PREMIUM PAY LIMITS. Defense Finance and Accounting Service INDIANAPOLIS PAYROLL OFFICE. Integrity - Service - Innovation

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1 PREMIUM PAY LIMITS Defense Finance and Accounting Service INDIANAPOLIS PAYROLL OFFICE Integrity - Service - Innovation

2 PREMIUM PAY LIMITS-TOPICS FOR DISCUSSION Pay Limitations Biweekly Pay Cap Waivers Annual Premium Annual Aggregate CENTCOM Foreign Allowances pertaining to Deployed Civilians Danger Pay Post Differential Imminent Danger Pay Travel Compensatory Time Rest and Recuperation Leave (R&R) 5/18/2018 Integrity - Service - Innovation 2

3 READING AND WEBSITE REFERENCES REFERENCES a. Public Law b. Section 302 of Public Law , The Federal Employees Pay Comparability Act of c. 5 C.F.R. Part 530, subpart B d. 3 U.S.C. 102 e. 5 U.S.C. 5304, 5307, 5372a, 5595, 5596, 5753, 5754, 5755, 8118 f. Section 601 of Public Law , Caregivers and Veterans Omnibus Health Services Act of 2010 and 38 U.S.C /18/2018 Integrity - Service - Innovation 3

4 READING AND WEBSITE REFERENCES OPM PAY TABLES /18/2018 Integrity - Service - Innovation 4

5 READING AND WEBSITE REFERENCES 5 U.S.C. PRO user Manual, Section G Dictionary/Glossary for indicator codes Facts sheets Pay caps Fair Labor Standard Act (FLSA) NOTE: Pending CY 18 authorization & delegation, the USD memo will be available at this web address. 5/18/2018 Integrity - Service - Innovation 5

6 BIWEEKLY CAP ON PREMIUM PAY - General Premium Pay: Civilian employees are subject to certain limitations on the amount of premium pay they may earn. Premium pay includes night pay, standby duty pay, availability pay, the dollar value of compensatory pay, overtime pay, premium pay on an annual basis, and pay for Sunday and holiday work. See 5 C.F.R Biweekly Limits: Under the biweekly cap, basic pay plus premium pay may not exceed the biweekly rate of basic pay payable for either a GS-15, step 10 (including any applicable locality pay under 5 U.S.C or special rate of pay under 5 U.S.C. 5305) or a level V of the Executive Schedule (set at $164, for 2018). 5 U.S.C. 5547(a) and 5 C.F.R Forfeiture: The capped pay is not deferred for payment as a lump sum in the next calendar year. The pay is forfeited. Waiver/Lifting the Cap: In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap. 5/18/2018 Integrity - Service - Innovation 6

7 BI-WEEKLY PAY LIMITATIONS (BPL) Locality Pay Affect of Locality Pay: The BPL for an employee that has a Locality Adjustment is increased to include the employee s locality amount. Thus, all employees have their BPL set to the greater of the applicable GS15, Step 10 (including locality of GS15, Step10 taken from their Special Pay table (provided the table has a GS15/10 rate)) or Executive Level 5. (Special pay tables are used when applicable.) Limitation: If an employee s applicable 15/10 exceeds Executive Level 5, then the employee s BPL is set to Executive Level 4. (Level IV for 2018 $164, Level V for 2018 $153,800.00). *Guidance pertaining to the applicable salary limitations are available at 5/18/2018 Integrity - Service - Innovation 7 5/18/2018 Integrity - Service - Innovation 7

8 HOW TO ACCESS EXECUTIVE TABLE IN DCPS Select option 6 5/18/2018 Integrity - Service - Innovation 8

9 HOW TO ACCESS EXECUTIVE TABLE IN DCPS Select option 6 5/18/2018 Integrity - Service - Innovation 9

10 HOW TO ACCESS EXECUTIVE TABLE IN DCPS Select option 14 5/18/2018 Integrity - Service - Innovation 10

11 EXECUTIVE TABLE FOR CY 18 NOTE: add the date into the date effective field and hit enter. Prior years tables may be viewed on this screen. 5/18/2018 Integrity - Service - Innovation 11

12 BIWEEKLY PAY LIMITATIONS FLSA-Nonexempt (Covered) Employees Overtime: FLSA overtime pay and FLSA compensatory time off in lieu of overtime pay are excluded from the definition of premium pay and are not subject to the biweekly pay limitation. See 5 C.F.R Other Premium Pay: FLSA-nonexempt employees may earn other types of premium pay, such as Sunday premium pay, Holiday and Night differential. Other types of premium pay are still subject to the premium pay biweekly limitations. 5/18/2018 Integrity - Service - Innovation 12

13 BI-WEEKLY PAY LIMITATIONS Compensatory Time Earned Bi-weekly pay caps are affected by compensatory time earned. Compensatory time is considered premium pay and therefore subject to the bi-weekly premium pay cap. The monetary value of compensatory time is calculated and included in the BPL at the time earned. This ensures it will not cause the biweekly earnings to exceed the pay cap. The monetary value of compensatory time is NOT calculated into the BPL at the time paid. This is considered a leave payment at this time. If the biweekly pay cap has been lifted, the employee s regular earnings and premium pay are subject to the annual premium pay limitations. (GS 15-step 10 per locality table). 5/18/2018 Integrity - Service - Innovation 13

14 BI-WEEKLY PAY LIMITATIONS Capping Pay If the total of these earnings exceed the applicable BPL, the system will cutback the earnings based on the earnings code/pay period day hierarchy (shown on prior screen), until the BPL is reached. Earnings that are cutback due to the BPL will have a code of CB in the Pay Detail History ID field. Earnings that are cutback due to the BPL are NEVER paid unless waiver is received which lifts the bi-weekly cap. The LU code would be displayed on the Master Employee Record. the LU in the Special Employee Indicator field indicates that the employee has been authorized an emergency exception to the bi-weekly pay limit. 5/18/2018 Integrity - Service - Innovation 14 5/18/2018 Integrity - Service - Innovation 14

15 PRO USER MANUAL-SECTION E-CHAPTER 4: GROSS PAY Earnings Type Code Decision Table located on pages E /18/2018 Integrity - Service - Innovation 15

16 HOW TO LOCATE SALARIES AND WAGE TABLES Pay tables 5/18/2018 Integrity - Service - Innovation 16

17 TABLES BASED ON EMPLOYEE S LOCALITY 5/18/2018 Integrity - Service - Innovation 17

18 TABLES BASED ON EMPLOYEE S LOCALITY Select Pay Tables to obtain annual & hourly salaries 5/18/2018 Integrity - Service - Innovation 18

19 TABLES BASED ON EMPLOYEE S LOCALITY Select GS pay tables 5/18/2018 Integrity - Service - Innovation 19

20 TABLES BASED ON EMPLOYEE S LOCALITY 5/18/2018 Integrity - Service - Innovation 20

21 HOURLY SALARY TABLE BASED ON LOCALITY 5/18/2018 Integrity - Service - Innovation 21

22 TABLES BASED ON EMPLOYEE S LOCALITY 5/18/2018 Integrity - Service - Innovation 22

23 MASTER EMPLOYEE 5/18/2018 Integrity - Service - Innovation 23

24 PAY RATES AND APPOINTMENT 5/18/2018 Integrity - Service - Innovation 24

25 BI-WEEKLY LIMITATION, FLSA CODE - AGG/PRM/OT LMTS - SPL-EMP FIELDS 5/18/2018 Integrity - Service - Innovation 25

26 F10 - LOCALITY % 5/18/2018 Integrity - Service - Innovation 26

27 HISTORY (LEAVE, PAY, TIME) 5/18/2018 Integrity - Service - Innovation 27

28 SSN - PPE - OPTION MASTER PAY HISTORY 5/18/2018 Integrity - Service - Innovation 28

29 PAY HISTORY OZ LINE WITH CB CODE (CUTBACK) 5/18/2018 Integrity - Service - Innovation 29

30 LES CUTBACK REMARKS NOTE: Verbiage states pay reduced but factually this overtime pay was forfeited 5/18/2018 Integrity - Service - Innovation 30

31 COMPENSATORY TIME-CUTBACK CE hours are reduced in odd increments 5/18/2018 Integrity - Service - Innovation 31

32 COMPENSATORY TIME-CUTBACK 5/18/2018 Integrity - Service - Innovation 32

33 BI-WEEKLY PAY CAP LIFTED 5/18/2018 Integrity - Service - Innovation 33

34 HOW TO CALCULATE THE BPL 5/18/2018 Integrity - Service - Innovation 34

35 HOW TO CALCULATE THE BPL (COMP TIME) (1) Go to pay table to obtain the BPL amount for locality 14.35% (2) BPL= $5, (3) Calculate RA $54.19PH * 80hrs (4) RA $4, BPL $5, = $1, remains in cap. (5) To determine hours of overtime or compensatory time authorized take the remainder balance of $1, divided by the hourly rate $54.19= hrs **Keep in mind that any combination of premium pay can be coded but the only amount to be paid or accrued as leave will be the remainder balance in the BPL after RA. 5/18/2018 Integrity - Service - Innovation 35

36 HOW TO CALCULATE THE BPL (OVERTIME) 5/18/2018 Integrity - Service - Innovation 36

37 HOW TO CALCULATE THE BPL (OVERTIME) Washington-Baltimore-Arlington DC-MD-VA-WV-PA 27.10% $6, (1) Go to OPM pay table to obtain the BPL amount for locality 27.10% (2) BPL= $6, (3) Calculate RA $69.45 PH*80hrs (4) RA $5, BPL $6, = $ remains in cap. **Always check the leave record to determine if any Compensatory time was earned. This will be computed first and then the overtime, other premium pay such as night differential, Sunday and Holiday pay, etc. 5/18/2018 Integrity - Service - Innovation 37

38 ANNUAL PREMIUM PAY CAP - General Emergency or Mission Critical Situations. When the head of an agency, a designee, or OPM determines that an emergency exists, the usual biweekly caps do not apply to employees who are paid premium pay for work in connection with that emergency. The head of an agency may also lift the biweekly pay cap if an employee is needed to perform mission critical work. Effect: Lifting the biweekly pay cap allows the employees to work for longer periods of overtime and not hit the biweekly pay cap. Calendar Year Limit: Employees working in connection with an emergency or mission critical situation are subject to an annual maximum earnings limitation, or annual premium pay cap. In such situations, total basic pay and premium pay for most GS employees is limited to the greater of the annual rate for GS-15, step 10 (including locality pay), or a level V of the Executive Schedule for the calendar year. Forfeiture: The capped pay is NOT deferred for payment as a lump sum in the next calendar year. Pay earned over the annual limit is forfeited. 5/18/2018 Integrity - Service - Innovation 38

39 ANNUAL PREMIUM PAY LIMIT (APPL) Effect of Lifting BPL An employee that has a Special Employee Indicator of LU or a Premium Pay Limit Indicator not equal to space, has been authorized an exception to the Bi-weekly Premium Pay Limitation (BPL). When the exception to the BPL is granted, employees are then subjected to the Annual Premium pay limits (APPL). Once established, the APPL will remain in effect for the entire pay year. If the LU or Premium Pay Limit Indicator is removed on a subsequent action, then the application of the BPL will resume. An employee can have both BPL and the APL applied in the same pay period(s). 5/18/2018 Integrity - Service - Innovation 39

40 ANNUAL PREMIUM PAY LIMIT (APPL) Effect of Lifting BPL If the BPL is lifted, the APPL will be set by multiplying the employee s normal Bi-weekly Premium Pay Limitation amount by the number of pay periods in the current pay year (usually 26, occasionally 27). Personnel will process a C for CENTCOM that will show on the employee's Pay Rates and Appointment screen under the AGG/PRM/OT LMTS. The C will show under the PRM portion of this field. The C will allow the individual to earn premiums over the annual limit up to the maximum salary set for the Vice President. For 2018 the VP salary is $243, /18/2018 Integrity - Service - Innovation 40

41 ANNUAL PREMIUM PAY CAP- Waiver of the Cap for Certain DoD Employees (Non-DoD can use this authority if criteria is met) In 2005, Congress authorized the Secretary of Defense to waive the annual premium pay cap under certain circumstances. Eligible DoD employees are authorized an increase to the annual premium pay limitation under 5 U.S.C. 5547, not to exceed the annual rate of salary payable to the Vice President under 3 U.S.C. 104 ($237,700). To be eligible, employees must perform work in response to an emergency declared by the President or in direct support of, or directly related to, a military operation. Waiver authority applies to eligible employees who perform work while in an overseas area of responsibility of the Commander of the United States (U.S.) Central Command (CENTCOM) or an overseas location that has been moved from the U.S. CENTCOM area of responsibility to the area of responsibility of the Commander of the Africa Command (AFRICOM). **There is no authority under law to waive the annual premium pay limitation under section 5547, except as provided above. 5/18/2018 Integrity - Service - Innovation 41

42 NATIONAL EMERGENCY-IRAQ Continuation of National Emergency in Iraq Per memo CPM the President has declared national emergency with respect to the stabilization of Iraq. This country remains a Footnote N post through 5/22/2018 The United States currently has a contingency operation in Iraq (Operation Inherent Resolve), so the higher premium pay cap may be applied to eligible employees working in Iraq in support of that operation on that basis as well. Link to review entire memorandum can be located at : 5/18/2018 Integrity - Service - Innovation 42

43 BI-WEEKLY PAY CAP WAIVER The waiver memorandum must include all of the following Agency letterhead Full name of the employee Social Security Number Date of deployment Date of return (if known) Deployment location or description of emergency/contingency employee is supporting Signature of Agency Commander/Director Title of authorizing signer 5/18/2018 Integrity - Service - Innovation 43 5/18/2018 Integrity - Service - Innovation 43

44 SAMPLE BI-WEEKLY PAY CAP WAIVER stdeployingcivilians.pdf 5/18/2018 Integrity - Service - Innovation 44

45 SAMPLE BI-WEEKLY PAY CAP WAIVER- REMOVAL *Add Command here Add your *specific agency here ** INCLUDE SPECIFIC CONTINGENCY- IE; OPERATION NAME/AFGHANISTAN/IRAQ, ETC DOE, JOHN *INCLUDE FULL NAME, AND CONTACT NUMBER *Written or digital signature required here. Signature must include title, if signature authority was delegated than include this memo. Signature must be commander/deputy commander level. 5/18/2018 Integrity - Service - Innovation 45

46 SAMPLE BI-WEEKLY PAY CAP WAIVER-RESCIND *specific agency here *Add Command here DOE, JOHN *INCLUDE FULL NAME, AND CONTACT NUMBER *Written or digital signature required here. Signature must include title, if signature authority was delegated than include this memo. For Rescind memo the PRO will accept signatures with lesser authority to assure employee is not over paid. 5/18/2018 Integrity - Service - Innovation 46

47 ANNUAL PREMIUM PAY LIMIT For employees with Premium Pay Limit Indicator not equal to space the following limits apply IDC APL 1 Executive Level 1 2 Executive Level 2 3 Executive Level 3 4 Executive Level 4 5 Executive Level 5 C CENTCOM-equates to VP salary cap. N No APL P Presidential Salary V Vice Presidential Salary 5/18/2018 Integrity - Service - Innovation 47

48 LIFTING OR RESCINDING PAY CAP WAIVER (REMEDY) REMEDY SUBMISSIONS: If the pay cap that been lifted and there are additional questions/inquiries please use the title Aggregate Limits- Aggregate limit inquires. If the inquiry is offline and requires audit submit the request under the title Pay Audits- Aggregate Limits. When employee is eligible to have their bi-weekly pay cap lifted. Submit the authorized waiver with the title Aggregate Limits-Bi-weekly. NOTE: If the waiver contains multiple SSN s submit via Imaging. Fax to This allows for an audit trail as well as the ability to locate all SSN s at a later date. 5/18/2018 Integrity - Service - Innovation 48

49 LIFTING OR RESCINDING PAY CAP WAIVER (REMEDY) When an employee s tour ends, assure the rescind memo is provided to the PRO. This can be submitted via title Aggregate Limits-Bi-weekly Be aware that when the PRO processes the rescind date effective is done the first day of the following pay period. If removed on any date within a pay period, DCPS will cap any earnings in excess of the Bi-Weekly limit for entire pay period. If done retroactive, employee may be indebted for any premium pay earned exceeding the Bi-Weekly cap. Or, result in the PRO having to perform offline audits. 5/18/2018 Integrity - Service - Innovation 49

50 ANNUAL PAY CAP LIFT AND C FOR CENTCOM 5/18/2018 Integrity - Service - Innovation 50

51 ANNUAL PREMIUM PAY LIMIT NOTE: The reduction is done on a daily basis starting with day 14, cutting back all eligible codes on day 14, then going to day 13, then day 12, and so on until the APPL is reached. Earnings that are cut back due to the APPL will have a code of CBE in the Pay Detail History ID field. These earnings are NEVER paid. The type code and amount of earnings cut back by the Annual Premium Pay Limit are displayed on the employees Exceeding Limitations Listing (P6619R02) Report. (PRO research tool only) Exception: CENTCOM locations. 5/18/2018 Integrity - Service - Innovation 51

52 PAY HISTORY SHOWING CBE 5/18/2018 Integrity - Service - Innovation 52

53 AGGREGATE PAY LIMITATION Aggregate Limitation on Pay under 5 U.S.C An employee s total annual compensation (basic pay, premium pay, awards, incentives, differentials, and other similar payments under Title 5) may not exceed the annual rate of basic pay payable for level I of the Executive Schedule (set at $243, for 2018). Deferred Payments: Section 5307(b)(1) provides payments in excess of the aggregate limitation on pay (other than basic pay) must be deferred and paid as a lump-sum payment at the beginning of the following calendar year. Deferred payments count toward the employee s aggregate limitation in the calendar year in which paid. SES: For SES employees, the aggregate limitation on pay is set at the amount payable to the Vice President under 3 U.S.C. 104 (currently set at $243,500.00). Basic Pay: Basic pay is never deferred for any reason. 5/18/2018 Integrity - Service - Innovation 53

54 OPM SCHEDULES FOR DETERMINING SALARY CAPS SCHEDULE 5--EXECUTIVE SCHEDULE Effective on the first day of the first applicable pay period beginning on or after January 1, 2018 Level I $210,700 Level II $189,600 Level III $174,500 Level IV $164,200 Level V $153,800 This is the aggregate pay limitation 5/18/2018 Integrity - Service - Innovation 54

55 OPM SCHEDULES FOR SALARY CAPS SCHEDULE 6-VICE PRESIDENT AND MEMBERS OF CONGRESS Effective on the first day of the first applicable pay period beginning on or after January 1, 2018 Vice President $243, The Presidential Salary cap can be located under 3 U.S. Code Compensation of the President: The President shall receive in full for his services during the term for which he shall have been elected compensation in the aggregate amount of $400, a year, to be paid monthly. 5/18/2018 Integrity - Service - Innovation 55

56 DCPS AGG/PRM/OT LMTS FIELDS Aggregate Limit Indicator This indicator will be allowed on all pay plans and will set the Aggregate Limit in DCPS to an amount higher than Executive Level V. The valid values are: Blank, V, P and N. Blank = Current Logic V = Vice President Limit P = President Title 3 Max N = No Limit (Effective with DCPS Release 10-4) 5/18/2018 Integrity - Service - Innovation 56

57 DCPS AGG/PRM/OT LMTS FIELDS Overtime Computation Indicator (NSPS Only) This indicator will be used for Y* pay plans to determine the way DCPS will compute the Overtime Rate. Valid values are: Blank or N. Blank = Current Logic N = No Limitation full 1 ½ times hourly rate regardless of FLSA value 5/18/2018 Integrity - Service - Innovation 57

58 EXAMPLE OF ALL PAY LIMITATIONS LIFTED Note: Both the Bi-weekly lift code of LU as well as the CENTCOM codes must be in place for retro to process and recalculate any prior pay period reduced earnings. All released & deferred income will release in the pay period HRO interfaces the NOAC MSC and lifts the Aggregate and Premium pay codes. 5/18/2018 Integrity - Service - Innovation 58

59 PAY HISTORY SHOWING CBA (DEFERRED) 5/18/2018 Integrity - Service - Innovation 59

60 AGGREGATE PAY LIMITATION Order in which Payments are Deferred Discretionary Payments are Deferred First: When an agency authorizes a discretionary payment for an employee, the agency must defer any portion of the payment that, when added to the employee's estimated aggregate compensation, would cause it to exceed the applicable aggregate limitation. Discretionary payments are optional. Payments that are authorized to be made to an employee under a service agreement or preauthorized to be made to an employee at a regular fixed rate each pay period are not discretionary payments. IE: retention allowances, supervisory differentials, and physicians comparability Nondiscretionary Payments are then Deferred: After deferring discretionary payments, an agency must defer all nondiscretionary payments (other than basic pay) at the time when otherwise continuing to pay them would cause an employee's estimated aggregate compensation for that calendar year to exceed the applicable aggregate limitation. IE. COLAs, post differentials, and remote worksite allowances An agency may not defer nondiscretionary payments to make discretionary payments. Basic pay is never deferred under any circumstances. 5 C.F.R /18/2018 Integrity - Service - Innovation 60

61 PAYMENT OF EXCESS AMOUNTS Lump Sum Deferred Pay An agency must pay the amounts that were deferred, due to exceeding the applicable aggregate limitation, as a lump-sum payment at the beginning of the following pay year, except: If a lump-sum payment causes an employee's estimated aggregate compensation to exceed the applicable aggregate limitation for the current pay year. Deferred payments count toward the employee s aggregate limitation in the calendar year in which paid. In such a case, an agency must consider only the employee's basic pay expected to be paid to determine the extent of the lump-sum payment that may be paid. An agency must defer all other payments in order to pay as much of the lump-sum amount as possible. Any deferred payments, including any portion of the lump-sum excess amount that was not payable, are payable at the beginning of the next calendar year. 5/18/2018 Integrity - Service - Innovation 61

62 PAYMENT OF EXCESS AMOUNTS Special Circumstances Transfer to Another Agency: If an employee transfers to another agency, the gaining agency is responsible for making any lump-sum payment to the employee. The previous employing agency must provide a fund transfer to the gaining agency equal to the cost of the lump-sum payment. Death or Separation: Under the following conditions an agency must pay any amount that was deferred because it was in excess of the applicable aggregate limitation, regardless of the calendar year limitation. If an employee dies, the agency must pay the entire excess amount as part of the settlement of accounts. If an employee separates from the Federal service, the employing agency must pay the entire excess amount following a 30-day break in service. (Reference DoD FMR 0302.B3 for DCPS hierarchy regarding release of deferred payments) 5/18/2018 Integrity - Service - Innovation 62

63 AGGREGATE PAY COMPENSATION 5/18/2018 Integrity - Service - Innovation 63

64 EXAMPLES OF TITLE 38 PREMIUM PAY vs. TITLE 5 5/18/2018 Integrity - Service - Innovation 64

65 PREMIUM PAY LIMITS FOR TITLE 38 & HYBRIDS TITLE 38 INDICATOR (US CODE IDC) The Title 38 Indicator represents an employee's eligibility to premium pay under Title 38. This Indicator is received from personnel as US CODE and set to the Title 38 Indicator in the payroll system. VALUES: B - Title 38 Nurse (36/40) - Fulltime Work Schedule with 72 Biweekly hours. C - Title 38 Hybrid Employee - Receives base pay under Title 5, additional premiums under Title 38 provisions, and the higher of On-Call (T38) OR Standby Premium (T5). K - Title 38 Hybrid Employee - Receives base pay under Title 5 and additional premiums under Title 38 provisions. 5/18/2018 Integrity - Service - Innovation 65

66 PREMIUM PAY LIMITS FOR TITLE 38 & HYBRIDS L - Full Title 38 Employee - Receives all pay and allowance under the provisions of Title 38. N - Title 38 Nurse (9-Month/3-Month) - Part Time Work Schedule with 80 Biweekly hours. Space - Not entitled to any type of Title 38 pay or Title 38 premiums. 5/18/2018 Integrity - Service - Innovation 66

67 PREMIUM PAY LIMITS FOR TITLE 38 HYBRIDS TITLE 38 HOLIDAY PAY This field represents the Pick and Choose concept whereby Holiday premium pay is paid at the higher Title 38 rate. VALUES: Y - Paid at the Higher Rate N or Space - Not Paid at Higher Rate TITLE 38 ON CALL This field represents the 'Pick and Choose' concept whereby On-Call premium pay is paid at the higher Title 38 rate. VALUES: Y - Paid at Higher Rate N or Space - Not Paid at Higher Rate 5/18/2018 Integrity - Service - Innovation 67

68 PREMIUM PAY LIMITS FOR TITLE 38 HYBRIDS TITLE 38 OVERTIME This field represents the Pick and Choose concept whereby Overtime premium pay is paid at the higher Title 38 rate. VALUES: Y - Paid at Higher Rate N or Space - Not Paid at Higher Rate TITLE 38 SATURDAY AND SUNDAY PAY This field represents the Pick and Choose concept whereby Saturday premium pay is paid at the higher Title 38 rate. VALUES: Y - Paid at Higher Rate N or Space - Not Paid at Higher Rate 5/18/2018 Integrity - Service - Innovation 68

69 PREMIUM PAY LIMITS FOR TITLE 38 & HYBRIDS 5/18/2018 Integrity - Service - Innovation 69

70 PREMIUM PAY LIMITS FOR TITLE 38 & HYBRIDS 5/18/2018 Integrity - Service - Innovation 70

71 PREMIUM PAY LIMITS FOR TITLE 38 & HYBRIDS 5/18/2018 Integrity - Service - Innovation 71

72 PREMIUM PAY LIMITS FOR TITLE 38 HYBRIDS 5/18/2018 Integrity - Service - Innovation 72

73 ANNUAL CAP FOR TITLE 38 PHYSICIANS AND DENTISTS Annual Pay Cap for Title 38 Physicians and Dentists. Under 38 USC 7431(e)(4), the total amount of compensation paid under Title 38 to physicians and dentists may not exceed that of the President under 3 U.S.C. 102 (currently set at $400,000) in any year. Pay under 38 U.S.C consists of base pay, market pay and performance pay (ad defined in section 7431). NOTE: This is a hard cap, any monies in excess of the $400,000 is forfeited not deferred. IE: Market Pay, Retention and recruitment allowances, etc. 5/18/2018 Integrity - Service - Innovation 73

74 PROJECTED/DEFERRED EARNINGS 5/18/2018 Integrity - Service - Innovation 74

75 PROJECTED/DEFERRED EARNINGS How to project earnings to identify if employee has met the annual/aggregate pay limits. This employee is in Pay Plan SR with annual salary of $111, plus Market Pay in the amount of $283, for gross pay of $394, This physician also has Retention Incentive at 14.28% paid bi-weekly. ***ZK calculated at $283,336.00/26= $10, ***Z8 calculated at 14.28% * $394,388.00= $56,318.86/26= $2, bi-weekly Next step is to review the YTD amounts to obtain the paid to date amounts. ***DCPS rounding may vary 5/18/2018 Integrity - Service - Innovation 75

76 PROJECTED/DEFERRED EARNINGS To date: Annual Cap RA $64, Aggregate Cap: RA $64, ZK $183, ZY $15, Z8 $57, = TOTAL AGG PAID TD IS $320, ** Employee received deferred pay in 1 ST PPE of CY 16 as follows: ZK $139, Z8 $57, $ZY $15, = $212, Projected earnings as of PPE 7/23/16 include the 11 remainder PPEs in the CY16. RA $ X 14 days = $4, * 11 PPEs= $46, Z8 $2, * 11 PPEs= $23, ZK $10, * 11 PPEs = $119, Projected Earnings $190, YTD $320,469.28= $511, $400, = <$111,153.95> over cap to be deferred. YTD $320, RA (projected) $64, = $384, Employee will receive additional compensation for allowances in amount of $15, in CY 16,remainder will be deferred until 1 st PPE of CY 17. **Be advised that DCPS will project CY 17 earnings and only release monies within the limits, remainder will again be deferred. 5/18/2018 Integrity - Service - Innovation 76

77 FOREIGN ENTITLEMENTS What entitlements are authorized while deployed? What type of orders are they deployed under? TDY, PCS or TCS? How to access these rates in DCPS What information should be included on the SF-1190 What is the importance of the Addendum A? SF-1190 submission Regulatory guidance 5/18/2018 Integrity - Service - Innovation 77

78 OVERSEAS ENTITLEMENTS ARE UNDER THE STATE DEPARTMENT REGULATION (DSSR) 5/18/2018 Integrity - Service - Innovation 78

79 TDY VS. PCS OR TCS Temporary Duty (TDY) Most common type of deployment orders Days covered by orders: Why is this important? Eligibility use date for foreign post differential Eligibility to earn home leave Eligibility for R&R Permanent Change in Station (PCS)/Temporary change in station (TCS) Additional entitlements Do they have family domiciled on post? Deployed to footnote N post Eligibility differences Storage of household goods 5/18/2018 Integrity - Service - Innovation 79

80 REMEMBER The entitlement or entitlement amounts are provided by the Personnel Office. The Payroll Office is not authorized to add, change or delete any entitlements without Personnel intervention. Per Workaround , Submit Remedy ticket under title Foreign Allowances-Other to have Post Differential/Danger pay deleted from Permanent record. Eligibility conditions are identified within the workaround. NOTE: If offline audit is required, assure all SF-1190 s and the Addendum-A are attached to the Remedy ticket for the entire period of deployment including all R&R trips. 5/18/2018 Integrity - Service - Innovation 80

81 POST DIFFERENTIAL AND DANGER PAY FORMULA Post Differential Rates vary by the Post. Review closely to ensure the country codes are entered properly per the SF1190 5/18/2018 Integrity - Service - Innovation 81

82 ANNUAL SALARY FROM THE PAY RATE AND APPOINTMENT SCREEN 5/18/2018 Integrity - Service - Innovation 82

83 CALCULATION OF POST DIFFERENTIAL OR DANGER PAY Annual amount $145, (salary) / 2087 (# hours) = $69.78 Hourly rate = $67.78 $69.78 X 25% (Post Differential allowance %) = $17.45 $69.78 X 15% (Danger Pay allowance %) = $10.47 Post diff daily rate would be $17.45 PH x 8 HRS = $ Danger pay daily rate would be $10.47 PH x 8 HRS = $83.76 Post Diff Biweekly payment = $17.45 X 80 HRS = $1, Danger Pay Biweekly payment = $10.47 X 80 HRS = $ NOTE: Post Differential and Danger pay are compensated based on work schedule. 10 days vs. 14 days. (80 HRS) 5/18/2018 Integrity - Service - Innovation 83

84 MASTER PAY HISTORY - F2 UNTIL YOU SEE THE YG OR YR CODE 5/18/2018 Integrity - Service - Innovation 84

85 SF-1190 Foreign Allowance Application SF-1190 is the source document to authorize foreign entitlements Processed by personnel to interface with DCPS payroll system When to submit SF1190 & Addendum to payroll Only if requested by payroll for Aggregate pay audits 5/18/2018 Integrity - Service - Innovation 85

86 SF-1190 FORM 5/18/2018 Integrity - Service - Innovation 86

87 SF-1190 FORM 5/18/2018 Integrity - Service - Innovation 87

88 SF-1190 FORM NOTE: POST DIFFERENTIAL AND DANGER PAY BOXES MUST BE CHECKED. IF ELIGIBLE FOR IMMINENT DANGER PAY, BOX 652G MUST ALSO BE MARKED. 5/18/2018 Integrity - Service - Innovation 88

89 SF-1190 ADDENDUM 5/18/2018 Integrity - Service - Innovation 89

90 IMMINENT DANGER PAY Some areas in Kuwait are eligible for Imminent danger pay (IDP). IDP is calculated as a daily rate and paid on a monthly basis. Daily rates are determined by dividing the monthly amount (max $225.00) by the number of days in the month. Employees cannot receive both IDP and Post Differential (PD) at the same time. Civilians in Kuwait are entitled to IDP during the first 42 days in theater while awaiting PD eligibility. Civilians in Qatar-Other are also entitled to IDP. Excluded locations are Al Udeid, Camp As Sayliyah & Doha. Reference DSSR 652(g). Note Kuwait s Post Differential contains an entitlement for Political violence credit which disqualifies payment of IDP and PD at the same time. The DSSR chapter 600 contains listing of countries that do not include this credit and eligible for both payments. 5/18/2018 Integrity - Service - Innovation 90

91 LEAVE Travel Compensatory Time Rest and Recuperation (R&R) 5/18/2018 Integrity - Service - Innovation 91

92 TRAVEL COMPENSATORY TIME Travel compensatory time is authorized while on official orders Note: R&R is leave and NOT eligible to earn travel compensatory time. 5/18/2018 Integrity - Service - Innovation 92

93 TRAVEL COMPENSATORY TIME Creditable Travel To be creditable under this provision, travel must be officially authorized. In other words, travel must be for work purposes and must be approved by an authorized agency official or otherwise authorized under established agency policies. For the purpose of compensatory time off for travel, time in a travel status includes: Time spent traveling between the official duty station and a temporary duty station NOTE: Waiting in a hotel room, meal breaks or sleeping in tents while awaiting the next flight are not authorized waiting periods. 5/18/2018 Integrity - Service - Innovation 93

94 TRAVEL COMPENSATORY TIME The employing agency has sole and exclusive discretion to determine what is creditable as usual waiting time. An extended waiting period, an unusually long wait during which the employee is free to rest, sleep, or otherwise use the time for his or her own purposes, is not considered time in a travel status. **PLEASE NOTE: Travel within Theater from one Forward Operating Base (FOB) to another is NOT official travel and should not be coded as Travel Compensatory Time without supporting travel orders. 5/18/2018 Integrity - Service - Innovation 94

95 REST AND RECUPERATION (R&R) R&R leave is a privilege, not an entitlement. Participation is determined by the unit Commander, subject to operational and mission constraints. Eligibility to participate Deployed to an area that is restricted or designated for Hostile Fire or Imminent Danger Pay Area where leave programs are restricted for reasons of military necessity NOTE: effective 6/1/14 only members who are deployed to a Footnote N post of Iraq or Afghanistan are eligible for R&R. 5/18/2018 Integrity - Service - Innovation 95

96 R&R ELIGIBILITY Eligibility to take leave begins after completion of the first 60 days in theater and ends prior to the final 60 days. Footnote N posts only Iraq and Afghanistan Travel orders less than 180 days, not eligible for R&R program Travel orders of 180 days but less than 365, allows for 1 R&R leave Travel orders of 365 days plus allows for up to 3 R&R leave Maximum days per R&R allowed for excused absence = 10 days Maximum days authorized per year = 20 days Maximum days outside of AOR allowed = 21 days **PLEASE NOTE: Employees who travel on R&R must be in a leave status for the entire trip. If R&R is used in conjunction with TDY, orders must substantiate and the SF-1190 requires annotation stating For the convenience of the government. 5/18/2018 Integrity - Service - Innovation 96

97 R&R ELIGIBILITY Employee must be in a leave status the entire time regardless if awaiting transportation to their assigned duty station. Timecards should be coded LV and use of personal leave is required in excess of 10 days. Non-duty days are excluded. final%20-%20jan%20%2011.pdf gulations/regulations_changes/immediate/utd002-11(i)_ctd001-11(i).pdf 5/18/2018 Integrity - Service - Innovation 97

98 QUESTIONS 5/18/2018 Integrity - Service - Innovation 98