Printing - FECA-PT2 - National Association of Letter Carriers

(4) Compensation payable for less than a full workday is computed as follows:
Weekly pay rate x compensation rate =amount rounded to the nearest $.01 x no. hours
lost, rounded to nearest whole hour / no. hours in work week
For example: Compensation for three hours of pay loss at $400 for 40 hours at the basic
rate would be computed as follows:
$400 X 2/3 = 266.666...
($266.67 X 3)/40 = $20.00
(5) Some employees work their usual number of hours per week or pay period on
alternative schedules (known as "flextime"). The arrangement may be informal, allowing
the employee to work less or more than eight hours each day, within certain limitations, as
long as a biweekly total of 80 hours (for a full-time employee) is met. Or, the schedule may
be formally structured, such that (for example) a full-time employee works eight nine-hour
days and one eight-hour day during a two week pay period, with the remaining day off.
(a) For either a formal or informal compressed schedule, compensation may be
paid using a weekly pay rate if disability extends beyond the length of one full
scheduling cycle (usually a pay period). Where a formal schedule exists and
disability is less than a scheduling cycle, the CE should use the hourly pay rate,
compute the total number of hours for which compensation is payable, and key or
set up the payment accordingly.
(b) If the compressed schedule is not formal and/or the disability extends for at
least a full scheduling cycle, the CE should treat a compressed workweek as the
number of days which would correspond with the usual number of hours worked per
week, with the number of hours worked per week evenly distributed throughout the
week.
For instance, an employee who works 40 hours per week would be considered to
have a workweek of five days, eight hours per day, whereas an employee who works
32 hours per week would be considered to have a workweek of four days, eight
hours per day.
FECA-PT2 Printed: 06/08/2010 493