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Click on the question below to see the appropriate answer.

Casual (AD's/EFF) Hiring

Cost Accounting

Hazardous Duty/Environmental Differential

Pay Provisions/Duty Schedules

One Day Assignments

Travel

How are casuals hired?

They are hired locally or through the State Employment Office on an OF-288.

Do they have to meet any special requirements?

Yes. They must be at least 18 years old. They must complete the minimum training required for the position before the assignment. They must have no physical disability that could create a safety hazard. They must pass or meet NWCG or agency-specific requirements for physical fitness and or physical examination. They must have no history of heart, lung, intestinal, or nervous disorder. They must have proper clothing and footgear.

What forms need to be filled out at the time of employment and what do I do with them?

  • I-9 Employment Eligibility Verification - Must be completed within 3 days of appointment and keep at the point of hire.
  • W-4 Employee’s Withholding Allowance Certificate (Federal & State) - Original form(s) must be submitted to your regional Casual Pay Specialist with the OF-288 or the form(s) may be sent without the OF-288. If the casual updates his W-4, send the updated form with the OF-288.
  • W-5 Earned Income Credit Advance Payment Certificate - Submit original form(s) to your regional Casual Pay Specialist with the OF-288 or the form(s) may be sent without the OF-288.
  • SF-1199A Direct Deposit Sign-Up Form - Submit the original form to your regional Casual Pay Specialist with the OF-288 or the form may be sent without the OF-288.
  • PMS 934 Single Resource Casual Hire Information Form - This form must be completed and the original attached to the OF-288. Upon completion of the OF-288 it must be sent to the Casual Pay Specialist with the OF-288.
  • OF-288 Emergency Fire Fighter Timesheet - This form must be completed in accordance with timekeeping requirements. Your Casual Pay Specialist will provide instruction for the correct completion of this form if you are not familiar with them.

Who is my Casual Pay Specialist?

Region Name Location Phone
1 Vicki Orr Klamath Basin (530) 667-4720
2 Rachel Pearson South Texas Refuges (956) 784-7601
2 Holly Cyprian Buenos Aires NWR (520) 823-4251 ext 101
3 Anna Reiber R3 Regional Office (612) 713-5464
3 Donna Zanger Mark Twain NWR (217) 244-8580
3 Angie Larson Big Stone NWR (320) 273-2247
3 Laura Lake Big Oaks NWR (812) 273-0783
4 Linda Stubbs St. Marks NWR (850) 925-6121
4 Gwen Cotton Noxubee NWR (662) 323-5548
4 Judy Drury Okefenokee NWR (912) 496-7366 ext 221
5 Mary Elliott Blackwater NWR (410) 228-2692
5 Lisa Rossignol Sunkhaze Meadows NWR (207) 827-5938
6 Louise Campbell R6 Regional Office (303) 236-8100
7 Brenda Nichol Kenai NWR (907) 262-7021

How much do Casual/AD hires get paid?

They are paid based on the duties they are performing. The rate they are paid is based upon the point of hire, not the location of the fire assignment.

Do they receive overtime pay?

No. It has been incorporated into the “point of hire” rate.

Do they receive hazardous duty pay?

No. It has been incorporated into the “point of hire” rate.

Can a non-U.S. citizen be hired as a casual?

Yes. They must complete an I-9. They must have an Individual Taxpayer Identification Number (W-7).

Can Youth Conservation Corps (YCC) enrollees be hired?

Enrollees age 16 and 17 may be assigned to non-hazardous or non-arduous (e.g. camp support) duties only. Enrollees age 18 may be assigned to all incident duties at the appropriate AD pay rate.

Can other youth be hired?

Yes. Youth aged 16 and 17 may be hired and assigned non-hazardous or non-arduous (e.g. camp support) duties. The hiring of youth not enrolled in federal human resource programs should be kept at a minimum. Agencies must be aware of, and adhere to, all applicable state and federal laws when assigning duties and providing supervision.

Can retired federal employees be hired?

Yes. They may be hired without any reduction in their annuity. They must meet the same hiring requirements as other casuals. However, if they left the government under a Voluntary Separation Incentives program, they are not eligible to be hired unless special dispensation has been enacted. Consult your personnel office for current regulations.

Can retired federal employees fill any position?

No. The following jobs must be filled by current agency employees: Incident Commander and Deputy Incident Commander on National Incident Management Teams and Geographic Area Type II teams. It is recommended that the following jobs be filled with current agency employees: Finance/Administration Section Chief, Procurement Unit Leader, Compensation/Claims Unit Leader, and Injury Compensation Specialist.

Can Senior Community Service Employment Program (SCSEP) enrollees be hired?

Yes. They may be hired as casuals and paid under the AD pay plan.

Can volunteers be hired?

Yes. While in casual pay status, the provisions of the volunteer agreement do not apply.

Can federal employees from other federal agencies be hired as casuals?

Yes, as long as they are in non-pay status (e.g. leave without pay, career seasonal non-pay status, furlough, and regularly scheduled days off).

Can members of the military be hired?

No. Organized military personnel groups must be hired through official channels. Active duty military personnel on leave or furlough, cannot be compensated from incident funds and cannot be hired.

Can the National Guard be hired?

When the unit is formally mobilized and ordered out as a unit, payment will be made according to the applicable agreement. When individual members of the National Guard are hired, they are paid as specified in that agreement.

Can state and local cooperators be hired?

Yes. They may be paid as specified in accordance with their cooperative agreements or under the Pay Plan for Emergency Workers. Their time is reported on an OF-288, unless the agreement calls for the use of other time recording forms.

Can federal cooperators be hired?

Yes. You may utilize regular government employees from other federal agencies under cooperative agreements of letters of understanding. The agency is reimbursed as specified in the agreement or letter.

Can permittees be hired?

Yes. Timber sale contracts and agency permits provide for varying levels of fire suppression assistance. The Finance/Administration Section Chief will ensure that time records and payments are in accordance with applicable contracts. OF-288’s or time reports should be marked as “Permittee” and the document which contains the special fire assistance conditions must be referenced.

When one of my employee’s goes on a fire assignment can I charge his/her Base 8 to the fire suppression account?

If the employee’s Base 8 is covered under subactivity 9131 only the overtime (premium pay) can be charged to the suppression account. If the employee’s Base 8 is covered under one of the two “fuels” accounts, i.e., 9263 or 9264, you may charge their Base 8 to the suppression account. PLEASE SEE THE FIRE ACCOUNT SALARY GUIDE FOR MORE INFORMATION AND GUIDANCE.

If our fire funded employee assists another Bureau on a prescribed burn do I need to establish a separate account?

No. There have been several assist codes for these type activities. The project code used will be based on the Bureau hosting the project. PLEASE SEE THE FIRE ACCOUNT SALARY GUIDE FOR MORE INFORMATION AND GUIDANCE.

What ABC Code do I use for an employee on a fire assignment?

The ABC Code "8TL1" (Suppress Wildland Fires) should be used. PLEASE SEE THE FIRE ACCOUNT SALARY GUIDE FOR MORE INFORMATION AND GUIDANCE.

Where does the wildfire project code come from?

There is a web-based program called “FireCode” which is an interagency system. You may contact your regional fire management office for more information, or if you need to find out what a specific code is for payroll, travel, etc.

Does the FireCode system also assign other project codes for the fire program?

No. All other project codes other than for wildfires, are assigned by the FWS system called Fire Management Information System (FMIS).

What is Hazard/Environmental Pay?

GS Employee: Additional monetary compensation paid for the performance of hazardous duty or duty involving physical hardship not usually involved in carrying out the duties of his/her position. The additional percentage (25% of their basic pay) is paid for ALL hours in pay status on the day of exposure.

Wage Grade (Prevailing Rate) Employee: Additional monetary compensation paid for the performance of work involving unusually severe working conditions or unusually severe hazards. The additional percentage (25% of the second step of WG-10) is paid for ALL hours in a pay status on the day of exposure.

How do I know the employee is entitled to Hazard/Environmental Pay?

Hazard/Environmental Pay entitlement is notated on the Crew Time Report (SF-261) and Emergency Firefighter Time Report (SF-288) with the letter “H” or “E” written beside hours worked.

How is Hazard/Environmental Pay entered on FPPS?

GS Employee: “090” can be entered on a separate line with “V” entered under the “EH” column for all hours worked for the calendar day that hazardous duty was performed.

WG Employee: When inputting pay codes “010“ and “110“ for the calendar day that hazardous duty was performed, a “V” is entered under the “EH” column for all hours worked for the calendar day for each pay code.

How is Hazard Pay recorded when hazardous work is performed after 2400 hours?

An individual working through 2400 hours into the next is entitled to hazard pay differential for all hours worked for those two calendar days.

Is there a minimum time requirement in order to qualify for Hazardous Duty Pay?

No, any amount of actual exposure during a calendar day qualifies the individual for the pay differential for all compensable hours performed that day.

Can an individual earn hazard pay when leave is taken?

Yes, hazard pay is computed on the basis of hours in pay status. If in an 8-hour work day the individual performs hazardous duty for 1-hour and is paid leave for 7-hours, the hazard pay differential shall be computed on the full 8-hours. But, if an individual is in a non-pay status (lwop) for 7-hours, the hazard pay would be computed on the basis of the 1-hour in pay.

Who gets hazard pay?

Full-time, part-time, and intermittent GS employees get 25% of their base rate.

Who does not get hazard pay?

Pilots (GS-2182) operating aircraft in flight and Full-Time Smoke Jumpers (GS-0462) performing parachute jumps. The hazard pay has already been considered in the classification of these positions. If they are performing other authorized hazardous duty, they are eligible.

Is there a limit to the amount of money an employee can earn?

Yes. Employees on fire assignments can receive premium pay not to exceed the maximum annual salary earned by a GS-15, step 10. It includes all overtime, comp time, Sunday premium and night differential pay. (Hazardous Duty pay is not included.)

What duties/jobs earn hazardous duty pay?

  1. Firefighting - Crew members fighting fires before the fire is controlled.
  2. Flying – individuals, except pilots, participating in limited control or low level flights.
  3. Ground work beneath hovering helicopter – Participating in ground operations under a helicopter hovering just overhead.
  4. Work in remote and rough terrain – Working on cliffs, narrow ledges or near vertical mountainous slopes where loss of footing would result in serious injury or death, or when working in areas where there is danger of rock fall or avalanches.

Can you earn hazard pay on prescribed fires?

You may earn hazard pay if performing duties of numbers 2, 3 or 4, listed above.

How many hours of hazard pay is the employee entitled to receive?

All hours in pay status between 0001 & 2400 hours on the day which the hazardous duty was performed.

What if the employee worked past midnight?

The cut off time is 2400 (midnight). The employee is only entitled to hazard pay if the exposure to the hazard occurred before and after 2400 hours.

How long does the employee have to be in hazardous duty to get paid the premium?

There is no minimum time requirement. Any amount of actual exposure time qualifies the employee for hazard pay.

How is hazard pay computed?

It is computed based on hours in pay status.

Is hazard pay subject to the biweekly maximum limitations?

No

How will I know if an employee is entitled to receive hazard pay?

There will be an “H” shown on the OF-288 or the Crew Time Report.

What is environmental differential?

It is hazard pay for prevailing rate employees (WG).

What work conditions constitute a hazard for environmental differential?

  1. High work – Working on any structure 30 meters (100 feet) above the ground, deck, floor, or roof or from the bottom of a tank or pit. Working at a lesser height, if footing is unsure or structure is unstable.
  2. Flying – individuals, except pilots, participating in limited control or low level flights.
  3. Ground work beneath hovering helicopter – Participating in ground operations under a helicopter hovering just overhead.
  4. Work in remote and rough terrain – Working on cliffs, narrow ledges or near vertical mountainous slopes where loss of footing would result in serious injury or death, or when working in areas where there is danger of rock fall or avalanches.

Do WG employees receive a flat rate for all hours in pay status?

No.

How much environmental hazard pay do WG employees receive?

  • 25% for fighting wildfires or range on fireline; all hours in pay status
  • 100% for low level flights in small; actual exposure time
  • 4% for performance of work which subjects employee to soil his/her clothing;
    actual exposure time
  • 15% for participation in operations to attach external load to/from hovering helicopters; actual exposure time

How is time for actual exposure calculated?

A minimum of one hour for the exposure is shown. Intermittent exposures during a one hour period do not qualify the employee for more than one hour of differential pay. Exposures beyond one hour are paid in 15 minute increments for each 15 minutes and portions in excess of 15 minutes.

If the employee is exposed to hazard intermittently throughout the day, each exposure is considered separately.

What if the employee had multiple hazardous exposures with different differential pays?

The employee is paid for the exposure which results in the higher differential, but may not be paid more than one differential pay for the same hours. Example: 100% for 1 hour of flight time and balance of shift time at 25% for firefighting.

How do I know if environmental hazard is authorized?

It is shown as an “E” on the OF-288 with the percentage of exposure in the remarks box.

How long is a one day assignment?

One to 24 hours long on the same calendar day, including travel.

Can changes be made to the employee’s tour of duty?

Not usually, but it may be changed to the 1st 8, 9 or 10 hour day for the assignment,

Is all time on a one day assignment covered?

Only those hours compensable under FLSA & Title 5 USC are covered.

What is “spot change”?

A spot change is a change in the employee’s daily tour of duty.

When are spot changes made?

On the 2nd day of the assignment, employees are changed to a 1st 8, 9 or 10 hour daily tour of duty.

What if they are on a 1st 40 or flexible work schedule?

They convert to a 1st 8 daily tour while assigned.

When does the spot changing stop?

After they return from the incident and resume their normal tour of duty.

What if the incident only lasts 2 days?

The unit may elect not to spot change the employees tour of duty.

What are guaranteed hours?

They are guaranteed hours of pay based upon the employee’s work schedule – 8, 9 or 10 hours per day.

Who is entitled to receive guaranteed hours?

Everyone assigned to an incident until they are released from the incident. All individuals are ensured pay for base hours of work, travel, or standby time.

Why are they guaranteed those hours?

Everyday is considered a work day until the incident is over or the employee is released.

Are they guaranteed hours on regular days off?

Yes. Saturdays and Sundays or other scheduled days off are considered workdays while on the assignment.

How many hours do they get on their days off?

They are guaranteed 8 hours of pay

What about people on compressed work schedules?

They are guaranteed 9 or 10 hours on work days that correspond to their weekly tour of duty, and 8 hours on regular days off.

What is night differential?

It is a premium pay for non-overtime hours worked between 6 p.m. and 6 a.m. by regular (GS) government employees at a rate of 10% of their base pay.

How do I code night differential on the time sheet?

Use code 130 and report only those non-overtime hours that fell between 6 p.m. and 6 a.m.

Does a WG (prevailing rate) employee get night differential?

No. They get shift differential when more than half of their non-overtime hours fall between 15-2400 hours (2nd shift) or between 2300-0800 hours (3rd shift).

How do I code shift differential?

Enter a 2 for second shift, or a 3 for third shift, in the column marked “SC” for all hours worked that day.

What if the WG employee worked overtime?

The employee is entitled to shift pay for the overtime hours worked as well. Enter the shift code for that day’s overtime as well.

What if the WG employee already receives shift differential but works only 1st shift hours while on the assignment?

The employee continues to receive shift pay.

Do GS employee’s retain their Night Differential pay?

No.

What is Sunday Premium pay?

It is premium pay at a rate of 25% of the base pay for employees, both GS and WG, whose weekly tour of duty work on Sunday.

Does every employee get Sunday Premium pay when he works on a Sunday while on an assignment?

No. Only those employees who have a weekly tour of duty that includes Sunday are entitled to the premium pay.

But the employee was spot changed. Why do they get still get paid for Sunday Premium?

They get paid because it is part of their weekly tour of duty. Spot changes affect only daily tours of duty.

How do I code Sunday Premium hours?

Use pay code 140, and code only the non-overtime hours worked.

What is “scheduled overtime”?

It is when an employee is required to work overtime hours as part of their regularly scheduled tour of duty.

Does the employee retain his scheduled overtime pay while on an assignment?

No. GS and WG employees lose their entitlement when they are spot changed.

What is considered the last day?

For pay purposes, it is the last day of actual work or compensable travel connected with the incident.

What is the employee supposed to do if he arrives back from the incident?

If he arrives back before his regular daily tour of duty requirement is met, he is expected to report to work and his regular work assignment.
If he arrives back on his regular day off, he is compensated for only those hours actually spent working or in compensable travel. He reports to work on his next scheduled day to work.

Can the employee be released to go home early if he returns to his regular duties before the end of a work day?

Yes. The employee’s supervisor can release him if it is deemed to be in the best interest of the unit or the individual’s health and safety.

Does the employee get administrative leave when he is allowed to go home?

No. His time is coded as base hours and it is charged to the incident unless the base hours are required to be charged to the home unit’s account, i.e., fire funded employees.

Is the spot change rule still in effect on the last day of the incident?

Yes. It applies even if non-emergency or regular duties are resumed.

When does the employee go back to his regularly scheduled tour of duty?

On next work day after his return.

What is “on-shift” time?

On-shift time is actual work, ordered standby, and compensable travel. It has a specific start and end time.

What is “ordered standby”?

It is on-shift time when an employee is held in a specific location, fully outfitted and ready for assignment. It is documented and recorded on the Emergency Firefighter Time Report, OF-288.

What is “compensable travel”?

All travel to an emergency incident is compensable.

Who is covered by emergency travel compensation rules?

Regular government employees and casual hires (AD’s)

Why do all employee’s get paid to travel to the incident?

Yes, because it resulted from an emergency and could not be scheduled or controlled administratively by the agency.

Does an employee get paid when they have to leave work to go home to get ready for the assignment?

No.

Can an employee be paid to travel from his home directly to the assignment?

Yes, but only if it is a more direct route. The employee is only paid for the time that exceeds the normal time from home to work. See 5 CFR 550.112(j)(2)

When does compensable travel time begin?

It begins when the traveler arrives at the point of departure or from his home (see above).

Can an employee get paid for travel to prescribed fire assignments?

No. Prescribed fire assignments can be controlled and are compensable under regular travel pay authorities.

Do employees get paid for eating meals when traveling to emergency assignments?

Yes, if they are eating while traveling on a plane, bus or other vehicle. If the time spent eating is done while waiting at an airport or stopping at a restaurant while driving they do NOT get paid for eating meals.

Is there any limit to the number of hours an employee can be compensated for while traveling?

No. All hours of actual travel are compensable. This includes traveling from a sleeping facility to the work site (e.g. incident base, fireline, dispatch office, etc.).

Are interruptions in travel compensable?

Yes, up to 2 hours, except for meal breaks.

What if the employee had to wait longer than 2 hours at an airport or another location for transportation?

Interruptions that exceed 2 hours where individuals are free to sleep, eat or, to a limited degree, pursue personal activities are not compensable and should be shown as a travel interruption.

Can the employee commute from his residence to the work site?

Yes.

Is an employee’s travel from his residence to the work site compensable travel?

No. If subsistence and lodging is available at the incident, transportation and travel time is not compensable.

Can an employee use government transportation to go home after close of business when returning from an assignment?

Yes, as long there is no alternative means of transportation.

Are employees entitled to per diem while on an incident?

Yes, in accordance with the Interagency Incident Business Management Handbook (NWCG) and Federal Travel Regulations.

Does the employee get paid for traveling back home after the incident is over?

Yes, as long as the initial travel resulted from the event that could not be scheduled or controlled administratively.

Does the employee receive overtime for return travel?

Yes, as long as the employee has completed his daily tour of duty hours for the day.

Can the employee deviate from his authorized return travel after being demobilized from the incident?

Yes, as long as he coordinates with the home unit and Incident Agency and has pre-authorization.

Does the employee that deviates his return travel still receive overtime pay?

No. Once the employee deviates from his original travel it is considered administratively controllable and the employee is compensated according to pay regulations under FLSA, 5 CFR 550.112(g), and 5 CFR 551.422(a).

Is the employee on “ordered stand by” when waiting to be mobilized, demobilized, or while at the incident base?

No. If the employee can rest, eat or pursue activities of a personal nature, it is not considered “ordered standby”.

Does the employee receive any pay for waiting to be mobilized, demobilized, or while at the incident base?

Yes, but only to the extent required to complete guaranteed hours for that calendar day.

Does employees get compensated for eating while they are on “ordered standby”?

No. Employees are not entitled to standby compensation for time spent eating when actual work is not being performed. This includes when they may be required to remain at the temporary work site.

What is “off-shift” time?

Time spent not working.

Does the employee get compensated when he is required to remain at camp during off-shift periods?

No. Even though the employee may be restricted to camp, he can rest, eat or pursue activities of a personal nature.

Can an employee be compensated for meal periods?

Yes

When can an employee working on the fireline be compensated for meal periods?

When the fire is not controlled, AND the Operations Section makes a decision that it is critical to the effort controlling the fire that employees eat while working on the fireline, and the meal break is approved by the supervisor at the next level above the crew boss and is documented on the Crew Time Report, SF-261.

What if the employee is working in a support position, can they be compensated for meals?

Yes. If they cannot be relieved from their post of duty, the meal period may be recorded as time worked, and must be documented on the Crew Time Report, SF-261.

How many meal periods does an employee receive?

After the fire is controlled, support personnel and personnel working on the fireline receive at least 30 minutes for each six hours on duty (30 minutes in and 8-12 hour shift; or 60 minutes or two 30 minute breaks in a 12-16 hour shift).

How long can an employee work?

For every 2 hours spent working or traveling, one hour of rest or sleep should be provided. If the employee is performing duties as a full-time driver there are additional limitations.

What if the employee worked longer than 16 hours?

Code the employee’s time for the amount of hours worked. The Incident Commander or Agency Administrator has documented, approved, and justified all work shifts exceeding 16 hours. The Time Unit Leader on the assignment has verified this has been done.

How long does an assignment last?

Incident assignments will not exceed 14 days, excluding travel.

What if the assignment exceeds 14 days?

Sometimes an exception to the 14 day limitation is made. No assignment will exceed 21 days.

Do employee’s get R&R during a 14 day incident?

Not usually. If the individuals fatigue level jeopardizes the safety and welfare of others, it may be provided.

If an employee is authorized R&R, how long will it last?

One day (24 hours) in a 14 day assignment OR two days (48 hours) in a 21 day assignment.

How do I know if the employee was authorized R&R?

The employee’s Emergency Firefighter Time Report, OF-288, will be noted as R&R in the hours column.

How many hours in R&R is compensable time?

Those hours needed to complete the guaranteed hours for the calendar day spent in the facilities provided for by the incident for R&R.

What if the employee was authorized R&R but did not take it at the facility provided or left the facility for personal reasons?

The employee should be placed in “off-duty” status and charged leave if the employee did not fulfill his basic tour of duty hours for the week.

What if the employee left the facility but was in overtime status?

Do not charge leave. Only pay overtime for those hours spent at the facility.

How will I know if the employee left the facility for personal reasons?

The reason will be noted in the “Remarks” block on the OF-288.

How do I code the employee’s time sheet?

Code the time sheet as base hours if it occurs on a regularly scheduled work day. If it occurs on a normal day off, it is coded as overtime.

Can an employee be authorized R&R after he returns to his home unit?

Yes.

How will I know that the employee has been authorized R&R?

The employee will have a recommendation in writing signed and dated by the Incident Commander, Agency Administrator or other line officer. His supervisor should authorize R&R based upon the recommendation.

Does the employee get paid for R&R after he returns to his home unit?

Yes, if the day(s) following his return is a regularly scheduled work day. No, if the day(s) following his return is a regular day off or a holiday.

How do I code R&R hours authorized and taken at the home unit?

Code the hours as base hours and charge them to the incident.

What is a Management Directed Day Off?

Time off, whether compensable or not, as directed by Supervisors or Managers, based upon actual observation of the employee’s physical and mental condition.

How do I know if a Management Directed Day Off is compensable or not?

If the day falls on the employee’s schedule day off, it is non-compensable. If the day falls on a regularly scheduled work day, it is compensable.

How do I code a Management Directed Day Off?

Code the time sheet as Administrative Leave and charge it to the home unit funds.

Do spot changed employees receive holiday pay?

Yes, only if they would have been entitled to it in their regular position.

Can an employee get paid for the entire time, working, eating, and sleeping?

Yes. Regular non-exempt employees that do not receive adequate food and lodging can be paid for all hours in the day. (Comp. Gen. B-230414 dtd 1/10/89)

What is considered adequate food?

MRE’s (meals ready to eat), sack lunches, military type rations, hot can or similar meals.

What is considered adequate lodging?

A sleeping bag (cloth or paper) or a blanket or equivalent covering to provide protection from the elements for sleeping.

Who determines if inadequate food or lodging exists?

The Incident Commander makes determination and is documented on the crew time report.

Is the employee entitled to the 2 hour call back overtime while on assignments?

No, it does not apply.

If an employee is sick, can the employee use sick leave on an assignment?

Yes. If the employee is sick, the first day of sickness is considered guaranteed hours. On the 2nd day of sickness, the employee can use sick leave as long as it is within part of his weekly tour of duty at the home unit.

Is travel compensable when performed outside the work schedule?

All travel to an emergency incident is compensable, because it results from an event which could not be scheduled nor controlled administratively by agency management.

Prescribed fires are administratively controllable; therefore, travel is not compensable under emergency authorities, but may be compensable under regular travel pay authorities.

Is the individual compensated for preparing for incident assignment at residence?

Time spent at individual’s residence preparing for incident assignment is not compensable. Compensable time begins when the individual starts travel or when they report to the point of departure. When in non-duty status, an individual may be compensated for travel from home to the incident.

What is not compensable for travel?

  1. Time spent eating during travel interruptions must be shown as a break on the Crew Time Report.
  2. Travel interruptions exceeding 2-hours where individuals are free to sleep, eat, or pursue personal activities.
  3. When subsistence and lodging are provided at the incident, only incidental expenses are reimbursed.

In an wildfire situation, when time is of the essence, how can a travel authorization be prepared?

A travel authorization is required for all employees subject to fire assignments outside their assigned duty stations. A Limited Open Travel Authorization (LOTA) should be issued at the beginning of the fire season.

Can an SF-1164 be used to claim travel expenses?

An SF-1164 may not be used to claim per diem, including M&IE expenses. It can only be used to claim reimbursement for expenses incurred and paid out of pocket during travel when no per diem is being claimed or a Travel Voucher submitted.

 
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