CA7 New Employee Info

Human Resources

NEW EMPLOYEE INFORMATION

Here are the forms and information necessary for new members of Court staff.

Please contact our office as soon as possible if you are transferring to the court from another federal agency, have prior paid federal service, or are currently working as an attorney in a law firm.

Please do not hesitate to contact Human Resources with any questions, comments or concerns

Checklists

• U.S. Circuit Judge	• Chambers Clerk	• Permanent Staff

• Staff Law Clerk	• Extern

Forms

• AO 75a - Term Chambers Law Clerk Appointment and Leave Certification

Chambers Law Clerk appointments of less than four years are considered term appointments and are not eligible for coverage under the Federal Employees Retirement System. Chambers Law Clerks are generally not covered under the Judicial Leave Act unless the appointing officer has indicated otherwise. Please sign and date the form where indicated.

Do not mark any of the boxes on the form.

• AO 75b - Staff Attorney Appointment Certification

Staff Law Clerk appointments of less than four years are considered term appointments and are not eligible for coverage under the Federal Employees Retirement System. Staff Law Clerks are covered under the Judicial Leave Act. Please sign and date the form where indicated.

• AO 78 - Application for Judicial Branch Federal Employment

Please complete the Application as completely as possible making sure to include any prior federal work experience. Incomplete data could affect the appointment grade or delay the processing of the appointment, thus delaying receipt of your first salary check. For date(s) of degrees received, date(s) of employment or date(s) of bar admittance (if applicable), please indicate the month, date and year. Also, please indicate actual hours worked and do not list ranges.

• AO 78A - United States Courts Appointment - Oath of Office

Do not write anything on Section A of the AO78a; these portions are completed by the Human Resources Department upon receipt of your completed forms. On Section A you should print your name, as you want it to appear on payroll. The Oath of Office should be taken and signed in the presence of a notary public.

• AO 78b (EEO Reporting Form) - Voluntary Race/Ethnicity, Gender, & Disability Identification form

• AO 80 - Clerks' and Deputy Clerks' Oath

Write your name as you would like it to appear on payroll and sign where indicated. (Clerk's Office Staff only)

• AO 0162 - Election to Participate in the Judicial Survivors’ Annuity System (JSAS)

[You may need to download the form, save it to your computer, and then fill it out.]

• AO 0196A - Acknowledgment of Gratuitous Services and Waiver

[You may need to download the form, save it to your computer, and then fill it out.]

• Background Required Information Form

All employees and volunteers in federal courts must undergo mandatory background checks. Please complete this form where indicated.

• FMS 2231 - Fast Start Direct Deposit Form

All employees are required to have their salary check sent directly to a financial institution by electronic fund transfer. The Fast Start Direct Deposit Form must be submitted to the Human Resources Department by the end of your first pay period. It is your option whether you would like to provide a voided check.

Note: Enter the nine digit Routing Transit Number in the labeled box. The Check Digit is the last number of your routing number only.

• I-9 - Employment Eligibility Verification

Instructions for completing the form and a list of acceptable documents used to establish identity are attached. Complete page one and sign where indicated. Send our office advance copies of the documents you plan on using and be prepared to produce the original documents within the first three days of your employment. Our office will complete page two of the form.

• SF 144 - Statement of Prior Federal Service

If applicable, please list any current or former federal employment.

• SF 1152 - Designation of Beneficiary - Unpaid Compensation of Deceased Civilian Employee

A page of examples of designations is included on the second page of the form. A duplicate copy of the form and instructions for completing the form are attached as well.

• SF 2808 - Designation of Beneficiary - CSRS

• SF 2809 -Federal Employees Health Benefits Election Form

Please visit the Judiciary Benefits Center to make your health insurance elections. See the Health Insurance area of this web site for links to more detailed health benefits information.

Using the comparison chart booklet and individual plan booklets, select the health plan and option that best fits your health insurance needs. You have 60 days from the first day of employment to elect health insurance coverage. You must be on the payroll for at least one day before you are eligible for health insurance. Your health insurance will become effective the first Monday of the following pay period in which you make your election. If you decline coverage at this time or wish to change coverage at a later date, you must wait for a qualifying life event and use this form or wait until the next open season enrollment held in November of each year. Changes made during open season become effective the beginning of the first full pay period of the coming year.

[This form is only to be accessed your first day or after.]
(If you experience difficulty in opening this form, right click on the link and 'Save Target As' to save a copy to your computer rather than trying to open it directly in your browser.)

• SF 2817 - Life Insurance Election Form

Please visit the Judiciary Benefits Center to make your life insurance elections. See the Life Insurance area of this web site for links to more detailed life insurance benefits information.

Federal Employee Group Life Insurance (FEGLI) Basic Coverage is term insurance with 1/3 of the cost paid for by the Federal Government. All eligible employees are automatically enrolled in the Basic Coverage from the date of entrance on duty unless coverage is waived.

Elections must be made before the end of the first pay period of employment to not have a premium deduction. You have up to 60 days from your first day of employment to elect further options. If you do not want life insurance coverage you must log into the Judiciary Benefits Center and waive coverage.

[This form is only to be accessed your first day or after]

• SF 3102 - Designation of Beneficiary - FERS

• TSP 1 - Thrift Savings Plan Election Form

Please visit the Judiciary Benefits Center to make your TSP elections.

• TSP 1C - Catch-up Contribution Election Form

Please visit the Judiciary Benefits Center to make your TSP elections.

W-4 - Federal Employee's Withholding Certificate Form

W-4 - STATE

Please list the address where you will be residing during employment on the state tax forms.>

IL - Illinois Department of Revenue

• Illinois Withholding Tax Forms

IN - Indiana Department of Revenue

• Indiana Withholding Tax Forms

MO - Missouri Department of Revenue

• Missouri Withholding Tax Forms

WI - Wisconsin Department of Revenue

• Wisconsin Withholding Tax Forms

Health Insurance

• Explanation and Important Deadlines

FEHB elections are due 60 days from the first day of employment to receive health insurance coverage. To make your election, log into the Judiciary Benefits Center (JBC).

Important: you will need to create an account via the link below and following the prompts. [only to be accessed your first day or after]

Judiciary Benefits Center - To Elect Health Insurance Coverage

For complete FEHB information, visit: OPM (Office of Personnel Management): Health Benefits.

You must be on the payroll for at least one day before you are eligible for health insurance.

Your health insurance will become effective the first Monday of the following pay period in which your completed registration form is received.

If you decline coverage at this time or wish to change coverage at a later date, you must either experience a life event or wait until the next open season enrollment held in November of each year. During this time new enrollments and changes in plans or options are permitted. Changes made during open season become effective the beginning of the first full pay period of the coming year.

Life Insurance

• Explanation and Important Deadlines

FEGLI elections are due 60 days from your entrance on duty. To make elections, log into the Judiciary Benefits Center (JBC) on your first day.

Important: you will need to create an account via the link below and following the prompts.

Federal Judiciary Benefits Center (JBC)

Judiciary Benefits Center - To Elect Life Insurance Coverage

Federal Employee Group Life Insurance (FEGLI) Basic Coverage is term insurance with 1/3 of the cost paid for by the Federal Government. All eligible employees are automatically enrolled in the Basic Coverage from the date of entrance on duty unless coverage is waived as indicated in the general instructions.

You have up to 60 days from your first day of employment to waive basic coverage or choose further options. If you wish to elect coverage, refer to the booklet RI 76-21 for the various options available.

If you do not want life insurance coverage you must log into the Judiciary Benefits Center (JBC) and waive coverage.

• FEGLI: Federal Employees Group Life Insurance

• FEGLI handbook

• FEGLI designation of beneficiary

• JBC Website User Guide

• Life Insurance Designation of Beneficiary: SF 2823

• OPM: FEGLI

Supplemental Benefits

• Federal Judiciary Benefits Center portal (JBC)	• Federal Employees Dental and Vision Insurance Program (FEDVIP)
• Federal Judiciary Flexible Spending

Federal Employees Dental and Vision Insurance Program (FEDVIP)

The supplemental Federal Employees Dental and Vision Insurance Program (FEDVIP) is available to eligible Judicial employees, retirees, and their eligible family members on an enrollee-pay-all basis. This program allows dental and vision insurance to be purchased on a group basis which means competitive premiums and no pre-existing condition limitations. Premiums for enrolled Judicial employees will be withheld from salary on a pre-tax basis.

Employees may enroll in a dental plan and/or a vision plan. Employees may choose to enroll in a plan for Self-only, Self-Plus-One, or Self and Family coverage. Eligible family members include an enrollee's spouse and unmarried dependent children under the age of 22, or if age 22 or older, incapable of self-support. The rules for family member's eligibility are the same as they are for the FEHB program.

Please note that your employing agency is "Federal Judiciary," and that you are a "biweekly pay" employee.

Please visit the BENEFEDS website for more information and enrollment instructions.

Federal Judiciary Flexible Spending

A Flexible Spending Account (FSA) is a benefit which allows the employee to pay for a variety of out-of-pocket expenses with pre-tax money.

A Health Care Reimbursement Account (HCRA) allows the employee to set aside pre-tax dollars from their paychecks to cover eligible health care expenses not reimbursed by any medical, dental, or vision care plan.

A Dependent Care Reimbursement Account (DCRA) allows the employee to set aside pre-tax dollars from their paychecks to cover eligible dependent care expenses incurred so the employee and/or spouse can work, look for work, or attend school full-time.

The Federal Judiciary Premium Payment Plan (PPP) allows the employee to choose between having their health insurance premiums taken on a pre-tax or post-tax basis; premium amounts will be taken on a pre-tax basis unless the employee chooses otherwise.

Information on Flexible Spending Accounts will be mailed directly to the employee within 60 days of their entrance on duty. Employees are asked to inform Human Resources if they do not receive this information within the 60-day time period. Further information on this program can also be obtained from the Flexible Spending Account website at: https://judiciary.lifeatworkportal.com.

Education

• FEEA SCHOLARSHIP
(Federal Employee Education & Assistance Fund)

FEEA Scholarship (Federal Employee Education & Assistance Fund) web site

Please feel free to contact HUMAN RESOURCES with any questions.

Support

• CORPORATE CHILD CARE CENTERS		• EAP (EMPLOYEE ASSISTANCE PROGRAM)		• FECU (FEDERAL EMPLOYEES CREDIT UNION)
• FEDERAL EMPLOYEES HEALTH UNIT				• FITNESS CENTER

HUMAN RESOURCES US Court of Appeals 219 S. Dearborn Street Chicago, IL 60604 312/435-5599 Fax Number: 312/554-8674 Human_Resources_ILND@ilnd.uscourts.gov

Michelle Hennings Human Resources Director 312/435-5598 Room 1668 Michelle_Hennings@ilnd.uscourts.gov		Nicole Bianucci Human Resources Officer 312/818-6506 Room 1574 Nicole_Bianucci@ilnd.uscourts.gov

Rebecca Schmidt Human Resources Specialist 312/435-5513 Room 1574 Rebecca_Schmidt@ca7.uscourts.gov		Jennifer Kuldanek Human Resources Specialist 312/435-5530 Room 1574 Jennifer_Kuldanek@ilnd.uscourts.gov

Kathleen O’Malley ACE for Human Resources 312/435-5884 Room 1666 Kathy@ca7.uscourts.gov

EAP

	Employees Assistance Program Dirksen Federal Building 219 South Dearborn Street - 2nd Floor Chicago, IL 60604 312 / 353-5467 1-800-222-0364 [24-hour help line]
EAP:	http://www.foh4you.com/
FOH:	https://foh.psc.gov/

FECU

U.S. Federal Employees Credit Union (Chicago only)
Kluczynski Federal Building
230 South Dearborn Street - 29th Floor
Chicago, IL 60604
312 / 922-5310
http://www.usemployees.org

Fitness center

U. S. Courts Chicago Fitness Center/Gym Information

Informed Consent Agreement and Liability Waiver Form for Participation in a Physical Fitness Center

Federal Employees Health Unit (Chicago)

Occupational Health Center Medical Services
Dirksen Federal Building
219 S. Dearborn Street - 2nd Floor
Chicago, IL 60604
312 / 353-0379

Ralph H. Metcalfe Heath Center
78 West Van Buren Street
Chicago, IL 60604
312 / 886-4120

Corporate Child Care Centers

Metcalfe CCC Learning Center and Judge Joan Humphrey Lefkow Infant Center
219 S. Dearborn St., Suite 200
Chicago, IL 60604
312 / 353-6996
(for children 6 weeks to five years of age)

Joan Humphrey Lefkow Infant and Child Daycare Center
Ralph H. Metcalfe Federal Building
78 West Van Buren Street
Chicago, IL 60604
312 / 886-0834
(for children 6 weeks to five years of age)

Temporarily Closed:
Toddler Child Care
U.S. Customs Building
610 South Canal Street ( Canal & Congress)
Chicago, IL 60607
312 / 353-8686

Leave

ANNUAL LEAVE

FEFFLA

FMLA

HOLIDAYS

LEAVE CHART

SICK LEAVE

• Holidays

11 Paid Holidays Per year

New Years Day	Labor Day
Birthday of Martin Luther King, Jr	Columbus Day
Birthday of George Washington	Veteran's Day
Memorial Day	Thanksgiving Day
Juneteenth National Independence Day	Christmas Day
Independence Day

A N N U A L L E A V E

• Leave Accrual Chart

Employees accrue annual (vacation) leave on a graduated basis according to their total years of federal service (civilian and military). Full time employees earn annual leave as follows:

YEARS OF SERVICE	AMOUNT OF ANNUAL LEAVE EARNED EACH FULL BI-WEEKLY PAY PERIOD
up to 3	4 hours (a total of 104 hours or 13 days per year)
3 to 15	6 hours - except that the accrual rate for the last full bi-weekly pay period in the calendar year is 10 hours (total of 160 hours or 20 days per year)
15 and over	8 hours (a total of 208 hours or 26 days per year)

• Sick Leave, Federal Employees Family Friendly Leave Act and Family and Medical Leave Act(FMLA and FEFFLA).

S I C K L E A V E

Full time employees accrue four hours of sick leave for each full bi-weekly pay period, for a total of 104 hours or 13 days of sick leave per year. Sick leave balances may be carried over from year to year with no limit.

Following are listed the three categories for which employees can use their accumulated sick leave:

1. Employees Own Use

Sick leave is granted to employees for their absences relating to illness or medical care. Sick leave may be used under the following circumstances: when an employee is incapacitated for the performance of duty because of sickness, injury or pregnancy and confinement (the normal post delivery recovery period consists of six weeks from date of delivery); for medical, dental or optical examinations or treatments. An employee may also use sick leave for purposes related to the adoption of a child.

2. Federal Employees Family Friendly Leave Act (FEFFLA)

Under the Federal Employee Family Friendly Leave Act a covered full-time employee may use 104 hours (13 workdays) of sick leave each leave year for this purpose. Part-time employees and employees with uncommon tours of duty are also covered, and the amount of sick leave permitted for family care and bereavement purposes is pro-rated in proportion to the average number of hours of work in the employee’s scheduled tour of duty each week. This rule does not apply to an employee requesting to become a leave recipient under the Voluntary Leave Sharing Program.

Sick leave under FEFFLA may be used for one or more of the following reasons:

•	To provide care for or attend to a family member who has an illness, injury or condition which, if the employee had such a condition, would justify the use of sick leave by the employee (i.e., including physical or mental illness, injury, pregnancy, childbirth or medical, dental or optical examination or treatment); or
•	For purposes relating to the death of a family member, including absence due to the need to make arrangements for or attend a funeral or memorial service.

The definition of family member for the purposes of FEFFLA is:

1.	spouse and parents thereof;
2.	sons and daughters, and spouses thereof;
3.	parents and spouses thereof;
4.	brothers and sisters, and spouses thereof;
5.	grandparents and grandchildren, and spouses thereof;
6.	domestic partner and parents thereof, including domestic partners of any individual in paragraphs (2) through (5) of this definition; and
7.	any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.

An employee may not use FEFFLA unless approved by his/her appointing officer. Sick leave taken under FEFFLA should be clearly indicated on the appropriate Leave Form. If an employee has already used 12 weeks of sick leave to care for a family member with a serious health condition he or she cannot use an additional 13 days in the same leave year for general family care purposes. An employee is entitled to a total of 12 weeks of sick leave each year for all family care purposes.

3. Sick Leave to Care for a Family Member With a Serious Health Condition

Most federal employees may use a total of up to 12 administrative work weeks of earned sick leave each leave year to care for a family member with a serious health condition. (Part time employee amounts will be pro-rated.) If an employee previously has used any portion of the 13 days of sick leave for general family care or bereavement purposes in a leave year (see FEFFLA), that amount must be subtracted from the 12-week entitlement. An employee is entitled to a total of 12 weeks of sick leave each year for all family care purposes.

Family member means an individual with any of the following relationships to the employee:

1.	spouse and parents thereof;
2.	sons and daughters, and spouses thereof;
3.	parents and spouses thereof;
4.	brothers and sisters, and spouses thereof;
5.	grandparents and grandchildren, and spouses thereof;
6.	domestic partner and parents thereof, including domestic partners of any individual in paragraphs (2) through (5) of this definition; and
7.	any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship

“Serious Health Condition” has the same meaning as used in FMLA: “a physical and/or mental condition or illness that requires continuing treatment by, or under the supervision of, a health care provider and requires an employee to be absent from work on a recurring basis or for more than a few days. It includes treatment for a serious chronic health condition that, if left untreated, would likely result in an absence from work, school, or regular daily activities of more than 3 calendar days.”

Medical certification verifying the family member’s serious health condition may be required by your appointing officer and, if so, should be provided in a timely manner. The certification should verify that 1) the family member requires psychological comfort and/or physical care, 2) the family member would benefit from the employee’s care or presence and 3) the employee is needed to care for the family member for a specified period of time. Sick leave taken under this category should be clearly stated on the appropriate Leave Form.

FAMILY AND MEDICAL LEAVE ACT (F M L A)

Under the Family and Medical Leave Act, an employee who has at least 12 months of federal service and whose term of appointment is greater than one year, is entitled to a total of 12 weeks of unpaid leave during any 12-month period for one or more of the following reasons: (For part-time employees, a week of unpaid leave consists of the number of hours equal to the number of hours in their regularly scheduled tour of duty work week.)

•	The birth of a son or daughter and the care of the child*
•	The placement of a son or daughter with the employee for adoption or foster care*
•	The care of a spouse, son, daughter, or parent of the employee, if the spouse, son, daughter, or parent has a serious health condition; or
•	A serious health condition affecting the employee that makes the employee unable to perform the essential functions of his/her position.

A serious health condition is defined as a physical and/or mental condition or illness that requires continuing treatment by, or under the supervision of, a health care provider and requires an employee to be absent from work on a recurring basis or for more than a few days. It includes treatment for a serious chronic health condition that, if left untreated, would likely result in an absence from work, school, or regular daily activities of more than 3 calendar days.

Since the entitlement under FMLA is for unpaid leave, any LWOP taken beyond 80 hours within a single leave year may result in a postponement of step increases and loss of annual and sick leave accruals.

Leave for birth or adoption purposes shall not be taken intermittently or on a reduced leave schedule unless the employee and the appointing officer agree to do so. Leave for the care of oneself or of a family member with a serious health condition may be taken intermittently or on a reduced leave schedule when medically necessary.

When the need for leave is foreseeable, the employee must provide notice in writing of their intention to invoke FMLA to his/her appointing officer, not less than 30 days prior to the date the leave is to begin. In an emergency situation such request must be made as soon as possible. Not giving proper notice may result in the postponement of taking FMLA leave. An employee may take only the amount of family and medical leave that is necessary to manage the circumstances that prompted the need for leave.

An employee may use annual or sick leave in addition to the FMLA entitlement to 12 workweeks of unpaid leave. An employee may elect to substitute annual leave and/or sick leave consistent with current laws and regulations for using annual and sick leave, for any unpaid leave under the FMLA. (The amount of sick leave that may be used to care for a family member is limited. See Sick Leave to Care for a Family Member with a Serious Health Condition). Leave under FMLA may also be taken in conjunction with leave made available to an employee under the Voluntary Leave Sharing Program. The employee should notify their appointing officer in advance of his/her intent to substitute paid time.

A medical certificate issued by a health care provider may be required by your appointing officer and, if so, should be provided in a timely manner. The U.S. Department of Labor form WH-380 “Certification of Health Care Provider” may be used for this purpose and is available in the Human Resources Office. If specific medical information is required it will be communicated to the employee. The Family and Medical Leave Act allows the appointing officer to require medical certification from a second health care provider if the agency doubts the validity of the original medical certification.

Leave time taken under FMLA, including LWOP, should be clearly stated under the appropriate section of the leave form.

Federal Employee Health Benefits (FEHB) coverage is continued for an employee on unpaid leave in connection with FMLA. Arrangements will be made for the employee to pay the bi-weekly premiums. With prior approval, payments may be deferred until the employee returns to work.

*Federal Employee Paid Leave Act

The act provides 12 administrative workweeks of paid parental leave in connection with the birth, adoption, or foster care placement of a child for employees covered by the Family and Medical Leave Act (FMLA) provisions. Paid parental leave only arises under FMLA, it is not a stand-alone leave entitlement. Paid parental leave is substituted for unpaid FMLA leave and is available only during the 12-month period following the birth or placement.

Paid parental leave may be used only during the 12-month period following the birth or placement. There are no carryover provisions for any unused paid parental leave. An employee may not be paid for unused or expired paid parental leave.

Paid parental leave is available as long as an employee has a continuing parental role in connection with the child whose birth or placement was the basis for the leave entitlement.

Use of paid parental leave is reserved for periods when an employee is acting in a parental role and engaged in activities directly related to the care of the child whose birth or placement triggered the leave entitlement. Using paid parental leave for these purposes supports the objective of increased parent-child bonding.

An employee is not required to use annual leave or sick leave before requesting paid parental leave.

Prior to using paid parental leave, an employee is required to enter into a written service agreement to work for the agency for 12 weeks after the day on which paid parental leave concludes, which day is:

•

the workday on which an employee finishes using the 12 workweeks of paid parental leave; or

•

if the employee uses less than 12 workweeks of paid parental leave during the 12-month period following the birth or placement, the last workday on which the employee used paid parental leave in connection with the given child.

Any periods of work between intermittent uses of paid parental leave do not count toward completion of the 12-week work obligation. The work obligation is met by performing work after use of paid parental leave concludes.

The 12-week work obligation is statutorily fixed and applies regardless of the actual amount of leave used (i.e., an employee who uses less than 12 weeks of paid parental leave would still be obligated to work 12 weeks.

The work obligation refers to a period during which the employee is in a duty status. Any periods of paid or unpaid leave or time off, or other periods of non-duty status (e.g., furlough or AWOL) will not count toward the 12-week work obligation.

The service agreement will note the possible need to provide a reimbursement to the applicable employing agency if an employee fails to meet the required work obligation; however, that reimbursement requirement cannot be applied in certain circumstances and the agency may choose to not apply it in other circumstances.

Reimbursement of Agency Costs for Health Insurance

Failure to complete the 12-week work obligation may result in an employee being required to make a reimbursement to the agency that employed the employee during use of paid parental leave.

The determination to impose the reimbursement is at the agency’s sole and exclusive discretion, unless a waiver is required by statute and regulation.

The reimbursement is equal to the total amount of any government contribution the agency paid to maintain the employee’s health insurance coverage under the Federal Employees Health Benefits Program during the period that paid parental leave was used.

If the agency determines that reimbursement must be made, it must seek collection of the full amount. There is no authority for a partial waiver of the amount owed.

An agency may not require the reimbursement (i.e., mandatory waiver) if the agency determines that the employee is unable to return to work for the 12 weeks because of:

•	the continuation, recurrence, or onset of a serious health condition (including mental health) of the employee or the child whose birth or placement was the basis for the paid parental leave, but, in the case of the employee’s serious health condition, only if the condition is related to the applicable birth or placement; or
•	any other circumstance beyond the employee’s control.

Before an agency makes a determination regarding whether to impose or waive the reimbursement, it may require supporting certification by a healthcare provider if:

•	the employee claims a serious health condition (of the employee or the child whose birth or placement entitled the employee to paid parental leave) makes him or her unable to fulfill the necessary work requirement; or
•	another individual’s health condition prevents the employee’s fulfillment of the work requirement.

Employee Transfer

If an employee transfers between agencies while using paid parental leave in connection with a birth or placement, the work obligation will be owed to the agency employing the employee at the time use of paid parental leave concludes. That agency will be responsible for documenting whether the employee fulfills the work obligation.

Each agency that incurred costs for the employee’s health insurance during use of paid parental leave will make its own determination about whether to apply the reimbursement requirement.

Multiple Birth/Placement Events

If an employee has multiple children born or placed on the same day, the multiple-child birth/placement event is considered to be a single event that initiates a single entitlement of up to 12 weeks of paid parental leave.

If an employee has one or more children born or placed during the 12-month period following the date of an earlier birth or placement of a child of the employee, each event will generate a 12- week leave entitlement to be used during the 12-month period following birth/placement; however, any use of paid parental leave during an overlap period (i.e., period contained within more than one 12-month period following birth/placement) will count toward the 12-week limit for each birth/placement involved. In other words, usage of paid parental leave may count toward multiple 12-week limits to the extent that there are simultaneously in effect multiple ongoing 12-month periods beginning on the date of an applicable birth/placement.

Care for a Covered Service Member

Under 5 USC § 6382 (a) (3), an employee who is the spouse, son, daughter, parent or next of kin of a covered service member with a serious injury or illness is entitled to a total of 26 administrative workweeks of unpaid leave during a single 12-month period to care for the service member. An employee may elect to substitute any accrued or accumulated annual or sick leave for any part of the 26-week period of unpaid leave. During the single 12-month period described by this paragraph, an employee is entitled to a combined total of 26 administrative workweeks of leave.

1.	Covered service member means a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in an outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.
2.	Serious injury or illness means an injury or illness incurred by the member in line of duty on active duty that may render the member medically unfit to perform the duties of the member’s office, grade, rank or rating.
3.	Active duty means duty under a call or order to active duty under a provision of law referred to in 10 USC § 101 (a) (13) (B).

• An informative and interactive FMLA tutorial for employees is available on the J-NET under Human Resources.

RETIREMENT BENEFITS - Permanent Employees Only

FERS

CSRS

TSP

• Retirement Information (OPM): https://www.opm.gov/retirement-services/

• FERS (Federal Employees Retirement System)

The Federal Employees Retirement System (FERS) is a three-tiered retirement plan and covers most federal employees hired after 1984. The three components are Social Security, the Basic Benefit Plan and the Thrift Savings Plan (TSP). You pay full Social Security taxes and a small contribution to the Basic Benefit Plan.

In addition, your agency puts an amount equal to 1% of your basic pay each pay period into your TSP account. You are also able to make tax-deferred contributions to the TSP and a portion of that amount is matched by the Government.

The three components of FERS work together to give you a strong financial foundation for your retirement years. Benefits are generally available upon retirement at age 60 with 20 years of service or at an earlier age with 30 years of service. Reduced benefits may be available with fewer years of service.

• CSRS (Civil Service Retirement System)

The Civil Service Retirement System (CSRS) was established in 1920 as a comprehensive system of entitlements granting Federal workers a full range of pension benefits. Most Federal employees hired prior to 1984 are covered by CSRS.

Employees who did not elect FERS coverage and who have no breaks in service since 1/1/84, remain covered by CSRS. Most CSRS employees contribute 7% of base pay towards retirement and are excluded from Social Security taxes. CSRS employees may contribute a limited amount of their base pay toward the TSP, but receive no matching government contribution.

• OPM Retirement Resource Information

• Pamphlets (available at:
https://www.opm.gov/retirement-services/publications-forms/pamphlets/#url=Overview)

• CSRS Designation of Beneficiary - form sf 2808

• FERS Designation of Beneficiary - form sf 3102

•TSP (Thrift Savings Plan) (401k)

The Thrift Savings Plan (TSP) is a retirement savings and investment plan for Federal employees, similar to “401(k)” plans available to many private sector employees. The TSP exists to provide you an opportunity to participate in a long-term retirement savings and investment plan.

New employees are automatically enrolled in the TSP. The amount of your automatic contribution to the TSP each pay period is 5% of your basic pay. These contributions are deducted from your pay and are tax-deferred for Federal and, in most cases, state income tax purposes. In addition, the Judiciary will deposit Agency Matching Contributions equal to your 4% contribution. You will also receive an Agency Automatic Contribution equal to 1% of your basic pay. Between your contributions and the Judiciary’s contributions, the equivalent of 10% of your basic pay will be deposited into your TSP account each pay period.

Please visit the Judiciary Benefits Center to make your TSP elections and catch-up contributions (for all active participants turning age 50 or over). Please visit the TSP website for more information.

You may elect to increase, decrease, or stop your contributions to your TSP account at any time. Please visit the TSP website for more information. Feel free to contact HR with any questions.

• TSP Booklet

• TSP Forms and Publications

• Judiciary Benefits Center

• TSP website

for the Seventh Circuit