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By Reg Jones

RIF preference

December 7th, 2011 | Reductions in force

Q: The CPAC people at my organization are unhelpful and
unknowledgable. My SF-50 does not reflect my 70 percent disability for
veterans preference for a reduction in force. I have brought the
paperwork in but was told I was not hired under veterans preference and
don’t qualify because I retired with more than 20 years from the Army. They say if I had not retired, then I would be eligible, but refuse to give me the source of that rule.

A: Based on what you’ve written, your agency is probably right. You’ll find the information needed to confirm or rebut their decision at www.opm.gov/staffing/Portal/vetguide.asp#2Why.

Tags: military service, RETIREMENT

FedLine Home | Permalink | December 7th, 2011

Comments

De-Mac Says:
December 15th, 2011 at 12:29 am
Veterans’ Preference is governed by 5 U.S.C 2108 and 5 CFR Part 211. Veterans’ Claim for Preference is base on eligibility for or receipt of compensation from the Veterans Affairs or disability retirement from a Service Department for a 10% or more service-connected disability. See Standard Form 15. Also, Veterans Affairs Regional Office may provide a certificate for you to use in establishing Civil Service Preference.
Edward Says:
May 8th, 2012 at 2:13 pm
What OPM says about RIF Veterans Preference:
Q. If our agency has “frozen” personnel actions and issued Reduction In Force notices but the Reduction In Force effective date has not yet arrived, how can we account for any changes in Veterans’ preference status?

A. Regardless of where you are in the process of carrying out the Reduction In Force, you must correct the Veterans’ preference of employees who will now be eligible as a result of the statute. Veterans’ preference cannot be “frozen” like qualifications or performance appraisals–it must be corrected right up until the day of the Reduction In Force. If a change in preference results in a different outcome for one or more employees, amended Reduction In Force notices must be issued. If such a change results in a worse offer, the affected employee must be given a full 60/120 day notice period required by regulation. This may require the agency to use a temporary exception to keep one or more employees on the rolls past the Reduction In Force effective date in order to meet this obligation.