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182. <bullet> CLASSIFICATION SIMPLIFICATION
Legal Authority:


 5 USC 51


CFR Citation:


 5 CFR 511


Legal Deadline:


None


Abstract:


Legal and regulatory changes needed for simplification of the current 
General Schedule (white collar) position classification system.


Statement of Need:


Regulations to simplify the current General Schedule (white collar) 
position classification system will be proposed to implement 
anticipated statutory changes. These statutory and regulatory changes 
have been identified by the National Performance Review (NPR) and the 
National Partnership Council (NPC) as necessary to give agencies, 
managers, and employees sufficient flexibility in work design and 
classification to increase the effectiveness, efficiency and economy of 
the Federal service. It is expected that legislation to implement these 
simplifications will be passed and enacted in the 1994/1995 timeframe. 
These regulatory actions do not address risks to public health, safety, 
or the environment.


Alternatives:


The changes being proposed (e.g., allowing agencies to adopt broad 
banding based on current statutory grade levels) have received 
considerable debate within the Federal community, culminating with the 
work of the NPR and the NPC. Proposed changes represent a long-term 
sifting of alternatives to reach the objectives of greater flexibility 
within an overall framework for the Federal Government.


Anticipated Costs and Benefits:


No significant administrative start-up costs, over and above the 
amounts expended to run the current system, are anticipated. Reduced 
costs for administration of the Federal General Schedule system will 
occur over time as agencies adopt classification plans that are simpler 
and less costly to administer.


Risks:


None


Timetable:
_______________________________________________________________________
Action                                 DFR Cite

_______________________________________________________________________
Final Action                                                   00/00/00
Small Entities Affected:


None


Government Levels Affected:


None


Agency Contact:
Greg Zygiel
Chief, Policy and Automation Staff, OC
Personnel Systems and Oversight Group
Office of Personnel Management
1900 E St. NW.
Washington, DC 20415
202 606-2486
RIN: 3206-AG27
_______________________________________________________________________
OPM
183. GARNISHMENT OF FEDERAL EMPLOYEE SALARIES
Legal Authority:


 5 USC 5520a; 15 USC 1673


CFR Citation:


 5 CFR 582


Legal Deadline:


None


Abstract:


The Office of Personnel Management is issuing regulations to implement 
section 9 of Public Law 103-94. This section provides a means by which 
the United States Government will be subject to commercial garnishment 
orders.


Statement of Need:


In accordance with Executive Order 12897, OPM was designated to 
promulgate regulations to implement newly enacted legislation in the 
amendments to allow commercial garnishment of the pay of employees in 
the Executive Branch. On March 29, 1994, an interim regulation was 
published in the Federal Register (50 FR 14541). OPM is reviewing 
comments and soliciting advice from the Department of Justice, 
Department of Defense, and Department of Labor in connection with the 
issuance of the final regulation. It is anticipated that this 
regulation will not result in any significant cost to the Government.


Timetable:
_______________________________________________________________________
Action                                 DFR Cite

_______________________________________________________________________
Interim Final Ru59 FR 14541                                    03/29/94
Interim Final Rule Effective                                   03/29/94
Final Action                                                   00/00/00
Small Entities Affected:


None


Government Levels Affected:


None


Agency Contact:
Murray Meeker
Attorney
Office of the General Counsel
Office of Personnel Management
1900 E St. NW.
Washington, DC 20415
202 606-1920
RIN: 3206-AF83
_______________________________________________________________________
OPM
184. ABSENCE AND LEAVE; SICK LEAVE
Legal Authority:


 5 USC 6311


CFR Citation:


 5 CFR 630


Legal Deadline:


None


Abstract:


The proposed regulations would permit employees to use a limited amount 
of sick leave each year to: (1) provide care for a family member as a 
result of sickness, injury, pregnancy, or childbirth; (2) make 
arrangements necessitated by the death of a family member; or (3) 
attend the funeral of a family member. In addition, these proposed 
regulations would remove prospectively the 3-year break-in-service 
limitation on the recredit of sick leave.


Statement of Need:


In response to a recommendation of the National Performance Review, the 
Office of Personnel Management plans to issue final regulations on the 
use and recredit of sick leave for Federal employees. The final 
regulations would permit Federal employees to use a specified portion 
of their accrued and accumulated sick leave to (1) provide care for a 
family member as a result of sickness, injury, pregnancy, or 
childbirth; (2) make arrangements necessitated by the death of a family 
member; or (3) attend the funeral of a family member. In addition, the 
final regulations would remove the 3-year break-in-service limitation 
on the recredit of sick leave. This regulatory change is needed to 
recognize the needs of Federal employees who struggle to maintain an 
often precarious balance between work and family and to assist the 
Federal Government in recruiting and retaining the employees it needs 
to accomplish its mission. This regulatory action is authorized by 5 
U.S.C. 6311. It does not address risks to public health, safety, or the 
environment.


Alternatives:


Various alternatives to the proposal to allow employees to use a total 
of up to 5 days of sick leave each year for family care and bereavement 
purposes (as set forth in the proposed regulations issued on May 11, 
1994) were considered, including a lesser or greater number of days of 
sick leave per year and an unlimited amount of accrued and accumulated 
sick leave. In addition, we considered the possibility of making the 
change involving the recredit of sick leave following a break in 
service retroactive, rather than prospective, in effect.


Anticipated Costs and Benefits:


The change in policy on the purposes for which sick leave may be used 
would not have a quantifiable effect on the overall level of Federal 
expenditures, although it is likely that the overall average usage of 
sick leave would increase marginally. We estimate that the overall 
increase in Federal expenditures resulting from the change in the rule 
on recrediting sick leave would be approximately $5 million over 5 
years. These changes would enable the Federal Government more 
successfully to recruit and retain the employees it needs to accomplish 
its mission.


Timetable:
_______________________________________________________________________
Action                                 DFR Cite

_______________________________________________________________________
NPRM            59 FR 24560                                    05/11/94
Final Action                                                   10/00/94
Small Entities Affected:


None


Government Levels Affected:


None


Agency Contact:
Bobby G. Williams
Personnel Systems and Oversight Group
Office of Compensation Policy
Office of Personnel Management
1900 E St. NW.
Washington, DC 20415
202 606-2858
RIN: 3206-AE95
_______________________________________________________________________
OPM
185. POLITICAL ACTIVITY--FEDERAL EMPLOYEES RESIDING IN DESIGNATED 
LOCALITIES
Legal Authority:


 5 USC 7325


CFR Citation:


 5 CFR 733


Legal Deadline:


 Final, Statutory, February 3, 1994.


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