The Administrative
Office Compensation System recognizes the value of employees in
supporting our mission of service to the federal Judiciary by providing
- equal pay for jobs with comparable responsibilities;
- variations in pay in proportion to differences
in difficulty of work;
- pay increases based on individual responsibilities
and performance without regard to national origin, race, sex,
age, color, disability, or other non-merit factors.
Our compensation system
is a structured pay banding system. The salary structure is generally
adjusted on an annual basis in response to changes in the Employment
Cost Index and local job market conditions. Employees are eligible
for annual and performance-based pay adjustments.
Employees are paid
on a biweekly basis (26 pay periods a year). Pay day is every other
Friday. Salary payments are sent directly to a bank or other financial
institution for deposit in a checking and/or savings account. Deductions
from salary are taken for federal taxes, state taxes, local taxes
(in some areas), and for retirement and/or Social Security and Medicare.
Other deductions might include things such as health benefits or
life insurance premiums, the Thrift Savings Plan, Savings Bonds,
charitable donations, or personal allotments.
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Thrift Savings Plan (TSP)
Want a million dollar
nest egg?
The popular Thrift Savings Plan (TSP) is the government's version of a 401(k)
tax-deferred retirement savings and investment program. Based on
a 10% annual rate of return, an employee who invests the maximum
amount in TSP each year could have earnings of over $1,000,000 at
the end of a 30-year career.
TSP investments are
made with pre-tax dollars, and taxes on your investment earnings
and contributions are deferred until the money is withdrawn.
Employees elect to
contribute a portion of their salary to the TSP, and the federal government
matches contributions up to the first 5%. The federal government contributes
an amount equal to 1% of salary even if the employee contributes
nothing!
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Retirement
Employees newly hired
by the federal government participate in the Federal Employees Retirement System (FERS). Under FERS, employees pay into Social Security and
Medicare as well as contributing a small percent of salary into
FERS. The government pays an employer share of these benefits, too.
At retirement, employees are eligible to receive Social Security
benefits and a retirement annuity.
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Health Insurance
No two people are
alike, so no single health benefit plan will fit everyone's
individual needs.
The Federal Employees Health Benefit (FEHB) program is an optional benefit, allowing employees
to choose coverage that best fits individual needs. Coverage is
available from a wide variety of health insurance plans, including
well-known national plans, HMOs, and regional providers. The government
shares in the cost of premiums.
Coverage under the
FEHB program is not dependent on a physical examination and does
not exclude employees with pre-existing medical conditions. An annual
“open season” is held during which employees can change
plans or level of coverage. Immediate family members are eligible
for coverage, and employees can change from individual to family
coverage – or reverse – following a change in family
status.
Employees eligible to enroll in FEHB are also eligible to enroll in the Federal Employees Dental and Vision Insurance Plan (FEDVIP). Employees pay the full share of the FEDVIP premiums, but gain access to more comprehensive dental and vision coverage than is available under the FEHB plans.
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Life Insurance
Unlike employees of
many private sector companies, most employees are automatically
eligible for the Federal Employees Group Life Insurance (FEGLI)
program when they start work. More importantly, initial coverage
under FEGLI is not subject to physical examination and does not
exclude employees having pre-existing medical conditions.
In addition to basic
coverage, you may elect any or all of three forms of optional insurance
to supplement the basic coverage. The amount of coverage available
is based on annual salary. The cost of basic insurance is shared
between you and the government and is based on the amount of coverage.
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Flexible Benefits Accounts for Medical and/or Child Care
Expenses
Flexible benefits
accounts allow employees to set aside funds through pre-tax payroll
deduction to pay for certain medical expenses not covered by health
insurance and/or for reimbursement of dependent care expenses. Employees
may set aside up to $10,000 for medical expenses and up to $5,000
for child care expenses.
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Holidays and Leave
It is important that
employees have a life outside the office, and we provide them time
to enjoy it. We benefit from ten paid holidays per year, paid annual
(vacation or personal) leave and sick leave. As you progress through
your federal career, the amount of annual leave you earn increases
based on your years of service as shown below:
Years of Federal Service |
Paid Annual Leave Earned |
Less than 3 |
13 days
a year |
3 to 15 |
20 days a year |
More than 15 |
26 days a year |
We have the added
bonus of being able to carry up to 240 hours (30 days) of unused
annual leave into the next calendar year.
In addition to annual
leave, Administrative Office employees earn 13 days of sick leave
each year, accumulated at the rate of 4 hours per biweekly pay period.
Sick leave can be used during times of illness, for medical appointments,
to care for a sick family member, or for bereavement. Unlike annual
leave, there is no limit to the amount of sick leave you can carry
over from year to year. Administrative Office employees also benefit
from other leave programs, such as Family Medical Leave and the
Voluntary Leave Transfer Program.
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Transportation Subsidies
Let's face it
– commuting in Washington can be an adventure.
We help make it a
bearable adventure by subsidizing our employees' commute with
a transit benefit program to help defray costs. We participate in
the Metrocheck fare card program, and our employees can pay for
other mass transit and parking expenses through pre-tax payroll
deduction.
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Long-Term Care Insurance
Administrative Office
employees may choose from two long-term care programs, the Federal
Judiciary Long-Term Care Program or the Federal Long-Term Care Program
sponsored by the Office of Personnel Management. Long term care
is something you may need if you can no longer perform everyday
tasks by yourself. You can receive this care in a variety of settings,
including your home, an assisted living facility or a nursing home.
Both programs include a variety of coverage options.
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Injury Compensation
Accidents happen.
But federal employees can rest easy knowing the Federal Employee's
Compensation Act provides them with pay, medical care and assistance,
vocational rehabilitation, and reemployment rights in the unlikely
event of a disabling injury while performing official duties.
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Wellness Program
In addition to providing
an on-site fitness center, the Administrative Office offers a wide
variety of seminars and screenings to support our employees'
health and wellness needs. Past seminars dealt with topics such
as smoking cessation, weight management, mental health, lupus, and
reflexology. Periodic health screenings are conducted for such things
as diabetes, skin cancer, glaucoma. We also offer mobile mammography
and quarterly blood drives.
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Employee Assistance Program
From time to time,
each of us is faced with personal problems – many of which
can be solved with professional assistance. Administrative Office
employees can get this assistance through the Employee Assistance
Program (EAP), a free, confidential counseling and referral service.
Meeting privately and confidentially, an EAP counselor can help
assess problems and work with an employee to find a solution –
in most cases through either short-term counseling or referral to
an appropriate and affordable resource. Emotional issues, family
and marital problems, substance abuse, or financial concerns –
EAP counselors are equipped to meet an employee's need for
assistance.
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