DEPLOYED CIVILIANS OVERVIEW

Transcription

1 DEPLOYED CIVILIANS OVERVIEW Defense Finance and Accounting Service INDIANAPOLIS PAYROLL OFFICE 2017 Integrity - Service - Innovation

2 DEPLOYED CIVILIANS-TOPICS FOR DISCUSSION Pay Limitations Biweekly Annual Premium Annual Aggregate CENTCOM Foreign allowances Danger Pay Post Differential Imminent Danger Pay Leave Home Leave Travel compensatory time Rest and recuperation (R&R) 4/7/2017 Integrity - Service - Innovation 2

3 BIWEEKLY CAP ON PREMIUM PAY 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 $151, for 2017). 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. FYI:LES remarks will state $$ amount of dollars have been reduced due to exceeding the bi-weekly premium pay limitation 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. 4/7/2017 Integrity - Service - Innovation 3

4 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. 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 2017 $161, Level V for 2017 $151,700.00). *Guidance pertaining to the applicable salary limitations are available at 4/7/2017 Integrity - Service - Innovation 4 4/7/2017 Integrity - Service - Innovation 4

5 BIWEEKLY PAY LIMITATIONS NON-EXEMPT 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 and night pay. Other types of premium pay are still subject to the premium pay biweekly limitations. 4/7/2017 Integrity - Service - Innovation 5

6 BI-WEEKLY PAY LIMITATIONS When an employee is subject to the BPL, the following Earning Type Codes are totaled * RA Regular Pay **CC Compensatory Time Callback (Overtime value) **CE Compensatory Time (Overtime value) ND Night Differential OZ Overtime (includes scheduled/unscheduled, etc) YK Tropical Differential ZE Sunday Premium ZF Holiday Premium ZM Availability Pay YT Annual Standby Premium YU Administratively Uncontrollable Overtime * RA earnings are included in the BPL Calculation, but they are NEVER cutback or deferred. ** Compensatory time is not included in BPL calculations for Title 32 Technicians (Employee Type Code V for National Guard) 4/7/2017 Integrity - Service - Innovation 6

7 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. For example, the LU in the Special Employee Indicator indicates that the employee has been authorized an emergency exception to the bi-weekly pay limit. 4/7/2017 Integrity - Service - Innovation 7 4/7/2017 Integrity - Service - Innovation 7

8 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 calculated and included in the biweekly pay cap at the rate it was earned, NOT at the rate it was paid. 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). 4/7/2017 Integrity - Service - Innovation 8

9 WWW. OPM.GOV/OCA TO VIEW SALARIES AND WAGE TABLES Deployment regulations Pay tables 4/7/2017 Integrity - Service - Innovation 9

10 TABLES BASED ON EMPLOYEE S LOCALITY 4/7/2017 Integrity - Service - Innovation 10

11 GENERAL SCHEDULE AND LOCALITY PAY TABLES 4/7/2017 Integrity - Service - Innovation 11

12 HOURLY SALARY TABLE BASED ON LOCALITY 4/7/2017 Integrity - Service - Innovation 12

13 SALARY TABLE NO. EX /7/2017 Integrity - Service - Innovation 13

14 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 NOTE: When the emergency/contingency ends, a new memo needs submitted to the payroll office to rescind the pay cap. 4/7/2017 Integrity - Service - Innovation 14 4/7/2017 Integrity - Service - Innovation 14

15 SAMPLE BI-WEEKLY PAY CAP WAIVER stdeployingcivilians.pdf 4/7/2017 Integrity - Service - Innovation 15

16 MASTER EMPLOYEE 4/7/2017 Integrity - Service - Innovation 16

17 PAY RATES AND APPOINTMENT 4/7/2017 Integrity - Service - Innovation 17

18 BI-WEEKLY LIMITATION, FLSA CODE - AGG/PRM/OT LMTS - SPL FIELDS 4/7/2017 Integrity - Service - Innovation 18

19 F10 - LOCALITY % 4/7/2017 Integrity - Service - Innovation 19

20 HISTORY (LEAVE, PAY, TIME) 4/7/2017 Integrity - Service - Innovation 20

21 SSN - PPE - OPTION MASTER PAY HISTORY 4/7/2017 Integrity - Service - Innovation 21

22 PAY HISTORY OZ LINE WITH CB CODE (CUTBACK) 4/7/2017 Integrity - Service - Innovation 22

23 BI-WEEKLY PAY CAP LIFTED 4/7/2017 Integrity - Service - Innovation 23

24 HOW TO CALCULATE THE BPL 4/7/2017 Integrity - Service - Innovation 24

25 HOW TO CALCULATE THE BPL (1) Go to pay table to obtain the BPL amount for locality 14.35% (2) BPL= $ (3) Calculate RA $54.19PH * 80hrs (4) RA $ BPL $ = $ remains in cap. (5) To determine hours of overtime or compensatory time authorized take the remainder balance of $ divided by the hourly rate $54.19= hrs **Keep in mind that any combination of premium pay can be coded but the only amounts to be paid or accrued as leave will be the remainder balance in the BPL after RA. 4/7/2017 Integrity - Service - Innovation 25

26 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. 4/7/2017 Integrity - Service - Innovation 26

27 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. 4/7/2017 Integrity - Service - Innovation 27

28 ANNUAL PREMIUM PAY LIMIT (APPL) 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). 4/7/2017 Integrity - Service - Innovation 28

29 ANNUAL PREMIUM PAY LIMIT (APPL) 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 2016 the VP salary is $237, /7/2017 Integrity - Service - Innovation 29

30 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 5/22/17. Link to review entire memorandum can be located at : /7/2017 Integrity - Service - Innovation 30

31 PAY HISTORY SHOWING CBE 4/7/2017 Integrity - Service - Innovation 31

32 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-the value resides on the General Table $235,300 (2015) N No APL P Presidential Salary (the value resides on the General Table) V Vice Presidential Salary (the value resides on the General Table) 4/7/2017 Integrity - Service - Innovation 32

33 ANNUAL PAY CAP LIFT AND C FOR CENTOM 4/7/2017 Integrity - Service - Innovation 33

34 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. 4/7/2017 Integrity - Service - Innovation 34

35 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 $207, for 2017). 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 $240, for CY 17). Basic Pay: Basic pay is never deferred for any reason. 4/7/2017 Integrity - Service - Innovation 35

36 AGGREGATE PAY COMPENSATION 4/7/2017 Integrity - Service - Innovation 36

37 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 Release 10-4) 4/7/2017 Integrity - Service - Innovation 37

38 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 4/7/2017 Integrity - Service - Innovation 38

39 EXAMPLE OF ALL PAY LIMITATIONS LIFTED MSC 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 lifted the Aggregate and Premium pay codes. 4/7/2017 Integrity - Service - Innovation 39

40 PAY HISTORY SHOWING CBA (DEFERRED) 4/7/2017 Integrity - Service - Innovation 40

41 AGGREGATE PAY LIMITATION ORDER OF PRECEDENCE 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. 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. An agency may not defer nondiscretionary payments to make discretionary payments. Basic pay is never deferred under any circumstances. 5 C.F.R /7/2017 Integrity - Service - Innovation 41

42 PAYMENT OF EXCESS AMOUNTS 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. 4/7/2017 Integrity - Service - Innovation 42

43 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) 4/7/2017 Integrity - Service - Innovation 43

44 READING AND WEBSITE REFERENCES 5 U.S.C. DODFMR Volume 8, Chapter 3, Page 2, Paragraph DCPS CSR Manual, Section G Dictionary/Glossary for indicator codes Facts sheets Pay caps Fair Labor Standard Act (FLSA) NOTE: Pending CY 17 authorization & delegation, the USD memo will be available at this web address. : 4/7/2017 Integrity - Service - Innovation 44

45 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 4/7/2017 Integrity - Service - Innovation 45

46 OVERSEAS ENTITLEMENTS ARE UNDER THE STATE DEPARTMENT REGULATION (DSSR) 4/7/2017 Integrity - Service - Innovation 46

47 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 4/7/2017 Integrity - Service - Innovation 47

48 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. 4/7/2017 Integrity - Service - Innovation 48

49 POST DIFFERENTIAL AND DANGER PAY FORMULA 4/7/2017 Integrity - Service - Innovation 49

50 ANNUAL SALARY FROM THE PAY RATE AND APPOINTMENT SCREEN 4/7/2017 Integrity - Service - Innovation 50

51 CALCULATION OF POST DIFFERENTIAL OR DANGER PAY Annual amount $126, (salary) / 2087 (# hours) = $60.49 Hourly rate = $60.49 $60.49 X 35% (allowance %) = $21.17 PH Post Diff or Danger Pay Hourly Rate = $21.17 PH Daily rate would be $21.17 PH x 8 HRS = $ Biweekly payment = $21.17 X 80 HRS = $ NOTE: Post Differential and Danger pay are compensated based on work schedule. 10 days vs. 14 days. (80 HRS) 4/7/2017 Integrity - Service - Innovation 51

52 MASTER PAY HISTORY - F2 UNTIL YOU SEE THE YG OR YR CODE 4/7/2017 Integrity - Service - Innovation 52

53 SF-1190 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 4/7/2017 Integrity - Service - Innovation 53

54 SF-1190 FORM 4/7/2017 Integrity - Service - Innovation 54

55 SF-1190 FORM 4/7/2017 Integrity - Service - Innovation 55

56 SF-1190 FORM 11NIE NOTE: POST DIFFERENTIAL AND DANGER PAY BOXES MUST BE CHECKED. IF ELIGIBLE FOR IMMINENT DANGER PAY, BOX 652G MUST ALSO BE MARKED. 4/7/2017 Integrity - Service - Innovation 56

57 SF-1190 ADDENDUM 4/7/2017 Integrity - Service - Innovation 57

58 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 don t include this credit and eligible for both payments 4/7/2017 Integrity - Service - Innovation 58

59 REFERENCES OPM PAY TABLES /7/2017 Integrity - Service - Innovation 59

60 LEAVE Home leave Travel compensatory time Rest and recuperation (R&R) 4/7/2017 Integrity - Service - Innovation 60

61 HOME LEAVE 5 CFR Grant of home leave. 15 days of Home Leave are available to employees deployed to Iraq or Afghanistan via TCS or TDY upon completion of 12 consecutive months (360 days). The 12 month period may consist of a series of assignments, as long as the period is continuous. Meeting the 12-month (360 day) requirement from one tour does NOT automatically qualify an employee to accrue home leave for a 2 nd tour. 6 months in USAREUR followed immediately by 6 months in Iraq satisfies the 12-month requirement 18-month 1 st tour, 3-month break, and 6-month 2 nd tour. Only entitled to home leave for 1 st tour, NOT 2 nd tour. Employee must apply on SF-1190 in the Remarks section to receive home leave For use only in CONUS or US territories Must return from CONUS after using home leave NOTE: TDY employee are not eligible for the 360 leave ceiling 4/7/2017 Integrity - Service - Innovation 61

62 THE SF-1190 AND ADDENDUM 4/7/2017 Integrity - Service - Innovation 62

63 HOME LEAVE WORK AROUND- CENTCOM ONLY 4/7/2017 Integrity - Service - Innovation 63

64 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. 4/7/2017 Integrity - Service - Innovation 64

65 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. 4/7/2017 Integrity - Service - Innovation 65

66 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. 4/7/2017 Integrity - Service - Innovation 66

67 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. 4/7/2017 Integrity - Service - Innovation 67

68 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 Maximum days authorized per year = 20 Maximum days outside of AOR allowed = 21 **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 SF-1190 requires annotation stating For the convenience of the government. 4/7/2017 Integrity - Service - Innovation 68

69 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 4/7/2017 Integrity - Service - Innovation 69

70 QUESTIONS 4/7/2017 Integrity - Service - Innovation 70