Gs civilians handbook

I left that job after 9 years. I am about to finish up a 20 year Reserve Military obligation. The fact that you will be entitled to reserve retired pay will have no affect on your civilian annuity. That annuity will include your active duty service for which you made a deposit.

John — It sounds like you have additional active duty time while you were in the Army reserve. You might look into going back to federal service and buying back that additional time. I think if you time everything right it could work out for you. If I buy back all of my active duty time, how many points will be used to calculate my military reserve retirement pay? Making a deposit to get civilian credit for your active duty service will have no affect on your military reserve pay.

Save my name, email, and website in this browser for the next time I comment. Notify me of follow-up comments by email. Notify me of new posts by email. Trending Retirement and health benefits Service credit Who gets my survivor annuity? You are at: Home » Military reserves » Reserves service credit. No civilian credit of any kind is given for time spent in the reserves. March 13, March 12, March 9, 6. Dennis J Crawford on February 27, pm. Cynthia on February 28, pm.

Richard Faust on February 27, pm. Reg Jones on February 27, pm. Richard on March 5, pm. Thank you Dennis for the references. Very helpful! I think I also heard that you need to have orders and your LES to prove it. They send them to you as a PDF. Reg Jones on March 6, am. Thanks for sharing that with us. In general, the laws mandate more protections under Title 5. For instance, the FLSA does not require your employer to give you a lunch break at all.

However, what you should really care about is your official agency policy or master agreement if your place of employment is unionized. So I assume you found this article on federal employee lunch break rules because you are a federal employee. I broke down some scenarios of why exactly you wanted this information below. This master agreement sets the rules for all employees whether or not they belong to the union. The document will tell you everything you ever wanted to know about pay, leave, and breaks.

Depending on your union, your master agreement may cover a lot of employees or only a few. These master agreements cover many employees the Forest Service Agreement covers nearly 20, employees. Other master agreements only apply to a single office. For example, this master agreement only applies to Bureau of Land Management employees at two different locations in California.

Because there are so many different master agreements throughout the federal government, I cannot possibly list them all. My advice to you is to find your specific master agreement and read it. In the absence of a master agreement, your workplace or agency should have an employee handbook. Unfortunately, most of these only exist on the agency intranet pages.

Furthermore, there could be hundreds if not thousands of different policies throughout the federal government. Since the Department of Defense has the most employees, I did some searching and was able to retrieve this Army civilian employee handbook. In fact, even within a specific agency, employees in different offices can have different rules. The Army handbook basically repeats the OPM guidance.

The handbook states that the Army cannot make you take a lunch break longer than 1 hour. Other than that, the handbook gives a lot of leeway to supervisors. The VA master agreement talks about two classes of employees. Some employees have a fixed 30 minute lunch period. Finally, the FS master agreement requires employees to take a half-hour unpaid lunch break any day in which they work more than 6 hours. So you can see that there are many different rules across the three different agencies I could easily find information for.

I figured that if someone was trying to find this information, they must be having a disagreement with someone about lunch breaks. Who fights about lunch breaks? I figured there were three types of people looking for this information. As I said before, there are very few general lunch break rules that pertain to all federal employees. However, I have tried to come up with actionable advice i. Did your supervisor tell you something that seemed unfair?

Perhaps he or she made you work through your unpaid lunch period to finish a project by the deadline. Or maybe they made a rule that you needed to eat lunch at your desk so that you could answer an email as soon as it came in.

If this sounds familiar to you- keep reading! If your supervisor tried to force you into an improper lunch break situation, they could help you file a grievance. Even if the lunch break rules were technically permitted, if they were causing you stress, they might be able to help you talk with your supervisor to come up with an alternative solution.

The first step is to find your employee handbook probably on your intranet somewhere and read it carefully. Hopefully your supervisor would not willingly want to break agency policy. However, you might need to escalate the situation. You could try contacting Human Resources for advice. Do you have an employee who wants to take a 3 hour lunchbreak each day so they can go home and walk their dog? Or maybe you have an employee who wants to just work through their 8-hour shift with no breaks to get home sooner.

Should you allow it? If not, you might find professional liability insurance to be a good investment. But I digress. Since you know your workplace policies, you can make a decision whether or not the request is even allowed by the rules. Explain that you are sympathetic to their request but that you need to deny it because it is not allowed by the agency.

What if your employee requests something that is technically allowed but unusual? I would lean towards allowing it. The world will continue to spin on its access if you are actually kind toward your employees. You may also wish to talk to employee relations the legal branch of HR to make sure they agree with your assessment. My advice would be to leave Steve alone. Chances are that Steve and his supervisor have worked out agreement that works for them.