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ua14no94 PENSION BENEFIT GUARANTY CORPORATION (PBGC)...
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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