2020
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $170,800 divided by 2,087 hours yields an hourly rate of $81.84 and a biweekly rate of $6,547.20 ($81.84 x 80 hours). Similarly, the Executive Schedule level V annual rate of $160,100 divided by 2,087 hours yields an hourly rate of $76.71 and a biweekly rate of $6,136.80 ($76.71 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2020 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2020 (January 5, 2020, based on the standard biweekly payroll cycle).
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Alaska
|
29.67%
|
6,547.20
|
170,227.20
|
Albany-Schenectady, NY-MA
|
17.88%
|
6,424.80
|
167,044.80
|
Albuquerque-Santa Fe-Las Vegas, NM
|
16.68%
|
6,359.20
|
165,339.20
|
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL
|
22.16%
|
6,547.20
|
170,227.20
|
Austin-Round Rock, TX
|
18.17%
|
6,440.80
|
167,460.80
|
Birmingham-Hoover-Talladega, AL
|
16.26%
|
6,336.00
|
164,736.00
|
Boston-Worcester-Providence, MA-RI-NH-ME
|
29.11%
|
6,547.20
|
170,227.20
|
Buffalo-Cheektowaga, NY
|
20.20%
|
6,547.20
|
170,227.20
|
Burlington-South Burlington, VT
|
16.89%
|
6,370.40
|
165,630.40
|
Charlotte-Concord, NC-SC
|
17.44%
|
6,400.80
|
166,420.80
|
Chicago-Naperville, IL-IN-WI
|
28.59%
|
6,547.20
|
170,227.20
|
Cincinnati-Wilmington-Maysville, OH-KY-IN
|
20.55%
|
6,547.20
|
170,227.20
|
Cleveland-Akron-Canton, OH
|
20.82%
|
6,547.20
|
170,227.20
|
Colorado Springs, CO
|
17.78%
|
6,419.20
|
166,899.20
|
Columbus-Marion-Zanesville, OH
|
20.02%
|
6,541.60
|
170,081.60
|
Corpus Christi-Kingsville-Alice, TX
|
16.56%
|
6,352.80
|
165,172.80
|
Dallas-Fort Worth, TX-OK
|
24.98%
|
6,547.20
|
170,227.20
|
Davenport-Moline, IA-IL
|
17.04%
|
6,379.20
|
165,859.20
|
Dayton-Springfield-Sidney, OH
|
19.18%
|
6,495.20
|
168,875.20
|
Denver-Aurora, CO
|
27.13%
|
6,547.20
|
170,227.20
|
Detroit-Warren-Ann Arbor, MI
|
27.32%
|
6,547.20
|
170,227.20
|
Harrisburg-Lebanon, PA
|
17.20%
|
6,387.20
|
166,067.20
|
Hartford-West Hartford, CT-MA
|
29.49%
|
6,547.20
|
170,227.20
|
Hawaii
|
19.56%
|
6,516.00
|
169,416.00
|
Houston-The Woodlands, TX
|
33.32%
|
6,547.20
|
170,227.20
|
Huntsville-Decatur-Albertville, AL
|
19.85%
|
6,532.00
|
169,832.00
|
Indianapolis-Carmel-Muncie, IN
|
16.92%
|
6,372.00
|
165,672.00
|
Kansas City-Overland Park-Kansas City, MO-KS
|
17.13%
|
6,384.00
|
165,984.00
|
Laredo, TX
|
18.88%
|
6,479.20
|
168,459.20
|
Las Vegas-Henderson, NV-AZ
|
17.68%
|
6,413.60
|
166,753.60
|
Los Angeles-Long Beach, CA
|
32.41%
|
6,547.20
|
170,227.20
|
Miami-Fort Lauderdale-Port St. Lucie, FL
|
23.51%
|
6,547.20
|
170,227.20
|
Milwaukee-Racine-Waukesha, WI
|
20.96%
|
6,547.20
|
170,227.20
|
Minneapolis-St. Paul, MN-WI
|
24.66%
|
6,547.20
|
170,227.20
|
New York-Newark, NY-NJ-CT-PA
|
33.98%
|
6,547.20
|
170,227.20
|
Omaha-Council Bluffs-Fremont, NE-IA
|
16.33%
|
6,340.00
|
164,840.00
|
Palm Bay-Melbourne-Titusville, FL
|
16.73%
|
6,361.60
|
165,401.60
|
Philadelphia-Reading-Camden, PA-NJ-DE-MD
|
26.04%
|
6,547.20
|
170,227.20
|
Phoenix-Mesa-Scottsdale, AZ
|
20.12%
|
6,546.40
|
170,206.40
|
Pittsburgh-New Castle-Weirton, PA-OH-WV
|
19.40%
|
6,507.20
|
169,187.20
|
Portland-Vancouver-Salem, OR-WA
|
23.74%
|
6,547.20
|
170,227.20
|
Raleigh-Durham-Chapel Hill, NC
|
20.49%
|
6,547.20
|
170,227.20
|
Richmond, VA
|
19.95%
|
6,537.60
|
169,977.60
|
Sacramento-Roseville, CA-NV
|
26.37%
|
6,547.20
|
170,227.20
|
San Antonio-New Braunfels-Pearsall, TX
|
16.77%
|
6,364.00
|
165,464.00
|
San Diego-Carlsbad, CA
|
29.77%
|
6,547.20
|
170,227.20
|
San Jose-San Francisco-Oakland, CA
|
41.44%
|
6,547.20
|
170,227.20
|
Seattle-Tacoma, WA
|
27.02%
|
6,547.20
|
170,227.20
|
St. Louis-St. Charles-Farmington, MO-IL
|
17.65%
|
6,412.00
|
166,712.00
|
Tucson-Nogales, AZ
|
17.19%
|
6,387.20
|
166,067.20
|
Virginia Beach-Norfolk, VA-NC
|
16.51%
|
6,349.60
|
165,089.60
|
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA
|
30.48%
|
6,547.20
|
170,227.20
|
Rest of United States
|
15.95%
|
6,319.20
|
164,299.20
|
Not in a Locality Pay Area (i.e. Outside of U.S.)
|
NA
|
6,136.80
|
159,556.80
|
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap. Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547. Exceptions to those caps require specific legislation. For example, a statutory exception is described in NOTE 5 below.
- 2020 locality pay area definitions.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $170,800 in 2020. (See NOTE 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The annual premium pay cap is equal to the greater of: (1) the annual rate payable for GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) the annual rate payable for level V of the Executive Schedule - using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Under 5 CFR 550.106(d), the "annual rates" used in determining the annual premium pay caps are computed by: (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency's payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2020. The caps do not match the published annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $170,800 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $170,227.20. ($170,800 / 2087 = $81.84. $81.84 x 80 = $6,547.20. $6,547.20 x 26 = $170,227.20.) Similarly, the EX V annual rate is $160,100, but the corresponding annual premium pay cap based on 26 payments is $159,556.80. However, if employees instead have 27 biweekly salary payments during 2020, for those employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27. (See NOTE 7 for information on applying the annual premium pay cap.)
- We will notify agencies separately about any reauthorization of the premium pay cap that may be applied to certain civilian employees working in certain overseas locations.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
- The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency's payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency's payroll cycle, the biweekly pay period covering December 22, 2019, through January 4, 2020, may be the first biweekly pay period with a payroll pay date in calendar year 2020 (e.g., January 10, 15, etc.). Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2020. For that same agency, the biweekly pay period covering December 6-19, 2020, could be the last biweekly pay period with a payroll pay date in calendar year 2020 (e.g., December 24, 30, etc.). (Note: Different agencies may have a different set of covered pay periods for calendar year 2020, since payroll pay dates vary by agency.)
Back to Top
2019
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $166,500 divided by 2,087 hours yields an hourly rate of $79.78 and a biweekly rate of $6,382.40 ($79.78 x 80 hours). Similarly, the Executive Schedule level V annual rate of $156,000 divided by 2,087 hours yields an hourly rate of $74.75 and a biweekly rate of $5,980.00 ($74.75 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2019 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2019 (January 6, 2019, based on the standard biweekly payroll cycle).
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Alaska
|
28.89%
|
$6,382.40
|
$165,942.40
|
Albany-Schenectady, NY-MA
|
17.19%
|
6,224.80
|
161,844.80
|
Albuquerque-Santa Fe-Las Vegas, NM
|
16.20%
|
6,172.00
|
160,472.00
|
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL
|
21.64%
|
6,382.40
|
165,942.40
|
Austin-Round Rock, TX
|
17.46%
|
6,239.20
|
162,219.20
|
Birmingham-Hoover-Talladega, AL
|
15.77%
|
6,149.60
|
159,889.60
|
Boston-Worcester-Providence, MA-RI-NH-ME
|
28.27%
|
6,382.40
|
165,942.40
|
Buffalo-Cheektowaga, NY
|
19.67%
|
6,356.80
|
165,276.80
|
Burlington-South Burlington, VT
|
16.18%
|
6,171.20
|
160,451.20
|
Charlotte-Concord, NC-SC
|
16.79%
|
6,204.00
|
161,304.00
|
Chicago-Naperville, IL-IN-WI
|
28.05%
|
6,382.40
|
165,942.40
|
Cincinnati-Wilmington-Maysville, OH-KY-IN
|
20.21%
|
6,382.40
|
165,942.40
|
Cleveland-Akron-Canton, OH
|
20.45%
|
6,382.40
|
165,942.40
|
Colorado Springs, CO
|
17.19%
|
6,224.80
|
161,844.80
|
Columbus-Marion-Zanesville, OH
|
19.47%
|
6,346.40
|
165,006.40
|
Corpus Christi-Kingsville-Alice, TX
|
16.01%
|
6,162.40
|
160,222.40
|
Dallas-Fort Worth, TX-OK
|
24.21%
|
6,382.40
|
165,942.40
|
Davenport-Moline, IA-IL
|
16.49%
|
6,188.00
|
160,888.00
|
Dayton-Springfield-Sidney, OH
|
18.61%
|
6,300.00
|
163,800.00
|
Denver-Aurora, CO
|
26.30%
|
6,382.40
|
165,942.40
|
Detroit-Warren-Ann Arbor, MI
|
26.81%
|
6,382.40
|
165,942.40
|
Harrisburg-Lebanon, PA
|
16.65%
|
6,196.00
|
161,096.00
|
Hartford-West Hartford, CT-MA
|
28.87%
|
6,382.40
|
165,942.40
|
Hawaii
|
18.98%
|
6,320.00
|
164,320.00
|
Houston-The Woodlands, TX
|
32.54%
|
6,382.40
|
165,942.40
|
Huntsville-Decatur-Albertville, AL
|
19.18%
|
6,330.40
|
164,590.40
|
Indianapolis-Carmel-Muncie, IN
|
16.57%
|
6,192.00
|
160,992.00
|
Kansas City-Overland Park-Kansas City, MO-KS
|
16.60%
|
6,193.60
|
161,033.60
|
Laredo, TX
|
18.22%
|
6,280.00
|
163,280.00
|
Las Vegas-Henderson, NV-AZ
|
17.04%
|
6,216.80
|
161,636.80
|
Los Angeles-Long Beach, CA
|
31.47%
|
6,382.40
|
165,942.40
|
Miami-Fort Lauderdale-Port St. Lucie, FL
|
23.12%
|
6,382.40
|
165,942.40
|
Milwaukee-Racine-Waukesha, WI
|
20.58%
|
6,382.40
|
165,942.40
|
Minneapolis-St. Paul, MN-WI
|
24.00%
|
6,382.40
|
165,942.40
|
New York-Newark, NY-NJ-CT-PA
|
33.06%
|
6,382.40
|
165,942.40
|
Omaha-Council Bluffs-Fremont, NE-IA
|
15.87%
|
6,154.40
|
160,014.40
|
Palm Bay-Melbourne-Titusville, FL
|
16.33%
|
6,179.20
|
160,659.20
|
Philadelphia-Reading-Camden, PA-NJ-DE-MD
|
25.30%
|
6,382.40
|
165,942.40
|
Phoenix-Mesa-Scottsdale, AZ
|
19.60%
|
6,352.80
|
165,172.80
|
Pittsburgh-New Castle-Weirton, PA-OH-WV
|
18.86%
|
6,313.60
|
164,153.60
|
Portland-Vancouver-Salem, OR-WA
|
23.13%
|
6,382.40
|
165,942.40
|
Raleigh-Durham-Chapel Hill, NC
|
19.99%
|
6,373.60
|
165,713.60
|
Richmond, VA
|
19.38%
|
6,341.60
|
164,881.60
|
Sacramento-Roseville, CA-NV
|
25.59%
|
6,382.40
|
165,942.40
|
San Antonio-New Braunfels-Pearsall, TX
|
16.07%
|
6,165.60
|
160,305.60
|
San Diego-Carlsbad, CA
|
28.80%
|
6,382.40
|
165,942.40
|
San Jose-San Francisco-Oakland, CA
|
40.35%
|
6,382.40
|
165,942.40
|
Seattle-Tacoma, WA
|
26.04%
|
6,382.40
|
165,942.40
|
St. Louis-St. Charles-Farmington, MO-IL
|
17.05%
|
6,217.60
|
161,657.60
|
Tucson-Nogales, AZ
|
16.68%
|
6,197.60
|
161,137.60
|
Virginia Beach-Norfolk, VA-NC
|
15.91%
|
6,156.80
|
160,076.80
|
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA
|
29.32%
|
6,382.40
|
165,942.40
|
Rest of United States
|
15.67%
|
6,144.00
|
159,744.00
|
Not in a Locality Pay Area (i.e. Outside of U.S.)
|
NA
|
5,980.00
|
155,480.00
|
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap. Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547. Exceptions to those caps require specific legislation. For example, a statutory exception is described in Note 5 below.
- 2019 locality pay area definitions.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $166,500 in 2019. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The annual premium pay cap is equal to the greater of: (1) the annual rate payable for GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) the annual rate payable for level V of the Executive Schedule - using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Under 5 CFR 550.106(d), the "annual rates" used in determining the annual premium pay caps are computed by: (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency’s payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2019. The caps do not match the published annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $166,500 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $165,942.40. ($166,500 / 2087 = $79.78. $79.78 x 80 = $6,382.40. $6,382.40 x 26 = $165,942.40.) Similarly, the EX-V annual rate is $156,000, but the corresponding annual premium pay cap based on 26 payments is $155,480.00. However, if employees instead have 27 biweekly salary payments during 2019, for those employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27. (See NOTE 7 for information on applying the annual premium pay cap.)
- Effective January 1, 2019, section 1104 of the National Defense Authorization Act for Fiscal Year 2019 (Public Law 115-232, August 13, 2018) extends to calendar year 2019 the authority provided in section 1101 of Public Law 110-417, October 14, 2008, as amended, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. We will issue a memorandum with additional information on this authority and other recent legislative changes.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
- The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency’s payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency’s payroll cycle, the biweekly pay period covering December 23, 2018, through January 5, 2019, may be the first biweekly pay period with a payroll pay date in calendar year 2019 (e.g., January 11, 14, etc.). Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2019. For that same agency, the biweekly pay period covering December 8-21, 2019, could be the last biweekly pay period with a payroll pay date in calendar year 2019 (e.g., December 27, 30, etc.). (Note: Different agencies may have a different set of covered pay periods for calendar year 2019, since payroll pay dates vary by agency.)
Back to Top
2018
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $164,200 divided by 2,087 hours yields an hourly rate of $78.68 and a biweekly rate of $6,294.40 ($78.68 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $153,800 divided by 2,087 hours yields an hourly rate of $73.69 and a biweekly rate of $5,895.20 ($73.69 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2018 by locality pay area. The biweekly caps are effective as of the first day of the first pay period beginning on or after January 1, 2018. The annual caps apply to biweekly pay periods with a payroll pay date in calendar year 2018.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Alaska
|
28.02%
|
$6,294.40
|
$163,654.40
|
Albany-Schenectady, NY
|
16.50%
|
6,103.20
|
158,683.20
|
Albuquerque-Santa Fe-Las Vegas, NM
|
15.76%
|
6,064.00
|
157,664.00
|
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL
|
21.16%
|
6,294.40
|
163,654.40
|
Austin-Round Rock, TX
|
16.71%
|
6,113.60
|
158,953.60
|
Boston-Worcester-Providence, MA-RI-NH-CT-ME
|
27.48%
|
6,294.40
|
163,654.40
|
Buffalo-Cheektowaga, NY
|
19.18%
|
6,243.20
|
162,323.20
|
Charlotte-Concord, NC-SC
|
16.21%
|
6,088.00
|
158,288.00
|
Chicago-Naperville, IL-IN-WI
|
27.47%
|
6,294.40
|
163,654.40
|
Cincinnati-Wilmington-Maysville, OH-KY-IN
|
19.87%
|
6,279.20
|
163,259.20
|
Cleveland-Akron-Canton, OH
|
20.08%
|
6,290.40
|
163,550.40
|
Colorado Springs, CO
|
16.59%
|
6,107.20
|
158,787.20
|
Columbus-Marion-Zanesville, OH
|
18.97%
|
6,232.00
|
162,032.00
|
Dallas-Fort Worth, TX-OK
|
23.40%
|
6,294.40
|
163,654.40
|
Davenport-Moline, IA-IL
|
16.08%
|
6,080.80
|
158,100.80
|
Dayton-Springfield-Sidney, OH
|
18.11%
|
6,187.20
|
160,867.20
|
Denver-Aurora, CO
|
25.47%
|
6,294.40
|
163,654.40
|
Detroit-Warren-Ann Arbor, MI
|
26.25%
|
6,294.40
|
163,654.40
|
Harrisburg-Lebanon, PA
|
16.15%
|
6,084.80
|
158,204.80
|
Hartford-West Hartford, CT-MA
|
28.21%
|
6,294.40
|
163,654.40
|
Hawaii
|
18.43%
|
6,204.00
|
161,304.00
|
Houston-The Woodlands, TX
|
31.74%
|
6,294.40
|
163,654.40
|
Huntsville-Decatur-Albertville, AL
|
18.49%
|
6,207.20
|
161,387.20
|
Indianapolis-Carmel-Muncie, IN
|
16.23%
|
6,088.80
|
158,308.80
|
Kansas City-Overland Park-Kansas City, MO-KS
|
16.10%
|
6,081.60
|
158,121.60
|
Laredo, TX
|
17.40%
|
6,149.60
|
159,889.60
|
Las Vegas-Henderson, NV-AZ
|
16.49%
|
6,102.40
|
158,662.40
|
Los Angeles-Long Beach, CA
|
30.57%
|
6,294.40
|
163,654.40
|
Miami-Fort Lauderdale-Port St. Lucie, FL
|
22.64%
|
6,294.40
|
163,654.40
|
Milwaukee-Racine-Waukesha, WI
|
20.14%
|
6,293.60
|
163,633.60
|
Minneapolis-St. Paul, MN-WI
|
23.37%
|
6,294.40
|
163,654.40
|
New York-Newark, NY-NJ-CT-PA
|
32.13%
|
6,294.40
|
163,654.40
|
Palm Bay-Melbourne-Titusville, FL
|
15.93%
|
6,072.80
|
157,892.80
|
Philadelphia-Reading-Camden, PA-NJ-DE-MD
|
24.59%
|
6,294.40
|
163,654.40
|
Phoenix-Mesa-Scottsdale, AZ
|
19.09%
|
6,238.40
|
162,198.40
|
Pittsburgh-New Castle-Weirton, PA-OH-WV
|
18.35%
|
6,200.00
|
161,200.00
|
Portland-Vancouver-Salem, OR-WA
|
22.53%
|
6,294.40
|
163,654.40
|
Raleigh-Durham-Chapel Hill, NC
|
19.52%
|
6,260.80
|
162,780.80
|
Richmond, VA
|
18.79%
|
6,222.40
|
161,782.40
|
Sacramento-Roseville, CA-NV
|
24.86%
|
6,294.40
|
163,654.40
|
San Diego-Carlsbad, CA
|
27.88%
|
6,294.40
|
163,654.40
|
San Jose-San Francisco-Oakland, CA
|
39.28%
|
6,294.40
|
163,654.40
|
Seattle-Tacoma, WA
|
25.11%
|
6,294.40
|
163,654.40
|
St. Louis-St. Charles-Farmington, MO-IL
|
16.47%
|
6,101.60
|
158,641.60
|
Tucson-Nogales, AZ
|
16.17%
|
6,085.60
|
158,225.60
|
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA
|
28.22%
|
6,294.40
|
163,654.40
|
Rest of United States
|
15.37%
|
6,044.00
|
157,144.00
|
Not in a Locality Pay Area
|
NA
|
5,895.20
|
153,275.20
|
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap. Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547. Exceptions to those caps require specific legislation. For example, a statutory exception is described in Note 5 below.
- 2018 locality pay area definitions.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $164,200 in 2018. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The annual premium pay cap is equal to the greater of (1) the annual rate payable for GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) the annual rate payable for level V of the Executive Schedule - using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Under 5 CFR 550.106(d), the "annual rates" used in determining the annual premium pay caps are computed by (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency’s payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2018. The caps do not match the published annual rates shown on applicable salary schedules. For example, the published GS-15, step 10, annual locality rate in Washington, DC, is $164,200 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $163,654.40. ($164,200 / 2087 = $78.68. $78.68 x 80 = $6,294.40. $6,294.40 x 26 = $163,654.40.) Similarly, the EX-V annual rate is $153,800, but the corresponding annual premium pay cap based on 26 payments is $153,275.20. However, some employees may have 27 biweekly salary payments in 2018. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27. (See NOTE 7 for information on applying the annual premium pay cap.)
- Effective January 1, 2018, section 1105 of the National Defense Authorization Act for Fiscal Year 2018 extends to calendar year 2018 the authority provided in section 1101 of Public Law 110-417, October 14, 2008, as amended, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. We will issue a memorandum with additional information on this authority and other recent legislative changes.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
- The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency’s payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency’s payroll cycle, the biweekly pay period covering December 24, 2017, through January 6, 2018, may be the first biweekly pay period with a payroll pay date in calendar year 2018. Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2018. For that same agency, the biweekly pay period covering December 9-22, 2018, could be the last biweekly pay period with a payroll pay date in calendar year 2018. (Note: Different agencies may have a different set of covered pay periods for calendar year 2018, since payroll pay dates vary by agency.)
Back to Top
2017
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $161,900 divided by 2,087 hours yields an hourly rate of $77.58 and a biweekly rate of $6,206.40 ($77.58 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $151,700 divided by 2,087 hours yields an hourly rate of $72.69 and a biweekly rate of $5,815.20 ($72.69 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2017 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2017.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Alaska
|
27.13%
|
$6,206.40
|
$161,366.40
|
Albany-Schenectady, NY
|
15.85%
|
5,984.80
|
155,604.80
|
Albuquerque-Santa Fe-Las Vegas, NM
|
15.36%
|
5,960.00
|
154,960.00
|
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL
|
20.70%
|
6,206.40
|
161,366.40
|
Austin-Round Rock, TX
|
15.97%
|
5,991.20
|
155,771.20
|
Boston-Worcester-Providence, MA-RI-NH-CT-ME
|
26.73%
|
6,206.40
|
161,366.40
|
Buffalo-Cheektowaga, NY
|
18.66%
|
6,130.40
|
159,390.40
|
Charlotte-Concord, NC-SC
|
15.65%
|
5,975.20
|
155,355.20
|
Chicago-Naperville, IL-IN-WI
|
26.85%
|
6,206.40
|
161,366.40
|
Cincinnati-Wilmington-Maysville, OH-KY-IN
|
19.52%
|
6,174.40
|
160,534.40
|
Cleveland-Akron-Canton, OH
|
19.71%
|
6,184.80
|
160,804.80
|
Colorado Springs, CO
|
15.99%
|
5,992.80
|
155,812.80
|
Columbus-Marion-Zanesville, OH
|
18.49%
|
6,121.60
|
159,161.60
|
Dallas-Fort Worth, TX-OK
|
22.61%
|
6,206.40
|
161,366.40
|
Davenport-Moline, IA-IL
|
15.56%
|
5,970.40
|
155,230.40
|
Dayton-Springfield-Sidney, OH
|
17.59%
|
6,075.20
|
157,955.20
|
Denver-Aurora, CO
|
24.65%
|
6,206.40
|
161,366.40
|
Detroit-Warren-Ann Arbor, MI
|
25.68%
|
6,206.40
|
161,366.40
|
Harrisburg-Lebanon, PA
|
15.63%
|
5,973.60
|
155,313.60
|
Hartford-West Hartford, CT-MA
|
27.57%
|
6,206.40
|
161,366.40
|
Hawaii
|
17.92%
|
6,092.00
|
158,392.00
|
Houston-The Woodlands, TX
|
30.97%
|
6,206.40
|
161,366.40
|
Huntsville-Decatur-Albertville, AL
|
17.82%
|
6,087.20
|
158,267.20
|
Indianapolis-Carmel-Muncie, IN
|
15.85%
|
5,984.80
|
155,604.80
|
Kansas City-Overland Park-Kansas City, MO-KS
|
15.59%
|
5,972.00
|
155,272.00
|
Laredo, TX
|
16.68%
|
6,028.00
|
156,728.00
|
Las Vegas-Henderson, NV-AZ
|
15.93%
|
5,989.60
|
155,729.60
|
Los Angeles-Long Beach, CA
|
29.65%
|
6,206.40
|
161,366.40
|
Miami-Fort Lauderdale-Port St. Lucie, FL
|
22.13%
|
6,206.40
|
161,366.40
|
Milwaukee-Racine-Waukesha, WI
|
19.61%
|
6,179.20
|
160,659.20
|
Minneapolis-St. Paul, MN-WI
|
22.72%
|
6,206.40
|
161,366.40
|
New York-Newark, NY-NJ-CT-PA
|
31.22%
|
6,206.40
|
161,366.40
|
Palm Bay-Melbourne-Titusville, FL
|
15.48%
|
5,966.40
|
155,126.40
|
Philadelphia-Reading-Camden, PA-NJ-DE-MD
|
23.87%
|
6,206.40
|
161,366.40
|
Phoenix-Mesa-Scottsdale, AZ
|
18.57%
|
6,125.60
|
159,265.60
|
Pittsburgh-New Castle-Weirton, PA-OH-WV
|
17.86%
|
6,088.80
|
158,308.80
|
Portland-Vancouver-Salem, OR-WA
|
21.95%
|
6,206.40
|
161,366.40
|
Raleigh-Durham-Chapel Hill, NC
|
19.02%
|
6,148.80
|
159,868.80
|
Richmond, VA
|
18.19%
|
6,106.40
|
158,766.40
|
Sacramento-Roseville, CA-NV
|
24.14%
|
6,206.40
|
161,366.40
|
San Diego-Carlsbad, CA
|
26.98%
|
6,206.40
|
161,366.40
|
San Jose-San Francisco-Oakland, CA
|
38.17%
|
6,206.40
|
161,366.40
|
Seattle-Tacoma, WA
|
24.24%
|
6,206.40
|
161,366.40
|
St. Louis-St. Charles-Farmington, MO-IL
|
15.83%
|
5,984.00
|
155,584.00
|
Tucson-Nogales, AZ
|
15.66%
|
5,975.20
|
155,355.20
|
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA
|
27.10%
|
6,206.40
|
161,366.40
|
Rest of United States
|
15.06%
|
5,944.00
|
154,544.00
|
Not in a Locality Pay Area
|
NA
|
5,815.20
|
151,195.20
|
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- 2017 locality pay area definitions.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $161,900 in 2017. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2017. The caps do not match the annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $161,900 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $161,366.40. Similarly, the EX V annual rate is $151,700, but the corresponding annual premium pay cap based on 26 payments is $151,195.20. However, some employees may have 27 biweekly salary payments in 2017. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Effective January 1, 2017, section 1137 of the National Defense Authorization Act for Fiscal Year 2017 extends to calendar year 2017 the authority provided in section 1101 of Public Law 110-417, October 14, 2008, as amended, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. We will issue a separate memorandum with additional information on this authority and other recent legislative changes.
- There is no authority under law to waive the annual premium pay limitation under section 5547, except as provided in Note 5 above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2016
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $159,572 divided by 2,087 hours yields an hourly rate of $76.46 and a biweekly rate of $6,116.80 ($76.46 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $150,200 divided by 2,087 hours yields an hourly rate of $71.97 and a biweekly rate of $5,757.60 ($71.97 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2016 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2016.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Alaska |
25.16% |
$6,144.80 |
$159,764.80 |
Albany-Schenectady, NY |
14.49% |
5,856.80 |
152,276.80 |
Albuquerque-Santa Fe-Las Vegas, NM |
14.37% |
5,850.40 |
152,110.40 |
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL |
19.58% |
6,116.80 |
159,036.80 |
Austin-Round Rock, TX |
14.51% |
5,857.60 |
152,297.60 |
Boston-Worcester-Providence, MA-RI-NH-CT-ME |
25.19% |
6,144.80 |
159,764.80 |
Buffalo-Cheektowaga, NY |
17.31% |
6,000.80 |
156,020.80 |
Charlotte-Concord, NC-SC |
14.44% |
5,853.60 |
152,193.60 |
Chicago-Naperville, IL-IN-WI |
25.44% |
6,144.80 |
159,764.80 |
Cincinnati-Wilmington-Maysville, OH-KY-IN |
18.76% |
6,075.20 |
157,955.20 |
Cleveland-Akron-Canton, OH |
18.87% |
6,080.80 |
158,100.80 |
Colorado Springs, CO |
14.52% |
5,857.60 |
152,297.60 |
Columbus-Marion-Zanesville, OH |
17.41% |
6,005.60 |
156,145.60 |
Dallas-Fort Worth, TX-OK |
21.04% |
6,144.80 |
159,764.80 |
Davenport-Moline, IA-IL |
14.43% |
5,853.60 |
152,193.60 |
Dayton-Springfield-Sidney, OH |
16.50% |
5,959.20 |
154,939.20 |
Denver-Aurora, CO |
22.93% |
6,144.80 |
159,764.80 |
Detroit-Warren-Ann Arbor, MI |
24.40% |
6,144.80 |
159,764.80 |
Harrisburg-Lebanon, PA |
14.47% |
5,855.20 |
152,235.20 |
Hartford-West Hartford, CT-MA |
26.20% |
6,144.80 |
159,764.80 |
Hawaii |
16.81% |
5,975.20 |
155,355.20 |
Houston-The Woodlands, TX |
29.11% |
6,144.80 |
159,764.80 |
Huntsville-Decatur-Albertville, AL |
16.37% |
5,952.80 |
154,772.80 |
Indianapolis-Carmel-Muncie, IN |
14.92% |
5,878.40 |
152,838.40 |
Kansas City-Overland Park-Kansas City, MO-KS |
14.49% |
5,856.80 |
152,276.80 |
Laredo, TX |
14.59% |
5,861.60 |
152,401.60 |
Las Vegas-Henderson, NV-AZ |
14.55% |
5,859.20 |
152,339.20 |
Los Angeles-Long Beach, CA |
27.65% |
6,144.80 |
159,764.80 |
Miami-Fort Lauderdale-Port St. Lucie, FL |
21.05% |
6,144.80 |
159,764.80 |
Milwaukee-Racine-Waukesha, WI |
18.39% |
6,056.00 |
157,456.00 |
Minneapolis-St. Paul, MN-WI |
21.30% |
6,144.80 |
159,764.80 |
New York-Newark, NY-NJ-CT-PA |
29.20% |
6,144.80 |
159,764.80 |
Palm Bay-Melbourne-Titusville, FL |
14.42% |
5,852.80 |
152,172.80 |
Philadelphia-Reading-Camden, PA-NJ-DE-MD |
22.22% |
6,144.80 |
159,764.80 |
Phoenix-Mesa-Scottsdale, AZ |
17.12% |
5,991.20 |
155,771.20 |
Pittsburgh-New Castle-Weirton, PA-OH-WV |
16.68% |
5,968.80 |
155,188.80 |
Portland-Vancouver-Salem, OR-WA |
20.69% |
6,144.80 |
159,764.80 |
Raleigh-Durham-Chapel Hill, NC |
17.94% |
6,032.80 |
156,852.80 |
Richmond, VA |
16.76% |
5,972.80 |
155,292.80 |
Sacramento-Roseville, CA-NV |
22.61% |
6,144.80 |
159,764.80 |
San Diego-Carlsbad, CA |
24.73% |
6,144.80 |
159,764.80 |
San Jose-San Francisco-Oakland, CA |
35.75% |
6,144.80 |
159,764.80 |
Seattle-Tacoma, WA |
22.26% |
6,144.80 |
159,764.80 |
St. Louis-St. Charles-Farmington, MO-IL |
14.49% |
5,856.80 |
152,276.80 |
Tucson-Nogales, AZ |
14.51% |
5,857.60 |
152,297.60 |
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA |
24.78% |
6,144.80 |
159,764.80 |
Rest of United States |
14.35% |
5,849.60 |
152,089.60 |
Not in a Locality Pay Area |
NA |
5,757.60 |
149,697.60 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- 2016 locality pay area definitions.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $160,300 in 2016. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2016. The caps do not match the annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $160,300 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $159,764.80. Similarly, the EX‑V annual rate is $150,200, but the corresponding annual premium pay cap based on 26 payments is $149,697.60. However, some employees may have 27 biweekly salary payments in 2016. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Effective January 1, 2016, section 1108 of the National Defense Authorization Act for Fiscal Year 2016 (Public Law 114-92, November 25, 2015) extends to calendar year 2016 the authority provided in section 1101 of Public Law 110-417, October 14, 2008, as amended, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. We will issue a separate memorandum with additional information on this authority and other recent legislative changes.
- There is no authority under law to waive the annual premium pay limitation under section 5547, except as provided in Note 5 above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2015
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $157,608 divided by 2,087 hours yields an hourly rate of $75.52 and a biweekly rate of $6,041.60 ($75.52 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $148,700 divided by 2,087 hours yields an hourly rate of $71.25 and a biweekly rate of $5,700.00 ($71.25 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2015 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2015.
Locality Pay Area (see Note 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4) |
Alaska |
24.69% |
$6,083.20 |
$158,163.20 |
Atlanta-Sandy Springs-Gainesville, GA-AL |
19.29% |
6,041.60 |
157,081.60 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
24.80% |
6,083.20 |
158,163.20 |
Buffalo-Niagara-Cattaraugus, NY |
16.98% |
5,924.80 |
154,044.80 |
Chicago-Naperville-Michigan City, IL-IN-WI |
25.10% |
6,083.20 |
158,163.20 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
18.55% |
6,004.00 |
156,104.00 |
Cleveland-Akron-Elyria, OH |
18.68% |
6,010.40 |
156,270.40 |
Columbus-Marion-Chillicothe, OH |
17.16% |
5,933.60 |
154,273.60 |
Dallas-Fort Worth, TX |
20.67% |
6,083.20 |
158,163.20 |
Dayton-Springfield-Greenville, OH |
16.24% |
5,887.20 |
153,067.20 |
Denver-Aurora-Boulder, CO |
22.52% |
6,083.20 |
158,163.20 |
Detroit-Warren-Flint, MI |
24.09% |
6,083.20 |
158,163.20 |
Hartford-West Hartford-Willimantic, CT-MA |
25.82% |
6,083.20 |
158,163.20 |
Hawaii |
16.51% |
5,900.80 |
153,420.80 |
Houston-Baytown-Huntsville, TX |
28.71% |
6,083.20 |
158,163.20 |
Huntsville-Decatur, AL |
16.02% |
5,876.00 |
152,776.00 |
Indianapolis-Anderson-Columbus, IN |
14.68% |
5,808.00 |
151,008.00 |
Los Angeles-Long Beach-Riverside, CA |
27.16% |
6,083.20 |
158,163.20 |
Miami-Fort Lauderdale-Pompano Beach, FL |
20.79% |
6,083.20 |
158,163.20 |
Milwaukee-Racine-Waukesha, WI |
18.10% |
5,981.60 |
155,521.60 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
20.96% |
6,083.20 |
158,163.20 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
28.72% |
6,083.20 |
158,163.20 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
21.79% |
6,083.20 |
158,163.20 |
Phoenix-Mesa-Scottsdale, AZ |
16.76% |
5,913.60 |
153,753.60 |
Pittsburgh-New Castle, PA |
16.37% |
5,893.60 |
153,233.60 |
Portland-Vancouver-Beaverton, OR-WA |
20.35% |
6,083.20 |
158,163.20 |
Raleigh-Durham-Cary, NC |
17.64% |
5,957.60 |
154,897.60 |
Richmond, VA |
16.47% |
5,898.40 |
153,358.40 |
Sacramento-Arden-Arcade-Yuba City, CA-NV |
22.20% |
6,083.20 |
158,163.20 |
San Diego-Carlsbad-San Marcos, CA |
24.19% |
6,083.20 |
158,163.20 |
San Jose-San Francisco-Oakland, CA |
35.15% |
6,083.20 |
158,163.20 |
Seattle-Tacoma-Olympia, WA |
21.81% |
6,083.20 |
158,163.20 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
24.22% |
6,083.20 |
158,163.20 |
Rest of United States |
14.16% |
5,781.60 |
150,321.60 |
Not in a Locality Pay Area |
NA |
5,700.00 |
148,200.00 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- 2015 locality pay area definitions
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $158,700 in 2015. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2015. The caps do not match the annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $158,700 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $158,163.20. Similarly, the EX V annual rate is $148,700, but the corresponding annual premium pay cap based on 26 payments is $148,200.00. However, some employees may have 27 biweekly salary payments in 2015. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Effective January 1, 2014, section 1101 of Public Law 113-66, December 26, 2013, extended to calendar year 2014 only the authority provided in section 1101 of Public Law 110-417, October 14, 2008, as amended, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. Please see CPM 2014-04 for more information. We will notify agencies separately about any reauthorization for 2015 of the premium pay cap that may be applied to certain employees who perform work while in certain overseas locations.
- There is no authority under law to waive the annual premium pay limitation under section 5547, except as provided in Note 5 above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2014
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $156,043 divided by 2,087 hours yields an hourly rate of $74.77 and a biweekly rate of $5,981.60 ($74.77 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $147,200 divided by 2,087 hours yields an hourly rate of $70.53 and a biweekly rate of $5,642.40 ($70.53 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2014 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2014.
Locality Pay Area (see Note 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4) |
Alaska |
24.69% |
$6,022.40 |
$156,582.40 |
Atlanta-Sandy Springs-Gainesville, GA-AL |
19.29% |
5,981.60 |
155,521.60 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
24.80% |
6,022.40 |
156,582.40 |
Buffalo-Niagara-Cattaraugus, NY |
16.98% |
5,865.60 |
152,505.60 |
Chicago-Naperville-Michigan City, IL-IN-WI |
25.10% |
6,022.40 |
156,582.40 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
18.55% |
5,944.80 |
154,564.80 |
Cleveland-Akron-Elyria, OH |
18.68% |
5,951.20 |
154,731.20 |
Columbus-Marion-Chillicothe, OH |
17.16% |
5,874.40 |
152,734.40 |
Dallas-Fort Worth, TX |
20.67% |
6,022.40 |
156,582.40 |
Dayton-Springfield-Greenville, OH |
16.24% |
5,828.80 |
151,548.80 |
Denver-Aurora-Boulder, CO |
22.52% |
6,022.40 |
156,582.40 |
Detroit-Warren-Flint, MI |
24.09% |
6,022.40 |
156,582.40 |
Hartford-West Hartford-Willimantic, CT-MA |
25.82% |
6,022.40 |
156,582.40 |
Hawaii |
16.51% |
5,842.40 |
151,902.40 |
Houston-Baytown-Huntsville, TX |
28.71% |
6,022.40 |
156,582.40 |
Huntsville-Decatur, AL |
16.02% |
5,817.60 |
151,257.60 |
Indianapolis-Anderson-Columbus, IN |
14.68% |
5,750.40 |
149,510.40 |
Los Angeles-Long Beach-Riverside, CA |
27.16% |
6,022.40 |
156,582.40 |
Miami-Fort Lauderdale-Pompano Beach, FL |
20.79% |
6,022.40 |
156,582.40 |
Milwaukee-Racine-Waukesha, WI |
18.10% |
5,921.60 |
153,961.60 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
20.96% |
6,022.40 |
156,582.40 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
28.72% |
6,022.40 |
156,582.40 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
21.79% |
6,022.40 |
156,582.40 |
Phoenix-Mesa-Scottsdale, AZ |
16.76% |
5,854.40 |
152,214.40 |
Pittsburgh-New Castle, PA |
16.37% |
5,835.20 |
151,715.20 |
Portland-Vancouver-Beaverton, OR-WA |
20.35% |
6,022.40 |
156,582.40 |
Raleigh-Durham-Cary, NC |
17.64% |
5,899.20 |
153,379.20 |
Richmond, VA |
16.47% |
5,840.00 |
151,840.00 |
Sacramento-Arden-Arcade-Yuba City, CA-NV |
22.20% |
6,022.40 |
156,582.40 |
San Diego-Carlsbad-San Marcos, CA |
24.19% |
6,022.40 |
156,582.40 |
San Jose-San Francisco-Oakland, CA |
35.15% |
6,022.40 |
156,582.40 |
Seattle-Tacoma-Olympia, WA |
21.81% |
6,022.40 |
156,582.40 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
24.22% |
6,022.40 |
156,582.40 |
Rest of United States |
14.16% |
5,724.00 |
148,824.00 |
Not in a Locality Pay Area |
NA |
5,642.40 |
146,702.40 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- 2014 locality pay area definitions can be found here.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $157,100 in 2014. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2014. The caps do not match the annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $157,100 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $156,582.40. Similarly, the EX V annual rate is $147,200, but the corresponding annual premium pay cap based on 26 payments is $146,702.40. However, some employees may have 27 biweekly salary payments in 2014. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Effective January 1, 2014, section 1101 of Public Law 113-66, December 26, 2013, extended to calendar year 2014 the authority provided in section 1101 of Public Law 110-417, October 14, 2008, as amended, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. Please see CPM 2014-04 for more information.
- There is no authority under law to waive the annual premium pay limitation under section 5547, except as provided in Note 5 above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2013
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2013 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2013.
Locality Pay Area (see Note 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4) |
Alaska |
24.69% |
$5,960.80 |
$154,980.80 |
Atlanta-Sandy Springs-Gainesville, GA-AL |
19.29% |
5,922.40 |
153,982.40 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
24.80% |
5,960.80 |
154,980.80 |
Buffalo-Niagara-Cattaraugus, NY |
16.98% |
5,808.00 |
151,008.00 |
Chicago-Naperville-Michigan City, IL-IN-WI |
25.10% |
5,960.80 |
154,980.80 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
18.55% |
5,885.60 |
153,025.60 |
Cleveland-Akron-Elyria, OH |
18.68% |
5,892.00 |
153,192.00 |
Columbus-Marion-Chillicothe, OH |
17.16% |
5,816.80 |
151,236.80 |
Dallas-Fort Worth, TX |
20.67% |
5,960.80 |
154,980.80 |
Dayton-Springfield-Greenville, OH |
16.24% |
5,771.20 |
150,051.20 |
Denver-Aurora-Boulder, CO |
22.52% |
5,960.80 |
154,980.80 |
Detroit-Warren-Flint, MI |
24.09% |
5,960.80 |
154,980.80 |
Hartford-West Hartford-Willimantic, CT-MA |
25.82% |
5,960.80 |
154,980.80 |
Hawaii |
16.51% |
5,784.00 |
150,384.00 |
Houston-Baytown-Huntsville, TX |
28.71% |
5,960.80 |
154,980.80 |
Huntsville-Decatur, AL |
16.02% |
5,760.00 |
149,760.00 |
Indianapolis-Anderson-Columbus, IN |
14.68% |
5,693.60 |
148,033.60 |
Los Angeles-Long Beach-Riverside, CA |
27.16% |
5,960.80 |
154,980.80 |
Miami-Fort Lauderdale-Pompano Beach, FL |
20.79% |
5,960.80 |
154,980.80 |
Milwaukee-Racine-Waukesha, WI |
18.10% |
5,863.20 |
152,443.20 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
20.96% |
5,960.80 |
154,980.80 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
28.72% |
5,960.80 |
154,980.80 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
21.79% |
5,960.80 |
154,980.80 |
Phoenix-Mesa-Scottsdale, AZ |
16.76% |
5,796.80 |
150,716.80 |
Pittsburgh-New Castle, PA |
16.37% |
5,777.60 |
150,217.60 |
Portland-Vancouver-Beaverton, OR-WA |
20.35% |
5,960.80 |
154,980.80 |
Raleigh-Durham-Cary, NC |
17.64% |
5,840.80 |
151,860.80 |
Richmond, VA |
16.47% |
5,782.40 |
150,342.40 |
Sacramento-Arden-Arcade-Yuba City, CA-NV |
22.20% |
5,960.80 |
154,980.80 |
San Diego-Carlsbad-San Marcos, CA |
24.19% |
5,960.80 |
154,980.80 |
San Jose-San Francisco-Oakland, CA |
35.15% |
5,960.80 |
154,980.80 |
Seattle-Tacoma-Olympia, WA |
21.81% |
5,960.80 |
154,980.80 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
24.22% |
5,960.80 |
154,980.80 |
Rest of United States |
14.16% |
5,668.00 |
147,368.00 |
Not in a Locality Pay Area |
NA |
5,584.80 |
145,204.80 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- 2013 locality pay area definitions can be found here.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $155,500 in 2013. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2013. The caps do not match the annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $155,500 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $154,980.80. Similarly, the EX V annual rate is $145,700, but the corresponding annual premium pay cap based on 26 payments is $145,204.80. However, some employees may have 27 biweekly salary payments in 2013. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Effective January 1, 2013, section 1101 of Public Law 112-239, January 2, 2013, extends to calendar year 2013 the authority provided in section 1101(a) of Public Law 110-417, October 14, 2008, as amended, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. Please see CPM 2013-04 for more information.
- There is no authority under law to waive the annual premium pay limitation under section 5547, except as provided in Note 5 above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2012
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).
The table below provides the biweekly and annual premium pay caps for 2012 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2012.
Locality Pay Area (see Note 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4) |
Alaska |
24.69% |
$5,960.80 |
$154,980.80 |
Atlanta-Sandy Springs-Gainesville, GA-AL |
19.29% |
5,922.40 |
153,982.40 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
24.80% |
5,960.80 |
154,980.80 |
Buffalo-Niagara-Cattaraugus, NY |
16.98% |
5,808.00 |
151,008.00 |
Chicago-Naperville-Michigan City, IL-IN-WI |
25.10% |
5,960.80 |
154,980.80 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
18.55% |
5,885.60 |
153,025.60 |
Cleveland-Akron-Elyria, OH |
18.68% |
5,892.00 |
153,192.00 |
Columbus-Marion-Chillicothe, OH |
17.16% |
5,816.80 |
151,236.80 |
Dallas-Fort Worth, TX |
20.67% |
5,960.80 |
154,980.80 |
Dayton-Springfield-Greenville, OH |
16.24% |
5,771.20 |
150,051.20 |
Denver-Aurora-Boulder, CO |
22.52% |
5,960.80 |
154,980.80 |
Detroit-Warren-Flint, MI |
24.09% |
5,960.80 |
154,980.80 |
Hartford-West Hartford-Willimantic, CT-MA |
25.82% |
5,960.80 |
154,980.80 |
Hawaii |
16.51% |
5,784.00 |
150,384.00 |
Houston-Baytown-Huntsville, TX |
28.71% |
5,960.80 |
154,980.80 |
Huntsville-Decatur, AL |
16.02% |
5,760.00 |
149,760.00 |
Indianapolis-Anderson-Columbus, IN |
14.68% |
5,693.60 |
148,033.60 |
Los Angeles-Long Beach-Riverside, CA |
27.16% |
5,960.80 |
154,980.80 |
Miami-Fort Lauderdale-Pompano Beach, FL |
20.79% |
5,960.80 |
154,980.80 |
Milwaukee-Racine-Waukesha, WI |
18.10% |
5,863.20 |
152,443.20 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
20.96% |
5,960.80 |
154,980.80 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
28.72% |
5,960.80 |
154,980.80 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
21.79% |
5,960.80 |
154,980.80 |
Phoenix-Mesa-Scottsdale, AZ |
16.76% |
5,796.80 |
150,716.80 |
Pittsburgh-New Castle, PA |
16.37% |
5,777.60 |
150,217.60 |
Portland-Vancouver-Beaverton, OR-WA |
20.35% |
5,960.80 |
154,980.80 |
Raleigh-Durham-Cary, NC |
17.64% |
5,840.80 |
151,860.80 |
Richmond, VA |
16.47% |
5,782.40 |
150,342.40 |
Sacramento-Arden-Arcade-Yuba City, CA-NV |
22.20% |
5,960.80 |
154,980.80 |
San Diego-Carlsbad-San Marcos, CA |
24.19% |
5,960.80 |
154,980.80 |
San Jose-San Francisco-Oakland, CA |
35.15% |
5,960.80 |
154,980.80 |
Seattle-Tacoma-Olympia, WA |
21.81% |
5,960.80 |
154,980.80 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
24.22% |
5,960.80 |
154,980.80 |
Rest of United States |
14.16% |
5,668.00 |
147,368.00 |
Not in a Locality Pay Area |
NA |
5,584.80 |
145,204.80 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- 2012 locality pay area definitions can be found here.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $155,500 in 2012. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2012. The caps do not match the annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $155,500 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $154,980.80. Similarly, the EX V annual rate is $145,700, but the corresponding annual premium pay cap based on 26 payments is $145,204.80. However, some employees may have 27 biweekly salary payments in 2012. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Effective January 1, 2012, section 1104 of Public Law 112-81, December 31, 2011, extends to calendar year 2012 the authority provided in section 1101(a) of Public Law 110-417, October 14, 2008, as amended by section 1103 of Public Law 111-383, January 7, 2011, for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547 for certain employees working overseas. Please see CPM 2012-02 and CPM 2012-05 for additional information.
- No exemptions have been granted to waive the annual premium pay limitation under section 5547 for any emergency situations, except as provided in note 5, above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2011
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).
The table below provides the biweekly premium pay caps for 2011 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2011.
Locality Pay Area (see Note 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4) |
Atlanta-Sandy Springs-Gainesville, GA-AL |
19.29% |
$5,922.40 |
$153,982.40 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
24.80% |
5,960.80 |
154,980.80 |
Buffalo-Niagara-Cattaraugus, NY |
16.98% |
5,808.00 |
151,008.00 |
Chicago-Naperville-Michigan City, IL-IN-WI |
25.10% |
5,960.80 |
154,980.80 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
18.55% |
5,885.60 |
153,025.60 |
Cleveland-Akron-Elyria, OH |
18.68% |
5,892.00 |
153,192.00 |
Columbus-Marion-Chillicothe, OH |
17.16% |
5,816.80 |
151,236.80 |
Dallas-Fort Worth, TX |
20.67% |
5,960.80 |
154,980.80 |
Dayton-Springfield-Greenville, OH |
16.24% |
5,771.20 |
150,051.20 |
Denver-Aurora-Boulder, CO |
22.52% |
5,960.80 |
154,980.80 |
Detroit-Warren-Flint, MI |
24.09% |
5,960.80 |
154,980.80 |
Hartford-West Hartford-Willimantic, CT-MA |
25.82% |
5,960.80 |
154,980.80 |
Houston-Baytown-Huntsville, TX |
28.71% |
5,960.80 |
154,980.80 |
Huntsville-Decatur, AL |
16.02% |
5,760.00 |
149,760.00 |
Indianapolis-Anderson-Columbus, IN |
14.68% |
5,693.60 |
148,033.60 |
Los Angeles-Long Beach-Riverside, CA |
27.16% |
5,960.80 |
154,980.80 |
Miami-Fort Lauderdale-Pompano Beach, FL |
20.79% |
5,960.80 |
154,980.80 |
Milwaukee-Racine-Waukesha, WI |
18.10% |
5,863.20 |
152,443.20 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
20.96% |
5,960.80 |
154,980.80 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
28.72% |
5,960.80 |
154,980.80 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
21.79% |
5,960.80 |
154,980.80 |
Phoenix-Mesa-Scottsdale, AZ |
16.76% |
5,796.80 |
150,716.80 |
Pittsburgh-New Castle, PA |
16.37% |
5,777.60 |
150,217.60 |
Portland-Vancouver-Beaverton, OR-WA |
20.35% |
5,960.80 |
154,980.80 |
Raleigh-Durham-Cary, NC |
17.64% |
5,840.80 |
151,860.80 |
Richmond, VA |
16.47% |
5,782.40 |
150,342.40 |
Sacramento-Arden-Arcade-Yuba City, CA-NV |
22.20% |
5,960.80 |
154,980.80 |
San Diego-Carlsbad-San Marcos, CA |
24.19% |
5,960.80 |
154,980.80 |
San Jose-San Francisco-Oakland, CA |
35.15% |
5,960.80 |
154,980.80 |
Seattle-Tacoma-Olympia, WA |
21.81% |
5,960.80 |
154,980.80 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
24.22% |
5,960.80 |
154,980.80 |
Rest of United States |
14.16% |
5,668.00 |
147,368.00 |
Alaska |
16.46% |
5,781.60 |
150,321.60 |
Hawaii |
11.01% |
5,584.80 |
145,204.80 |
Other Nonforeign Areas listed in 5 CFR 591.205 |
9.44% |
5,584.80 |
145,204.80 |
Not in a Locality Pay Area |
NA |
5,584.80 |
145,204.80 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- 2011 locality pay area definitions can be found here.
- Locality rates for GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $155,500 in 2011. (See Note 4 for an explanation of why annual premium pay cap is different than the annual rate shown in applicable salary schedules.) Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2011. The caps do not match the annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $155,500 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $154,980.80. Similarly, the EX-V annual rate is $145,700, but the corresponding annual premium pay cap based on 26 payments is $145,204.80. However, some employees may have 27 biweekly salary payments in 2011. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Effective January 1, 2011, section 1103 of Public Law 111-383 (Ike Skelton National Defense Authorization Act for Fiscal Year 2011) extends to calendar year 2011 the authority provided in section 1101(a) of the Duncan Hunter National Defense Authorization Act for Fiscal Year 2009 (Public Law 110-417, October 14, 2008), as amended by section 1106 of the National Defense Authorization Act for Fiscal Year 2010 (Public Law 111-84, October 28, 2009), for the head of an agency to waive the premium pay cap provisions under 5 U.S.C. 5547.
This waiver authority applies to certain civilian employees who perform work while in an overseas location that (1) is in the area of responsibility of the United States Central Command (CENTCOM) or (2) was formerly in the CENTCOM area of responsibility but has been moved to the area of responsibility of the Commander of the United States Africa Command (AFRICOM). The overseas work must meet one of two additional qualifying conditions: (1) performance of work in direct support of or directly related to a military operation (including a contingency operation as defined in 10 U.S.C. 101(a)(13)), or (2) performance of work in direct support of or directly related to an operation in response to an emergency declared by the President.
The annual limitation on basic pay and premium pay allowed under the waiver authority is $230,700 in calendar year 2011 (the annual rate of salary payable to the Vice President under 3 U.S.C. 104). Subsection 1101(b) also provides the aggregate limitation on pay under 5 U.S.C. 5307 will not apply to an employee in calendar year 2011 if the employee is granted a waiver under subsection 1101(a) of the normally applicable premium pay limitations.
- No exemptions have been granted to waive the annual premium pay limitation under section 5547 for any emergency situations, except as provided in note 5, above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2010
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).
The table below provides the biweekly premium pay caps for 2010 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2010.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Atlanta-Sandy Springs-Gainesville, GA-AL |
19.29% |
$5,922.40 |
$153,982.40 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
24.80% |
5,960.80 |
154,980.80 |
Buffalo-Niagara-Cattaraugus, NY |
16.98% |
5,808.00 |
151,008.00 |
Chicago-Naperville-Michigan City, IL-IN-WI |
25.10% |
5,960.80 |
154,980.80 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
18.55% |
5,885.60 |
153,025.60 |
Cleveland-Akron-Elyria, OH |
18.68% |
5,892.00 |
153,192.00 |
Columbus-Marion-Chillicothe, OH |
17.16% |
5,816.80 |
151,236.80 |
Dallas-Fort Worth, TX |
20.67% |
5,960.80 |
154,980.80 |
Dayton-Springfield-Greenville, OH |
16.24% |
5,771.20 |
150,051.20 |
Denver-Aurora-Boulder, CO |
22.52% |
5,960.80 |
154,980.80 |
Detroit-Warren-Flint, MI |
24.09% |
5,960.80 |
154,980.80 |
Hartford-West Hartford-Willimantic, CT-MA |
25.82% |
5,960.80 |
154,980.80 |
Houston-Baytown-Huntsville, TX |
28.71% |
5,960.80 |
154,980.80 |
Huntsville-Decatur, AL |
16.02% |
5,760.00 |
149,760.00 |
Indianapolis-Anderson-Columbus, IN |
14.68% |
5,693.60 |
148,033.60 |
Los Angeles-Long Beach-Riverside, CA |
27.16% |
5,960.80 |
154,980.80 |
Miami-Fort Lauderdale-Pompano Beach, FL |
20.79% |
5,960.80 |
154,980.80 |
Milwaukee-Racine-Waukesha, WI |
18.10% |
5,863.20 |
152,443.20 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
20.96% |
5,960.80 |
154,980.80 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
28.72% |
5,960.80 |
154,980.80 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
21.79% |
5,960.80 |
154,980.80 |
Phoenix-Mesa-Scottsdale, AZ |
16.76% |
5,796.80 |
150,716.80 |
Pittsburgh-New Castle, PA |
16.37% |
5,777.60 |
150,217.60 |
Portland-Vancouver-Beaverton, OR-WA |
20.35% |
5,960.80 |
154,980.80 |
Raleigh-Durham-Cary, NC |
17.64% |
5,840.80 |
151,860.80 |
Richmond, VA |
16.47% |
5,782.40 |
150,342.40 |
Sacramento-Arden-Arcade-Yuba City, CA-NV |
22.20% |
5,960.80 |
154,980.80 |
San Diego-Carlsbad-San Marcos, CA |
24.19% |
5,960.80 |
154,980.80 |
San Jose-San Francisco-Oakland, CA |
35.15% |
5,960.80 |
154,980.80 |
Seattle-Tacoma-Olympia, WA |
21.81% |
5,960.80 |
154,980.80 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
24.22% |
5,960.80 |
154,980.80 |
Rest of United States |
14.16% |
5,668.00 |
147,368.00 |
Alaska |
4.72% |
5,584.80 |
145,204.80 |
Hawaii |
4.72% |
5,584.80 |
145,204.80 |
Other Nonforeign Areas listed in 5 CFR 591.205 |
4.72% |
5,584.80 |
145,204.80 |
Not in a Locality Pay Area |
NA |
5,584.80 |
145,204.80 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- See 5 CFR 531.603(b) and the OPM website for definitions of locality pay areas.
- Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2010. However, some employees may have 27 biweekly salary payments in 2010. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Under section 1106 of Public Law 111-84, the head of an agency may waive the premium pay cap provisions under 5 U.S.C. 5547 in calendar year 2010 for an employee who performs work while in an overseas location that (1) is in the area of responsibility of the Commander of the United States Central Command (CENTCOM) or (2) was formerly in the CENTCOM area of responsibility but has been moved to the area of responsibility of the Commander of the United States Africa Command (AFRICOM). The overseas work must meet one of two additional qualifying conditions: (1) performance of work in direct support of or directly related to a military operation (including a contingency operation as defined in 10 U.S.C. 101(a)(13)) or (2) performance of work in direct support of or directly related to an operation in response to an emergency declared by the President. Under the waiver authority, a covered employee may receive premium pay in calendar year 2010 to the extent that such premium pay would not cause the employee's aggregate amount of basic pay and premium pay payable in calendar year 2010 to exceed $230,700.
- No exemptions have been granted to waive the annual premium pay limitation under section 5547 for any emergency situations, except as provided in note 5, above.
- When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)
Back to Top
2009
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $151,275 divided by 2,087 hours yields an hourly rate of $72.48 and a biweekly rate of $5,798.40 ($72.48 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $143,500 divided by 2,087 hours yields an hourly rate of $68.76 and a biweekly rate of $5,500.80 ($68.76 x 80 hours).
The table below provides the biweekly premium pay caps for 2009 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2009.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Atlanta-Sandy Springs-Gainesville, GA-AL |
18.55% |
$5,798.40 |
$150,758.40 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
23.98% |
5,872.80 |
152,692.80 |
Buffalo-Niagara-Cattaraugus, NY |
16.39% |
5,692.80 |
148,012.80 |
Chicago-Naperville-Michigan City, IL-IN-WI |
24.47% |
5,872.80 |
152,692.80 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
18.28% |
5,785.60 |
150,425.60 |
Cleveland-Akron-Elyria, OH |
18.16% |
5,780.00 |
150,280.00 |
Columbus-Marion-Chillicothe, OH |
16.62% |
5,704.00 |
148,304.00 |
Dallas-Fort Worth, TX |
19.95% |
5,867.20 |
152,547.20 |
Dayton-Springfield-Greenville, OH |
15.90% |
5,668.80 |
147,388.80 |
Denver-Aurora-Boulder, CO |
22.03% |
5,872.80 |
152,692.80 |
Detroit-Warren-Flint, MI |
23.56% |
5,872.80 |
152,692.80 |
Hartford-West Hartford-Willimantic, CT-MA |
25.08% |
5,872.80 |
152,692.80 |
Houston-Baytown-Huntsville, TX |
28.28% |
5,872.80 |
152,692.80 |
Huntsville-Decatur, AL |
15.46% |
5,648.00 |
146,848.00 |
Indianapolis-Anderson-Columbus, IN |
14.23% |
5,587.20 |
145,267.20 |
Los Angeles-Long Beach-Riverside, CA |
26.51% |
5,872.80 |
152,692.80 |
Miami-Fort Lauderdale-Pompano Beach, FL |
20.21% |
5,872.80 |
152,692.80 |
Milwaukee-Racine-Waukesha, WI |
17.65% |
5,754.40 |
149,614.40 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
20.36% |
5,872.80 |
152,692.80 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
27.96% |
5,872.80 |
152,692.80 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
21.25% |
5,872.80 |
152,692.80 |
Phoenix-Mesa-Scottsdale, AZ |
16.08% |
5,677.60 |
147,617.60 |
Pittsburgh-New Castle, PA |
15.86% |
5,667.20 |
147,347.20 |
Portland-Vancouver-Beaverton, OR-WA |
19.71% |
5,855.20 |
152,235.20 |
Raleigh-Durham-Cary, NC |
17.38% |
5,741.60 |
149,281.60 |
Richmond, VA |
16.10% |
5,679.20 |
147,659.20 |
Sacramento–Arden-Arcade–Yuba City, CA-NV |
21.53% |
5,872.80 |
152,692.80 |
San Diego-Carlsbad-San Marcos, CA |
23.44% |
5,872.80 |
152,692.80 |
San Jose-San Francisco-Oakland, CA |
34.35% |
5,872.80 |
152,692.80 |
Seattle-Tacoma-Olympia, WA |
21.06% |
5,872.80 |
152,692.80 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
23.10% |
5,872.80 |
152,692.80 |
Rest of United States |
13.86% |
5,569.60 |
144,809.60 |
Outside Continental United States |
NA |
5,500.80 |
143,020.80 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- See 5 CFR 531.603(b) and the OPM website for definitions of locality pay areas.
- Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above. Since both locality rates and special rates may not exceed level IV of the Executive Schedule ($153,200 annual rate, $5,872.80 biweekly rate), the highest possible biweekly cap is $5,872.80.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2009. However, some employees may have 27 biweekly salary payments in 2009. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Under section 1101(a) of Public Law 110-417, the head of an agency may waive the premium pay cap provisions under 5 U.S.C. 5547 in calendar year 2009 for an employee who performs work while in an overseas location that (1) is in the area of responsibility of the Commander of the United States Central Command (CENTCOM) or (2) was formerly in the CENTCOM area of responsibility but has been moved to the area of responsibility of the Commander of the United States Africa Command (AFRICOM). The qualifying overseas work must meet one of two additional qualifying conditions: (1) performance of work in direct support of or directly related to a military operation (including a contingency operation as defined in 10 U.S.C. 101(a)(13)) or (2) performance of work in direct support of or directly related to an operation in response to an emergency declared by the President. Under the waiver authority, a covered employee may receive premium pay in calendar year 2009 to the extent that such premium pay would not cause the employee's aggregate amount of basic pay and premium pay payable in calendar year 2009 to exceed $227,300.(See CPM 2008-19.)
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2008
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $145,464 divided by 2,087 hours yields an hourly rate of $69.70 and a biweekly rate of $5,576.00 ($69.70 x 80 hours). Similarly, the Executive Level V annual rate of $139,600 divided by 2,087 hours yields an hourly rate of $66.89 and a biweekly rate of $5,351.20 ($66.89 x 80 hours).
The table below provides the biweekly premium pay caps for 2008 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2008.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4) |
Atlanta-Sandy Springs-Gainesville, GA-AL |
17.30% |
$5,576.00 |
$144,976.00 |
Boston-Worcester-Manchester, MA-NH-RI-ME |
22.51% |
5,711.20 |
148,491.20 |
Buffalo-Niagara-Cattaraugus, NY |
15.37% |
5,484.00 |
142,584.00 |
Chicago-Naperville-Michigan City, IL-IN-WI |
23.16% |
5,711.20 |
148,491.20 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
17.77% |
5,598.40 |
145,558.40 |
Cleveland-Akron-Elyria, OH |
17.11% |
5,567.20 |
144,747.20 |
Columbus-Marion-Chillicothe, OH |
15.80% |
5,504.80 |
143,124.80 |
Dallas-Fort Worth, TX |
18.74% |
5,644.80 |
146,764.80 |
Dayton-Springfield-Greenville, OH |
15.26% |
5,479.20 |
142,459.20 |
Denver-Aurora-Boulder, CO |
21.03% |
5,711.20 |
148,491.20 |
Detroit-Warren-Flint, MI |
22.53% |
5,711.20 |
148,491.20 |
Hartford-West Hartford-Willimantic, CT-MA |
23.97% |
5,711.20 |
148,491.20 |
Houston-Baytown-Huntsville, TX |
27.39% |
5,711.20 |
148,491.20 |
Huntsville-Decatur, AL |
14.23% |
5,430.40 |
141,190.40 |
Indianapolis-Anderson-Columbus, IN |
13.51% |
5,396.00 |
140,296.00 |
Los Angeles-Long Beach-Riverside, CA |
25.26% |
5,711.20 |
148,491.20 |
Miami-Fort Lauderdale-Pompano Beach, FL |
19.11% |
5,662.40 |
147,222.40 |
Milwaukee-Racine-Waukesha, WI |
16.73% |
5,548.80 |
144,268.80 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
19.43% |
5,677.60 |
147,617.60 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
26.36% |
5,711.20 |
148,491.20 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
20.14% |
5,711.20 |
148,491.20 |
Phoenix-Mesa-Scottsdale, AZ |
14.74% |
5,454.40 |
141,814.40 |
Pittsburgh-New Castle, PA |
14.93% |
5,463.20 |
142,043.20 |
Portland-Vancouver-Beaverton, OR-WA |
18.72% |
5,643.20 |
146,723.20 |
Raleigh-Durham-Cary, NC |
16.82% |
5,552.80 |
144,372.80 |
Richmond, VA |
15.40% |
5,485.60 |
142,625.60 |
Sacramento-Arden-Arcade-Yuba City, CA-NV |
20.25% |
5,711.20 |
148,491.20 |
San Diego-Carlsbad-San Marcos, CA |
22.00% |
5,711.20 |
148,491.20 |
San Jose-San Francisco-Oakland, CA |
32.53% |
5,711.20 |
148,491.20 |
Seattle-Tacoma-Olympia, WA |
19.75% |
5,692.80 |
148,012.80 |
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA |
20.89% |
5,711.20 |
148,491.20 |
Rest of United States |
13.18% |
5,380.00 |
139,880.00 |
Outside Continental United States |
NA |
5,351.20 |
139,131.20 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See NOTE 4 regarding the method of computing the annual premium pay cap.
- See 5 CFR 531.603(b) and the OPM website for definitions of locality pay areas.
- Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table above. Since both locality rates and special rates may not exceed level IV of the Executive Schedule ($149,000 annual rate, $5,711.20 biweekly rate), the highest possible biweekly cap is $5,711.20.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year. (See 5 CFR 550.106(d).) The annual caps listed in the table above apply to employees with 26 biweekly salary payments in 2008. However, based on the payroll schedule of their servicing payroll provider, some employees will have 27 biweekly salary payments in 2008. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Under section 1105 of Public Law 109-163, as amended, the head of an agency may waive the premium pay cap provisions under 5 U.S.C. 5547 in calendar year 2008 for an employee who performs work while in an overseas location that is in the area of responsibility of the commander of the United States Central Command, in direct support of or directly related to a military operation (including a contingency operation as defined in 10 U.S.C. 101(13)) or an operation in response to an emergency declared by the President. Under the waiver authority, a covered employee may receive premium pay in calendar year 2008 to the extent that such premium pay would not cause the employee's aggregate amount of basic pay and premium pay payable in calendar year 2008 to exceed $212,100. (See CPM 2008-04.)
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2007
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, annual locality rate of $143,471 divided by 2,087 hours yields an hourly rate of $68.75 and a biweekly rate of $5,500 ($68.75 x 80 hours). Similarly, the Executive Level V annual rate of $136,200 divided by 2,087 hours yields an hourly rate of $65.26 and a biweekly rate of $5,220.80 ($65.26 x 80 hours).
The table below provides the biweekly premium pay caps for 2007 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2007.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTE 4) |
Atlanta-Sandy Springs-Gainesville, GA-AL |
15.89% |
$5,374.40 |
$139,734.40 |
Boston-Worcester-Manchester, MA-NH-ME-RI |
20.97% |
5,573.60 |
144,913.60 |
Buffalo-Niagara-Cattaraugus, NY |
14.15% |
5,293.60 |
137,633.60 |
Chicago-Naperville-Michigan City, IL-IN-WI |
21.79% |
5,573.60 |
144,913.60 |
Cincinnati-Middletown-Wilmington, OH-KY-IN |
17.38% |
5,443.20 |
141,523.20 |
Cleveland-Akron-Elyria, OH |
15.96% |
5,377.60 |
139,817.60 |
Columbus-Marion-Chillicothe, OH |
15.00% |
5,332.80 |
138,652.80 |
Dallas-Fort Worth, TX |
17.34% |
5,441.60 |
141,481.60 |
Dayton-Springfield-Greenville, OH |
14.27% |
5,299.20 |
137,779.20 |
Denver-Aurora-Boulder, CO |
20.02% |
5,565.60 |
144,705.60 |
Detroit-Warren-Flint, MI |
21.53% |
5,573.60 |
144,913.60 |
Hartford-West Hartford-Willimantic, CT-MA |
22.44% |
5,573.60 |
144,913.60 |
Houston-Baytown-Huntsville, TX |
26.65% |
5,573.60 |
144,913.60 |
Huntsville-Decatur, AL |
13.60% |
5,268.00 |
136,968.00 |
Indianapolis-Anderson-Columbus, IN |
13.00% |
5,240.80 |
136,260.80 |
Los Angeles-Long Beach-Riverside, CA |
24.03% |
5,573.60 |
144,913.60 |
Miami-Fort Lauderdale-Miami Beach, FL |
18.30% |
5,486.40 |
142,646.40 |
Milwaukee-Racine-Waukesha, WI |
15.54% |
5,358.40 |
139,318.40 |
Minneapolis-St. Paul-St. Cloud, MN-WI |
18.17% |
5,480.00 |
142,480.00 |
New York-Newark-Bridgeport, NY-NJ-CT-PA |
24.57% |
5,573.60 |
144,913.60 |
Philadelphia-Camden-Vineland, PA-NJ-DE-MD |
18.85% |
5,512.00 |
143,312.00 |
Phoenix-Mesa-Scottsdale, AZ |
13.22% |
5,250.40 |
136,510.40 |
Pittsburgh-New Castle, PA |
14.16% |
5,294.40 |
137,654.40 |
Portland-Vancouver-Beaverton, OR-WA |
17.63% |
5,455.20 |
141,835.20 |
Raleigh-Durham-Cary, NC |
16.18% |
5,388.00 |
140,088.00 |
Richmond, VA |
14.41% |
5,305.60 |
137,945.60 |
Sacramento--Arden-Arcade--Truckee, CA-NV |
18.99% |
5,518.40 |
143,478.40 |
San Diego-Carlsbad-San Marcos, CA |
20.34% |
5,573.60 |
144,913.60 |
San Jose-San Francisco-Oakland, CA |
30.33% |
5,573.60 |
144,913.60 |
Seattle-Tacoma-Olympia, WA |
18.58% |
5,499.20 |
142,979.20 |
Washington-Baltimore-Northern Virginia, DC-MD-PA-VA-WV |
18.59% |
5,500.00 |
143,000.00 |
Rest of United States |
12.64% |
5,224.00 |
135,824.00 |
Outside Continental United States |
NA |
5,220.80 |
135,740.80 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See Note 4 regarding the method of computing the annual premium pay cap.
- See 5 CFR 531.603(b) and the OPM website for definitions of locality pay areas.
- Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in this chart. Since both locality rates and special rates may not exceed level IV of the Executive Schedule ($145,400 annual rate, $5,573.60 biweekly rate), the highest possible biweekly cap is $5,573.60.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year (26 in 2007 for most employees). (See 5 CFR 550.106(d).) Based on the payroll schedule of their agencies' servicing payroll provider, some employees will have 27 biweekly salary payments in 2007. For these employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.
- Under section 1105 of the Fiscal Year 2007 National Defense Authorization Act (Public Law 109-364), the head of an agency may waive the premium pay cap provisions under 5 U.S.C. 5547 in calendar year 2007 for an employee who performs work while in an overseas location that is in the area of responsibility of the commander of the United States Central Command, in direct support of or directly related to a military operation (including a contingency operation as defined in 10 U.S.C. 101(13)). Under the waiver authority, a covered employee may receive premium pay in calendar year 2007 to the extent that such premium pay would not cause the employee's aggregate amount of basic pay and premium pay payable in calendar year 2007 to exceed $212,100. (See CPM 2006-11.)
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2006
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, scheduled annual locality rate of $139,774 divided by 2,087 hours yields an hourly rate of $66.97 and a biweekly rate of $5,357.60 ($66.97 x 80 hours). Similarly, the Executive Level V annual rate of $133,900 divided by 2,087 hours yields an hourly rate of $64.16 and a biweekly rate of $5,132.80 ($64.16 x 80 hours).
The table below provides the biweekly premium pay caps for 2006 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2006.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Rate (see NOTE 4) |
Atlanta |
15.10% |
$5,248.80 |
$136,468.80 |
Boston |
19.99% |
5,471.20 |
142,251.20 |
Buffalo |
13.52% |
5,176.80 |
134,596.80 |
Chicago |
21.15% |
5,481.60 |
142,521.60 |
Cincinnati |
17.08% |
5,338.40 |
138,798.40 |
Cleveland |
15.41% |
5,262.40 |
136,822.40 |
Columbus, OH |
14.85% |
5,236.80 |
136,156.80 |
Dallas-Ft. Worth |
16.39% |
5,307.20 |
137,987.20 |
Dayton |
13.83% |
5,190.40 |
134,950.40 |
Denver |
19.49% |
5,448.80 |
141,668.80 |
Detroit |
21.00% |
5,481.60 |
142,521.60 |
Hartford |
21.30% |
5,481.60 |
142,521.60 |
Houston |
26.37% |
5,481.60 |
142,521.60 |
Huntsville |
13.35% |
5,168.80 |
134,388.80 |
Indianapolis |
12.85% |
5,145.60 |
133,785.60 |
Los Angeles |
23.18% |
5,481.60 |
142,521.60 |
Miami |
17.84% |
5,373.60 |
139,713.60 |
Milwaukee |
14.74% |
5,232.00 |
136,032.00 |
Minneapolis-St. Paul |
17.31% |
5,349.60 |
139,089.60 |
New York |
22.97% |
5,481.60 |
142,521.60 |
Philadelphia |
18.04% |
5,382.40 |
139,942.40 |
Phoenix |
12.65% |
5,136.80 |
133,556.80 |
Pittsburgh |
13.81% |
5,189.60 |
134,929.60 |
Portland, OR |
17.16% |
5,342.40 |
138,902.40 |
Raleigh |
15.57% |
5,269.60 |
137,009.60 |
Richmond |
14.15% |
5,204.80 |
135,324.80 |
Sacramento |
17.91% |
5,376.80 |
139,796.80 |
San Diego |
19.19% |
5,435.20 |
141,315.20 |
San Jose-San Francisco |
28.68% |
5,481.60 |
142,521.60 |
Seattle |
17.93% |
5,377.60 |
139,817.60 |
Washington, DC |
17.50% |
5,357.60 |
139,297.60 |
Rest of United States |
12.52% |
5,132.80 |
133,452.80 |
Outside Continental U.S. |
NA |
5,132.80 |
133,452.80 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) See Note 4 regarding method of computing the annual premium pay cap.
- See 5 CFR 531.603(b) and the OPM website for definitions of locality pay areas.
- Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in this chart.
- The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year (26 in 2006). (See 5 CFR 550.106(d).)
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2005
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, scheduled annual locality rate of $135,136 divided by 2,087 hours yields an hourly rate of $64.75 and a biweekly rate of $5,180.00 ($64.75 x 80 hours). Similarly, the Executive Level V annual rate of $131,400 divided by 2,087 hours yields an hourly rate of $62.96 and a biweekly rate of $5,036.80 ($62.96 x 80 hours).
The table below provides the biweekly premium pay caps for 2005 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2005.
Locality Pay Area (see NOTE 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3) |
Biweekly Cap | Applicable Annual Rate |
Atlanta |
13.87% |
$5,085.60 |
$132,678 |
Boston |
18.49% |
5,292.00 |
138,061 |
Chicago |
19.70% |
5,346.40 |
139,471 |
Cincinnati |
16.04% |
5,182.40 |
135,206 |
Cleveland |
14.24% |
5,102.40 |
133,109 |
Columbus, OH |
13.98% |
5,090.40 |
132,806 |
Dallas-Ft. Worth |
15.07% |
5,139.20 |
134,076 |
Dayton |
12.86% |
5,040.80 |
131,501 |
Denver |
18.06% |
5,272.80 |
137,560 |
Detroit |
19.67% |
5,344.80 |
139,436 |
Hartford |
19.52% |
5,338.40 |
139,261 |
Houston |
24.77% |
5,378.40 |
140,300 |
Huntsville |
12.42% |
5,036.80 |
131,400 |
Indianapolis |
12.01% |
5,036.80 |
131,400 |
Kansas City |
12.36% |
5,036.80 |
131,400 |
Los Angeles |
21.65% |
5,378.40 |
140,300 |
Miami |
16.77% |
5,215.20 |
136,057 |
Milwaukee |
13.62% |
5,074.40 |
132,387 |
Minneapolis-St. Paul |
15.99% |
5,180.80 |
135,148 |
New York |
20.99% |
5,378.40 |
140,300 |
Orlando |
11.75% |
5,036.80 |
131,400 |
Philadelphia |
16.67% |
5,211.20 |
135,940 |
Pittsburgh |
12.86% |
5,040.80 |
131,501 |
Portland, OR |
15.93% |
5,177.60 |
135,078 |
Richmond |
13.15% |
5,053.60 |
131,839 |
Sacramento |
16.51% |
5,204.00 |
135,754 |
St. Louis |
12.09% |
5,036.80 |
131,400 |
San Diego |
17.68% |
5,256.00 |
137,117 |
San Jose-San Francisco |
26.39% |
5,378.40 |
140,300 |
Seattle |
16.53% |
5,204.80 |
135,777 |
Washington, DC |
15.98% |
5,180.00 |
135,136 |
Rest of United States |
11.72% |
5,036.80 |
131,400 |
Outside Continental U.S. |
NA |
5,036.80 |
131,400 |
Notes:
- In certain emergency or mission-critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) Please note that the applicable annual rate in this table is not the annual premium pay cap. The amount of the annual premium pay cap is computed by multiplying the applicable biweekly rate by the number of biweekly salary payments in the given year (26 or 27). (See 5 CFR 550.106(d).)
- See 5 CFR 531.603(b) and the OPM website for definitions of locality pay areas.
- Effective May 1, 2005, the cap on special salary rates under 5 U.S.C. 5305 increased to the rate for level IV of the Executive Schedule. (See section 301 of Public Law 108-411.) The biweekly premium pay cap for certain special rate employees may have increased at that time. Thus, certain special salary rate employees may have a higher biweekly premium pay pay cap at GS-15, step 10, than that shown in this chart.
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2004
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable special salary rate or locality rate), or (2) level V of the Executive Schedule. (See Note 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Los Angeles, the GS-15, step 10, scheduled annual locality rate of $136,466 divided by 2,087 hours yields an hourly rate of $65.39 and a biweekly rate of $5,231.20 ($65.39 x 80 hours). Similarly, the Executive Level V annual rate of $128,200 divided by 2,087 hours yields an hourly rate of $61.43 and a biweekly rate of $4,914.40 ($61.43 x 80 hours).
The table below provides the biweekly premium pay caps for 2004 by locality pay area. These caps are effective as of the first day of the first applicable pay period beginning on or after January 1, 2004.
Locality Pay Area (see Note 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3) |
Biweekly Cap | Applicable Annual Rate |
Atlanta |
12.61% |
$4,914.40 |
$128,200 |
Boston |
16.99% |
5,097.60 |
132,987 |
Chicago |
18.26% |
5,152.80 |
134,431 |
Cincinnati |
15.07% |
5,014.40 |
130,805 |
Cleveland |
13.14% |
4,929.60 |
128,611 |
Columbus, OH |
13.14% |
4,929.60 |
128,611 |
Dallas-Ft. Worth |
13.85% |
4,960.80 |
129,418 |
Dayton |
12.03% |
4,914.40 |
128,200 |
Denver |
16.66% |
5,083.20 |
132,612 |
Detroit |
18.32% |
5,156.00 |
134,499 |
Hartford |
17.87% |
5,136.00 |
133,988 |
Houston |
23.14% |
5,248.00 |
136,900 |
Huntsville |
11.49% |
4,914.40 |
128,200 |
Indianapolis |
11.11% |
4,914.40 |
128,200 |
Kansas City |
11.54% |
4,914.40 |
128,200 |
Los Angeles |
20.05% |
5,231.20 |
136,466 |
Miami |
15.54% |
5,034.40 |
131,339 |
Milwaukee |
12.64% |
4,914.40 |
128,200 |
Minneapolis-St. Paul |
14.75% |
5,000.00 |
130,441 |
New York |
19.29% |
5,197.60 |
135,602 |
Orlando |
10.93% |
4,914.40 |
128,200 |
Philadelphia |
15.32% |
5,024.80 |
131,089 |
Pittsburgh |
11.92% |
4,914.40 |
128,200 |
Portland, OR |
14.69% |
4,997.60 |
130,373 |
Richmond |
12.13% |
4,914.40 |
128,200 |
Sacramento |
15.18% |
5,019.20 |
130,930 |
St. Louis |
11.27% |
4,914.40 |
128,200 |
San Diego |
16.16% |
5,061.60 |
132,044 |
San Francisco |
24.21% |
5,248.00 |
136,900 |
Seattle |
15.12% |
5,016.00 |
130,862 |
Washington, DC |
14.63% |
4,995.20 |
130,305 |
Rest of United States |
10.90% |
4,914.40 |
128,200 |
Outside Continental U.S. |
NA |
4,914.40 |
128,200 |
Notes:
- In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106 - 550.107.)
- See 5 CFR 531.603(b) and the OPM website for definitions of locality pay areas.
- Under current law, special salary rates under both title 5 (established by OPM under 5 U.S.C. 5305) and title 38 (established by the Department of Veterans Affairs under 38 U.S.C. 7455) are capped at the rate for level V of the Executive Schedule. Thus, no GS 15, step 10, special salary rate will produce a cap higher than that shown in the above chart.
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2003
(Revised to Reflect the Consolidated Appropriations Resolution, Public Law 108-7, February 20, 2003 )
Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality rate or special salary rate), or (2) level V of the Executive Schedule. (See NOTES 1 and 2.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Los Angeles, the GS-15, step 10, scheduled annual locality rate of $130,284 divided by 2,087 hours yields an hourly rate of $62.43 and a biweekly rate of $4,994.40 ($62.43 x 80 hours). Similarly, the Executive Level V annual rate of $125,400 divided by 2,087 hours yields an hourly rate of $60.09 and a biweekly rate of $4,807.20 ($60.09 x 80 hours).
The table below provides the biweekly cap amounts for 2003 by locality pay area. These caps are effective as of the first pay period beginning on or after January 1, 2003.
Locality Pay Area (see Note 2) | Locality Pay Percentage | Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3) |
Biweekly Cap | Applicable Annual Rate |
Atlanta |
10.85% |
$4,807.20 |
$125,400 |
Boston |
15.00% |
4,879.20 |
127,284 |
Boston (LEO 1) |
16.00% |
4,921.60 |
128,391 |
Boston (LEO 2) |
15.00% |
4,879.20 |
127,284 |
Chicago |
16.15% |
4,928.00 |
128,557 |
Cincinnati |
13.44% |
4,812.80 |
125,558 |
Cleveland |
11.50% |
4,807.20 |
125,400 |
Columbus, OH |
11.78% |
4,807.20 |
125,400 |
Dallas-Ft. Worth |
12.10% |
4,807.20 |
125,400 |
Dayton |
10.67% |
4,807.20 |
125,400 |
Denver |
14.77% |
4,869.60 |
127,030 |
Detroit |
16.27% |
4,932.80 |
128,690 |
Hartford |
15.56% |
4,903.20 |
127,904 |
Houston |
20.53% |
5,113.60 |
133,405 |
Huntsville |
10.06% |
4,807.20 |
125,400 |
Indianapolis |
9.83% |
4,807.20 |
125,400 |
Kansas City |
10.26% |
4,807.20 |
125,400 |
Los Angeles |
17.71% |
4,994.40 |
130,284 |
Miami |
13.81% |
4,828.80 |
125,967 |
Milwaukee |
11.20% |
4,807.20 |
125,400 |
Minneapolis-St. Paul |
12.84% |
4,807.20 |
125,400 |
New York (see Note 5) |
16.83% |
4,956.80 |
129,310 |
Orlando |
9.65% |
4,807.20 |
125,400 |
Philadelphia |
13.43% |
4,812.80 |
125,547 |
Pittsburgh |
10.52% |
4,807.20 |
125,400 |
Portland |
12.97% |
4,807.20 |
125,400 |
Richmond |
10.75% |
4,807.20 |
125,400 |
Sacramento |
13.29% |
4,807.20 |
125,400 |
St. Louis |
9.99% |
4,807.20 |
125,400 |
San Diego |
14.07% |
4,840.00 |
126,255 |
San Francisco |
21.08% |
5,136.80 |
134,000 |
Seattle |
13.11% |
4,807.20 |
125,400 |
Washington, DC |
12.74% |
4,807.20 |
125,400 |
Rest of U.S. |
9.62% |
4,807.20 |
125,400 |
Outside Continental U.S. |
NA |
4,807.20 |
125,400 |
Notes:
- In certain emergency or mission-critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.)
- Section 1114 of Public Law 107-107 (December 28, 2001) amended 5 U.S.C. 5547 effective on the first day of the first pay period beginning on or after April 27, 2002. On April 19, 2002, OPM issued interim regulations implementing this new law and revising 5 CFR 550.105-550.107. The interim regulations may be viewed as a PDF .
- See 5 CFR 531.603(b) for definitions of locality pay areas.
- Under current law, special salary rates under both title 5 (established by OPM under 5 U.S.C. 5305) and title 38 (established by the Veterans Administration under 38 U.S.C. 7455) are capped at the rate for level V of the Executive Schedule. Thus, no GS-15, step 10, special salary rate will produce a cap higher than that shown in the above chart.
- The locality pay percentage for New York in 2003 (16.83 percent) is higher than the special LEO geographic pay adjustment of 16 percent. Therefore, LEOs in the New York locality pay area are entitled to receive the higher locality pay percentage (16.83 percent). The LEO special geographical adjustment in New York was terminated retroactively as of the first applicable pay period beginning on or after January 1, 2003.
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