TITLE 6100 - PERSONNEL MANAGEMENT
1/86 R-1 SUPPLEMENT 311
6153.22 - Wage Rate Schedules Under FWS. Following are current Wage Grade Schedules for
Spokane, Washington and Great Falls, Montana.
SEE HARD COPY FOR WAGE RATE .
6155.13b - Compensable Travel
2. Travel Outside Employee's Regularly Scheduled Administrative Workweek
h. Travel which is work. District Rangers and Unit Heads who have been delegated
authority by the Forest Supervisor or Regional Forester to order and approve overtime
may authorize overtime for travel for field-going individuals and crews who travel outside
their regularly scheduled daily tour of duty from official duty station, work center, or other
common gathering point to perform work at field project work sites and return.
This kind of travel is an inherent part and inseparable from the work itself and is compensable
under both Title V and FLSA regulations land covers both exempt and non-exempt employees.
Overtime for travel is no different than other overtime hours in that it must be ordered and
approved by the authorizing official. The overtime authorization, Form 6100-30, must clearly
document the need for requiring the employee(s) to travel outside the regularly scheduled
workweek and that alternative methods were considered but determined to be less practical and
efficient for accomplishing the specific job.
6155.13d - Compensatory Time Off
Nonexempt Employees
The purpose of this supplement is to provide nonexempt employees the the option of requesting
compensatory time off in lieu of overtime pay when eligible as determined by the following
guidelines. Compensatory time must be requested by the employee. Supervisors and managers
can approve or disapprove the employee request for compensatory time; however, they may not
order the employee to take compensatory time off in lieu of overtime pay. Nonexempt
employees who do not elect, or are not granted, compensatory time off shall be paid for any
overtime worked.
The approving official (not the timekeeper) is responsible for the proper application and approval
of the following provisions. Timekeepers shall not post overtime or compensatory time in lieu of
overtime without an approved Form 6100-30, Overtime Request and Authorization, signed by an
approving official.
2. Eligibility - Eligibility must be determined on a weekly rather than a pay period basis.
d. Nonexempt employees are eligible for compensatory time only under certain
conditions. Nonexempt employees whose overtime hours of work are paid solely under
the Fair Labor Standards Act are not entitled to compensatory time off in lieu of those
overtime hours. The following guidelines are to be applied in determining eligibility:
(1) Nonexempt employees who actually work more than 40 hours in a week and who
receive additional premium pay (hazard pay, night, or Sunday differential) are not
entitled to receive compensatory time. They must be paid overtime.
(2) Nonexempt employees who actually work more than 40 hours in a week and whose
base rate of pay is above GS-10 step 1, are not entitled to receive compensatory time.
They must be paid overtime.
(3) Nonexempt employees who actually work more than 40 hours in a week, have no
additional premium pay (hazard, night, or Sunday differential), whose base rate of pay is
GS-10, step 1 or below, and who do not exceed the maximum pay limitation of GS-15,
step 10 in a pay period may elect compensatory time in lieu of overtime.
(4) Any nonexempt employee who does not actually work over 40 hours in a week, but
who is eligible to earn overtime because they are in a pay status during the workweek
(holiday, annual leave,sick leave, etc.) and who works over 8 hours in a day or 40 hours
in a week, may elect compensatory time in lieu of overtime.
(5) Nonexempt employees who earn overtime due to compensable travel payable only
under FLSA, are not entitled to compensatory time in lieu of those hours, i.e., any travel
time coded to transaction code 23 would not be eligible for compensatory time accrual or
use. Note: We are referring to compensable travel payable under FLSA only. In the
following examples, the kind of travel performed does not meet the criteria for
compensable travel under Title 5. Examples of travel payable only under FLSA and,
therefore, coded to transaction code 23 on the T&A:
(a) All authorized hours of travel as driver of the vehicle outside regularly scheduled
work hours whether on a one-day or multiple-day assignment.
(b) Authorized travel as a passenger on one-day assignments outside the scheduled work
hours. Note: Travel as a passenger within the administrative workweek outside normal
duty hours on multiple-day assignments is not compensable hours of work under FLSA.
(c) Travel as a passenger on a nonworkday is compensable for those hours that coincide
with the scheduled daily hours of work. Hours spent traveling as a passenger outside the
scheduled daily hours of work on a nonworkday are not ordinarily compensable.
(d) Example - The following illustrates the preceding guidelines:
MON
TUE
WED
THU
FRI
Scheduled Tour of Duty:
8
8
8
8
8
40
Actual Hours Worked:
10
8
8
8
8
42
Travel Time as a
Driver and/or passenger
(Compensable under FLSA only)
Overtime Hours:
2
SAT
TOTAL
2
4
6
2
4
8
Employee worked 2 hours overtime on Monday. On Wednesday the employee was on a one-day
assignment away from his duty station and arrived back 2 hours after his regular tour of duty.
On Saturday the employee left to travel to a meeting to be held the next week and traveled for 4
hours from 1200 - 1600, which coincided with his regular daily hours of work. In this case the 2
hours on Monday are regular overtime hours and coded to TC-21 on the T&A and are eligible
hours for compensatory time. The 2 hours of travel on Wednesday and the 4 hours of travel on
Saturday are compensable travel overtime hours only under FLSA and are, therefore coded to
TC-23 on the T&A and are not eligible hours for compensatory time
accrual or use by the employee.
3. Provisions (Request, Approval, and Use)
Compensatory time for eligible nonexempt employees is approved under the same guidelines
presently applied to any other employee requesting compensatory time off (explained fully in
FSM 6155.13d, 3, a-k).
1655.18a -Criteria for Entitlement to Hazard Pay Differential for Irregular or Intermittent
Hazardous Duties (Civil Service Regulations. Section 550.904
2.Duties Caused by Hazard Pay. Differential (Civil Service Regulations, Section 550.904)
d. High Work. Trees are considered structures within the specific category of hazard pay
entitlement for high work. Hazard pay will be authorized where an employee is working
in trees above 50 feet from the ground and is not secured directly the the hole of the tree
by a safety device such as a safety line, rope, strap, harness, or taut line system.
This hazard pay provision does not apply to smokejumpers in performance of fire
suppression or training duties. Techniques, skills, and procedures for such operations are
an integral and major item in the training of smokejumping personnel and is therefore
taken into consideration of the classification of such positions when performed as a part
of the required training or actual jumping.
6159.03 - Policy. Forest Supervisors may approve the warehousing and seasonal or periodic
issue of field uniforms where a favorable cost/benefit exists.
6159.03a - Who is Required to Wear Uniforms. The positions listed below are authorized to
own and wear a uniform. Good judgement must be utilized in determining the appropriate time
and place to wear the uniform.
1.Dress Uniform
a. The following officials are required to wear a dress uniform for formal and
ceremonial public contact:
Regional Forester
Deputy Regional Forester
Forest Supervisors
Deputy Forest Supervisors
District Rangers (Except for specific case-by-case exceptions, based on
cost/benefits consideration, as determined by the Forest Supervisor.)
Job Corps Center Directors
Public Information Officer/Technicians on NF's
Staff Director for Information, Regional Office
b. The following officials are required to own and wear a dress uniform for
performance of their daily work activities:
Information Receptionists on all Ranger Districts, Supervisor's Offices,
and Regional Office
c. Requests for additional positions to be included in the dress uniform
authorization should be forwarded to the Regional Forester, with a justification,
including number on contacts the incumbent has made over the last 12 months
with organizations, individuals, etc., in which the dress uniform would have been
appropriate.
2. Field Uniform
a. The following officials are required to own and wear a field uniform whenever
the nature of the public contact is informal or field work oriented.
Regional Forester
Regional Staff Directors
Forest Supervisors
Deputy Forest Supervisors
District Rangers
Environmental Education Specialist, Regional Office
Regional Public Involvement Officer
Leader, Public Information Group, Regional Office
Public Information Technician, Information Office,
Regional Office
Public Information Officers/Technicians of the Forest
Criminal Investigators and Law Enforcement Officers
Other positions, as designated by Forest Supervisors or
Regional Office Staff Directors
b. The following officials are required to own and wear a field uniform for
performance of thier daily work activities.
VIS Employees
Camp Directors, Principal Staff, Crew Leaders, and Group
Aids for residential special programs
Center Director, Key Staff, Group Living Specialists,
and Vocational Training Instructors in Job Corps
c. Other positions may be selected for either occasional wear or daily wear of the
field uniform, as determined by the Forest Supervisor or Regional Office Staff
Director.
6159.1 - Uniforms, Components, and Special Items. Local line officers (Staff Directors in the
Regional Office) shall identify and approve additional uniform components necessary for each
position authorized a uniform. Such components must be from the list contained in Exhibit No.
2, FSM 6159.35--1, and will be included in the initial advance and replacement allowance.