Local Employment Policy Handbook - ICASS

US Legal Permanent Residents, or Green Card holders, are not entitled by US law to the US minimum
wage supplement.
If the current incumbent applies and is selected for the position being transitioned, HR informs the current
incumbent in writing and, as appropriate, the supervisor or selecting official of the following:
1. HR observes the required break in service (i.e., 4 or more calendar days unless local labor law
requires a longer break in service to be considered legal, for example, 90 calendar days) before the
new employment begins. There is no exception to this requirement.
2. The employee’s compensation, including the currency of payment, then changes as needed to
comply with the Local Compensation Plan.
3. The employee’s benefits package, e.g., leave, retirement, severance, and medical then changes
as needed to comply with the Local Compensation Plan.
4. The USG makes a lump sum payment of the employee’s accumulated annual leave balance
during the employment under a Temporary Appointment or USPSC. The employee forfeits the
sick leave balance.
5. The employee’s eligibility for the Mission’s awards program may change.
6. The employee’s Service Computation Date (SCD) for purposes of creditable service as defined
in the LCP for leave accrual, severance, and other benefits starts over. HR may not credit any
prior service for any purpose for the time worked by the employee under the USPSC or
Temporary Appointment. There is no provision in this policy for an HR/OE exception to credit
previous service for SCD purposes.