Table of Contents
| Disclaimer: This Handbook is our attempt to provide useful information to our employees. It does not create any right or benefit, substantive or procedural, enforceable at law by a party against the United States. Consult your personnelist for more specific information if you have questions. |
OrientationYour orientation begins immediately following your appointment. It is planned to supplement this handbook and information contained on the Department of Justice (DOJ/Department) or Human Resources Web sites as a means of informing you of your new environment and work. The Personnel Office, administrative officials within your assigned organization, and your supervisor all participate in this process. Generally, the initial induction process is conducted by the Personnel Office and the introduction to your job by your supervisor. You will be informed of important matters concerning DOJ, conditions of your employment, your rights, job and work environment, and the services available to you. We welcome your questions or suggestions and consider them an excellent opportunity for mutual exchange of information and ideas. If you should have questions after you start on your job concerning any phase or condition of your employment, do not hesitate to ask your supervisor. We consider the well-informed employee one of the best assets of our Department. Your Supervisor and YouYour immediate supervisor will be a very important person during the course of your employment with the Department. For example, your supervisor is the person who will normally assign your work, advise you of the Department's performance and conduct expectations, evaluate your performance, and determine and provide for your training needs. Most day-to-day questions can be best dealt with by your immediate supervisor. Always consult your supervisor first for help or advice since he or she is the person closest to your work situation, and thus best qualified to help you. It is also essential that you become and remain informed about policies, rules and regulations pertaining to the organization to which you are assigned and those which are of a more general nature which pertain to you as a Government employee. There are many things, of course, that cannot adequately be put into rules and regulations, such as a cooperative attitude toward your supervisor and fellow workers. Cooperation is essential to effective teamwork your part is critical. Role of Executive and Administrative OfficesSeveral of our organizations have Executive or Administrative Offices whereas others do not. Most of these offices are found within the larger organizations, e.g., the legal divisions of the Department. These offices provide a variety of administrative services in such areas as budgeting, procurement of equipment and supplies, management analysis, and personnel liaison. Administrative officials within these offices will assist you in obtaining information about policies and procedures unique to your assigned organization. AppointmentsAppointments in the Department generally fall into three categories: the competitive service, entry into which requires competition through open examination; the excepted service, entry into which is controlled by agencies or governed by statute or Executive Order; and the Senior Executive Service (SES), which includes most managerial, supervisory, and policy positions classified above grade GS-15. The competitive service includes senior-level positions ( i.e., positions classified above grade GS-15 that are not covered by other pay systems) unless the position is excepted by statute, Executive order, or the Office of Personnel Management (OPM). Scientific and professional positions are also in the competitive service. Presidential appointments which require confirmation by the Senate are in the excepted civil service. Appointments in the competitive or excepted service may be permanent or temporary. Temporary appointments are generally made for periods of less than one year and do not provide all of the benefits that accompany permanent appointments. Appointments in the SES may be career, limited term, limited emergency, or noncareer. Limited term SES appointments are generally made for up to 3 years and limited emergency SES appointments are generally made for up to 18 months. The competitive appointment process is the best known and most frequently used appointment procedure in the Federal service. It is used to fill most clerical, technical, administrative and certain professional positions. Under this process, applicants compete through civil service examining procedures administered by or on behalf of OPM. Positions in the competitive service may also be filled by the transfer of an employee from another Federal agency or by reemploying a former Federal employee. All new competitive service employees, other than those whose appointments are temporary, serve under "career- conditional" appointments for three years and then become career employees. Appointments in the excepted service do not require the civil service examining procedures. However, in the Department there are specific requirements which generally must be met, such as experience and training requirements, bar membership (for attorney employment), and age and physical requirements, particularly for law enforcement officer positions. Positions in the excepted service may be excepted by: (1) statute, (2) Executive Order, or (3) action of OPM (positions under Schedules A, B, or C). Most positions in the Federal service are in the competitive service. However, approximately half of the positions in this Department are in the excepted service, e.g., all positions in the Federal Bureau of Investigation, various positions in the Offices of the U.S. Trustees and all attorney positions, etc. New employees appointed to permanent positions in the competitive service are considered to be in a probationary status throughout the first year of their employment. During this period, those employees who do not meet adequate performance and conduct standards may be separated without benefit of the job protections that accrue upon completion of the first year of employment. Excepted service employees may be required to serve a trial period. The SES consists of general and career-reserved positions. Career-reserved positions, are those which, as defined in law, are "to ensure impartiality, or public's confidence of impartiality of government." These positions can only be filled by career appointees. General positions may be filled by any type of SES appointee – career, noncareer, or limited. SES officials are appointed under noncareer or career appointments. Noncareer appointments include individuals who make or advocate administration policy or support those who do. Noncareer, limited term, and limited emergency SES appointments do not require competition, but do require Department and/or OPM approval. Career SES appointments require competition, approval by OPM's Qualifications Review Board of the selectee's Executive Core Qualifications, and a one-year probationary period. Such appointments may be to a general or career reserved position. Background InvestigationsAll Department employees are subject to background investigations where security and suitability determinations are made as to an employee's continued service to the Department. The type of background investigation conducted depends on the sensitivity level of the position occupied. The Department has five levels of position sensitivity (Special Sensitive, Critical Sensitive, High Risk Public Trust, Moderate Risk Public Trust, and Low Risk/Non-sensitive), each of which requires a different background investigation. Position Classification and Pay SystemsThe pay of an employee in a non-executive position at the Department of Justice is based on the grade level assigned to the position and the pay plan which covers it. For positions in the Federal service, position classification is the process prescribed by law (title 5 United States Code Chapter 51) for assigning grade levels to positions. It is based on the principle of equal pay for substantially equal work. Position classification is concerned only with the position, not the person assigned to it. This is called "rank in position." The duties and responsibilities assigned to a position, the organization it is in, the function or mission of the organization, and the purpose the position has in the organization are factors considered in comparing the position to grading criteria published by OPM in position classification standards. Position classification standards may contain criteria which apply to one occupation or to a family of occupations. The standards define the various classes of positions in terms of duties, responsibilities, and qualification requirements; establish official titles; and set forth the grades in which the classes of positions have been placed. Positions are documented by a position description (PD), which describes major duties and responsibilities, but not actual work assignments or individual tasks. The PD also identifies knowledge and skills needed to perform the work, supervision received, decision-making responsibility, and other important factors about the position. Each employee is entitled to receive a copy of the PD to which he or she is assigned. It is the supervisor's responsibility to ensure that PD's are current and accurate, and to initiate any changes which must be made. Once a position is classified, and the proper grade level is determined, the pay plan to which it is assigned will determine the actual pay an employee receives. Employees assigned to positions which perform professional, administrative, technical, or clerical work (white collar) are under the General Schedule or a similar pay plan. The General Schedule covers 15 grade levels with a range of 10 steps to each grade. Employees assigned to jobs which perform trades, crafts, and labor work (blue collar) are assigned to the Federal Wage System. Federal Wage System employees are paid an hourly pay rate based on local wage surveys, which take into consideration the rates paid for such work in the private sector at a particular location. Separate Federal Wage System pay scales apply to non-supervisory employees, work leaders, and supervisors. Positions designated for the Senior Executive Service (SES) are managerial positions with program responsibilities which exceed the GS-15 level. The SES consists of 6 distinct pay levels. In addition, technical and scientific positions which exceed the GS-15 level can be assigned to the Senior Level (SL) pay schedule, which covers 4 pay levels. How many and which positions are designated as SES or SL in an agency are controlled by the agency with the approval of OPM. Performance EvaluationAs an employee of the Department, your performance will be officially evaluated on an annual basis, unless the rating is deferred for authorized reasons. Performance appraisal results serve as a basis for pay increases, awards, training, reassignments, promotions, reduction in grade, retention, and removal. Civil Service laws require that all employees have identified, recorded, and communicated to them, by means of a Performance Work Plan (PWP) the critical elements of their jobs, and the standards against which each element of their job, will be measured and appraised. PWPs should be developed by the supervisor with input from the employee to assure a common understanding of key elements to be performed and performance expectations. This should take place within 30 days of appointment, position change, change in supervisors, or the beginning of a new appraisal period. In general, the appraisal year is as follows: Attorneys, and SES Employees –July 1 through June 30; and All Other Employees – April 1 through March 31. One formal progress review is required and it should be conducted mid-way during the rating period. Employees are eligible for performance awards or bonuses each year, based on their performance evaluations. Pay IncreasesEmployees who are on permanent appointments under the General Schedule pay plan and employees on permanent or temporary appointments under the Federal Wage System pay plan are eligible for within-grade increases. Within-grade increases, and Senior Executive pay rate increases are not automatic. An employee becomes eligible for an increase to the next higher pay step within the grade and pay plan if work is of an acceptable level and after a prescribed waiting period has been met. If an employee's work is not of acceptable level at the end of the prescribed waiting period, the within-grade increase is withheld until the employee's performance has improved. A Senior Executive's pay is initially set at one of six basic pay rates. A change in rate may be made annually and may be based on performance or a change in duties. Annual "comparability" reviews, also referred to as cost of living increases, are made of General Schedule and Federal Wage System pay rates. These reviews often result in increases to basic pay. An increase would be automatic for any General Schedule employee who was in an affected pay schedule on the effective date of the pay adjustment. In addition, the President may extend the increase to basic pay to the Senior Executive Service and Executive Salaries. An increase would be automatic for any Senior Executive Service and Executive Schedule employee who was in an affected pay schedule on the effective date of the pay adjustment. PromotionsOpportunities for promotion to a higher-graded position arise frequently. It is the policy of the Department to fill all vacant positions on the basis of merit with the best qualified persons available. Detailed information on promotion and internal placement in competitive service employees is contained in the Merit Promotion Plan for the Offices, Boards and Divisions, which may be reviewed in your administrative office or the Personnel Office. Merit promotion information for the Senior Executive Service is contained in DOJ Order 1920.1 (Available on the DOJ Intranet), which is available in your personnel office or the Executive Resources Group, Personnel Staff. Generally, employees at grade GS-5 and above must wait at least one year before they are eligible for promotion. Of course, being eligible for promotion does not guarantee a promotion. An employee must compete and be selected for an existing vacancy, unless the promotion is an exception to Merit Promotion Plan procedures, such as the upgrading of an occupied position or a career ladder promotion. The Merit Promotion Plan for competitive service employees provides for the posting and circulating of vacancy announcements. This helps ensure that all qualified candidates within the area of consideration have an opportunity to apply and be considered equally. DOJ vacancies are posted on the intranet and are available through USAJobs. Attorneys in the Department are promoted under eligibility guidelines prescribed by the Office of Attorney Recruitment and Management. Hours of Duty and PayHours of Work The regular tour of duty for most Department organizations is eight hours a day, five days a week, Monday through Friday. Although work operations vary throughout the Department, generally the hours are from 9:00a.m. to 5:30p.m. Field offices may observe different hours depending upon the normal office hours of Federal Courts or other agencies. Your supervisor will advise you of the work schedule (and any alternatives) for your organization. Lunch Period Most employees have 30 minutes for lunch scheduled between the hours of 11:00 a.m. and 2:00 p.m. Because work operations vary throughout the Department, other options may be available depending on your specific work environment. Your supervisor will discuss with you when you may take your lunch period. Holidays The Department of Justice observes all legal Federal holidays as follows:
Salary Payments Department employees are paid through a centralized payroll system. Each salary payment covers a two-week period called a "pay period" and is given to the employee on Thursday of a week that ends a pay period. There are normally 26 pay periods per year. There is a 12-day lag between the end of the pay period and the date when you will receive your salary payment. An earnings statement is furnished each payday to explain earnings and deductions. The usual deductions are for Federal and state income (withholding) taxes, retirement, Social Security tax (where applicable), Medicare, Thrift Savings Plan, health and life insurance, savings bonds, charity donations, and other allotments authorized by the employee. Annual and sick leave balances are shown on the earnings statement. Electronic Funds Transfer (EFT) or Direct Deposit, is available to Department employees and is strongly encouraged. Although salary payments can be sent to your home or office, EFT has proven to be the most reliable method of receiving a timely payment. With your authorization, your salary payments will be electronically transferred to your bank and credited to your checking account, with the funds available to you on every regular payday. You should address questions about pay or the receipt of your paycheck to your immediate supervisor or your servicing personnel office. Awards and RecognitionIt is the policy of the Department to recognize promptly and equitably employees who perform in an outstanding manner or make significant contributions to the efficiency and effectiveness of operations and honor those who have served the Government well. To provide for this, the Department has a formal awards and recognition program, the objective of which is to recognize employee contributions – such as suggestions which are adopted, superior work performance, or specific acts or services – with awards, both cash and honorary. Suggestions The suggestion program allows an employee to suggest improvements in Government operations and provides for rewarding employees who make significant contributions. Adopted suggestions should directly contribute to productivity, economy, efficiency or directly increase effectiveness in carrying out Government programs or mission. Suggestions are submitted on DOJ 386, Employee Suggestion Form, and can be obtained from your Administrative Office or the Personnel Office. Quality Step Increase (QSI) General Schedule employees whose work performance and rating of record are at the highest summary level used by the covered performance management program may receive faster than normal step increases. A QSI provides a permanent increase to the rate of basic pay and therefore may be awarded when high level performance is expected to continue in the future. Special Achievement Awards Employees are eligible to receive lump-sum cash awards granted in recognition of either sustained superior performance of assigned duties or for a special act or service. An award based on sustained superior performance may be given to a General Schedule or prevailing rate employee who attains a high level of performance for a period of at least six months. Senior Executives are eligible for agency performance bonuses and Presidential Distinguished and Meritorious Rank Awards. All career employees are eligible for awards based on specific acts or services for contributions of a one-time, nonrecurring nature connected with or related to official employment. Leave and AbsenceAnnual Leave Annual leave is a period of absence with pay from official duty requiring be approval by your supervisor for vacation or other personal reasons. All full-time employees, regardless of whether employed on a temporary or permanent appointment, earn annual leave as follows:
Part-time employees, for whom there has been established in advance a regular tour of duty one or more days of each administrative work week of the biweekly pay period, also earn annual leave as follows:
Hours in a pay status in excess of 80 hours in a pay period are disregarded in computing leave earned for part-time, as well as full-time employees. An employee whose current appointment is not limited to less than 90 days earns and accrues annual leave beginning with his or her first full biweekly pay period and may use annual leave as it accrues. An employee whose current appointment is limited to less than 90 days earns and accrues annual leave beginning with his or her first full bi- weekly pay period, but is not entitled to use annual leave until he or she:
Most employees may carry over a maximum of 30 days of leave from one leave year to the next. Generally, Senior Executive Service employees may carry over up to 90 days of annual leave to the next leave year. Your annual leave should be scheduled so that leave that cannot be carried forward to the next leave year because of the 30 or 90 day ceiling is not forfeited. There are provisions for suspension of the general forfeiture rule for annual leave in excess of the 30 or 90-day ceiling. However, these provisions apply to administrative errors and exigencies of major significance (or sickness) which resulted in the cancellation (or in the case of sickness, prevented the use) of annual leave that had been scheduled in advance. Annual leave scheduled in advance is defined as annual leave that has been requested in writing and approved in writing prior to the beginning of the third pay period before the end of the leave year. These provisions in no way affect an employee's responsibility to judiciously plan and schedule the use of annual leave throughout the year in order to avoid its forfeiture. In addition, to be eligible for restoration, it must be shown that this excess annual leave could not be rescheduled and used prior to the end of the leave year. Except in emergencies, annual leave requests should be submitted on an SF-71 and approved in advance by your supervisor. If you have a permanent appointment, you may be advanced annual leave up to the amount that you will earn during the current leave year. If you have a temporary appointment, you may be advanced annual leave up to the amount that you will earn prior to the expiration of your appointment. If you separate from Federal service, you will be paid a lump sum for all unused annual leave to your credit. If you transfer to another Federal agency, your unused annual leave will be transferred. Sick Leave Sick leave is a paid absence from duty that is granted to an employee for personal needs and for certain family friendly purposes. A full-time employee earns sick leave at a rate of 4 hours per pay period, for a total of 13 days of sick leave in a leave year. Sick leave for part-time employees is pro-rated. For all employees, sick leave accumulates without limit. Sick leave may be advanced to employees who need more than they have accumulated, but there is no entitlement to advance sick leave. An employee is entitled to use sick leave for the following purposes:
Employees are responsible for notifying their immediate supervisors of the need for sick leave as soon as possible. If sick leave is required on a particular day, the employee should contact the supervisor within 2 hours of the employee's regular start time to make the request for sick leave. At any time, employing components may require their employees to submit acceptable documentation to support requests for sick leave, such as a physician's certificate. In most instances of sick leave for personal use, such documentation would be required only when absences are for longer than three consecutive days. In cases of sick leave use for family members with a serious health condition, the employee must provide medical certification as soon as possible. Full-time employees may use 40 hours of their sick leave during each leave year to care for family members. In addition, a full-time employee who maintains a sick leave balance of at least 80 hours may use another 64 hours of sick leave each leave year for family members. As long as an employee maintains a sick leave balance of 80 hours, he or she is entitled to extended use of sick leave for up to 12 weeks in a leave year for family members who have a serious health condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves inpatient care or involves continuing treatment by a health care provider. For sick leave purposes, a family member of an employee is:
When an employee transfers to another agency without a break in service the sick leave balance to the employee's credit at that time will transfer with him or her, just as the annual leave balance does. If an employee leaves employment with the federal government, the sick leave balance to his or her credit at the time of the separation can be restored upon return to federal service. However, there is no provision for an employee to receive a lump sum payment for unused sick leave when he or she leaves federal service. Family and Medical Leave Title II of the Family and Medical Leave Act (FMLA) of 1993 covers Federal employees. Under FMLA, covered Federal employees are entitled to take up to 12 administrative work weeks of leave without pay during any 12 month period for:
Employees covered for FMLA purposes must have completed 12 months of service. Temporary and intermittent employees are excluded from coverage under Title II of FMLA, but may be covered under other provisions. An employee on FMLA leave is entitled to maintain health benefits coverage and must make arrangements to pay the employee's share of the premium either while on FMLA leave or when he or she returns to work. Upon return from FMLA leave, an employee must be returned to the same position or to an equivalent position with equivalent benefits, pay, status, and other terms and conditions of employment. An employee who requests FMLA leave is entitled to leave without pay. However, he or she may elect to substitute annual leave or sick leave, consistent with the requirements of current laws and regulations for using annual and sick leave, for any leave taken under FMLA. Under certain conditions, FMLA leave may be taken intermittently. When possible, employees must notify their supervisors of their intent to take FMLA leave 30 days before the leave is to begin. In the case of medical emergencies, employees must provide notice as soon as practicable. Employing components usually will request medical certification for FMLA leave taken for a serious health condition of the employee or of the employee's spouse, son, daughter, or parent. Absence for Maternity/Paternity Reasons There is no separate category of leave provided to Federal employees for maternity/paternity purposes. Employees use a combination of leave without pay, sick leave, and annual leave to cover absences, within the current laws and regulations governing use of each type of leave. Employees also may invoke their entitlement to FMLA leave for maternity purposes. Sick leave is appropriate for medical appointments related to pregnancy and childbirth, incapacitation due to childbirth, and recuperation from childbirth, and to care for a sick child or spouse. Sick leave is not appropriate to bond with or to care for a healthy newborn. Employees should discuss their needs for absences due to the birth of a child with their supervisors as soon as possible. As with any sick leave use, employing components may require employees who wish to use sick leave in conjunction with pregnancy and childbirth to provide appropriate medical certification. Leave Without Pay and Absence Without Official Leave Leave without pay (LWOP) covers an approved absence from duty in a non-pay status. Employees are entitled to use LWOP under FMLA, unless the employee request substitution of their accrued paid leave. It is also used when an employee has no leave credits or an insufficient amount of leave to cover an absence. In granting LWOP, supervisors are required to examine each request carefully to assure that the interests of the Department and the needs of the employee are sufficient to offset the costs and administrative inconvenience. Except in unusual circumstances or in the furtherance of a program of interest fo the Department, initial LWOP in excess of six months will not be authorized. Absence without official leave (AWOL) is charged if an employee is absent from duty without authorization. AWOL may also result in disciplinary action. Excused Absences (commonly known as Administrative Leave) An excused absence is an absence from duty administratively authorized without loss of pay and without charge to leave. Excused absences are ordinarily authorized on an individual basis, except when an activity or a group of employees is excused from duty for special purposes, e.g. snow days etc., government offices closed due to inclement weather. Adjustment of Work Schedules for Religious Observances To the extent practicable, employees will be granted time off from their regular work schedules for religious observances and will be permitted to work extra hours to offset the lost work time. Military Leave Military leave is a separate category of paid absence for use by permanent, part-time career, or temporary indefinite employees who are members of the National Guard or reserve components of the Armed Forces. It is for use during times when the employees would ordinarily be in a duty status on their jobs, but must instead perform military drills or report for active duty. Eligible full-time employees are entitled to 15 days (120 hours) of military leave each fiscal year. The amount is prorated for employees who are not full-time. Employees may carry over up to 15 days of unused military leave from one fiscal year to the next. Thus, an employee could have a maximum of 30 days of military leave available for use during a fiscal year. Effective October 5, 1999, employees became entitled to use their military leave for inactive duty drills, which usually occur on weekends. Effective December 20, 2000, military leave is charged in hourly increments, with 1 hour being the minimum charge. Also effective December 20, 2000, military leave is charged only for the time the employee would have otherwise been on duty as a Federal employee. Off days (e.g., weekends and holidays) are no longer included in military leave charges. Voluntary Leave Transfer Program Under the Voluntary Leave Transfer Program, annual leave is voluntarily donated by one employee for use by another employee who is facing financial hardships due to medical emergencies. An employee who wishes to participate as either a leave donor or recipient should contact his/her servicing personnel office. Voluntary Leave Bank Program The Leave Bank provides income protection for "member" employees who experience a personal or family medical emergency which causes them to exhaust their available paid leave and to be absent in what would otherwise be a non-pay status. To become a Leave Bank member, you must contribute annual leave to the Leave Bank during an open or individual enrollment period. Employees may also contribute leave to the general fund or specific recipients without becoming a member. Under the Voluntary Leave Bank Program, Leave Bank members faced with a medical emergency can request leave from a central bank of leave. Membership in the Leave Bank does not automatically entitle an employee to leave from the Bank. However, if approved by the Leave Bank Board as a leave recipient, employees may draw upon any leave authorized for their use in connection with the medical emergency. For more information, you can now access Leave Bank Questions and Answers on the Department's website at: www.usdoj.gov/jmd/ps/guibank.htm. Court Leave Jury Duty. An employee is granted authorized leave with pay when absent for jury duty, if serving on a non-intermittent permanent appointment, indefinite appointment, or temporary appointment. Witness Summons. An employee summoned to appear as a witness in an unofficial capacity on behalf of the Federal Government, or a state or local government, or on behalf of a private party in connection with a judicial proceeding to which the Federal Government, or a state or local government is a party, will be granted court leave unless the employee is serving on an appointment without a regular tour of duty (intermittent). An employee appearing as a witness in his or her official capacity is considered to be in an official duty status. Because court leave is a complicated part of leave regulations, please contact the servicing personnel office if you have any questions on your entitlement to this type of leave. Training and EducationThe Department recognizes that accomplishment of its mission depends on employee skills and capabilities. Therefore, it participates in and conducts training programs designed to assure a well-trained workforce and to attract motivated applicants. Your supervisor has the primary responsibility for seeing that you are trained to do your work well. Your supervisor is responsible for helping you learn what to do and the best way to do it; but you are responsible for following instructions carefully, asking questions when you are in doubt, and then performing your duties intelligently and with initiative. Through on-the-job training you increase your skill and abilities. Every time you learn a new task or meet and solve a new problem, you are advancing your training and experience. Training designed to keep employees abreast of new techniques and improve particular skills and knowledge is available within the Department, as well as from other Federal agencies. In addition, there are opportunities for increased self-development by participation in after-hours study in local schools and universities. Employees are encouraged to participate in professional societies. These functions, held during and after working hours, provide an opportunity to associate with knowledgeable people in the field, absorb new techniques, and gain recognition for work or contributions. You and your supervisor share responsibility for your training and development. In essence, the supervisor can propose and management can consent to provide training, the employee must take advantage of the opportunities provided. Employees can find information on Department training organizations and opportunities through component training offices or on the Department's Training Opportunities page located at: http://www.usdoj.gov/jmd/ps/newto.html. Federal Employees' Health Benefits ProgramThe Federal Employees' Health Benefits Program (FEHB) provides health insurance protection against cost of illness or accident, without medical examination, and normally with better rates and better protection than employees can obtain as individuals. The Government also contributes toward the cost. Your share of the cost is paid through withholdings from your salary. Beginning in October 2000, an employee's health benefit premium withholdings are treated as a pre-tax salary deduction. This is known as premium conversion. FEHB premiums deducted from the pay of a participating employee are made before FICA and Federal income taxes. Because premium conversion lowers an employee's taxable income, it reduces an employee's tax burden. Participation in premium conversion is automatic for eligible employees. Any individual enrolled in the FEHB Program who does not want to participate in premium conversion may waive participation. Generally, all employees, except those serving under time-limited appointments of one year or less or those who work intermittently, are eligible to enroll in this program not later than 60 days after entering on duty. Whether or not you choose to enroll, you must complete an SF-2809, Health Benefits Registration Form. If your employment is part-time, less than 40 hours per week, then you will pay a percentage of the regular Government contribution. This percentage is prorated based on the number of hours that you work a pay period. You may freely choose your plan from participating carriers. A brochure for each plan explains specific benefits, limitations and exclusions. If you do not enroll at the time of your appointment, you may do so during an "Open Season" which occurs in November and December of each year. During this time, you can also change your enrollment from one plan to another or from one option to another. Enrollment changes elected during an "Open Season" become effective as of the beginning of the first pay period in January of the following year. Certain changes are permissible at any time in conjunction with family or marital status. You are responsible for filing an 2809 when these changes occur. A self and family enrollment includes your wife or husband and unmarried children under age 22. Children 22 years of age or older may be covered if they are incapable of self-support. A self-only enrollment covers you only. When an employee enters leave without pay status and/or the employee's pay is insufficient to cover the FEHB premium, the employee must terminate the FEHB enrollment, or continue the enrollment and agree to pay the premium directly, incur a debt in the amount of the unpaid premiums, or prepay the FEHB premiums. If you retire on an immediate annuity after completing at least 5 years of service or because of disability, you may continue your coverage after retirement. However, you must have been enrolled in the program since your first opportunity to enroll or for the five years of service immediately preceding your retirement. An employee who terminates his/her employment may enter into a nongroup contract at standard rates without medical examination. This provision is particularly important to personnel who may not be able to qualify for a regular policy because of physical conditions. If you lose your health coverage because you leave your Federal job, you can elect temporary continuation of health insurance for up to 18 months, unless you are involuntarily separated because of misconduct. If your children lose coverage under your family plan or if you divorce or your marriage is annulled, your spouse and children are eligible to continue coverage for up to 36 months after the event which caused them to lose coverage. Federal Employees' Group Life InsuranceIn general, all employees, except those serving under time - limited appointments of one year or less and those who work intermittently, are eligible for life insurance available under the Federal Employees' Group Life Insurance Program (FEGLI). As term insurance, FEGLI does not build cash, loan or paid-up, or extended insurance equities. Under the FEGLI program an employee has basic life insurance, and accidental death and dismemberment insurance, each in an amount as follows: (1) if annual salary is $8,000 or less, an employee is insured for $10,000; (2) if annual salary is more than $8,000 an employee is insured for an amount equal to the sum of his annual salary rounded to the next higher thousand plus $2,000. The Government contributes toward the cost of the basic insurance. Your share of the cost is paid through withholdings from your salary. Employees under age 45 also receive additional basic insurance free of cost. FEGLI is explained in RI 76-21, Federal Employees' Group Life Insurance Program, FEGLI Program Booklet, which is enclosed in your information kit. PLEASE READ IT CAREFULLY. An employee may also enroll for any or all three different optional insurances: (1) Standard Optional Insurance – $10,000 with accidental death and dismemberment protection; (2) Additional Optional Insurance – available in increments of one to five times an employee's salary; and (3) Family Optional Insurance -- provides coverage for an employee's spouse and eligible dependent children. When an employee elects the third option, all of the employee's eligible family members are automatically covered. The employee may elect either one, two, three, four, or five multiples of coverage. Each multiple is equal to $5,000 for the employee's spouse and $2,500 for each of the employee's eligible dependent children. The rates for all optional insurances are based on a sliding scale according to the employee's age. The full cost of the insurance is paid by the employee and withheld from the employee's salary. An employee who is eligible for FEGLI automatically acquires basic insurance coverage at the time he or she enters on duty unless he or she has previously waived such coverage in prior Federal employment. Life insurance coverage will automatically continue until an employee files a completed SF-2817, Life Insurance Election Form, waiving insurance coverage. Generally, employees who decline either the regular or optional insurance during the 31 days following appointment must, to obtain coverage, wait one year from the date of the waiver and then pass a physical examination obtained at their own cost in order to enroll for the insurance. If you retire on an immediate annuity after completing at least 5 years of service or leave Federal service because of a disability you may continue your coverage after retirement. However, you must have been enrolled in the program since your first opportunity to enroll or for the five years of service immediately preceeding your retirement. Upon termination of employment an employee may convert his or her life insurance to a private non-term policy at standard rates without medical examination. RetirementWhile thoughts of retirement may now seem quite distant, you will be glad to know that you will be provided for when retirement comes around. Your retirement coverage is determined by several factors including:
The retirement systems are explained briefly below: Social Security Federal employees hired on temporary and intermittent appointments who are not covered by a Federal retirement system are covered by Social Security. Civil Service Retirement System Most Federal employees hired prior to January 1, 1984, are covered by the CSRS. The CSRS is a single benefit retirement plan which is financed by contributions from you and a matching contribution from the Government. Contributions are automatically deducted from your paycheck at the rate of 7% of the basic pay you earn in a pay period (7.5% for law enforcement officers). Note, CSRS coverage is available only to people who:
Civil Service Retirement Offset System The Social Security Amendments of 1983 effective January 1, 1984, provide for Social Security coverage for all new and rehired Federal employees with a break in service of more than 1 year. To protect employees who re-enter the Federal Government with a vested interest in the CSRS (at least 5 years of creditable civilian service) the CSRS Offset System was created. Under the CSRS Offset System, employees contribute 7% of their salary to the retirement system (7.5% for law enforcement officers). Of the 7%, the current Social Security tax (excluding the Medicare portion) is deducted and transferred to Social Security. This continues until employee's earnings reach the Social Security earnings limitation at which time the Social Security deductions cease and the full 7% deduction is paid to the CSRS. CSRS Offset employees are subject to the same eligibility requirements and computational formulas as CSRS employees except that when these employees become eligible for Social Security (normally at age 62) their annuities will be reduced (offset) by the amount of their Social Security benefits which is attributable to post-1983 Federal service. Federal Employees Retirement SystemIf you were first hired on an appointment subject to a Federal retirement system on or after January 1, 1984, you are covered by the Federal Employees Retirement System (FERS). FERS is a three-tiered retirement system which provides benefits from 3 different sources: a Basic Benefit Plan (similar to, but less generous than, CSRS benefits), Social Security Benefits, and the Thrift Savings Plan (similar to 401k plans in the private sector). FERS Basic Benefits are financed by a very small contribution from you (.80% in 1990 and later). Much larger contributions are made by the Government. Your contributions to Social Security are actually a tax taken as a percentage of your salary. The Social Security tax is limited to a maximum wage base which generally increases annually as earning levels increase. Your contributions to your Thrift Savings Plan (TSP) account are strictly voluntary under FERS. Regardless of whether or not you elect to participate in the TSP, the Government will automatically contribute an amount equivalent to 1% of your salary per pay period to an account established in your name when TSP participation rules first allow you to participate in the Plan. Thrift Savings PlanEmployees subject to the CSRS, the CSRS Offset System and FERS retirement systems may participate in the Thrift Savings Plan (TSP). The TSP is a tax-deferred savings plan that allows employees to contribute portions of their salaries on a pre-tax basis. Employees may contribute to the TSP on a pay period basis whole percentage amounts or whole dollar amounts. The employee contribution limits for FERS and CSRS employees will increase by 1% each year for five years, as follows:
In 2006, these contribution limits will be lifted entirely. The total amount that an employee may contribute to the TSP each year will continue to be capped by the Internal Revenue Service's elective deferral limit. Employees may begin contributing to the TSP immediately upon appointment to a position covered by FERS or CSRS (or equivalent Federal retirement systems). However, employees covered by FERS must serve a waiting period before they can receive agency contributions to their TSP accounts. An employee appointed or reappointed to a position covered by FERS who had not been previously eligible to receive agency contributions becomes eligible to receive agency contributions the second election period following the effective date of the appointment. MedicareAs a Federal employee, you will pay a tax of 1.45% of your annual salary (up to the amount that the Social Security Administration determines to be the annual wage base) for coverage under Medicare's hospital insurance. The 1.45% tax makes you eligible for the hospital portion of Medicare insurance at age 65 (which is free of charge) if you have enough service (Government, private sector, or a combination thereof) to equal the amount needed to collect Social Security benefits. (Please note: you need not be eligible for Social Security, but rather need only have enough years of service). In no case will you need more than a total of 10 years of work to be eligible for Medicare's hospital insurance. Designations of BeneficiaryEmployees are given an opportunity at the time they enter on duty to designate beneficiaries for Federal Employees' Group Life Insurance, unpaid compensation, Thrift Savings Plan and lump sum payment of their retirement monies. Such designations may be made or changed at any time by completing the appropriate forms. The designation forms for life insurance (SF-2823), unpaid compensation (SF-1152), and Federal Employees Retirement System (SF-3102) are received and date stamped by the employing agency and placed in the employee's official personnel file. The Thrift Savings Plan Designation of Beneficiary Form (TSP-3) is sent directly to the Thrift Savings Plan Service Office whose address is listed on the form. The designation form for the Civil Service Retirement System (SF-2808) is maintained in Washington, D.C. by OPM. Transfers between Federal agencies will not cancel these designation forms. Employees appointed to positions that are not covered by FERS or CSRS (e.g., a position covered by Social Security (FICA) only) are not eligible to participate in the TSP. Compensation for Line-of-Duty InjuryThe Department is vitally concerned with your safety on the job and attempts to provide safe working conditions for you. Every employee must share in this responsibility. However, our experience shows that most accidents and resulting injuries are caused by unsafe acts on the part of individual employees. If you are injured on the job you should immediately notify your supervisor or other responsible official so that necessary medical attention can be obtained through the services of a health unit or other available treatment facility. This is most important, no matter how minor the injury may seem to you. The Office of Workers Compensation Programs of the Department of Labor administers the Federal Employees Compensation Act which authorizes payment of medical expenses and compensates employees for wages lost because of on-the-job injuries. An important aspect of the program is that you or someone acting on your behalf verbally or in writing notify your supervisor of the injury immediately to protect your benefit eligibility. Written notice, CA-1 (Federal Employee's Notice of Traumatic Injury and Claim for Continuation of Pay/Compensation) must be filed with your supervisor, your administrative officer, or the Personnel Office within 30 days of the date of injury. Failure to complete the form within the time limit may result in your forfeiting benefits for which you otherwise would be entitled.
ConductAs a Government employee, your employment differs from private employment in that your job is to provide service to the public. This means that you must serve the interests of all people rather than any certain segment. For this reason, your conduct is subject to more restrictions and higher standards than may be expected in private industry. The following are the principles of ethical conduct for Government officers and employees:
The "Standards of Conduct" for employees of the Department of Justice are presented in 5 CFR Parts 2635 and 3801.
Privacy Act RequirementsThe Privacy Act of 1974 established the right to privacy as a personal and fundamental right under the laws of the U.S. and provides for the safeguarding of individual privacy in the collection of personal information, the maintenance of automated and manual personal data files, and the release of information from such records. The Privacy Act provides civil and criminal sanctions against agencies and officials for willful and intentional noncompliance. Under these provisions, individuals may bring a civil action against any agency for such violations as:
Any officer or employee of an agency who is found to have willfully disclosed personal information to an unauthorized individual or to have willfully maintained a system of personal data records which was not made public in the Federal Register may be subject to civil or criminal penalties. For specific information concerning your rights, responsibilities and liabilities under the Privacy Act, contact your immediate supervisor. Computer Security Act RequirementsThe Computer Security Act of 1987 (40 U.S.C. 1441) requires Federal agencies to provide mandatory periodic training in computer security awareness and accepted computer security practice for all employees who are involved with the management, use, or operation of Federal computer systems that process sensitive information within or under the supervision of the agency. Initial training is required for all new employees and will be provided at orientation using materials provided by the Information Management and Security Staff. Equal Employment OpportunityThe Department of Justice does not discriminate on the basis of race, color, sex (including sexual harassment), religion, national origin, age, disability (physical or mental), sexual orientation, marital status, reprisal, or any other non-merit factor. We are committed to equal employment opportunity (EEO) principles and practices in all of our management decisions and personnel practices. The Department is committed to providing equal employment opportunity; eliminating discrimination in employment; and maintaining an environment that is free from any form of prohibited discrimination. The Department will provide a prompt, fair and impartial review, and adjudication of any allegations of discrimination. The Attorney General and the Assistant Attorney General for Administration have authorized the Justice Management Division's Equal Employment Opportunity Staff (EEOS) to develop, implement, and monitor the Department's EEO policy and programs. The EEOS provides leadership, and guidance to managers, supervisors, and employees in the conduct of EEO programs to ensure compliance with Departmental EEO policy. Key elements of the Justice EEO Program are: (1) policy development and program guidance; (2) affirmative employment programs; and (3) discrimination complaints processing. Policy Development and Program Guidance The EEOS develops EEO policy, methods, procedures, and guidance for EEO and management officials throughout the Department. EEOS also maintains the integrity of EEO programs by monitoring and evaluating the effectiveness of EEO officials and their programs. Affirmative Employment Programs Affirmative employment programs are developed and implemented by EEOS to ensure the effective application of the Department's nondiscrimination and EEO policy. The EEOS includes special emphasis program managers for women, minorities, disabled persons, and disabled veterans. These managers are responsible for the development and implementation of affirmative action initiatives that facilitate the employment and advancement of minorities, women, and disabled persons at the Department. These outreach initiatives result in expanded applicant pools of the targeted group. In addition, the Special Emphasis Program for persons with disabilities addresses the concerns of reasonable accommodations and accessibility to and within the worksite. Informal Complaint Process If you believe that you have been the victim of discrimination in your work or through the employment process, you must initiate contact with an EEO Counselor within 45 days of the occurrence of the alleged discrimination.Formal Complaint Process After completing the informal process, you may decide to file a formal complaint. To do this, you must send to the EEO Officer a DOJ Form 201A, Complaint of Discrimination, that was included in your Notice of Final Interview. You must file your complaint within 15 days of your receipt of the Notice of Final Interview. The EEOS is located in Room 7643, Main Justice Building. All employees, managers, supervisors, and support personnel are invited to contact the staff for more specific information and/or assistance. The telephone number is 202-616-4800, or visit the EEOS website at: www.usdoj.gov/jmd/eeos. *Complaints filed on the basis of sexual orientation will be processed in accordance with internal DOJ regulations and do not include the right to an EEOC hearing or to file a civil action. Labor OrganizationsEach employee has the right to join or not to join any labor organization which does not strike against or advocate the overthrow of the Government of the United States. Employees may exercise this right freely, without fear of penalty or reprisal. An employee has the right to participate in the activities of a labor organization, except when such participation or activity would result in a conflict of interest or is otherwise incompatible with law or with the official duties of the employee. Certain employees are restricted from managing or representing a labor organization. They include employees engaged in personnel work other than in a purely clerical capacity, employees who represent the Department in consultation or negotiations with labor organizations, management officials, supervisors, and certain others in specified occupations. An employee in a unit represented by an exclusive labor organization has the right to request union representation at an examination by a representative of the agency in connection with an investigation if the employee reasonably believes the examination may result in disciplinary action. Complaints and GrievancesIt is the policy of the Department that all employees be treated fairly in every respect, and have the opportunity to express themselves with regard to their working conditions without fear of reprisal. As a Department employee, you have the right and obligation to consult freely with your supervisor concerning any problem or grievance related to your duties, working conditions, employment status, or other matters involved in daily work performance. An agency grievance procedure has been established to ensure that these policies are not violated. This procedure provides that if you have a complaint or grievance, it may be presented in writing to your immediate supervisor or to a grievance official otherwise identified by your organization. You (or your representative) and the grievance official may jointly agree to engage in mediation in an attempt to resolve the grievance. The grievance official will issue a final decision, in writing, normally within 30 days after the date on which the grievance was filed, or the date of any mediation session, whichever is later. Once a final decision is issued, you have no further right to administrative review. If you become dissatisfied with circumstances or conditions surrounding your employment, your first responsibility is to discuss the cause of your dissatisfaction with your supervisor. Your supervisor is charged with the responsibility for the operation of the office, and will want to correct conditions which hamper efficient operations. However, before you express a grievance or submit a complaint, consider the cause of your complaint; ask yourself whether you have fulfilled your part of the bargain to cooperate with your supervisor and your fellow employees. A spirit of cooperation and observance of common rules of courtesy will go far toward resolving potential conflicts. In an organization for which a labor union has been recognized as the exclusive representative, employee grievances are covered by a negotiated grievance procedure. SeparationIf you desire to voluntarily terminate your employment, you are required to notify your supervisor. If you are absent and it becomes necessary that you resign without returning to work, your resignation may be submitted by letter. Although your resignation would never be refused, you are asked to give at least two weeks advance notice before your last day of work. Upon separation, you must turn in your identification pass, other Government property, and make reimbursement for any outstanding debts. Failure to do so may result in a delay in obtaining final payment of money due you. Your Official Personnel FolderMost papers and forms pertaining to you as a Federal employee are maintained by the Department in what is referred to as an official personnel folder. These folders are maintained by the Office of Attorney Recruitment and Management for attorneys. The servicing personnel office maintains the folders of all other employees. You may review your own personnel folder by calling the appropriate office to arrange for a convenient time. During the course of your employment with the Department you will receive copies of all personnel documents affecting you. Keep these documents, your appointment papers and keep SF-50's (Notification of Personnel Action), position descriptions, certificates of training, etc., in a file of your own for you will have occasion to refer to them many times in the months and years to come. Although not maintained in your official personnel folder, you should also retain statements of leave and payroll earnings statements. Preserve these records. They are important to you. Other Facilities and Services of the Department of JusticeThe Library As a Department of Justice employee, you may use any of the Justice Libraries. Geared to meeting the information needs of the Department's Offices, Boards, and Divisions, the twelve downtown library locations provide current and comprehensive legal and general research materials. Each Library collection has been created specifically for the clientele it serves. In addition to printed materials, the Justice Libraries offer access to a wide variety of electronic resources, including online, web-based and CD-ROM databases. Contact the Library staff at your location for research assistance, interlibrary loan, bill tracking, legislative histories, and training opportunities. Visit the library without leaving your office through Justice Libraries' Virtual Library on DOJNet. Find out what's on the shelves by exploring the Justice Libraries'Catalog, on the Virtual Library home page. Drop by the Main Library, Room 5400, in the Main Justice Building, or the Patrick Henry Library, Room 10200, in the Patrick Henry Building. Tours are held Wednesday at 9:30 at the Main Library. Phone 514-3775 for an appointment. You can also reach a librarian by sending e-mail through the Virtual Library, or at library.reference@usdoj.gov. The Credit Union The Justice Federal Credit Union is a full service credit union offering service to employees of the Department of Justice for over 65 years. JFCU has a variety of competitively priced deposit and loan products designed to meet your needs. You can access your account 24 hours a day, seven days a week, by visiting one of JFCU's 11 branches, their Global website, at: www.jfcu.org or by calling JFCU's telephone banking system, The Informer. All funds are federally insured by the NCUA. For more information on membership with JFCU, please call JFCU at 1-800-550-JFCU. Bulletin Boards Bulletin boards are located at convenient points throughout most buildings occupied by Department employees. Contact the Facilities and Administrative Services Staff, Justice Management Division on 514-2186 for information concerning the use of these boards. Commuting Options Mass Transit and Vanpools. Employees who work in the Washington National Capital Region (NCR) are eligible to receive a transit subsidy for all or part of their cost to ride to and from work using mass transit or certain vanpools. Employees who work outside the NCR may also be entitled to transit benefits. Contact your administrative office for additional information. Ride Sharing and Parking Spaces. If you work in the Washington metropolitan area and drive to work, you will soon learn that parking spaces are at a premium. You may, however, be able to form or join a carpool or vanpool by contacting Commuter Connections through its website at www.commuterconnections.com. For information on ride sharing or parking at a Department of Justice facility, please contact the Facilities and Administrative Services Staff, Justice Management Division, on 514-6757. Shuttle Bus Service For your convenience, shuttle buses are available to transport you to and from the following satellite locations:
Shuttle buses depart on a regular schedule from the Main Justice Building. The shuttle bus maps and schedules are available on the DOJ intranet site. Care of Government-Issued Property Please remember that the people of the United States own Federal Government property, it is not the property of the individual using the equipment. Government-owned personal property issued to an employee for official use must not be thrown away, given away, sold or retained for personal use. When property is no longer required for official use, the property must be reported as excess through the component's disposal office. For additional information, please contact your component's property custodian or the Facilities and Administrative Services Staff, Justice Management Division. Savings Bonds You are urged to save a portion of your earnings each pay period by investing in U.S. Savings Bonds. Through your purchase of Savings Bonds, you participate in the financing of your Federal Government, while at the same time you make a safe investment. The Bond Program is operated on a payroll deduction basis. You may sign up for Bonds through Employee Express, or by filling out a Bond Authorization card. Contact your personnel office for more information or visit: www.savingsbonds.gov. Combined Federal Campaign You are encouraged to make your donation to charities in the annual Combined Federal Campaign. When the annual drive is underway, someone in your component will contact you. Contributions are voluntary. For more information, contact your personnel office or visit www.cfcnca.org. Recreation Association The Department of Justice Recreation Association (DJRA) is an organization of employees of the Department. Membership is open to all employees on a nominal dues basis. The Association sponsors activities such as bowling, art, tennis, photography, golf, softball, discussion groups and similar activities in which there is sufficient interest. Through its connection with the League of Federal Recreation Associations, the Association also makes group travel and disability insurance available to employees at low cost. Logo and sundry items may be purchased at discount prices from the DJRA store located in Room 6613 of the Main Justice Building. Field employees may use the services of the association by calling (202) 514-4000 or FAX (202) 616-1090 or by writing directly to the Recreation Association. Lost and Found If you find property, personal or official, in the Department or surrounding area, please turn it in to the Justice Protective Officer's station or the Concierge's desk for your particular building. Inquire there, also, if you lose anything. Justice Fitness Center The Justice Occupational Health Organization (JOHO) is open to all Federal employees who become members for a fee. The current fee may be paid through payroll deduction per pay period, plus an initiation fee. There are two centers open Monday through Friday from 6:30 am to 8:30 pm for your convenience. They are located in Room LL302, Patrick Henry Building and the penthouse of the Judiciary Center Building. Visit one of the Centers or call 514-3930 for the Patrick Henry Building or 514-9421 in the Judiciary Center Building for additional information. Health FacilitiesIf you become ill at work, need medical care, or need information about medical facilities, check with your administrative office to see which of the health units listed below services the employees in your building. Locations: Judiciary Center Building Lafayette - Export Import Bank Building Main Building NLRB/Franklin Court Patrick Henry Building 1301 New York Avenue, NW All Health Units provide the following services:
Worklife IssuesThe pressure to perform more efficiently in the workplace in a rapidly changing world has resulted in greater challenges to responsibly managing our work and personal needs. Why Worklife? Because the only way we will continue to achieve our goal of strengthening the nation's law enforcement efforts is through improved performance, creativity, and dedication, while being sensitive to personal and family needs. Although flexibility is not an entitlement, it is a tool that can help us to be more effective in all aspects of our lives. Options Available Through The DOJ Worklife Program... Flexible Work Schedules allow employees to vary the starting and ending times of an 8.5 hour workday. Compressed Work Schedules provide full-time employees the option to complete their 80-hour biweekly work requirements in fewer than 10 workdays. The incentive with this option is to work longer hours each day to obtain one "off day" once a week or once a pay period. Part-Time or Job Sharing opportunities assist individuals who want to work fewer hours. Employees work between 16 and 32 hours per week within the scope of OPM and DOJ guidelines. Job Sharing is a form of part-time employment in which two employees cover a single full-time position. Telecommuting allows an employee to work from a satellite office -- a telework center, a home office, or a satellite DOJ office -- for an agreed upon portion of the work week. It affords a quiet, uninterrupted work environment and freedom from the time constraints and costs associated with commuting to a primary office site. Credit Hours are similar to compensatory time; however, credit hours provide greater flexibility in managing overtime work. Through credit hours, the employee can work occasional overtime without the burdens associated with approval and scheduling of overtime. Dependent Care support and information are provided to employees and their families nationwide by LifeCare.com. The areas covered include pre-natal care, child care, helping special needs children, financing a college education, retirement planning, health care, elder care, and lactation support for nursing mothers. Employees can receive, at no cost to them, comprehensive referrals for providers and educational materials: videotapes, books, fact sheets, checklists, and kits, call LifeCare.com at 1-800-873-4636. Leave for Family Responsibilities allows employees extended time off with or without pay to meet family obligations. This policy incorporates the Family and Medical Leave Act and other family friendly leave programs including Annual Leave, Sick Leave, Sick Leave for Adoption, Bone-Marrow/Organ Donation Leave, Funeral Leave, and Leave without Pay. For details visit the DOJ Worklife Website: www.usdoj.gov/jmd/ps/worklife.html or contact the Worklife Information Line: (202) 353-9278. The Ombuds ProgramThe Ombuds Office of the Department opened for business on June 12, 2000. The program offers informal assistance to employees and managers of Offices, Boards and Divisions located in the greater Washington, D.C., Maryland and Virginia area (except FBI and Bureau of Prisons). The service offers confidential, informal, and impartial assistance in the resolution of workplace issues and conflicts. Any employee or manager may seek assistance (from options to intervention) in issues that impact the worker, the work, or the work environment. Typical issues include, but are not limited to, interpersonal conflicts, treatment, harassment, discrimination, communication/miscommunication, personal concerns, disciplinary actions, inequities, peer to peer conflicts, and wrong-doing. The program focuses on early intervention, preservation of work relationships, identification of systemic issues, and systemic change. Employee Assistance ProgramThe Department's Employee Assistance Program (EAP) is a confidential resource available to employees and their family members. The EAP provides free assessment, short term counseling and referral for employees with personal or work-related concerns such as marital/family, emotional, alcohol/drug, financial, childcare, eldercare, etc. The EAP Counselors are experienced and licensed. During duty hours, with permission from your supervisor, you may meet with an EAP counselor, with no charge to leave. If you want to maintain complete confidentiality, you may contact a counselor for an appointment before or after your official work hours or during your lunch break. An EAP counselor can be reached by calling 800-626-0385. |
Last Updated April 26, 2005
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