Other Time

Other time includes all hours of nonpay status (absence without pay (AWOP)), compensatory time worked, credit hours earned, and/or the hours of base pay for which the employee is entitled to COLA or post differential. A total of four lines of other time data may be entered on a regular or continued T&A. Up to four lines of other time may be entered on each half of a split T&A.

Note: If other time being entered exceeds the number of entries allowed, TINQ should be used to enter leave data.

Nonpay Status

Nonpay status includes LWOP, LWOP-US (LWOP for military purposes), AWOL, suspension, and furlough. All nonpay time except LWOP-US affects the employee’s service credit toward leave, retirement, reduction in force, time toward within-grade increases, career tenure, and completion of probationary periods. All types of nonpay time affect the employee’s reduction of accruals of annual and sick leave.

The total time recorded as nonpay status, or in combination with regular time in pay status, cannot exceed the basic workweek unless the employee works to fill in the nonpay status by performing overtime work or additional base hours.

Note: When overtime or additional base hours are worked to fill in the basic workweek, the actual hours of nonpay status must be reported. See TC 01 for more information.

Compensatory Time

Recording Accounting Data

Compensatory time is irregular or occasional overtime worked for which the employee is required or has elected to take time off in lieu of receiving overtime pay. TCs for compensatory time are used to record the hours earned and used.

Credit Hours

Credit hours are hours of work performed in excess of the employee’s basic work requirement and which the employee elects to work so as to vary the length of a workday or a workweek. Employees on certain AWS are authorized to earn credit hours. The employee is not, however, paid for these hours until they are used via the T&A or the employee is separated or transferred to an Agency which does not allow the use of credit hours. The Agency’s HR policy representative should be contacted for specific applicability.

Allowances and Differentials

Allowances and differentials are special pay entitlements for which certain employees are eligible. Examples include night differential, COLAs, and environmental differential. These special pay entitlements are recorded on a T&A using specific prefix/TC/suffix combinations. Several major categories are listed below; however, for a complete list of TCs used for recording allowances and differentials, see Appendix A. Transaction Code Table.

Cost-of-Living Allowance

A COLA is a special pay entitlement for an employee whose duty station is in a high cost-of-living area. Entitlement to a COLA must be established in the database by processing a personnel action. Payment of the allowance begins and ends, based on data reported on the T&A. Payment for COLA will be charged against the same accounting data used for regular time.

TCs for COLAs are used to start and stop these payments and to record the hours for which the allowance is to be applied.

Night Differential

Night differential is a special pay entitlement for a GS employee who works between the hours of 6 p.m. and 6 a.m. during the regularly scheduled basic hour of duty.

Post Differential

Post differential is a special pay entitlement provided an employee who is assigned to a designated duty station. Entitlement to post differential must be established in the database by processing a personnel action. Payment for post differential begins and ends based on data reported on the T&A. Payment for post differential will be charged against the same accounting data used for regular time.

TCs for post differential are used to start and stop these payments and to record the hours for which the differential is to be applied.

Environmental Differential

An environmental differential is paid to all FWS employees (full time, part time, or intermittent) who are exposed to hazardous or defined working conditions or physical hardships which were not taken into consideration in the job-grading process. OPM provides a list of duties which entitles the employee to environmental differential. Supervisors should inform timekeepers if employees are entitled to environmental differential.

The environmental pay differentials are stated as percentage amounts for the various categories of exposures. Valid values are 04, 08, 15, 20, 25, 50, 97, 98, or 99. The amount of the differential which is payable is determined by multiplying the percentage rate authorized for a particular exposure by the second rate for Wage Grade (WG)-10 on the regular, non-supervisory wage schedule for the coordinated FWS area.

Complete this field if the employee is entitled to environmental differential on an actual exposure basis. Enter one of the valid values. Enter 99 for 100 percent.

Note: A minimum of 1 hour must be reported on a T&A. For specific regulatory information, refer to 5 CFR 532.511