The Office of Personnel Management on Thursday sent notice to federal agencies of a number of provisions in the National Defense Authorization Act for Fiscal Year 2024 that affect pay and benefits for federal employees and military personnel.
The annual Defense Policy Act's status as a must-pass bill means that it extends temporary programs or adds new government-wide policies related to federal employee pay and benefits. means that it frequently functions as a means of Paid parental leave for federal employees was enacted in 2019 through the NDAA.
In a memo to agency heads, OPM Director Kiran Ahuja highlighted several pay and vacation provision extensions in the latest NDAA. Additionally, the legislation includes adjustments to the federal government's fledgling paid parental leave program, which requires federal employees to take up to a maximum It provides 12 weeks of paid leave. service.
The change, which would allow federal employees who are veterans to count active duty toward the 12 months of employment required to qualify for parental leave under the Family and Medical Leave Act, was announced by OPM in February. The outline was explained for the first time.
“To be eligible for FMLA leave, an employee must have completed 12 months of qualified service,” Ahuja wrote. “Under the amended section: [of the law], eligible employment may be (1) employment as an employee of the United States Government, including employment within the United States Postal Service, the Postal Regulatory Commission, and non-appropriated funds instruments; . . or (2) honorable active military service in the Army, Navy, Air Force, Space Force, or Marine Corps of the United States. Eligible civilian service and eligible military service are combined in applying the 12-month service requirement. ”
This provision also applies to FMLA bereavement leave entitlements, Ahuja wrote.
The law also exempts non-appropriate fund employees under military jurisdiction from the federal dual pay limit, which generally prohibits employees from holding two federal jobs at the same time.
“When applying dual pay limitations, agencies should not consider an employee’s base pay for hours worked. [nonappropriated fund instrumentality] It is a position under military control,” Ahuja wrote. “With this change, despite the general prohibition, eligible NAFI employees who are also employed in dual-payable positions will receive pay for both positions for work exceeding a total of 40 hours per week. is possible.”
The list of temporary policies affecting federal pay expanded by the law is extensive. The FY 2024 NDAA extends through the end of this year the Reserve Income Replacement Program, which allows some reservists to receive income replacement payments if they experience “prolonged and frequent” mobilizations to active duty.
Another provision, which will be given a one-year extension, gives the agency temporary authority to provide allowances, stipends and tips to federal employees serving in combat zones. This program is currently scheduled to expire on September 30, 2025.
The legislation also includes a one-year extension, through Dec. 31, of annual premium and total benefit limit waivers for some federal employees working overseas. Although each agency is responsible for developing its own policies governing this program, the Department of Defense, Department of State, and OPM jointly developed a document to guide the agency's process.
