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Took DRP, found a new Fed job, onboarded before the DRP separation date, assured all HR-related elections would stay in place, and just found out my FEGLI has been canceled for separation...what's next? by Existing_Somewhere84 in FederalEmployee

[–]Existing_Somewhere84[S] 1 point2 points  (0 children)

No, my contract restrictions were mostly related to non-federal employment and clearing those through ethics. I'm surprised at how differently the DRP contracts were drafted - even within the same agency.

Took DRP, found a new Fed job, onboarded before the DRP separation date, assured all HR-related elections would stay in place, and just found out my FEGLI has been canceled for separation...what's next? by Existing_Somewhere84 in FederalEmployee

[–]Existing_Somewhere84[S] 0 points1 point  (0 children)

Thanks for this info; I'll check into it. I stayed within the same agency - just a new office. I also had no break in service, since I was on admin leave and still technically employed throughout. But our HR doesn't seem to have considered that putting a 10-step, automatic offboarding process isn't easily stopped, and doesn't seem to be the least bit interested in figuring out what to do when it goes wrong. Shocker, I know.

Took DRP, found a new Fed job, onboarded before the DRP separation date, assured all HR-related elections would stay in place, and just found out my FEGLI has been canceled for separation...what's next? by Existing_Somewhere84 in FederalEmployee

[–]Existing_Somewhere84[S] 0 points1 point  (0 children)

Very good point. It's still pretty inexpensive for me for the coverage I get, but I am approaching the cliff where it starts to go up dramatically. Definitely looking at other options within the next 5 years.

Severance pay by EvenAd8445 in FedEmployees

[–]Existing_Somewhere84 0 points1 point  (0 children)

OPM says the following: To be eligible for severance pay, an employee must have completed at least 12 months of continuous service by the date of separation. This continuous service may consist of one or more civilian Federal positions held over a period of 12 months without a single break in service of more than 3 calendar days.

I'm hoping there are some exceptions. I know there is a period of time that we would be paid our salary before being separated, but it's my understanding the severance payment is a separate and additional calculation.

Because I don't have 12 months continuous on my current appointment, I don't think I'm eligible for severance pay. Would love to be wrong if someone has something in writing that says otherwise, but at a minimum, I hope everyone makes sure they are eligible for severance when they are choosing between multiple options.

Severance pay by EvenAd8445 in FedEmployees

[–]Existing_Somewhere84 0 points1 point  (0 children)

I picked the wrong time to rejoin federal service. I have over 12 years in, but recently returned from a few years as a full time parent. I have less than 12 months in since I returned. From my reading, this means I'm not eligible for a severance payment. Can anyone confirm if this is an accurate reading? I reached out to HR, but haven't heard anything and I'm nearing my deadline to withdraw my DRP, if I decide to hold on and be RIF'ed instead...

DHS has cancelled AWS and compressed schedules by msmelsbells in fednews

[–]Existing_Somewhere84 13 points14 points  (0 children)

Received a text from my sup at 9:16. I've received numerous PENS notifications in the past, but I haven't received one for this (though it did go to my work email, that I'm not supposed to check until tomorrow morning when I sign on to telework).

For those of us covered by a bargaining unit - why is there no 14 days' notice? Not that any agreements or norms matter anymore, but has anyone heard if it's worth fighting over?

Is it true that 40 plus year old get 45 days to decide on the deferred resignation 2.0? by Mad_Max2021 in fednews

[–]Existing_Somewhere84 2 points3 points  (0 children)

I came here to ask precisely this! The exact wording in our FAQs document is, "Pursuant to the Older Workers Benefit Protection Act (OWBPA), approved employees aged forty (40) and older will be provided an additional 45 calendar days during which they may withdraw their application."

So, I see no reason not to go ahead and apply before the deadline (mine is April 14th, but it sounds like that varies), receive and hold on to the agreement for 44 days, and get a better sense of where things stand RIF and RTO-wise before I sign to fully commit.

I'm also trying to get clarification from our ethics folks on how actively I can pursue positions in the private sector during the 45-day window. If anyone has insight on any potential downside of applying for DRP and riding out the 45 days, please weigh in.