Local Employment Policy Handbook - ICASS

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8. Employee Responsibilities and Conduct. The employee must comply with certain US Government laws governing employee conduct, including the Standards of Ethical Conduct for Employees of the Executive Branch in 5 CFR Part 2635, the conflict of interest laws in Chapter 11 of Title 18 of the United States Code, the financial disclosure requirements in 5 CFR Part 2634, the Emoluments Clause of the US Constitution, and 3 FAM 4120 (Employee Responsibilities Abroad). 9. Performance ratings shall be prepared in accordance with JF-57 instructions. 10. Availability of Funds and Government Liability. Pursuant to the requirements of the Anti-Deficiency Act, 31 U.S.C. 1341; all obligations of the Government under this agreement, other than for salary and related benefits for the current fiscal year, are hereby made subject to the availability of funds appropriated by the Congress of the United States of America to make such payments. Therefore, funds must be certified available for each extension of the current performance period, and for the cost of promotions, cost of living, or other personnel actions not previously funded in a performance period. 11. Cashiers: If the employee performs cashier work, the employee accepts full responsibility for any loss to the US Government resulting from the employee’s performance of functions under this agreement, whether or not such losses are due to the employee’s fault or negligence. In particular, the employee recognizes and accepts the obligation to reimburse the US Government for any such loss. The employee recognizes that the US Government may offset amounts for loss against amounts owed by the Government under the agreement. Administrative relief from liability for losses may be authorized for physical losses and deficiencies if the employee is found to be free from fault or negligence. The standard of “reasonable care” is used to determine negligence. The “reasonable care” standard has been stated as what the reasonably prudent and careful person would have done to take care of his or her own property of like description under like circumstances. The standard is objective and does not vary with such factors as the age and experience of the particular accountable officer. The burden to produce affirmative evidence that the employee was not at fault or negligent rests with the employee, not the US Government. (Principles of Appropriation Law, Chapter 9 – Liability and Relief of Accountable Officers) 12. Agreement Termination. This agreement may be terminated by either party in writing with thirty (30) calendar days notice, or by the Government without notice upon the employee’s failure to perform the services required under this agreement as prescribed in attachment E and in accordance with the terms and conditions set forth herein. 13. Employee Negligence. Damage to, or loss of, Government property when it is due to the employee’s negligence may result in the employee being held liable for repair or replacement thereof at the option of the Government. 14. Disputes. All disputes between the employee and the Government arising out of this agreement shall be decided by the Management Officer or, in the absence thereof, the designee of the Management Officer, provided that the employee shall have the right to appeal in writing within thirty (30) days of receipt of notice of any such decisions to the Chief of Mission at the post designated in Paragraph one (1) above. 15. Assignment of Agreement. No part of this agreement is assignable by the employee to a third party.
16. Taxes FICA contributions, US Federal Income Tax and state tax withholdings shall be deducted in accordance with regulations and rulings of the Social Security Administration and the U.S. Internal Revenue Service, respectively. As a result of this agreement, the employee may also be obligated to file state income tax returns. All tax liabilities arising from this PSA are the employee’s responsibility whether or not taxes are withheld by the government. Regular deductions for federal, state and FICA taxes will be made through the Financial Service Centers. PLEASE NOTE: In case this document is translated into other languages, the English version shall be considered controlling. Attachments: A. JF-62A as cover page B. Compensation Worksheet C. DS-298, Position Description (copies available in HR)
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LOCAL EMPLOYMENT POLICY (LEP) GUIDE
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TOPIC PAGE Signing the Original PSA
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Family Member Appointment (FMA) 57
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--Armed Services --Competitive or N
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LOCAL EMPLOYMENT POLICY (LEP) APPEN
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B. Make decisions involving governm
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COVERAGE The Department of State an
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USE OF STATE’S PSA AUTHORITY ON B
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Individuals HR May Not Convert to a
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E. Employ other Not Ordinarily Resi
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The LEP allows the Mission to maxim
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Before terminating any Ordinarily R
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(USPSC, 3 FAM 8100) up to the five-
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US Legal Permanent Residents, or Gr
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SIGNING THE ORIGINAL PSA The State
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JF-62A PSA RENEWAL MASS ACTION TELE
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LOCAL EMPLOYMENT POLICY COMPENSATIO
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LOCAL EMPLOYMENT DECISION TREE Appl
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5. Foreign National: A citizen of t
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Probationary Period An AEFM hired u
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NON-US CITIZEN ELIGIBLE FAMILY MEMB
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Non-US Citizen EFMs do not receive
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HR may also authorize a within-grad
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MEMBERS OF HOUSEHOLD (MOH) Refs: A.
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FOREIGN NATIONAL/LE STAFF DIRECT HI
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THIRD COUNTRY NATIONALS (TCNs) Ref:
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MARINE SECURITY GUARDS (MSGS) Ref:
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CAJE POSITION EVALUATION As the fir
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FSN TO FP GRADE EQUIVALENCY CHART F
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FAMILY MEMBER APPOINTMENT (FMA) Ref
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MILITARY RETIREES AND STATE’S FAM
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FIXED-TERM POSITIONS A supervisor m
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If any changes are needed to the cu
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Who HR May Hire Under a PSA-Ltd For
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Laborer Mail/File Clerk Mechanic (T
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D. Employee works under the terms o
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RESIDENCY STATUS AND DETERMINING CO
Page 75 and 76: US Citizen family members of contra
Page 77 and 78: B. NOR and compensated under an Ame
Page 79 and 80: 3. Personal Relationships Establish
Page 81 and 82: COMPENSATION See 3 FAM 7300 Compens
Page 83 and 84: Leave Without Pay (LWOP) for Not Or
Page 85 and 86: EXCEPTION RATE RANGE (ERR) See 3 FA
Page 87 and 88: US DOLLAR SALARY PAYMENTS AND ALLOT
Page 89 and 90: Not Ordinarily Residents (NORs) Com
Page 91 and 92: WHEN ACTUALLY EMPLOYED (WAE) WORK S
Page 93 and 94: DETERMINING THE GRADE AND STEP FOR
Page 95 and 96: DETERMINING THE GRADE AND STEP FOR
Page 97 and 98: 2. Superior Qualifications Rate (SQ
Page 99 and 100: --Job Application/Resume. Each job
Page 101 and 102: --Professional certifications and l
Page 103 and 104: The FME Coordinator may authorize H
Page 105 and 106: PFR at the highest step (even thoug
Page 107 and 108: CIVIL SERVICE RETIREMENT (CSR) LE S
Page 109 and 110: Advising NORs and Members of Househ
Page 111 and 112: PRIVACY ACT OF 1974 Forms and docum
Page 113 and 114: Supervisors experiencing performanc
Page 115 and 116: 5. To avoid nepotism employment reg
Page 117 and 118: SUPERVISION An LE Staff employee hi
Page 119 and 120: WORK PERMIT, WORK VISA, OR RESIDENC
Page 121 and 122: APPENDICES
Page 123 and 124: 7. Promotions. In accordance with 3
Page 125: APPENDIX 2 MODEL PERSONAL SERVICES
Page 129 and 130: APPENDIX 4 MODEL MEMORANDUM OF AGRE
Page 131 and 132: (7) Instructions from the agency’
Page 133 and 134: APPENDIX 5 REFERENCES The Local Emp
Page 135: 135 May 2008
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Local Employment Policy Handbook - ICASS

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