The Department of Energy offers many benefit entitlements for Federal employees and their families. Federal employment benefits are among the most comprehensive programs available and tailored to help you reach your individual goals by supporting your personal needs, health, and well-being. DOE emphasizes schedules and work arrangements that support work-life balance, including telework, flexible work hours, remote opportunities, and compressed work schedules.

Salaries and Incentives

Health, Dental and Vision Benefits

Retirement Benefits

Life Insurance and Long-Term Care

Leave Benefits

Work-Life Programs

Child and Dependent Care

Additional Benefits

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Salaries and Incentives

Annual Increase

The GS base pay schedule is usually adjusted annually each January with an across-the-board pay increase based on nationwide changes in the cost of wages and salaries of private industry workers.

GS employees’ pay typically includes Locality Pay—determined by your geographic location—that reflects the relative cost of labor across the country. There are currently 47 locality pay areas, which cover the lower 48 States and Washington, DC, plus Alaska, Hawaii, and the U.S. territories and possessions. Forty-four of the locality pay areas cover large metropolitan areas (e.g., Los Angeles, New York, Washington, DC), two cover entire States—Alaska and Hawaii, and the remainder of the United States and its territories and possessions are included in the catch-all Rest of U.S. (RUS) locality pay area.

Career Development

Internships & Apprenticeships: Interns and apprentices are an important part of growing DOE’s highly skilled workforce. Opportunities are fully paid at a competitive rate, with access to certain benefits such as health and paid time off.

Career Promotions: Entry level employees are often hired into developmental positions with established long-term career training and promotion opportunities. For example: an entry level engineer hired at the GS-05 pay level (based on competition of a four-year degree) may be promoted to the GS-12 pay level in as little as four years without competing for each promotion; resulting in basic pay increases of nearly 10k a year.

Advancement Opportunities: The mission of the DOE is complex, and the work is highly specialized and challenging. Mid-career professionals, senior level non-supervisory, and supervisory staff play a key role in executing DOE’s mission and mentoring junior staff. The DOE offers many opportunities for promotion and career advancement throughout the department.

Incentives

Recruitment Incentive: Highly qualified new hires may be offered a cash recruitment bonus up to 25 percent of basic pay for hard to fill or critical positions in exchange for a service commitment.

Special Pay Rates: Certain positions in the Engineering and Information Technology fields are eligible for a higher rate of starting pay.

Salaries

Like other government agencies, DOE’s basic salaries are set by Congress and most are paid under the General Schedule. The General Schedule has 15 grades—GS-1 (lowest) to GS-15 (highest). Agencies establish (classify) the grade of each job based on the level of difficulty, responsibility, and qualifications required. Please see more information on OPM's General Schedule Qualification page.  

The grade level at which an individual enters a job depends on the specific position and the individual's qualifications. 

  • Individuals with a high school diploma and no additional experience typically qualify for GS-2 positions
  • Those with a Bachelor’s degree typically qualify for GS-5 positions
  • Those with a Master’s degree typically qualify for GS-9 positions
  • Those with a Ph.D. or equivalent, or with a J.D. degree, typically qualify for GS-11 positions

Each grade has 10 step rates (steps 1-10) that are each worth approximately 3 percent of the employee’s salary. Most employees start at step 1 of their GS grade. However, in special circumstances, agencies may authorize a higher step rate for a newly-appointed Federal employee based on a special need of the agency or superior qualifications of the prospective employee.

Within-grade step increases are based on an acceptable level of performance.  These increases are available after:

  • one year of service if you are in step 1, 2 or 3
  • two years of service if you are in step 4, 5 or 6
  • three years of service if you are in step 7, 8 or 9
Student Loan Repayment

Highly or uniquely qualified new hires may be offered a student loan repayment recruitment incentive in exchange for a service commitment. Repayment applies to Federally insured student loans; payments are made directly to the loan holder. New hires may receive up to $10,000 per calendar year, up to $60,000 total.

Tuition Assistance

Federal employees are eligible for tuition assistance for courses, seminars, and conferences that directly relate to your job or to DOE's mission overall. If your studies last longer than 120 days, you must agree to stay with DOE or another Federal agency for three times the length of your classes.

Tuition assistance programs, including individual courses, are NOT considered part of DOE’s academic degree program. Within a tuition assistance program, DOE pay for individual courses/classes. Employees are not required to undergo a competitive process.

As an example, an employee is working as a Financial Analyst and would like to enhance their skills and knowledge. The employee is also pursuing a Master of Business Administration (MBA). The employee enrolls in two finance courses at a university to enhance their job-related knowledge and skills. The finance courses would also count towards their MBA degree. DOE may pay the employee’s finance courses from the agency’s training funds — it would be considered part of a tuition assistance reimbursement program and not part of the agency’s academic degree program.

Possible other training expenses: DOE may also pay, or reimburse employees for, all or part of the necessary expenses of training including among the expenses the necessary costs:

  • Travel and per diem
  • Transportation of immediate family, household goods and personal effects
  • Tuition and matriculation fees
  • Library and laboratory services
  • Purchase of rental of books, materials, and supplies
  • Other services or facilities directly related to the training of the employee

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Health, Dental and Vision Benefits

Federal Employees Dental and Vision Insurance Program (FEDVIP)

The Federal Employees Dental and Vision Insurance Program (FEDVIP) is available to eligible Federal employees, retirees, and their eligible family members on an enrollee-pay-all basis. Employee must be eligible for FEHB to be eligible to enroll in FEDVIP. This program allows dental and vision insurance to be purchased on a group basis, which means competitive premiums and no pre-existing condition limitations. Premiums for enrolled federal employees are withheld from your salary.

Eligible employees may enroll in a dental plan and/or vision plan covering:

  • just yourself,
  • yourself and one other family member, or
  • yourself and all your family members.

Eligible family members include an enrollee’s spouse, unmarried dependent children under the age of 22, and children who are incapable of self-support and who are aged 22 or older. The rules for family members' eligibility are the same for the FEHB Program.

Enrollment will take place during the annual Federal Benefits Open Season in November and December. New and newly eligible employees can enroll within 60 days after they onboard or become eligible.

  • Enroll for FEDVIP plans at the BENEFEDS site

Dental Plans under FEDVIP:  Dental plans under FEDVIP provide a comprehensive range of services, including orthodontia (for children under the age of 19), and:

  • Class A (Basic) services, which include oral examinations, prophylaxis, diagnostic evaluations, sealants and x-rays.
  • Class B (Intermediate) services, which include restorative procedures such as fillings, prefabricated stainless steel crowns, periodontal scaling, tooth extractions, and denture adjustments.
  • Class C (Major) services, which include endodontic services such as root canals, periodontal services such as gingivectomy, major restorative services such as crowns, oral surgery, bridges and prosthodontic services such as complete dentures.

For more information, visit the U.S. Office of Personnel Management’s (OPM) site:

Vision Plans under FEDVIP:  FEDVIP provides comprehensive vision insurance at competitive group rates. There are multiple vision plans from which to choose. The vision plans feature comprehensive eye examinations and coverage for lenses, frames and contact lenses. Other benefits such as discounts on LASIK surgery may also be available. There are no pre-existing condition limitations and no waiting periods for vision services.

For more information, visit OPM’s site:

Federal Employees Health Benefits Program (FEHB)

DOE participates in the Federal Employees Health Benefits Program (FEHB). You may choose from a variety of Federal healthcare plans and options, which covers you and your family at reasonable rates. Your biweekly contribution to health benefits varies with the plan you choose. This program offers:

  • One of the widest selections of plans in the country
  • Annual open season
  • Coverage that continues into retirement, at the same rate
  • Pre-tax options

FEHB offers many unique advantages:

  • No waiting periods. You can use your benefits as soon as your coverage becomes effective. There are no pre-existing condition limitations even if you change plans.
  • A choice of coverage. You can choose self-only coverage for you, or self and family coverage for you, your spouse, and unmarried dependent children under age 22. Under certain circumstances, your FEHB enrollment may cover your disabled child aged 22 or older who is incapable of self-support.
  • A choice of plans and options. This includes fee-for-service plans, plans offering a point of service product, and health maintenance organizations.
  • A government contribution. The Government pays 72 percent of the average premium toward the total cost of the premium.
  • Salary deduction. You pay your share of the premium through a payroll deduction and have the choice of doing so using pre-tax dollars.
  • No medical exam required to enroll.
  • Pre-tax dollars to pay health insurance premiums.

If you are in an eligible position, you have 60 days from the day you begin work at DOE to sign-up for a health insurance plan. Otherwise, you may enroll during the Federal Benefits Open Season which is held each year beginning the second Monday in November through the second Monday in December. You can also enroll or make changes outside of Open Season if you have a qualifying life event (QLE) such as the birth of a child, divorce, or another qualifying event. For more information, visit the U.S. Office of Personnel Management’s (OPM) site:

If you don't make an election within 60 days from becoming eligible, you are considered to have declined coverage, and you must wait until the next open season or QLE to enroll. Except for Open Season, most enrollments are effective the first day of the first pay period after the agency receives your SF-2809 Health Benefits Election form.

Cheers to good health!

Health Federal Flexible Spending Accounts (FSAFEDS)

The Federal Flexible Spending Account Program (FSAFEDS) is a tax-favored program that allows employees to pay for eligible out-of-pocket health care and dependent care expenses with pre-tax dollars. With FSA, employees can reduce taxes and save what employees would generally pay for out-of-pocket costs. Federal employees eligible for FEHB are usually eligible for FSA unless their position is excluded by law.

Newly eligible employees must enroll within 60 days from the date of hire or after becoming eligible but must enroll before October 1 of the calendar year. Employees cannot enroll on, or after, October 1 of any benefits period. Participation is voluntary, but it is important to remember that, unlike other Federal benefits, FSA is only effective for one benefits period; employees must reenroll each year if they want to participate.

FSAFEDS for healthcare:

  • Health Care FSA (HCFSA) is a pre-tax benefit account that is used to pay for eligible medical, dental, and vision care expenses that are not covered by health care plans or elsewhere. With an HCFSA, employees use pre-tax dollars to pay for qualified out-of-pocket health care expenses.
  • Limited Expense Health Care FSA (LEX HCFSA) is a flexible spending account option for an employee who is enrolled in a Federal Employees Health Benefits Program (FEHB) high-deductible health plan (HDHP) and has a Health Savings Account (HSA). This option is also available for a spouse who is enrolled in a non-FEHB HDHP and has an HSA.

The minimum election for calendar years may vary for all accounts. Employees may be eligible for carry over up to an amount as determined by the Internal Revenue Service (IRS) of unspent funds into the next benefit year if they meet the following requirements:

  • Be actively employed by an FSAFEDS-participating agency and contributing to FSA account through December 31.
  • Re-enroll during Open Season for the next benefit period. If employees do not re-enroll, they forfeit their right to a carryover account.

To enroll or manage FSA accounts, visit FSAFEDS.

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Retirement Benefits

Federal Employees Retirement System

The Federal Employees Retirement System (FERS) is a retirement plan providing benefits from three different sources:

  • Basic Benefit Plan
  • Social Security
  • Thrift Savings Plan (TSP)

The three components of FERS work together to provide a strong financial foundation for retirement years with benefits for retirement, disability, and survivors. Two of the three parts (Social Security and the TSP) can go with you to your next job if you leave the Federal Government before retirement.

Military Service: As a general rule, military service in the Armed Forces of the United States is creditable for retirement purposes if it was active service terminated under honorable conditions and performed prior to separation from civilian service for retirement. Service performed before 1957 is creditable without deposit. For service performed on or after January 1, 1957, a deposit must be paid to credit the service.

Basic Benefit Plan: The U.S. Office of Personnel Management (OPM) administers the Basic Benefit Plan. The Basic Benefit Plan includes benefits for retirement, disability, and survivors. The Basic Benefit Plan requires you to pay your share each pay period. Your agency withholds the cost of the Basic Benefit Plan from your pay as a payroll deduction. Your agency pays its part too. Then, after you retire, you receive annuity payments each month for the rest of your life. To be vested (eligible to receive your retirement benefits from the Basic Benefit plan if you leave Federal service before retiring), you must have at least five years of creditable civilian service. Survivor and disability benefits are available after 18 months of civilian service.

For additional information about the Basic Benefits Plan, review OPM’s FERS Information.

Social Security: The Social Security Administration administers Social Security benefits. The term “Social Security” means benefit payments provided to workers and their dependents who qualify as beneficiaries under the Old-Age Survivors, and Disability Insurance (OASDI) programs of the Social Security Act. OASDI replaces a portion of earnings lost to retirement, disability, or death. Social Security programs provide:

  • Monthly benefits if you are retired and have reached at least age 62, and monthly benefits during your retirement for your spouse and dependents if they are eligible
  • Monthly benefits if you become totally disabled for gainful employment and benefits for your spouse and dependents if they are eligible during your disability
  • Monthly benefits for your eligible survivors
  • A lump sum benefit upon your death

To become eligible for benefits, you or your family must meet different sets of requirements for each type of benefit. Social Security requires you pay your share each pay period. Your agency withholds the cost of Social Security from your pay as a payroll deduction. Your agency pays its part as well. Then, after you retire, you receive annuity payments each month for the rest of your life.

For additional information about Social Security, please visit the U.S. Social Security Administration site.

Thrift Savings Plan (TSP)

The Thrift Savings Plan (TSP) is administered by the Federal Retirement Thrift Investment Board. TSP is a long-term, retirement savings and investment plan similar to 401(k) plans offered in the private sector.

Contributions: As a new FERS employee, you are automatically enrolled in the TSP at 5% of your basic pay. Contributions are automatically deducted from your paycheck and placed into your TSP account, and they can be changed by you at any time. You can contribute up to the maximum amount permitted by the Internal Revenue Service regulations. Employees over 50 can also make “catch-up contributions.” View the current annual contribution and catch-up contribution limits on the TSP site.

As your employer, we make an automatic 1% of basic pay contribution to your TSP per pay period, even if you do not contribute anything. Additionally, you are eligible to receive matching contributions from your agency, which could mean thousands of additional dollars in your TSP account over time. You do not get the full match if you contribute less than 5%.

New employees may change their contributions by submitting a TSP-1 Election Form to their Servicing Human Resources Office or Shared Service Center. Current employees may change their contributions through DOE’s Employee Self Service or other approved self-service personnel system.

Taxes: You can choose between two tax treatments for your contributions:

  • Traditional (pre-tax)
  • Roth (after-tax)

Moving Money from Other Plans into the TSP: TSP will accept into the traditional balance of your TSP account both transfers and rollovers of tax-deferred money from traditional individual retirement accounts (IRAs), SIMPLE IRAs, and eligible employer plans. TSP will accept into the Roth balance of your TSP account transfers of qualified and nonqualified Roth distributions from Roth 401(k)s, Roth 403(b)s, and Roth 457(b)s. If you do not already have a Roth balance in your TSP account, the transfer will create one.

Funds: TSP offers two approaches to investing:

  • Lifecycle (L) Funds These are “Lifecycle” funds invested according to a professionally designed mix of stocks, bonds, and government securities. You select your L Fund based on your “time horizon,” the future date at which you plan to start withdrawing your money. Depending upon your plans, this may be as soon as you leave or further in the future. You are automatically enrolled in the Lifecycle (L) Fund most appropriate for your age.
  • Individual Funds – You make your own decisions about your investment mix by choosing from any or all of the individual TSP investment funds (G, F, C, S, and I Funds).
    • The Government Securities Investment (G) Fund – The G Fund is invested in short-term U.S. Treasury securities. It gives you the opportunity to earn rates of interest similar to those of long-term government securities with no risk of loss of principal. Payment of principal and interest is guaranteed by the U.S. government. The interest paid by the G Fund securities is calculated monthly based on the market yields of all U.S. Treasury securities with more than 4 years to maturity; the interest rate changes monthly.
    • The Fixed Income Index Investment (F) Fund – The F Fund is invested in a separate account that is managed to track the Bloomberg Barclays U.S. Aggregate Bond Index. This is a broad index representing the U.S. government, mortgage-backed, corporate, and foreign government (issued in the U.S.) sectors of the U.S. bond market. This fund offers you the opportunity to earn rates of return that exceed money market fund rates over the long term (particularly during periods of declining interest rates).
    • The Common Stock Index Investment (C) Fund – The C Fund is invested in a separate account and tracks the Standard & Poor's 500 (S&P 500) Stock Index. This is a market index made up of the stocks of 500 large to medium-sized U.S. companies. It offers you the potential to earn the higher investment returns associated with equity investments.
    • The Small Capitalization Stock Index Investment (S) Fund – The S Fund is invested in a stock index fund that tracks the Dow Jones U.S. Completion Total Stock Market (TSM) Index. This is a market index of small and medium-sized U.S. companies not included in the S&P 500 index. It offers you the opportunity to earn potentially higher investment returns associated with “small cap” investments, but with greater volatility.
    • International Stock Index Investment (I) Fund – The I Fund is invested in a stock index fund that tracks the MSCI EAFE (Europe, Australasia, Far East) Index. This is a broad international market index, made up of primarily large companies in more than 20 developed countries. It gives you the opportunity to invest in international stock markets and to gain a global equity exposure in your portfolio.

Interfund Transfers: An interfund transfer moves the money already in your account among the TSP investment funds. When you make an interfund transfer, you choose the new percentage you want invested in each fund. You cannot move specific dollar amounts among the funds. Each calendar month, your first two interfund transfers may be used to redistribute money in your account among any of the TSP funds. After the first two, your interfund transfers can only move money into the Government Securities Investment (G) Fund (in which case, you will increase the percentage of your account held in the G Fund by reducing the percentage held in one or more of the other TSP funds).

Vesting: You will become vested in Agency Automatic (1%) Contributions after three years of federal civilian service. The total amount you can borrow is limited to your own contributions and the earnings on those contributions. You cannot borrow less than $1,000 or more than $50,000.

Loans: Loans are available only to participants who are actively employed, who are in pay status, and who have contributed their own money to the TSP. There are two types of TSP loans:

  • A general purpose loan
  • A loan for the purchase or construction of a primary residence

In-Service Withdrawals: There are two types of in-service withdrawals:

  • A financial hardship in-service withdrawal
  • An age-based “59 1/2” in-service withdrawal

Withdrawals after You Separate: If your vested account balance is $200 or more after you leave federal service, you can leave your money in the TSP, or you can withdraw all or a portion of your account. There are three basic methods of withdrawing money from your TSP account as a separated participant: installment payments, single withdrawals, and annuity purchases. You can use one of these methods or any combination of them you choose. Once you have reached the age of 72 and are separated from Federal service, you will be subject to the IRS required minimum distribution (RMD) rules.

Additional Information: For additional information, visit the TSP site. For a current list of offered educational webinars and other resources, check out the TSP Educational Resources.

Retirement Overview

The U.S. Office of Personnel Management (OPM) works with the Department of Energy’s Human Resources Offices to manage Federal retirement systems. Retirement eligibility is determined by appointment type, similar to the eligibility requirements for enrollment under the Federal insurance programs. If eligible, employees will automatically be enrolled in the applicable retirement plan as determined by the applicable serving human resources office and initial employment dates.

All of the Federal Employees Retirement System (FERS) retirement plans are three-tiered which are:

  • Social Security Benefits:  You pay a percentage of Social Security wage taxes designated determined by Social Security each calendar year
  • Basic Benefit Plan:  You pay the designated amount based on your retirement plan
  • Thrift Savings Plan: Allows you to make tax-deferred contributions by choosing one of the many investment options or choose a Roth option which is after tax; the Internal Revenue Code determines the elective deferral limit that employees can contribute in a calendar year

Employees covered under FERS will receive the Agency Automatic (1%) and matching Contributions (of your own TSP contributions). The Agency Automatic (1%) Contributions equal to 1% of your basic pay.

For additional information about each program visit their site:

Eligibility Requirements for Voluntary Retirement: Eligibility is based on your age and the number of years of creditable service and any other special requirements. If you meet one of the following sets of requirements, you may be eligible for a voluntary immediate retirement benefit. Information on types of retirement and tables on age and service eligibility requirements can be found on OPM’s site.

Disability Retirement Age and Service Requirements: The table below provides information on service required for retirement on disability.

Retirement

Age

Minimum Service

CSRS

Any age

5 years

FERS

Any age

18 months

It’s never too early to start planning for retirement to ensure everything goes smoothly. Check out these resources to get started:

  • Service Credit – Program that allows employees to make payments into the Civil Service Retirement System (CSRS) or Federal Employees Retirement System (FERS) periods of service during which they either did not contribute to the Civil Service Retirement and Disability Fund, or for which they received a refund of their retirement contributions. In statutorily defined circumstances, employees may make service credit deposits or redeposits, which include both principal and interest, to maximize the benefits they will receive upon retirement.
  • Thrift Savings Plan (TSP) – Saving for your retirement is an important part of your retirement benefits in addition to your monthly annuity. The TSP site has additional information.
  • Federal Ballpark Estimate – You can use the Federal Ballpark Estimate to automatically calculate estimates of future CSRS or FERS retirement benefits and Thrift Savings Plan account balances. It will also let you know how well you are doing in meeting your savings goal.
  • Retire in Five Years – You should begin planning several years before the date you have set for retirement so that you will know what is required to continue certain benefits into retirement.
  • Retire in One Year – Here are specific steps you should do to get ready for retirement.
  • Less than One Year to Retirement – As the time gets near, ensure you are ready.
  • Applying for Retirement – This explains the retirement process. 
  • Refund of Retirement Contributions – This explains the options available to employees who leave Federal service before being eligible for retirement.
  • Voluntary Contributions Inquiries – Inquire about your voluntary contributions options before you retire.

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Life Insurance and Long-Term Care

Federal Employees’ Group Life Insurance (FEGLI)

The Federal Employees' Group Life Insurance (FEGLI) program can protect your family from burdensome funeral costs and catastrophic income loss if you die unexpectedly. You can get coverage from as little as one year’s salary to more than six years’ salary, and you can also get coverage for your spouse and eligible children.

Basic Insurance:  FEGLI offers Basic Life Insurance equal to your annual basic pay, rounded to the next higher $1,000, plus $2,000. For example, if your annual salary is $48,108, your insurance would first be rounded to $49,000, then have $2,000 added, making your basic life insurance coverage $51,000. In most cases, if you are a new Federal employee, you are automatically covered by basic life insurance and your payroll office deducts premiums from your paycheck unless you waive the coverage. The cost of Basic Insurance is shared between you and the government. Your age does not affect the cost of Basic Insurance.

Optional Insurance:  You can also get three types of optional insurance:

  • Option A, Standard – in the amount of an additional $10,000 of coverage
  • Option B, Additional – in an amount from one to five times your annual basic pay (after rounding up to the next $1,000)
  • Option C, Family – provides coverage for your spouse and eligible dependent children in multiples from one to five; each multiple is equal to $5,000 for your spouse and $2,500 for each eligible child

You must have Basic Insurance to elect any of the options. Unlike Basic Insurance, for Optional Insurance:

  • You do NOT get any Optional Insurance automatically—you must submit Standard Form 2817, Life Insurance Election to enroll in the coverage
  • You pay the full cost of optional insurance
  • The cost is contingent upon your age

It is up to you to determine if FEGLI works for your needs better than other life insurance programs. For more information, visit the U.S. Office of Personnel Management’s (OPM) site:

Federal Long Term Care Insurance Program (FLTCIP)

The Federal Long Term Care Insurance Program (FLTCIP) helps you pay for long-term care services, such as home care, adult day care, hospice care, care in a nursing home or assisted living facility. It also includes caregiver training. It is up to you to determine if the FLTCIP works for your needs better than other long-term care insurance programs.

No matter where you are in your career, consider the prospect of needing long term care, and how applying for long term care insurance coverage under the Federal Long Term Care Insurance Program (FLTCIP) may help. With benefits designed specifically for the Federal family, the FLTCIP can help protect your savings and assets in the event you or your loved ones ever need long term care.

Learn about FLTCIP eligibility. If you are eligible, you have 60 days from your entrance date to apply for long-term care insurance using the abbreviated underwriting application with only a few health-related questions. If you apply AFTER the 60-day period, you will use a longer underwriting application with numerous health-related questions, and you may be required to submit medical records and/or a conduct an interview with a nurse. There are no annual open seasons to join the FLTCIP; eligible employees may apply anytime.

Long-term care insurance is NOT just for older people. Forty percent of the persons receiving long-term care are working adults between the ages of 18 and 64, with many receiving it as they recover from an accident or crippling disease. The cost of the insurance is based on your age when you apply: the older you are when you apply, the higher the premiums. Certain medical conditions, or a combination of conditions, will prevent some people from being approved for coverage. Insurance premiums are paid completely by you and premiums are withheld on a biweekly basis from the salary check.

What Is Long-Term Care? You may already be aware of what long-term care is, whether it's through your own personal experience caregiving for a loved one or by knowing a family member or friend who requires more support as they age. As you learn more about long term care, consider the possibility that you may need this type of care in the future and learn how you can start planning for it today.

Long-Term Care Basics: Because long-term care is not typically covered by health or other types of insurance, it is most often provided at home by adult children, other family members, and friends.

Even though family members may be the first to step in and want to help a loved one in need, being a caregiver for someone who requires ongoing assistance can be a time-consuming commitment demanding significant hours from multiple people. It may not be a direct cost for you, but it can come at a significant financial, physical, and emotional cost to the caregiver.

For more information, contact Long Term Care Partners at 1-800-582-3337, or visit their site:

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Leave Benefits

Annual Leave

As a Federal employee, you will earn annual leave to use for vacations, rest and relaxation, and personal business or emergencies. Hours are earned each biweekly pay period. Generally, a maximum amount of 240 hours (6 weeks) of annual leave may be carried over from one leave year to the next. Following is the rate of accrual for full time employees (leave is prorated for part-time employees or those on uncommon tours of duty). 

Length of Service

Full-time Employees

Part-time Employees

Less than 3 years

4 hours/pay period

1 hour/20 hours worked

3 up to 15 years

6 hours/pay period

1 hour/13 hours worked

More than 15 years

8 hours/pay period

1 hour/10 hours worked

For more information, review the U.S. Office of Personnel Management’s (OPM) Annual Leave (General Information).

Expanded Family and Medical Leave Policies

Employees may schedule and should be granted up to 24 hours of leave without pay each year (during any 12-month period) for the following purposes:

  • To allow employees to participate in school activities directly related to the educational advancement of a child. This would include parent-teacher conferences or meetings with childcare providers, interviewing for a new school or childcare facility, or participating in volunteer activities supporting the child's educational advancement. For the purpose of this directive, school refers to an elementary school, secondary school, Head Start program, or a childcare facility.
  • To allow parents to accompany children to routine medical or dental appointments, such as annual checkups or vaccinations. Although these activities are not currently covered by the FMLA, the FFLA does permit employees to use up to 13 days of sick leave each year for such purposes. However, employees may use up to 24 hours of LWOP each year for these purposes in cases when no additional sick leave is available to them.
  • To allow employees to accompany an elderly relative (per definition of family member under the FFLA) to routine medical or dental appointments or other professional services related to the care of the elderly relative, such as making arrangements for housing, meals, phones, banking services, and other similar activities. Although employees can use unpaid leave or sick leave for certain of the activities under the FMLA or FFLA, such as caring for a parent with a serious medical condition, employees may use up to 24 hours of unpaid time off each year for this broader range of activities related to elderly relatives' health or care needs.
  • Leave Approving Official (LAO) may require evidence that is administratively acceptable, including medical certification, as appropriate, from an employee who requests leave under the expanded family friendly leave policies.

Additionally, LAOs shall grant employees' requests to substitute paid time off, such as annual leave, compensatory time off, and credit hours under flexible work schedules, for these family activities when such leave is available to these employees.

Family and Medical Leave Act & Paid Parental Leave

The Family and Medical Leave Act (FMLA) provides covered employees with up to 12 weeks of job-protected leave without pay (LWOP) during any 12-month period for certain family and medical needs. In addition, FMLA provides up to 12 weeks of paid parental leave (PPL) to covered Federal employees in connection with the birth or placement (for adoption or foster care) of a child.

Paid Parental Leave: Paid Parental Leave (PPL) became effective as part of the Federal Employee Paid Leave Act (FEPLA) of October 1, 2020. FEPLA amended the FMLA to allow the use of up to 12 weeks of PPL granted in connection with the birth of an employee’s child or the placement of a child with an employee for adoption or foster care.

  • PPL applies to federal employees who meet eligibility requirements for Title 5 FMLA
  • PPL is available to eligible employees only in connection with the birth or placement of a son or daughter that occurs on or after October 1, 2020, and is not effective with respect to any birth or placement (for adoption or foster care) occurring before October 1, 2020.
  • An employee must invoke FMLA for the birth or placement of a son or daughter and provide advance notice to their supervisor, in writing, of their intent to substitute paid leave for FMLA unpaid leave using the PPL Request Form.
  • An employee must provide appropriate documentation, verifying his/her use of PPL is directly connected to a birth or placement that has occurred.
  • Employees must sign a service agreement to work for 12 weeks after the day on which PPL concludes. Failure to complete the 12-week work obligation may require the employee to reimburse the agency for the total amount of any Government contribution paid to maintain your health insurance coverage under the Federal Employees Health Benefits Program during the period that PPL was used.
  • PPL may be used no later than the end of the 12-month period beginning on the date of the birth or placement involved. At the end of that 12-month period, any unused balance of PPL granted in connection with the given birth or placement permanently expires and is not available for future use. PPL may be used intermittently within this established timeframe.
  • There is no requirement to exhaust other paid leave types (e.g., annual, sick, etc.) before using PPL. Employees may request to use other types of leave to cover periods of time outside of FMLA leave periods. In addition, an employee may take unpaid FMLA leave before the birth or placement to cover certain activities related to the birth or placement but cannot substitute paid parental leave for those pre-birth/placement FMLA unpaid leave periods.

For more information on FMLA, view OPM’s Family and Medical Leave Fact Sheet or visit the Chief Human Capital Officer Council’s page on Paid Parental Leave.

Leave Sharing (Transfer)

DOE employees may participate in the Voluntary Leave Transfer Program (VLTP). Approved recipients of the VLTP may receive donated annual leave if they experience a personal or family emergency and have exhausted all their paid leave. VLTP also allow employees to donate their annual leave to fellow employees with catastrophic leave demands. Visit the OPM site for more information on Leave Sharing/Transfer.

Military Leave

Military leave is the authorized absence of an employee from official duty to perform full-time active military duty, active or inactive duty for training (excluding weekend duty), or law enforcement.

  • Military leave is prorated for part-time career employees and employees on an uncommon tour of duty. An employee may be granted up to 15 calendar days a fiscal year (Oct. 1 through Sept. 30) for active duty, active-duty training, and inactive duty training with the National Guard or an Armed Forces Reserve Unit.
  • The employee will submit a copy of the orders and evidence the duty was performed. Non-workdays falling within a period of absence (holidays or weekends) are NOT charged against the 15-day maximum.
  • Unused portions of the 15 calendar days of military duty may be carried over from one year to the next. However, a maximum of 15 days may be carried over.
  • An additional 22 workdays a year may be granted when an employee is ordered to perform military duty to provide military aid to enforce the law or protect life and property, or if called to active duty in support of a contingency operation.
  • Unlimited military leave is provided to members of the National Guard of the District of Columbia for certain types of duty ordered or authorized under Title 10 of the District of Columbia Code.
Paid Holidays

Federal law (5 U.S.C. 6103) establishes the following public holidays for Federal employees. Please note most Federal employees work a Monday through Friday schedule. For these employees, when a holiday falls on a Saturday or Sunday the holiday usually is observed on Monday (if the holiday falls on Sunday) or Friday (if the holiday falls on Saturday).

Holiday

Date

New Year’s Day

January 1

Martin Luther King’s Birthday

3rd Monday in January

Washington’s Birthday

3rd Monday in February

Memorial Day

Last Monday in May

Juneteenth National Independence Day

June 19

Independence Day

July 4

Labor Day

1st Monday in September

Columbus Day

2nd Monday in October

Veterans Day

November 11

Thanksgiving Day

4th Thursday in November

Christmas Day

December 25

Additionally, Inauguration Day (January 20) is a legal public holiday for Federal employees in the Washington, D.C., surrounding areas.

For more information, review OPM’s Federal Holidays - Work Schedules and Pay.

Sick Leave

As a Federal employee, you will earn sick leave to use for your own or a family member's medical, dental, or optical examination or treatment. Regardless of length of service, full time employees earn 13 days of sick leave each year (leave is prorated for part-time employees or those on uncommon tours of duty). There are no limits on the amount of sick leave that can be accumulated. Federal employees may use up to 12 administrative work weeks of accumulated sick leave (480 hours) each leave year to care for a family member with a serious health condition. There are no limitations for an employee's own personal medical needs. For more information, review OPM’s Sick Leave (General Information) Fact Sheet.

Weather and Safety Leave

Weather and Safety Leave is permitted when it is determined employees cannot safely travel to and from, or perform work at, their normal worksite, a telework site, or other approved location because of severe weather or other emergency situations.

  • When a "Delayed Arrival" policy is in place for non-emergency employees due to inclement weather conditions. The U.S. Office of Personnel Management will announce the number of hours employees are requested to arrive at work later than their normal arrival time.
  • When the Federal Government is operating under an “adjusted work dismissal” policy or the workplace is closed due to inclement weather.
  • When a facility temporarily closes due to a threat to employees' health or safety (e.g., fire, toxic fumes) or loss of those utilities provided in the building for the comfort and convenience of the occupants (e.g., power, water, heating, ventilation).

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Work-Life Programs

Employee Assistance Program (EAP)

The Department of Energy partners with Espȳr to provide Federal employees and their family members with a comprehensive Employee Assistance Program. The EAP offers an array of services and resources aimed at supporting and enhancing personal well-being and work-life balance. Services are free and confidential within the bounds of the law. EAP services are available 24/7/365.

DOE EAP offers:

  • Legal consultation provided by attorneys including simple wills prepared at no cost and 25% discount off the attorney’s hourly rate for services rendered beyond the scope of the EAP.
  • Financial consultation regarding debt matters, investment options, money management, and retirement planning.
  • Eldercare services to assess eldercare needs, locate resources, and arrange referrals.
  • Adoption resources.
  • Childcare information and referrals for all types of childcare needs including schools and camps.
  • Academic resources including customized profiles of schools from kindergarten through graduate education, referrals to tutors, and college planning guidebooks.
  • Pet care services that offer referrals to breeders, groomers, walkers, sitters, kennels, veterinarians, and pet publications.
  • Daily Living and Concierge resources and referrals for needs such as home improvement services, cleaning services, travel information, recreation, and more.

The Espȳr site offers free monthly webinars, interactive screenings, assessments, videos, quizzes, courses, articles, financial calculators, child and eldercare service locators and much more. For employees outside the DC Metro area, you may even confidentially request EAP services from the site. Topics covered include:

  • Emotional Wellbeing and Resiliency
  • Relationships and Parenting
  • Health and Wellness
  • Financial
  • Legal
  • Personal and Professional Growth

Additionally, the iEspȳr app provides 24/7 access to resources.

Flexible Work Schedules and Locations

Many offices within DOE allow you to tailor your work schedule to your personal needs and professional goals. Under a “Compressed” Work Schedule, you may be able to take one day or even two days off every pay period if you work longer hours on the remaining days of your pay period. You may also have flexibility within a Flexible Work Schedule to set your own start and leave times if your work times include “core hours.” For more information, review OPM’s Federal Holidays - Work Schedules and Pay.

Telework offers many employees the opportunity to work at home either as the need arises, or more regularly as part of their work week. If you are applying for a position, and you are selected for an interview, you can ask the manager interviewing you if compressed schedules, flexible hours, and/or telework are available for the position for which you are applying.

Health and Wellness Programs

DOE offers flexible, supportive working environments that allow employees to engage and maximize organizational performance. Such programs are critical management tools for the Federal community as we strive to maintain an excellent, engaged workforce. Key programs offered to Federal employees include worksite health and wellness, Employee Assistance Programs, workplace flexibilities, telework, and dependent care. When implemented according to today’s best practices, work-life programs can demonstrate significant benefits for agencies, employees, and our communities.

DOE is committed to helping Federal employees integrate prevention strategies into daily work-lives. The leading causes of death and disability in the United States are not only preventable but also responsive to workplace interventions. Worksite health and wellness programs help employees modify their lifestyles and move toward an optimal state of wellness. They can also produce organizational and employee benefits, such as lower healthcare costs, increased productivity, improved recruitment and retention, reduced absenteeism and presenteeism, and enhanced employee engagement.

Worksite health and wellness interventions include, but are not limited to:

  • health education
  • nutrition services
  • lactation support
  • physical activity promotion
  • health screenings and vaccinations
  • traditional occupational health and safety, disease management, and linkages to related employee services

Federal agencies are encouraged to develop and sustain programs that address the current and future needs of their employees to produce the healthiest possible workforce.

Fitness Facilities (FOHO/GOHO): For employees located in the Washington, DC, metropolitan area, DOE offers fitness and health facilities:

  • Forrestal Occupational Health Organization (FOHO), located onsite at the Forrestal building in Washington, DC
  • Germantown Occupational Health Organization (GOHO), located onsite at the complex in Germantown, MD

The fitness centers are open 24/7, requiring badge access for entry, and are currently unstaffed. Members are expected to follow health and safety guidelines posted in and around the fitness centers while using the facilities. FOHO and GOHO offer a virtual program, which includes group exercise classes, workout videos, programs, challenges, and custom exercise plans that can be done at your home.

All DOE Forrestal and Germantown Federal and contractor employees are eligible to join FOHO and GOHO for a fee. For more information, check out the Facebook pages for the FOHO Fitness Center and GOHO Fitness Center.

Telework and Remote Work

DOE offers a robust telework and remote work program to enable a flexible and agile workforce who is able to respond to local and world events and supports DOE’s core values and principles of diversity, equity, inclusion, and accessibility. Through tele/remote work, DOE is able to create a workplace that achieves a reduced carbon footprint, improves recruitment and retention, reduces facility costs, and creates a better work-life balance for employees while promoting mission accomplishment. Positions are designated as tele/remote work-eligible based on the inherent duties and responsibilities of the position.

Telework: Telework is a workplace flexibility that allows an employee to perform the duties and responsibilities of their position and other authorized activities from an approved worksite other than the Official Reporting Worksite (i.e., DOE Worksite).

  • In accordance with 5 CFR § 531.605, the official worksite for an employee covered by a Telework Agreement is the location of the Official Reporting Worksite for the Employee's position (i.e., the place where the Employee would normally work absent a Telework Agreement).
  • The Department of Energy offers routine, situational, and medical telework options
  • At a minimum, teleworkers are required to report to the Official Reporting Worksite at least twice per pay period in accordance with 5 CFR § 531.605(d)(2).

Remote Work:  Remote work is a work arrangement in which the employ a DOE Worksite on a regular and recurring basis. Remote work is distinct from telework and results in a change in duty station location to reflect the Official Remote Worksite.

Remote work can be used for a variety of business reasons, including:

  • Retention of high performing Federal employees who must move for personal reasons and would otherwise leave DOE
  • Recruitment of employees who may not want or be able to relocate for personal reasons
  • Agency real estate and other business cost reductions
  • Improved employee work-life balance, resulting in increased morale

What is the difference between remote work and telework? The difference between telework and remote work is the employee’s duty station.

  • For remote workers, the approved work location (e.g., home) is the official duty station
  • For teleworkers, their official duty station is the agency worksite as they are required to report to the regular worksite at least twice per pay period

For more information, visit these pages: 

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Childcare and Dependent Care

Childcare and Dependent Care Programs

The Department of Energy offers a variety of Dependent Care programs. If you are looking for support with your dependent care needs, whether that be for an adult dependent, a child, or an elder, the Department’s Employee Assistance Program Coordinator will be able to connect you with valuable resources that will help you effectively integrate your work responsibilities with those of your dependents.

Resources include childcare subsidies for lower income families, guides for finding quality childcare, worksite lactation support for new and expectant parents, and webinars and lunch and learns that educate employees on navigating the path of caring for aging parents or relatives with special needs.

Parenting: There are many other parenting challenges that can be supported through workplace programs and access to resources for DOE employees.  We encourage you to review the applicable resources developed by the U.S. Office of Personnel Management (OPM):

Support for Nursing Mothers in Federal Agencies: On December 20, 2010, President Obama delegated authority to OPM to provide guidance to executive branch civilian employees on workplace accommodations for employees who are nursing mothers. This new guidance requires an employer to provide nursing mothers with a reasonable break time to express breast milk for her child for one year after the child’s birth, each time such employee has the need to do so, in a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.

Dependent Care Flexible Spending Account

The Dependent Care Flexible Spending Account (DCFSA) is a pre-tax benefit account used to pay for eligible dependent care services, such as preschool, summer day camp, before- or after- school programs, and child or adult daycare. DCFSA is a smart and simple way to save money while taking care of loved ones so employees can continue to work.

Newly eligible employees must enroll within 60 days from the date of hire or after becoming eligible but must enroll before October 1 of the calendar year. Employees cannot enroll on, or after, October 1 of any benefits period. For more information about eligibility and enrollment, read about the Dependent Care FSA on the FSAFEDS site.

Paid Parental Leave

Paid Parental Leave (PPL) became effective as part of the Federal Employee Paid Leave Act (FEPLA) of October 1, 2020. FEPLA amended the FMLA to allow the use of up to 12 weeks of PPL granted in connection with the birth of an employee’s child or the placement of a child with an employee for adoption or foster care.

  • PPL applies to Federal employees who meet eligibility requirements for Title 5 FMLA
  • PPL is available to eligible employees only in connection with the birth or placement of a son or daughter that occurs on or after October 1, 2020, and is not effective with respect to any birth or placement (for adoption or foster care) occurring before October 1, 2020.
  • An employee must invoke FMLA for the birth or placement of a son or daughter and provide advance notice to their supervisor, in writing, of their intent to substitute paid leave for FMLA unpaid leave using the PPL Request Form.
  • An employee must provide appropriate documentation, verifying his/her use of PPL is directly connected to a birth or placement that has occurred.
  • Employees must sign a service agreement to work for 12 weeks after the day on which PPL concludes. Failure to complete the 12-week work obligation may require the employee to reimburse the agency for the total amount of any Government contribution paid to maintain your health insurance coverage under the Federal Employees Health Benefits Program during the period that PPL was used.
  • PPL may be used no later than the end of the 12-month period beginning on the date of the birth or placement involved. At the end of that 12-month period, any unused balance of PPL granted in connection with the given birth or placement permanently expires and is not available for future use. PPL may be used intermittently within this established timeframe.
  • There is no requirement to exhaust other paid leave types (e.g., annual, sick) before using PPL. Employees may request to use other types of leave to cover periods of time outside of FMLA leave periods. In addition, an employee may take unpaid FMLA leave before the birth or placement to cover certain activities related to the birth or placement but cannot substitute paid parental leave for those pre-birth/placement FMLA unpaid leave periods.

For more information on FMLA, view OPM’s Family and Medical Leave Fact Sheet or visit the Chief Human Capital Officer Council’s page on Paid Parental Leave.

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Additional Benefits

Capital Bikeshare

DOE is excited to offer corporate Capital Bikeshare memberships to Federal employees in the Washington, DC, metropolitan area at no cost. DOE sets the total number of memberships for DOE’s Capital Bikeshare Program annually and they are distributed on a first-come, first-served basis.

Capital Bikeshare memberships are not a replacement for SEET transit benefits, and employees receiving a Capital Bikeshare membership are able to keep their main transit subsidy, if applicable. The Capital Bikeshare membership is taxed at the market value of the membership as part of an employee’s annual income.

The Capital Bikeshare Program is a convenient and fun way to get around metro DC. Biking is great for the environment as well as the health and wellness of riders. As a member, you’ll have access to thousands of bicycles at hundreds of stations across Washington, DC, and the surrounding Maryland and Virginia suburbs. Bikes are available 24/7. Whether commuting, traveling around the local area, or looking for more exercise options during off time, Capital Bikeshare gives you a new, healthy, and environmental-friendly transportation option!

Transit Subsidy (SEET)

DOE offers transit subsidies to encourage employees to use public transportation to and from work to conserve energy resources and ease traffic congestion. You are entitled to the subsidy if you use public transportation (e.g., vanpools, commuter rail, and/or buses) to commute to work.

The amount of the subsidy equals the actual amount paid for public transportation, not to exceed the monthly maximum amount. This means if the cost of your monthly commute using public transportation is equal to or less than the maximum monthly amount prescribed by the IRS, DOE will fully pay for your commuting costs. Once employed, you may enroll in the Subsidy for Energy Employees' Transit (SEET) program to receive monthly transit subsidy to help offset the commuting cost of getting to and from work. Many regional transit providers accept the transit subsidy offered by the SEET Program.

SEET: Most DOE Federal employees are eligible to participate in SEET. Employees are ineligible if they have a DOE parking permit, and some employees may be ineligible for other reasons, such as being on a temporary assignment. SEET applicants must certify that the benefit will be used for commuting to and from work only. 

Per IRS Code, there is a maximum monthly transit subsidy amount. Please refer to the Transportation (Commuting) Benefits section of the IRS’ Publication 15-B for the current monthly amount. An individual’s monthly approved transit subsidy is determined based on the actual average costs as entered on the SEET enrollment application, up to the maximum monthly amount.

SmartBenefits® (SmarTrip Card®) Program: The SmartBenefits® Program electronically distributes transit benefits in a secure and user-friendly environment. Once registered, you can load your monthly subsidy directly to your personal SmarTrip® Card. This is a great option for Metrorail and Metrobus riders, and some Vanpools.

USERRA

Under USERRA, the term “uniformed services” includes the military services (i.e., the Armed Forces, the Army National Guard, and the Air National Guard) as well as the Commissioned Corps of Public Health Services. The military services and the Commissioned Corps of Public Health Services have some differences in how they define and categorize separations from service 38 U.S.C. § 4303.

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) covers persons who perform duty in the “uniformed services.” This includes not only the armed forces and the reserves, but also the National Guard and the commissioned corps of the Public Health Service. USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.

On January 5, 2021, Section 4303 of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) was amended to extend employment and reemployment rights to members of the National Guard performing certain types of duty under state authority. Members of the National Guard continue to answer the call to duty to protect the health and well-being of all Americans. We owe a duty to them to ensure full compliance with the employment and reemployment rights under USERRA.

This authority authorizes USERRA protections for members of the National Guard serving on State Active Duty: a) for 14 days or more, b) in support of a national emergency declared by the President under the National Emergencies Act, or c) in support of a major disaster declared by the President under Section 401 of the Stafford Act.

Prior to Deployment: USERRA requires the service member provide advance written or verbal notice to their employer for all military duty unless giving notice is impossible, unreasonable, or precluded by military necessity. A service member should provide notice as far in advance as is reasonable under the circumstances.  Prior to deployment service members should schedule an appointment with their servicing benefits team to go over important information regarding their elected benefit entitlements

Reemployment Rights: You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and:

  • you ensure your employer receives advance written or verbal notice of your service;
  • you have five years or less of cumulative service in the uniformed services while with that particular employer;
  • you return to work or apply for reemployment in a timely manner after conclusion of service; and
  • you have not been separated from service with a disqualifying discharge or under other than honorable conditions.

If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job. 

If you are a past or present member of the uniformed service, have applied for membership in the uniformed service or are obligated to serve in the uniformed service, an employer may not deny you the following because of that status:

  • initial employment
  • reemployment
  • retention in employment
  • promotion
  • any benefit of employment

In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection. NOTE: The rights may vary depending on the circumstances.

Health Insurance Protection: If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military. Even if you do not elect to continue coverage during your military service, you have the right to be reinstated in your employer’s health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries. NOTE: The rights may vary depending on the circumstances.

Military Deposits – Federal Employees Retirement System (FERS): As with all military deposits, the agency must handle military deposits under USERRA. The military deposit may be calculated based on military earnings or alternatively, the deposit can be calculated based on the retirement deductions the employee would have paid on the civilian salary during the same period, if it is less.

For additional information, visit the U.S. Department of Labor's site:

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