On Tuesday, October 15, Department of Transportation employees will receive pay for the period from September 22 – October 5, 2013. Below is a brief explanation of how your pay is impacted under the current government shutdown.
If you are a furloughed employee:
- Furloughed employees can expect to receive pay for hours worked or accounted for by leave for September 22 through September 30, 2013. Hours worked during the Orderly Shutdown will be paid once appropriations are enacted. Pay for the remainder of the pay period (October 1 – October 5) would require a separate act of Congress, similar to past government shutdowns.
If you are an excepted employee:
- Excepted employees will not be paid for work performed after October 1, 2013, until subsequent appropriations are enacted. Therefore, the October 15 pay for excepted employees will include pay for hours worked through September 30, 2013. Pay for the remainder of the pay period (October 1 – October 5) will be paid retroactively once appropriations are enacted.
If you are an employee who’s funding is not subject to Congressional appropriations:
- Employees who are in funded positions, such as employees whose work is paid for through the Highway Trust Fund, will not be impacted by the government shutdown. They will receive pay for hours worked or accounted for by leave for the entire pay period.
Calculating Employee Pay
An employee’s gross pay is determined by multiplying an employee’s hourly rate by the number of hours worked during the pay period or accounted for by leave. An employee’s net pay is the amount received by the employee after deductions are taken.
Pay scheduled for October 15 is subject to deductions just as any full pay period. Certain deductions, such as taxes, retirement, FICA, Medicare, will be prorated based on the number of hours for which you received pay.
Other deductions, such as Health Benefits, will be deducted at the regular biweekly premium rate. If there is not enough money in your pay to make your premium payments, coverage will continue and the employee may make payments once returned to a non-furlough status. (See Impact of Furlough on Employee Pay and Benefits Fact Sheet).
Employees are strongly encouraged to review their last Leave and Earnings statement for a full list of deductions that are normally deducted from their pay. Employees may access their Leave and Earnings Statement on the Employee Express website at: https://www.employeeexpress.gov/DefaultLogin.aspx
FAQs Regarding Unemployment Compensation During a Government Shutdown Furlough
Q: Am I eligible for unemployment compensation?
- Employees may be eligible for unemployment compensation depending upon the number of consecutive furlough days.
- Generally, you must be unemployed for a minimum of 7 days to be eligible for unemployment compensation.
- Questions regarding eligibility for unemployment compensation should be directed to the appropriate State unemployment office.
Q: How do I file for unemployment compensation?
- Employees who are eligible for unemployment compensation may file for unemployment compensation directly with the State unemployment office of their official duty station.
- The-SF-8 form provides all of the Agency information an employee needs to file a claim for unemployment compensation.
- You will be required to provide the 3-digit code for your agency. The 3-digit code is 470 for all Department of Transportation agencies, except for Surface Transportation Board (STB). The 3-digit code for STB is 625.
Q: Is there anything else I need to do?
- It is the responsibility of the employee to file an application for unemployment compensation during the furlough.
- If Congress determines that Federal employees will be paid for the furlough period, employees are responsible for repaying any monies received from the State unemployment office during the furlough period. Money should be repaid directly to the State from which the unemployment compensation was received. Federal agencies are not authorized to deduct unemployment compensation received from Federal salaries owed the employee.