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NAF HR for NAF HR for SUPERVISORSSUPERVISORS
HOURS OF DUTYHOURS OF DUTY
AR 215-3, Chapter 4AR 215-3, Chapter 4
LEARNING OBJECTIVESLEARNING OBJECTIVES
Supervisors should be able to:• Identify responsibilities for establishing
work schedules• Know the minimum requirements for
tours of duty• Properly assign meal and rest periods
ESTABLISHMENT OF ESTABLISHMENT OF WORK WEEKSWORK WEEKS
Administrative work week is from 0001 Thursday through 2400 Wednesday
Managers responsible for establishing basic workweek • 40 hour tour for each RFT employee• 20 - 39 hrs for each RPT employee• Workdays will normally be limited to 8 hrs• Usually over a period of 5 consecutive days and
will not include more than 6 days
TOURS OF DUTYTOURS OF DUTY
• Special considerations :• Minors IAW federal, state and local laws• Students
• NTE 5 work hrs on school days • 8 work hours on non-school days
• Reduction in hours (schedule change)• RPT – 7 days advance notice• FLEX – 24 hours advance notice
ESTABLISHMENT OF ESTABLISHMENT OF TOURS OF DUTYTOURS OF DUTY
When possible, same days of each week for the same hours each day
Rotating or irregular tours may be established
Schedules should be posted two weeks in advance and will cover at least one administrative work week
ESTABLISHMENT OF TOURS ESTABLISHMENT OF TOURS OF DUTYOF DUTY
Tours of duty will not be changed or adjusted solely to avoid the obligation of granting leave or premium pay for a holiday
Minimum tour of duty: 2 hours• no employee will be scheduled or called
to duty for a period less than 2 hours
REST PERIODSREST PERIODS
Rest periods may be permitted at the discretion of the activity manager
The policy adopted by each manager will be in writing and made known to all employees
Rest periods are subject to the following conditions:• Rest periods may not exceed 15 minutes
during each 4 hours of continuous work• Rest periods will not be a continuation of
the lunch period
MEAL PERIODSMEAL PERIODS No employee will be required to work more
than 6 hours in any workday without a meal period
Meal periods will be indicated on the work schedule
Meal periods will be no less than 30 minutes or no more than 1 hour
When duties require the employee to remain at duty station, paid on-the-job meal periods will be granted and not in excess of 20 minutes
HOLIDAYSHOLIDAYS RFT & RPT with a basic workweek of 5 or
6 days, the day to be treated as a holiday will be determined as follows:• When the legal holiday falls on a workday in
the employee’s workweek, that day is a holiday
• When the legal holiday falls outside the basic workweek, the day to be treated as the holiday will be the basic workday that immediately precedes or follows the observance of the legal holiday
HOLIDAYS HOLIDAYS
RPT employees with a basic workweek of less than 5 days have no entitlement to holiday premium pay when a holiday falls outside the basic workweek
Authorized for Regularly Scheduled Flex employees
FWS Flex Employees (AR 215-3, 3-11d) Pay Band Flex Employees (AR 215-3 3-15)
LEAVE & LEAVE & ATTENDANCEATTENDANCE
AR 215-3, Chapter 5AR 215-3, Chapter 5
LEARNING OBJECTIVELEARNING OBJECTIVE
Supervisors will be able to:• Identify the various leave categories• Describe the requirements for various
leave categories• Be able to identify the eligibility criteria
for the Family Medical Leave Act (FMLA)• Be able to effectively apply leave
requirements
EMPLOYEE RESPONSIBILITIESEMPLOYEE RESPONSIBILITIES
Know leave procedures and follow them
Be at work unless they have approved leave
Ensure they have sufficient leave balance for requested leave
Plan leave in advance whenever possible
SUPERVISORY SUPERVISORY RESPONSIBILITIESRESPONSIBILITIES
Know the administrative leave policies and inform employees
Encourage leave planning Monitor balance and usage Control abuse and document
problems Take necessary corrective action
LEAVE PROGRAMS & LEAVE PROGRAMS & CATEGORIESCATEGORIES
- Annual Leave - FMLA- Sick Leave - AWOL- Leave w/o Pay - Home Leave- Admin Leave - Military Leave - Court Leave - Organ Donor Leave
-- Annual Leave Transfer Program
ANNUAL LEAVE (AL)ANNUAL LEAVE (AL) Leave Accrual - RFT
• less than 3 years = 5%• 3 to 15 years = 7.5%• More than 15 years = 10%
Prorated for RPT Employee has the right to request the use
of annual leave Management has the responsibility to
approve or disapprove annual leave
LEAVE WITHOUT PAY LEAVE WITHOUT PAY (LWOP)(LWOP)
Temporary non-pay status
Granted as a right to regular employees in the following cases upon request:• Disabled veterans needing medical attention• Reservists and National Guard Personnel authorized military
training or duties• Employees injured in the performance of their duties• For the purpose of seeking employment at a new location
due to the transfer of a spouse NTE 180 days• An employee under the coverage of the FMLA• Military Furlough
LEAVE WITHOUT PAY LEAVE WITHOUT PAY (LWOP)(LWOP)
Absence from duty granted only at the employee’s request
Discretionary approval• Illness or disability not of a
permanent or disqualifying nature• Other reasons acceptable to the fund manager
ABSENCE WITHOUT LEAVE ABSENCE WITHOUT LEAVE (AWOL)(AWOL)
A regular employee absence is not authorized or approved and is charged on the time and attendance record as AWOL
Pay is withheld for the entire period of absence
Only absence during the employees scheduled tour of duty may be considered AWOL
Periods of AWOL are charged in multiples of 15 minutes
ABSENCE WITHOUT LEAVE ABSENCE WITHOUT LEAVE (AWOL) (AWOL) (Continued)(Continued)
Document time & attendance cards correctly
Counsel employee each time/may require MFR
May be basis for disciplinary action Charged only during regular tour of duty If later excused, AWOL may be changed
to AL, SL or LWOP as appropriate
SICK LEAVE (SL)SICK LEAVE (SL)
Supervisory Responsibility:• Ensure the proper use of sick leave• Prescribe the kind of evidence to be furnished to support sick leave charges• May request medical certification to support all absences of more than 3 days• Have a system in place to keep track of attendance
Employee Responsibilities:• Know leave procedures and follow them• Ensure they have sufficient leave balance
for requested leave• Plan leave in advance whenever possible• Contact supervisor as soon as possible,
generally within 2 hours of the start of the tour of duty
• If required, provide medical documentation
SICK LEAVE (SL)SICK LEAVE (SL)
SICK LEAVE (SL)SICK LEAVE (SL) Incapacitated for the performance of
duties by physical or mental illness, injury, pregnancy or childbirth
Medical, dental or optical exam or treatment
Jeopardize the health of others by his or her presence on the job because of exposure to a communicable disease
Adoption of a child
SICK LEAVE TO CARE FOR A SICK LEAVE TO CARE FOR A FAMILY MEMBERFAMILY MEMBER
• For Regular Full Time employees- Up to 104 hours (13 days) of SL each leave year
to:- Care for family member
(illness, injury, pregnancy, childbirth, and medical/dental/optical appointments);
or - Attend the funeral of a family member
• Pro-rated for Regular Part Time employees
SICK LEAVE TO CARE FOR A SICK LEAVE TO CARE FOR A FAMILY MEMBERFAMILY MEMBER
Definition of a Family Member:• Spouse and parent thereof:• Children including adopted children and
spouses thereof• Parents• Brothers, sisters and spouses thereof• Any individual related by blood or affinity
whose close association with the employee is the equivalent of a family relationship
SICK LEAVE TO CARE FOR A SICK LEAVE TO CARE FOR A FAMILY MEMBER WITH A SERIOUS FAMILY MEMBER WITH A SERIOUS
HEALTH CONDITION HEALTH CONDITION RFT - Up to 12 administrative workweeks
each leave year to care for a family member with a “serious health condition”
Limited to total of 12 weeks of SL for all leave family care purposes
RPT - prorated
SICK LEAVE FOR ADOPTIONSICK LEAVE FOR ADOPTION
Adoption of Child:• Includes appointments with adoption
agencies, social workers & attorneys• May include time to bond with the child
if required by court or adoption agency• 12 weeks per 12 month leave year
FMLA EMPLOYEE ELIGIBILITYFMLA EMPLOYEE ELIGIBILITY
Covered Employees: - All regular employees - All regularly scheduled flexible employees in continuing positions
Service Requirement-12 Months: - Doesn’t have to be consecutive (Military service doesn’t count)
Note: Cannot be retroactively invoked
FMLA LEAVE ENTITLEMENTFMLA LEAVE ENTITLEMENT
12 Administrative workweeks of unpaid leave during any 12-month period
“Unpaid Leave” is LWOP Employees must invoke entitlement to
FMLA leave Employees may elect AL, SL, or other
paid time off, consistent with applicable laws and regulations
FMLA LEAVE ENTITLEMENTFMLA LEAVE ENTITLEMENT
Birth & care of newborn child (within 1 year after birth)
Placement of a child with employees for adoption/foster care (within 1 year after placement
Care of spouse/child/parent with serious health condition
Serious health condition of employee that makes employee unable to perform duties of his or her position
ADMINISTRATIVE LEAVEADMINISTRATIVE LEAVE
Uncontrollable shutdowns• Military necessity• Weather conditions• Events beyond managements control
Managers may determine excused absences
Curtailment of work for managerial reasons
FMLAFMLA
LET’S EXERCISE !!LET’S EXERCISE !!
PAYPAY
AR 215-3, Chapter 3AR 215-3, Chapter 3
Learning ObjectivesLearning Objectives
Supervisors will be able to:• Identify responsibilities for pay• Differentiate entitlements under the
separate pay systems
FEDERAL WAGE SYSTEM FEDERAL WAGE SYSTEM (FWS)(FWS)
Crafts & Trades• NA, NL, NS pay schedules• Entitled to within grade increases
Responsibility• DoD Wage Fixing Authority (WFA) - establish
pay schedule• HRO - administer pay program• Manager/Supervisor - Schedule & Report hours• NAF Financial Services - Pay hours reported
IAW AR 215-3
PREMIUM PAY - FWSPREMIUM PAY - FWS Overtime
• Eligibility - All employees• Formula
1.5 x basic rate of pay for all hours over 8 per dayOR
1.5 x basic rate of pay for all hours over 40 per week Sunday
• Eligibility Regular Full Time, Regular Part Time, Flexible, and
Limited Tenure Appointment Categories Regularly scheduled tour Non overtime hours
• Formula 25% of basic rate of pay for entire tour Maximum of 8 hours per tour of duty
• Maximum of 16 hours for two tours of duty
PREMIUM PAY - FWSPREMIUM PAY - FWS
Shift Differential• Eligibility
All employees Majority of regularly scheduled whole hours fall between
1500 and 0800
• Formula 1500 - 2400--7.5% x hourly rate for entire shift 2300 - 0800--10% x hourly rate for entire shift
Holiday Pay• Eligibility
All regularly scheduled employees In a pay status immediately before OR after the holiday
• Formula – 2 x basic rate of pay for scheduled non-overtime hours worked
Pay bandPay band(NF & CY)(NF & CY)
Responsibility• Commander - Establish policy• CPAC NAF HRO
Advise commander, managers and employees
Assist in resolution of pay problems• Manager/Supervisor
Schedule and report hours Identify positions requiring premium pay
• NFS - Pay hours reported
PREMIUM PAY – NF & CYPREMIUM PAY – NF & CY
Sunday Pay• Eligibility - Local Policy• Authorized - Local Policy (NTE 8 Hours)• Formula - 25% of basic rate of pay
Night Differential (1800-0600)• Eligibility - Local Policy• Authorized - Local Policy• Formula - 10% of basic rate of pay
Holiday Pay• Eligibility - Regular Employees
- Regularly scheduled non-overtime hours worked- In pay status immediately before or after the holiday- Formula - 2 x basic rate of pay
OVERTIME - NF & CYOVERTIME - NF & CY Nonexempt (NF & CY)
• Eligibility - All work “permitted or suffered” - In excess of 40 worked hours per week
• Formula - 1.5 x base rate of pay for hours worked• Compensatory time authorized upon written request from
the employee• Compensatory time maintained for 26 pay periods then
paid
Exempt (NF Only)• Eligibility
- As authorized by chain-of-command- Hours worked in excess of 40 hours per week- Specifically authorized in advance by supervisor
• Formula - 1.5 x base rate of pay• Compensatory time maintained for 26 pay periods then
paid
MISCELLANEOUS PAY PROVISIONSMISCELLANEOUS PAY PROVISIONS
Compensatory Time authorized at employees request for non-exempt:
• FWS• NF• CY
Dual Pay• Authorized only with Commander’s approval
SPECIAL COMPENSATIONSPECIAL COMPENSATIONRecruiting-Relocation-RetentionRecruiting-Relocation-Retention
Regular Full Time Employees• Must be in connection with a Competitive action
Special Skills Private Sector
Not a Substitute for:• Incentive Awards• Pay Adjustments• Foreign/Nonforeign Area Allowance
RECRUITING INCENTIVERECRUITING INCENTIVE
One Time - Lump Sum Up to 25% Annual Basic Pay New Hire to RFT
• First Time• Reinstatement• Reemployed after 1 Year
APF to NAF Conversion Ineligible
Hard to Fill - Critical to Mission Installation Commander Approval
• Written Certification by Selection Official
RELOCATION INCENTIVERELOCATION INCENTIVE
One Time - Lump Sum 25% Annual Basic Pay Current NAF Employee
• Without a Break in Service Hard to Fill
• Critical to Mission• Relocation to Remote/High Cost Area
Addition to PCS Movement Payments Installation Commander Approval
• Written Certification by Selecting Official
RETENTION ALLOWANCERETENTION ALLOWANCE Regular Full Time Up to 25% Basic Pay
• Paid with Basic Pay• Not Considered Part of Basic Pay• Paid Over 26 Pay Periods
Following Effective Date of Approval Based on Unusually High/Unique Qualifications
• May be Reduced or Terminated Special Need of Activity/Essential to Retain Installation Commander
Approval/Recertification• Written Certification by Requesting Official• Renewal or termination by personnel action