of becoming eligible, you must wait until the next

Open Season period or QLE to enroll.

ELIGIBILITY: Your eligibility is based on your type of appointment and

work schedule. Generally speaking, all permanent and indefinite technicians with

regularly scheduled tours of duty are eligible for the FEHB program. technicians on

temporary appointments, technicians on seasonal schedules who will be working a

schedule of less than six months per year, and intermittent technicians who are

expected to work 130 hours per month or more for at least 90 days are eligible to

enroll in an FEHB plan. You are covered from the effective date of enrollment

without a medical examination or restrictions based on your age or preexisting

condition. The program offers virtually immediate coverage by taking effect on the

first day of the pay period that begins after the HRO receives your completed

application.

WHO IS COVERED: Self-only enrollment provides benefits just for you.

Self and Family enrollment provides benefits for you, your spouse, and your

dependent unmarried children under 22 years of age (unless the child is

determined to be disabled prior to their 26th birthday).

COSTS: FEHB premiums are paid through payroll deductions. The

government shares the cost of health coverage for technicians who have

permanent or indefinite technicians. The government will pay 72% of the overall

weighted average or 75% of the total premium for the plan selected, whichever is

less. The employee is responsible for 28% or 25% respectively. Technicians

working on seasonal schedules for less than six months in a year and those

working intermittent schedules who are expected to work 130 hours per month or

more will receive the same government contribution as full-time permanent

technicians.

CHANGING PLANS: You can change plans and/or options during the

annual Open Season. Notices pertaining to the Open Season will be published by

the HRO. Various circumstances such as marriage, divorce, or the birth of a child,

etc., will also allow you to change your enrollment at times other than Open

Season. Contact HRO for complete information. Be sure you carefully review all

available health insurance plans and decide which plan is best for you and your

family.

CHOICE OF PLANS AND OPTIONS:

Fee-For-Service Plans: These plans reimburse you or the health care

provider for covered services. If you enroll in one of these plans, you may choose

your own physician, hospital, and other health care providers.

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Pre-paid plans: These are Health Maintenance Organizations (HMO’s)

that provide or arrange for health care by designated plan physicians, hospitals,

and other providers in particular locations.

LEAVE WITHOUT PAY (LWOP) STATUS: A technician in Leave

Without Pay status may continue FEHB coverage for a limited period. If the period

of LWOP status is more than 30 days, you must contact the HRO prior to

commencement for specific costs and length of coverage. Employees in LWOP for

military duty contingency operations may be eligible for 24 months of free FEHB,

see chapter 12 for more information.

TEMPORARY CONTINUATION OF COVERAGE (TCC): You should be

aware that if you leave Federal employment, you are eligible for TCC (unless you

are separated for gross misconduct). TCC can continue your FEHB enrollment for

up to 18 months. TCC is also available for up to 36 months for dependents who

lose eligibility as family members under your enrollment. This includes spouses

who lose coverage because of divorce and children who lose coverage because

they marry or reach age 26. TCC enrollees must pay the total plan premium

(without a government contribution) plus a 2% charge for administrative expenses.

There are specific time periods in which you or your dependent must enroll for

TCC. Contact your HRO for additional information.

RETIREMENT: You may continue your FEHB coverage into retirement

if you have been covered for the 5 years immediately preceding your retirement or

from your first opportunity to enroll.

Chapter 11

ADDITIONAL OPTIONAL PROGRAMS

FLEXIBLE SPENDING ACCOUNTS (FSA): This is a tax-favored

program to set aside pre-tax money to pay a variety of health-care or dependent-

care related expenses (dental, medical, vision). Enroll 60 days from your date of

appointment or an open season each year (mid-November through mid-

December). Permissible changes are based on qualified status changes

(marriage, children, employment, residence, dependents eligibility, etc). You must

re-enroll each year to be eligible for FSA’s new unspent funds carryover. This

allows participants to carry up to $500 of unspent funds to be carried over from the

previous year into the next year. The FSA is administered through a third party

contractor and enrollment is solely accomplished using the www.fsafeds.com

website.

FEDERAL LONG TERM CARE INSURANCE PROGRAM (FLTCIP):

The FLTCIP is insurance to cover care needed to perform daily activities if the

employee is suffering an on-going illness or disability. It is not for acute care or the

type of care received in a hospital. This is the only government-endorsed long

term care insurance program for current and retired employees. Its purpose is to

pay for long-term home-care, nursing home or assisted living services.

Technicians are initially eligible within 60 days of appointment or can apply via the

full underwriting application directly with the LTC Partners, LLC. For more

information visit www.ltcfeds.com.

FEDERAL EMPLOYEES DENTAL AND VISION INSURANCE

PROGRAM (FEDVIP): The FEDVIP provides comprehensive dental insurance

and vision insurance. You can choose from seven dental plans and three vision

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plans. FEDVIP features nationwide, regional, and international plans. You pay the

entire premium. Enrollment in FEDVIP is accomplished through

www.benefeds.com website.

Chapter 12

UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

(USERRA)

GENERAL INFORMATION: Restoration rights are provided for National

Guard technicians who leave technician employment to serve on active duty or on

active duty for training in the Armed Forces. The Human Resources Office must

be contacted prior to your entrance on active duty to schedule an out-processing

briefing. Civilian Federal employees who are members of the Uniformed Services

and are called to active duty (or volunteer for active duty or full-time National Guard

duty) are entitled to the following rights and benefits:

PAY: While you are performing active military duty, you will receive

compensation from the Armed Forces in accordance with the terms and conditions

of your military enlistment or commission. You will not receive any compensation

from your civilian-employing agency unless you elect to use military leave and/or

annual leave as described in the next two paragraphs below.

MILITARY LEAVE: If you perform active military duty, you are

authorized military leave. Eligible technicians are authorized 120 hours of military

leave each fiscal year for the purpose of active duty, active duty for training, or

Inactive Duty Training (IDT). Military leave cannot be used on State Active Duty.

Technicians may carry 120 hours of military leave from one fiscal year to the next;

however the balance of their military leave cannot exceed 240 hours. You can find

a fact sheet on military leave at http://www.opm.gov/oca/leave/HTML/military.HTM

and at https://www.opm.gov/faqs/topic/payleave/index.aspx?cid=f24794b1-dc27-

41d8-b4e0-255cefc2c817, you can find Frequently Asked Questions on Military

Leave.

ANNUAL LEAVE: While on active military duty, you may request the

use of accrued and accumulated annual leave to your credit (under 5 U.S.C. 6303

and 6304), and such requests must be granted by the agency. In addition, requests

for advanced annual leave may be granted at the agency's discretion. See

http://www.opm.gov/oca/leave/HTML/ANNUAL.HTM for additional information on

annual leave.

If you use annual leave, you will receive compensation from your civilian

position for all hours charged to annual leave in addition to your military pay for the

same period. When you enter into active military duty, you may choose to (1) have

your annual leave remain to your credit until you return to your civilian position, or

(2) receive a lump-sum payment for all accrued and accumulated annual leave.

See http://www.opm.gov/oca/leave/HTML/lumpsum.htm for additional information

on lump-sum payments for annual leave.

ABSENT-UNIFORMED SERVICE (ABSENT-US OR AUS): The

USERRA generally requires an organization to place an employee entering military

duty or service on AUS unless the employee elects to use other leave or freely or

knowingly provides written notice of intent not to return to their technician

employment with the agency, in which case the employee can be separated.

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INTERMITTENT USE OF LEAVE (While on AUS): In accordance with

5 CFR 353.208 (Use of Paid Leave During Uniformed Service), you are authorized

while on active duty or inactive duty training to use annual leave, sick leave, earned

compensatory time off, time off awards or military leave intermittently with leave

without pay each pay period. Please contact your HRO to discuss the advantages

and disadvantages of using intermittent leave.

HEALTH BENEFITS: If you are placed in a AUS status or separated

while on military duty for more than 30 days and your duty is in support of a

contingency operation, you may retain your FEHB coverage free of charge for up to

24 months from the date the absence to serve on military duty begins. See

http://www.opm.gov/healthcare-insurance/healthcare/eligibility/#url=Reservists for

further information on FEHB coverage and see http://www.opm.gov/healthcare-

insurance/insurance-faqs/ for Frequently Asked Questions About FEHB for Federal

Civilian Employees Called to Active Duty Service.

LIFE INSURANCE: If you are placed in a AUS status while on military

duty, you may retain your FEGLI coverage for up to 24 months. The first 12

months are free. However, you must pay both the employee and agency share of

premiums for Basic coverage, and pay the entire cost for any Optional insurance

for the additional 12 months of coverage. If call to active duty beyond 12 months,

you must inform your HRO of your intent to continue coverage beyond the 12 free

months. Contact your HRO to ensure you are made aware of their procedures.

For more information see http://www.opm.gov/insure/life/calledup.asp and

http://www.insurance.va.gov/sgliSite/default.htm.

RETIREMENT: An employee who is placed in a AUS status while

performing active military duty continues to be covered by the retirement law--i.e.,

the Civil Service Retirement System (CSRS) or the Federal Employees Retirement

System (FERS). Death benefits will be paid as if you were still in the civilian

position. If you become disabled for your civilian position while performing duty

with the uniformed service and have the minimum amount of civilian service

necessary for disability benefits (5 years for CSRS, 18 months for FERS), you will

become entitled to disability benefits under the retirement law. Upon eventual

retirement from civilian service, the period of military service is creditable under

either CSRS or FERS, subject to the rules for crediting military service.

If you separate to enter active military duty, you will receive retirement

credit for the period of separation when you exercise restoration rights to your

civilian position. If you do not exercise your restoration right, but later re-enter

Federal civilian service, the military service may be credited under the retirement

system, subject to the rules governing credit for the military service.

THRIFT SAVINGS PLAN (TSP): For purposes of TSP, no contributions

can be made, either by the agency or by you, for any time in an AUS status or for a

period of non-pay or separation. You should refer to the TSP Bulletin for Agency

TSP Representatives, No. 01-22, dated May 3, 2001. You should also refer to the

TSP Fact Sheet - Effect of Non-pay Status on TSP Participation. Both issuances

are available from the TSP Internet web site at http://www.tsp.gov/.

If you are subsequently reemployed in, or restored to, a position covered

by FERS or CSRS pursuant to 38 U.S.C. Chapter 43, you may make up missed

contributions. FERS employees are entitled to receive retroactive Agency

16

Automatic (1 percent) Contributions and, if you make up your own contributions,

then you will receive retroactive Agency Matching Contributions.

Also, if FERS employees separate and their Agency Automatic (1

percent) Contributions and associated earnings are forfeited because you did not

meet the TSP vesting requirement, you are entitled to have these funds restored to

your accounts after you are reemployed. In addition, if you separate and your

accounts are disbursed as automatic cash outs, you may return to the TSP an

amount equal to the full amount of the payment after you are reemployed. For

additional information see the TSP Fact Sheet - "Benefits that Apply to Members of

the Military Who Return to Federal Civilian Service" at

https://www.tsp.gov/PDF/formspubs/oc95-5.pdf.

RETURN TO CIVILIAN DUTY: If you entered active military duty

(voluntarily or involuntarily) from any position, including a temporary position that

expired during a period of active military duty, you have full job protection, provided

you apply for reemployment within the following time limits:

(A) If you served less than 31 days, you must return to work at the

beginning of the next scheduled workday following your release from service and

the expiration of 8 hours after a time for safe transportation to your residence.

(B) If you served more than 30 days, but less than 181 days, you must

apply for reemployment within 14 days of release by the military.

(C) If you served more than 180 days, you have 90 days to apply for

reemployment.

Employees who served less than 91 days must be restored to the

position for which qualified that they would have attained had their employment not

been interrupted. Employees who served more than 90 days have essentially the

same rights, except the agency has the option of placing an employee in a position

for which qualified of like seniority, status, and pay.

Upon return or restoration, you generally are entitled to be treated as

though you had never left for purposes of rights and benefits based upon length of

service. This means you must be considered for career ladder promotions, and the

time spent in the military will be credited for seniority, successive within-grade

increases, probation, career tenure, annual leave accrual rate, and severance pay.

If you were on a temporary appointment, you must serve out the remaining time, if

any, left on the appointment. The military activation period does not extend the

civilian appointment.

REDUCTION IN FORCE (RIF): When performing active military duty,

Military Technicians have protection from reduction in force (RIF) and may not be

separated from employment for a period of 1 year following separation from active

military duty (6 months in the case of a Reservist called to active duty under 10

U.S.C. 12304 for more than 30 days, but less than 181 days, or ordered to an initial

period of active duty for training of not less than 12 consecutive weeks), except for

poor performance or conduct or for suitability reasons.

APPEAL RIGHTS: National Guard technicians do not have the right to

appeal to the Merit Systems Protection Board regarding a denial of reemployment

rights by the Adjutant General. Military Technicians may file complaints with the

appropriate district court in accordance with 38 U.S.C. 4323 (USERRA).

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**You should contact your HRO for other USERRA rights not listed here.

Chapter 13

INJURY COMPENSATION

GENERAL INFORMATION: The Federal Employees’ Compensation Act

(FECA) provides medical and wage compensation benefits for

temporary/permanent a work related injury or disease sustained in performance of

civilian technician duties. The Office of Workers’ Compensation Program (OWCP)

administers FECA while the Department of Labor has sole authority for all injury

claim decisions.

WORK RELATED INJURY OR ILLNESS: If you are injured or become

ill as a direct result of duties being performed or because of an environment

exposure in the workplace, you must notify your supervisor immediately. The

supervisor will advise you how to complete an OSHA reporting form online using

any computer with internet access. Once the OSHA form is completed you will

receive access to file an injury claim. If the injury requires immediate medical care,

your supervisor will assist you in completing all required forms at a later date.

ABSENCE AND RETURN TO WORK: Medical documentation is

required to support all work absences related to the claimed injury. The FECA

requires injured employees to return to work performing some type of duties once

the medical documentation has released the employee to either limited, light or full

duty status.

FALSE CLAIMS: All claims must meet the OWCP requirements by law

in order to be accepted by DOL as a work related injury/illness. Any misleading or

false information submitted by an employee for a claim will be investigated by CID

or DOL special agents. Fraud and abuse will be reported to the employing agency

and OWCP for appropriate action. If found guilty, the employee may be adversely

terminated from his or her employment, fined, and or imprisoned.

DEATH: The FECA provides for the payment of benefits to survivors if

the technician dies due to a work-related injury or disease.

Chapter 14

RETIREMENT

GENERAL INFORMATION: There are two Federal retirement systems:

 Civil Service Retirement System (CSRS)

 Federal Employees Retirement System (FERS)

The Civil Service Retirement System covers National Guard Military

Technicians employed prior to 1 January 1984. The Federal Employees

Retirement System covers National Guard Military Technicians employed on or

after 1 January 1984. Both CSRS and FERS provide the technician a measure of

income protection in case of disability. Both retirement systems will provide for

18

your family in case of death and will pay you an annuity after your retirement.

Technicians contribute 7% of gross pay towards retirement.

Please review The CSRS and FERS Handbook, Chapter 40, for it

provides information on various time frames for planning your retirement. The

handbook is located at: http://www.opm.gov/retirement-services/publications-

forms/csrsfers-handbook/.

CIVIL SERVICE RETIREMENT SYSTEM (CSRS): Your age and number of

years of federal service determine your eligibility for retirement. To be eligible for

an immediate annuity you must be:

Voluntary CSRS Retirement

 Age 62 with 5 years’ service, or

 Age 60 with 20 years’ service, or

 Age 55 with 30 years’ service

Discontinued Service Retirement (DSR) CSRS Retirement – When a

Military Technician loses military membership for reasons NOT related to

misconduct or non-performance, they may be eligible for a DSR. When this

occurs, and the CSRS technician is age 50 with 20 years of federal service, or any

age with 25 years of service, he/she is eligible for an immediate retirement annuity.

However, there is a 2% reduction in the retirement annuity for each year their age

is under age 55.

FEDERAL EMPLOYEE RETIREMENT SYSTEM (FERS): The FERS

retirement is a three-tiered program including FERS, Social Security and the Thrift

Savings Plan. Your age and years of Federal service determine your eligibility for

retirement. To be eligible for an immediate annuity you must be:

Voluntary FERS Retirement

 Age 62 with 5 years of service, or

 Age 60 with 20 years of service, or

 *Minimum Retirement Age (MRA) with 30 years of service, or

 *MRA with 10 years of service (reduction of 5% per year for each

year under age 62).

(*NOTE: Your MRA is dependent on your birth year ranging from

age 55 - 57)

FERS Discontinued Service Retirement

To qualify for an involuntary annuity you must be:

 Age 50 with 20 years of service, or

 Any age with 25 years of service

If you lose your military membership, not for cause, you may retire with a full

annuity under the DSR provision if you are at least age 50 with 25 years of service.

You may also be eligible to receive a Retiree Annuity Supplement until you become

eligible for Social Security benefits at age 62.

WITHDRAWALS UPON SEPARATION: If you decide to leave

technician service prior to retirement age, you can withdraw all of the contributions

that were withheld from your salary. If you have completed at least 5 years of

civilian service but are not eligible to retire with an immediate annuity, you may

leave the money in the fund and at age 62 be entitled to a “deferred annuity”. If

19

you separate from technician service, and die before reaching age 62, your

survivor is entitled to a lump sum payment of your contributions. CAUTION: If you

are a FERS technician and choose to withdraw your retirement funds upon

separation, you will void a future annuity for this period of service. You cannot

redeposit a FERS refund; withdrawal of the pension funds permanently eliminates

the Federal service from your record.

PRIOR FEDERAL SERVICE TIME: If you have worked for the Federal

Government prior to this appointment, you may have additional creditable service

towards retirement. Please bring this to the attention of the HRO.

MILITARY DEPOSIT SERVICE: All Title 10 honorable active duty

military service is potentially creditable. CSRS technicians employed October 01,

1982 or later and FERS Technicians will not receive credit for their military service

unless a deposit is made.

FERS - a deposit of 3% of military taxable earnings is required in order to receive

credit for civilian retirement purposes. (For service under USERRA 0.8%).

CSRS - a deposit of 7% of military taxable earnings is required to receive credit for

civilian retirement purpose. (For service under USERRA 7.0%).

Technicians covered by CSRS prior to October 1, 1982 will receive credit for

military service until age 62 without making a deposit. If a deposit is not made, the

annuity will be reduced at age 62.

INTEREST ACCRUAL DATE: No interest is charged if the deposit is

received by the Defense Finance and Accounting Service (DFAS) prior to your third

anniversary date in a retirement covered position. In the case of USERRA, your

interest accrual date is 3 years from the date you return to duty status.

Chapter 15

THRIFT SAVINGS PLAN (TSP)

GENERAL INFORMATION: The Thrift Savings Plan is a retirement

savings plan for FERS and CSRS employees. FERS technicians must consider

the TSP as a major component of their retirement and are strongly encouraged to

maximize this benefit. Because your TSP account is a tax-deferred account, you

cannot withdraw it until you leave federal service except in instances of extreme

hardship or upon reaching age 59 1/2. An advantage of the TSP is that you pay no

taxes on contributions or earnings until you withdraw your account.

Both FERS and CSRS employees, as well as members of the uniformed

services can participate in TSP. You can begin contributing your own money to the

TSP within 60 days of being hired, or any time thereafter. Your payroll contribution

will begin the first full pay period after your agency accepts your TSP Election Form

(TSP-1). You can contribute either a percentage of your basic pay each pay period

or a fixed dollar amount. If you make your contributions as a percentage of your

pay, the amount of your contributions will automatically increase as you receive

pay raises. Your annual dollar total cannot exceed the Internal Revenue Code

limit, which varies from year to year. You can start, change, stop, or resume TSP

contributions at any time.

20

For FERS technicians hired after July 31, 2010, you will automatically be

enrolled in TSP and 3% of you basic pay is deducted from your pay each pay

period and deposited in the traditional balance of your TSP account, unless you

have made an election to change or stop your contributions. The government

automatically contributes the equivalent of 1% of your salary to your TSP account,

whether you decide to contribute or not. If you choose to contribute to the TSP, the

government will match your contributions up to 3% of your salary, and will

contribute 50 cents on the dollar for the next 2%. Government contributions stop at

5%. You can contribute additional funds in accordance with the current rules. For

up-to-date information on TSP see the web site at www.tsp.gov.

TRADITIONAL (PRE-TAX) TSP: You make before-tax contributions to

TSP and defer paying taxes on your contributions and their earnings until you

withdraw them. If you are a uniformed services member making tax-exempt

contributions, your contributions will be tax free at withdrawal but your earnings will

be subject to tax.

ROTH (AFTER-TAX) TSP: You make after-tax contributions to TSP

(unless you are making tax-exempt contributions) and your earnings are tax-free at

withdrawal as long as you meet certain IRS requirements.

You can contribute to both traditional and Roth accounts if you want.

You can contribute any percentage or amount and change your election or

investment choices at any time at www.tsp.gov. If you are FERS, your Agency

Matching Contributions are based on the total amount of money (traditional and

Roth) that you contribute each pay period. All agency contributions are deposited

into your traditional balance.

WITHDRAWAL FROM YOUR TSP ACCOUNT: The purpose of the TSP

is to provide you with a source of income for your retirement. It is not a savings

account that can be withdrawn at any time. If you think you may need your money

in the near future, or if you do not have other funds saved for emergencies, you will

want to consider your other needs carefully before deciding how much to contribute

to the TSP. However, while you are still employed by the Federal Government, the

TSP loan program can provide you access to funds you have contributed to your

account. In addition, participants who are age 59 1/2 or older can make a one-time

withdrawal from their TSP accounts while they are in Federal service. For more

information on withdrawals and on loans visit TSP website at www.tsp.gov or

contact your HRO. You may withdraw from your TSP account upon separation

from federal service. However, if you withdraw funds from your TSP account, you

may be subject to an early withdrawal penalty and the funds received will be

considered taxable income.

Chapter 16

POLITICAL ACTIVITIES

All National Guard Military Technicians are subject to the basic political

activity restrictions of the 1993 Hatch Act. Some guidelines under this law are:

21

WHAT THE TECHNICIANS MAY DO (BUT NOT IN UNIFORM!):

 Technicians may participate in non-partisan activities and in public

affairs so long as participation does not affect the efficiency or

integrity of the National Guard.

 Technicians may participate in the activities of a political party.

 Technicians may serve as delegates to a party convention and

attend nominating caucuses.

 Technicians may display articles associated with political parties,

circulate nominating petitions, canvass for votes and manage

partisan campaigns.

 Technicians may display bumper stickers on private automobiles

even though they are parked in government parking lots.

 Technicians may register to vote, act as poll watchers, election

judges or provide other election assistance to partisan elections.

 Technicians may run as candidates in non-partisan campaigns or

as independents.

 Technicians may contribute to partisan campaigns on non-duty

time.

 Technicians may attend fundraisers, give speeches, stuff envelopes

and organize mail or telephone solicitations.

WHAT TECHNICIANS MAY NOT DO:

 Technicians may not participate in political activities while on duty or

wearing a uniform, badge, insignia, or other similar item that

identifies the National Guard or the technician’s position.

 Technicians may not participate in union activities while on duty.

 Technicians may not allow their official title to be used in

conjunction with political fundraising activities.

 Technicians may not solicit subordinates to contribute time, money

or services for any activity.

 Technicians may not participate in political activities while in any

room or building occupied in the discharge of official duties by an

individual employed by the Federal Government.

 Technicians may not participate in political activities while using a

government-owned/leased vehicle or while using a privately owned

vehicle in the discharge of official duties. This includes the use of

government owned office equipment and communications network.

 Technicians may not use their official authority or influence to

interfere with an election.

There are exceptions for non-partisan elections. Check with the JAG for additional

guidance.

Chapter 17

STANDARDS OF CONDUCT

All technicians are required to maintain high standards of honesty and

integrity and to conduct business in an ethical manner. You are required to

perform your assigned duties conscientiously and always conduct yourself in a

manner that reflects credit on you and the National Guard. If your conduct is in

violation of any statute, regulation, or other proper authority, you will be held

accountable. Violation of any standard of conduct may be the basis for disciplinary

action. It is not the intent of this publication to list every restriction or requirement

22

imposed by law, regulation or other proper authorities. Some of the prohibited acts

that can result in disciplinary action are:

 Using a government vehicle without authorization

 Misusing official and/or classified information

 Gambling and betting on duty

 Misusing government property such as, supplies, personal computers,

telephones, or fax equipment

 Using a government-issued travel card for personal use

 Refusing to cooperate in an administrative investigation

 Accepting gifts and favors from subordinates or customers

 Filing fraudulent claims

 Using illegal drugs, alcohol or intoxicants while on duty

 Misusing government postage/mail

 Making false statements

 Engaging in illegal political activity

 Using obscene or vulgar language

 Accepting outside employment that conflicts with your technician duties

or discredits the National Guard

Your actions must never discredit the National Guard, whether you are on-duty or

off.

Chapter 18

DISCIPLINE AND ADVERSE ACTION

DISCIPLINARY ACTIONS: A disciplinary action may be an action from

an oral admonishment to a letter of reprimand. An oral admonishment lets you

know you must stop doing certain things (example: tardiness). A letter of

reprimand is a disciplinary action without an adverse action connected to it. It is a

written notification of the problem with a warning of what might happen if the

situation is not corrected. The timeframe that the letter of reprimand will remain in

effect in your Official Personnel Folder (OPF) is typically 1-3 years. Letters of

Reprimand can be grieved through the negotiated grievance procedure for

bargaining unit technicians, and through the agency administrative grievance

procedures for non-bargaining unit technicians.

ADVERSE ACTIONS: There are three types of adverse actions:

 Suspension without pay

 Reduction to lower grade

 Removal from technician employment

Due process measures to protect a technician from an unfair adverse

action include the right to an appellate review of the case file or an administrative

hearing. The final level of appeal on adverse actions rests with The Adjutant

General.

APPEAL AND GRIEVANCE PROCEDURES: There are specific

grievance and appeal procedures outlined in the labor-management contract. A

copy of this contract can be obtained from the HRO.

23

Chapter 19

VOLUNTARY SEPARATION FROM THE TECHNICIAN PROGRAM

This is a voluntary action and written notice should be given to your

supervisor at the earliest possible date. Resignations should be in writing,

preferably on a Request for Personnel Action (SF 52) to include your reason for

resigning and your forwarding address. Accepting a commission, changing your

military position, or moving to another military unit, may all be considered voluntary

actions that might result in your separation. Contact the HRO prior to separation

for information regarding your benefits.

Chapter 20

LIFE EVENTS

CHANGE IN FAMILY STATUS: It is imperative if you have any change

in family status such as marriage, birth/adoption of a child, divorce, or death of a

family member to contact the HRO for assistance and updating your personnel

records.

SURVIVOR BENEFITS: Death often occurs when least expected. You

should have your personal affairs in order and keep your family informed regarding

your benefits and entitlements. In the event of your death, a representative from

the Human Resources Office will assist your family in filing a death claim.

DESIGNATION OF BENEFICIARY: You do not need to prepare a

designation of beneficiary form unless you wish to designate your beneficiaries

other than “by-law” (spouse, child, parent, and next-of-kin). If you do designate

beneficiaries, you must keep your designations current because once a

designation has been made; it overrides a will or any other legal document.

Benefits paid are:

 Unpaid wages

 Federal Employee Group Life Insurance

 Thrift Savings

 Retirement annuity or refund of contributions

Chapter 21

CLASSIFICATION

GENERAL INFORMATION: The classification process may impact a

number of different aspects of your career, including advancement opportunities,

pay, training, upward mobility, and other personnel programs.

The grade of your job is determined by the application of job-grading standards or

position classification standards.

Your position description lists the major duties and responsibilities required of your

position. Your position description has already been classified. A position

classification specialist has reviewed the description of the assignment, compared

it with OPM classification standards and made a determination as to the

24

appropriate pay plan, title, occupational series, and grade level. Classificaiton

standards are on file in the Human Resources Office or at

http://www.opm.gov/policy-data-oversight/classification-qualifications/ and are

available for your review.

CLASSIFICATION APPEALS: If you disagree with the classification of

your position, you may want to consider a classification appeal through your

supervisory chain. The HRO can advise your supervisor of the procedures for

submitting an appeal. One of three things may occur as a result of a classification

appeal:

1. The position can be upgraded

2. The position can retain the present grade level

3. The position can be downgraded

Note: If it is determined you are assigned to an incorrect position description, you

may be reassigned due to clarification of duties and responsibilities.

Chapter 22

MERIT PROMOTION AND PLACEMENT

GENERAL INFORMATION: It is the policy of NGB that Military

Technician positions are staffed on the basis of merit, fitness, and qualifications

without regard to political, religious, labor organization affiliation (or not), marital

status, race, color, sex, national origin, non-disqualifying physical handicap or age

and will be based solely on job-related criteria. Applications are invited from all

interested, eligible applicants. Basic qualifications are determined and applicants

are then ranked according to the degree to which they meet each of the KSA’s and

other merit requirements. A list of qualified applicants is then presented to the

Selecting Official for selection.

The quality of an applicant's responses to KSA’s and information contained in the

application will help determine whether he or she is among the best-qualified

candidates for the job. Therefore, it is important applicants carefully prepare and

submit complete and accurate information for job consideration.

Chapter 23

REDUCTION-IN-FORCE

A Reduction-In-Force (RIF) occurs when the state or activity is obligated to

reassign, demote, separate, or furlough one or more Military Technicians due of

lack of work or shortage of funds. The cause may come from the action of

Congress, the President, the Office of Management and Budget or from decisions

by DoD, DA, DAF, or NGB officials who have been authorized to make such

decisions. Whatever the source, management officials must decide which activities

or programs are affected and how to distribute the remaining resources.

Before a RIF is conducted, the state must identify and describe the organizational

and/or geographic limits within which Military Technicians will compete for

retention. This is called the competitive area. The second category is by grade

25

and occupation. This is called the competitive level. Each competitive level

consists of all positions in a competitive area in the same grade and series and

similar enough in duties, qualification requirements, pay schedules and working

conditions so the incumbent of one position could successfully perform the critical

elements of any other position in the length of time it would take to orient any new

but fully qualified employee. Dual status and Non-dual status Military Technicians

are listed on separate retention registers.

The names of all Military Technicians in a competitive level are listed on a retention

register in the order of their relative retention standing. Relative standing is

determined by the HRO unless there is a current bargaining unit agreement

provision that is applicable. RIF regulations are very complex. The information

provided in this Handbook is intended to give you only the most basic information.

Consult HRO for complete RIF regulations.

Chapter 24

TRAINING AND DEVELOPMENT

The National Guard has a strong commitment to developing the talents,

skills, and abilities of its technicians. Once you are employed, you will receive the

training you need to perform your job. This may range from on-the-job

developmental assignments to formal classroom instruction. Your supervisor is

responsible for working with you to determine your training needs. All requests for

formal training must be submitted by your supervisor to the HRO Employee

Development Specialist.

INDIVIDUAL DEVELOPMENT PLAN (IDP): An essential part of your

career development is the Individual Development Plan (IDP). An IDP is a

developmental action plan that structures training and development based on your

duties and responsibilities. It details training activities designed to meet

established goals and objectives. The development of an IDP takes many factors

into consideration including your present skill level, your potential, your goals and

the needs of the National Guard. Your supervisor will work with you to prepare

your IDP.

CONSTITUTION DAY AND CITIZENSHIP DAY: September 17 of each

year is designated “Constitution Day and Citizenship Day” to commemorate the

signing of the Constitution and to recognize all who, by coming of age or by

naturalization, have become citizens. Your agency should provide you with training

and/or education materials on the Constitution annually. If you are a new

employee, you should receive this training and/or education material as part of your

new employee orientation.

Chapter 25

LABOR-MANAGEMENT RELATIONS

In the National Guard Technician Program, the bargaining unit, consist of

all technicians who are not supervisors, confidential management assistants,

auditors, and in some cases, personnelists and national security employees. If you

are a bargaining unit employee, you have the legal right to form, join or assist any

26

labor organization or to refrain from such activity. Technicians may represent the

labor union and present its views to management or Congress without penalty or

reprisal.

The Adjutant General and the labor union(s) have a collective bargaining

agreement (contracts) which are available through your HRO or labor union

representatives. A list of labor union stewards should be posted on bulletin boards

at each work location. You can obtain applications to join the labor union from any

steward or labor union official. Nothing requires a technician to become or remain

a member.

Chapter 26

EQUAL EMPLOYMENT OPPORTUNITY (EEO)

It is the National Guard’s policy to provide equal employment opportunity

and fair treatment for all technicians and applicants for employment regardless of

race, color, gender, national origin, religion, age or handicap. Discrimination and

reprisal for participating in the complaint process will not be condoned.

Management officials will take immediate and appropriate action to correct any

occurrence of discrimination or sexual harassment.

DIVERSITY: Diversity Management is an organizational culture that

accepts and values human differences and similarities and the positive contribution

it can bring to our organization. It involves understanding the human environment

and appreciating the gender, race, culture, and ethnic variations of our workforce.

COMPLAINTS: If you feel you have been discriminated against, or you

have been subjected to sexual harassment, you must file a complaint with an EEO

Counselor within 45 calendar days of the discriminatory or harassing act, or within

45 calendar days of when you should have reasonably known about the act. A list

of EEO Counselors is posted on each unit’s bulletin board.

Should you have questions concerning the Equal Employment

Opportunity Program or the complaint process, please contact the State EEO

Manager.

Chapter 27

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The Employee Assistance Program is a referral program that assists any

technician who has behavioral problems that affect work performance. This

assistance is provided through discrete and confidential referral of technicians to

appropriate treatment specialists. Some problems commonly dealt with through

the EAP include: alcohol and drug abuse, behavioral disorders, excessive stress

from adverse family situations, financial difficulty, legal entanglement or other

personal problems that interfere with job performance or health.

While your supervisor or manager is never to be in the role of your

diagnostician or counselor, he or she may suggest you consider the EAP when

less than satisfactory job performance/conduct persists. Performance/conduct

factors that may indicate the need for referral include: assignment failures,

excessive absenteeism or tardiness, unexcused absences, deteriorating personal

27

appearance, altercation with fellow technicians, prolonged lunch hours, frequent

disappearances, poor judgment, moodiness or anxiety. Participation in the EAP

will be in strict confidence. Records relating to treatment will not be placed in any

work folder without your permission.

Also remember, EAP can also be very helpful to you and your family in

coping with the stress and disruption associated with your call to active duty. If you

are affected by deployment, you should notify your HRO to learn what programs

are available to you and your family.

ALCOHOL AND DRUG ABUSE: The use of illegal drugs and excessive

use of alcohol are incompatible with membership in the National Guard. Use of

illegal drugs and excessive use of alcohol adversely affect our every day job

performance, combat readiness, health, safety and morale. If you have a problem

with alcohol or drugs, please contact the EAP for professional assistance.

Chapter 28

TELEWORK PROGRAM

The Telework Enhancement Act of 2010 was signed into law on December

9, 2010. The Act is a key factor in the Federal Government’s ability to achieve

greater flexibility in managing its workforce through the use of telework. Telework is

an alternate work arrangement that may be available to you. Telework allows you

to conduct some or all of your work away from the primary workplace. The work

location might be your home, a telework location center, an office close to your

home or other acceptable location agreed to by all. The telework arrangement may

be fixed whereby you work one or more days away or as needed. Telework is not

a right; management decides whether or not a technician may telework. Check

with your supervisor or HRO for information on the telework policy/program.

Chapter 29

MASS TRANSIT BENEFIT PROGRAM

The Mass Transportation Benefit Program (MTBP) was established in

October 2000 and is offered to eligible employees and military service members, to

the extent authorized by law and regulations, to reduce pollution and traffic

congestion, preserve the environment, and expand transportation alternatives in

the National Capital Region.

The MTBP is an employer-provided mass transportation fare subsidy that is offered

to eligible employees who use mass transportation for their commute to and from

work. The employee is provided a dollar value of their monthly commuting benefit

directly to the employees’ registered SmarTrip cards to help defray the cost of

public transportation. Contact your supervisor or HRO for procedures and

eligibility.

28

Chapter 30

MISCELLANEOUS

PHYSICAL FITNESS: Military Technicians may be granted authorized

absences to participate in an approved physical fitness program. This physical

activity must be coordinated with your supervisor and conform to your state’s

policy.

SMOKING POLICY: The National Guard smoking policy prohibits

smoking in all National Guard buildings and work areas. This includes, but is not

limited to, private offices, hallways, auditoriums, conference rooms, restrooms and

supply rooms. Smoking is also prohibited in government vehicles. Smoking is

allowed only in designated smoking areas.

SAFETY/HEALTH: It is the goal of the National Guard to provide you

and your fellow employees a safe workplace. Safety equipment is provided and

must be utilized as required. Unsafe conditions must be immediately reported to

your supervisor or the Safety Office.

SELF SERVICE – MY BIZ /MY WORKPLACE: As part of the Defense

Civilian Personnel Data System (DCPDS), the Self Service Modules, My Biz and

My Workplace, permit you, and managers secure, real-time, on-line access to

personnel information, at any time, from a government computer (.mil extension).

My Biz allows you access to view information from your official personnel

records including appointments, position, personal, salary, benefits, awards and

bonuses, performance, and personnel actions. In addition, you may update

information such as your telephone numbers, work email address, handicap code,

foreign language proficiency information, ethnicity and race identification,

emergency contact information, and education data on-line with My Biz. You are

highly encouraged to review your personnel information for accuracy and report

any discrepancies to your HRO. You should also ensure your My Biz account

contains your correct work email address so that you may directly receive

important information (i.e., Performance Appraisal Application correspondence,

mass emails) related to your appointment.

My Workplace brings key information to managers and supervisors about

their technicians together in one place, streamlining the human resources decision-

making process and helping to balance managerial tasks with day-to-day demands

more easily. My Workplace keeps managers and supervisors informed about their

technicians’ personnel actions. With quick and easy access to technicians’

personnel information, managers are able to make budget decisions, staffing plans

and work distributions more efficiently. For more information about access to My

Biz and My Workplace, contact your HRO.

TRAVEL OUTSIDE THE UNITED STATES, ITS TERRITORIES AND

POSSESSION: In accordance with DoDI 1215.06, technicians must be in a Title

10 status when on land outside the United States, its territories, and possessions.

The phrase “on land” means that National Guard members can fly to or between

Alaska, Hawaii, Guam, Puerto Rico, or the U.S. Virgin Islands in Title 32 status so

long as they do not land on foreign territory. Title 10 status is critical for it ensure

that members are covered by Status of Forces Agreements or similar

arrangements providing protections for visiting U. S. Forces.

29

Acronyms and Abbreviations

AWOL Absence With Out Leave

AUS Absent-Uniformed Service

CFR Code of Federal Regulations

CSR Customer Service Representative

CSRS Civil Service Retirement System

DCPDS Defense Civilian Personnel Data System

DFAS Defense Finance and Accounting System

DS Dual Status

DSR Discontinued Service Retirement

EAP Employee Assistance Program

EDP Environmental Differential Pay

EEO Equal Employment Opportunity

EFT Electronic Funds Transfer

FECA Federal Employees’ Compensation Act

FEDVIP Federal Employees Dental and Vision Insurance Program

FEGLI Federal Employees Group Life Insurance

FEHB Federal Employees Health Benefits Program

FERS Federal Employees Retirement System

FLTCIP Federal Long Term Care Insurance Program

FMLA Family and Medical Leave Act

FSA Flexible Spending Account

FWS Federal Wage System (wage grade pay system)

GS General Schedule (Pay System)

HRO Human Resources Office

IDP Individual Development Plan

IDT Inactive Duty Training

KSA Knowledge, Skills, and Abilities

LES Leave and Earning Statement

MRA Minimum Retirement Age

NDS Non-Dual Status

NPA Notification of Personnel Action

OPF Official Personnel Folder

OPM Office of Personnel Management

OWCP Office of Workers’ Compensation Program

PIP Performance Improvement Plan

QLE Quality Life Event

QSI Quality Step Increase

RIF Reduction-in-Force

RPA Request for Personnel Action

SSP Sustained Superior Performance

TAG The Adjutant General

TCC Temporary Continuation of Coverage

TSP Thrift Savings Plan

USC United States Code

USERRA Uniformed Services Employment and

Reemployment Rights Act

WG Wage Grade (Pay System)

WL Wage Leader

WS Wage Supervisor

WGI With-in-Grade Increase

30

Index

2

22 DAY LEAVE 8

4

44 DAY LEAVE 8

5

5 DAYS EXCUSED ABSENCE FOR

RETURNING ACTIVATED

MILITARY EMPLOYEES 9

A

ABSENCE AND LEAVE 6

ABSENCE WITHOUT LEAVE

(AWOL) 9

ABSENT-UNIFORMED SERVICE

(AUS) 15

ADVANCEMENT OF ANNUAL

LEAVE 7

ADVANCEMENT OF SICK LEAVE 7

ADVERSE ACTIONS 22

ADVERSE WEATHER

DISMISSALS 9

ALCOHOL AND DRUG ABUSE 27

ANNUAL LEAVE 5,14

APPEALS 10,17,22

B

BACKGROUND 1

BONE MARROW OR ORGAN

DONOR 8

C

CASH AWARD 11

CIVIL SERVICE COMPETITIVE

STATUS 2

CIVIL SERVICE RETIREMENT

SYSTEM (CSRS) 18

CLASSIFICATION 23

COMPATIBLE MILITARY

ASSIGNMENT 2

COMPENSATORY TIME 2

CONSTITUTION DAY 25

COURT LEAVE 8

D

DISCIPLINE AND ADVERSE

ACTION 22

DIVERSITY 26

E

EARNINGS STATEMENTS 5

EMPLOYEE ASSISTANCE

PROGRAM (EAP) 26

EMPLOYMENT TENURE GROUP 2

ENFORCED LEAVE 9

ENVIRONMENTAL DIFFERENTIAL

PAY 8

EQUAL EMPLOYMENT

OPPORTUNITY (EEO) 26

EXCEPTED SERVICE 1

EXCUSED ABSENCE 9

F

FAMILY MEDICAL LEAVE ACT

(FMLA) 7

FEDERAL EMPLOYEES DENTAL

AND VISION PROGRAMS

(FEDVIP) 12

FEDERAL EMPLOYEE GROUP

LIFE INSURANCE (FEGLI) 11

FEDERAL EMPLOYEE HEALTH

BENEFITS (FEHB) 12

FEDERAL EMPLOYEE

RETIREMENT SYSTEM (FERS)

18

FEDERAL LONG TERM CARE

INSURANCE PROGRAM

(FLTCIP) 13

FLEXIBLE SPENDING ACCOUNTS

(FSA) 13

G

GENERAL SCHEDULE

EMPLOYEES 5

H

HAZARDOUS DUTY PAY 5

HONORARY AWARD 11

HOURS OF DUTY 6

31

I

INCENTIVE AWARDS 10

INDEFINITE EMPLOYMENT 2

INDIVIDUAL DEVELOPMENT

PLAN (IDP) 25

INJURY COMPENSATION 17

INTEREST ACCRUAL DATE 19

INTERMITTENT USE OF LEAVE15

L

LABOR-MANAGEMENT

RELATIONS 25

LEAVE TRANSFER PROGRAM 8

LEAVE WITHOUT PAY (LWOP)

8, 11, 13

LENGTH OF SERVICE AWARD 11

LIFE EVENTS 23

M

MASS TRANSIT PROGRAM 27

MERIT PROMOTION AND

PLACEMENT 24

MILITARY DEPOSIT SERVICE 19

MILITARY LEAVE 8, 14

MILITARY UNIFORM 1

N

National Guard iii, 1, 2

O

OFFICIAL PERSONNEL

RECORDS 3

OVERTIME PAY 2

P

PAY ADJUSTMENTS 5

PAY ADMINISTRATION 4

PERFORMANCE APPRAISALS 9

PERMANENT EMPLOYMENT 2

PHYSICAL FITNESS 28

POLITICAL ACTIVITIES 20

PREMIUM PAY 5

PRIOR SERVICE TIME 19

Q

QUALITY STEP INCREASE 11

R

REDUCTION-IN-FORCE 16,24

RETIREMENT 12,15,17

RETURN TO CIVILIAN DUTY 16

S

Self Service - My Biz/Workplace 28

SAFETY/HEALTH 28

SEVERANCE PAY 6

SICK LEAVE 7

SMOKING POLICY 28

STANDARDS OF CONDUCT 21

SUGGESTION AWARD 11

T

TELEWORK 27

TEMPORARY EMPLOYMENT 2

TENURE GROUP 0 3

TENURE GROUP 1 3

TENURE GROUP 2 3

TENURE GROUP 3 3

THRIFT SAVINGS PLAN (TSP)

15,19

TIME-OFF AWARD 11

TRAINING AND DEVELOPMENT 25

TRAVEL 2, 28

U

UNACCEPTABLE PERFORMANCE

10

UNIFORMED SERVICES

EMPLOYMENT AND

REEMPLOYMENT RIGHTS ACT

(USERRA) 14

V

VETERAN’S PREFERENCE 1

VOLUNTARY SEPARATION FROM

THE PROGRAM 23

W

WAGE GRADE EMPLOYEES 4

WITHDRAWALS UPON

SEPARATION 19

WITHIN-GRADE INCREASES 5

32

HRO Points of Contact:

Administration: COMM: ( ) ________________ DSN: _______________

FAX: COMM: ( ) _________________

DSN:_____________

HRO Work center

Extension

Human Resources Officer

Deputy Human Resources Officer

Supervisory Human Resource

Management Specialist

Labor Relations Specialist

Employee Relations Specialist

Human Resource Development

Specialist

Classification Specialist

Staffing Specialist

Human Resources Specialist

(Information Systems)

Active Guard/Reserve Manager

State Equal Employment Manager

Human Resources Office Website:

An on-line source for job listings, regulations, policies, handbooks, HR specialist’s pages, and human

resources points of contact

33

Notes

34

Notes

35

36

HR GUIDE 02