United States 

Office of 

Personnel Management 

The Federal Government’s Human Resources Agency

Benefits Administration Letter

 

Number: 14-210 Date: October 20, 2014

Subject: Federal Employees Health Benefits (FEHB) Program Modification of 

Eligibility to Certain Employees on Temporary Appointments and 

Certain Employees on Seasonal and Intermittent Schedules 

Background 

To further the goal of providing affordable health insurance to Federal employees, the 

United States Office of Personnel Management (OPM) has issued a final rule modifying 

coverage under the Federal Employees Health Benefits (FEHB) Program to include 

certain temporary, seasonal, and intermittent employees who are identified as full-time 

employees. This regulation makes FEHB coverage available to these newly eligible 

employees no later than January 2015. 

This regulatory modification of eligibility is intended to ensure, to the greatest extent 

practicable, that full-time employees, within the meaning of section 4980H of the Internal 

Revenue Code (IRC) and Treasury regulations thereunder (79 FR 8544, February 12, 

2014) are eligible to enroll in FEHB. Under this regulation, a full-time employee is 

defined as an employee who is employed on average 130 hours in a calendar month. 

The final regulation is available here: 

http://www.gpo.gov/fdsys/pkg/FR-2014-10-17/pdf/2014-24652.pdf 

Prior to this final regulation, most employees on temporary appointments became eligible 

for FEHB coverage after completing one year of current continuous employment and, 

once eligible, did not receive an employer contribution to premium. Employees working 

on seasonal schedules for less than six months in a year and those working intermittent 

schedules were excluded regardless of the work hours for which they were expected to be 

scheduled. Some limited exceptions were made to these exclusions for temporary 

firefighters and emergency response workers in 2012 in 5 CFR 890.102(h) and (i). 

Under this final regulation, employees on temporary appointments, employees on 

seasonal schedules who will be working a schedule of less than six months per year, and 

intermittent employees who are expected to work 130 hours per month or more for at 

least 90 days will be eligible to enroll in an FEHB plan. These newly eligible employees 

will receive the same government contribution as full-time permanent employees. 
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Those temporary employees working for 12 consecutive months who are already eligible 

to enroll in the FEHB Program and who are expected to work for 130 hours per month 

for at least 90 days will now be eligible to receive a full employer contribution toward the 

FEHB premium.

This final rule follows a notice of proposed rulemaking published July 29, 2014. During 

the 30 day comment period for that proposed rule we received questions from Federal 

agencies and shared service providers. Many of those questions were addressed in the 

preamble to the final rule. Please review the final rule carefully in case your question is 

not addressed here. 

Additional information

We have included with this letter an informational Q&A that will help agencies as they 

implement this FEHB modification. Please distribute this information promptly to 

agency staff that may need it.

For questions about the FEHB Program and this regulation, please contact Marguerite 

Martel, Senior Policy Analyst at 202-606-0004 or email at Marguerite.Martel@opm.gov. 

Agency headquarters offices may also send questions concerning interpretation and 

technical guidance on FEHB law, regulations and policy to fehb@opm.gov. Agency 

field offices should contact their headquarters. 

Employees should direct questions to their Human Resources Office.

Sincerely,

John O’ Brien

Director

Healthcare and Insurance
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Operational Questions and Answers for Implementing the FEHB 

Eligibility Modification

When can newly eligible employees enroll and when are they effective?

Enrollments for newly eligible employees will be accepted during a 60 day period after 

the employing office notifies employees of their eligibility to enroll in a FEHB health 

plan. Coverage will become effective as provided for by 5 C.F.R. 890.301 (the first day 

of the first pay period that begins after the date the employing office receives an 

appropriate request and that follows a pay period during any part of which the employee 

is in pay status). Employing offices should determine eligibility of existing temporary, 

seasonal, and intermittent employees, and upon determining eligibility, promptly offer 

employees an opportunity to enroll in the FEHB Program so that coverage becomes 

effective no later than January 2015. Employing offices will continue to determine 

eligibility of individuals first employed after the effective date of this regulation.

How will eligible employees be identified?

Employing agencies will be responsible for identifying newly eligible employees, as they 

are now. Employing agencies will work with their HR and payroll providers to correctly 

identify newly eligible temporary, seasonal, and intermittent employees, record their 

selection of FEHB coverage and withhold the employee share of premium from wages. 

What happens if employees originally expected to meet the criteria for 

enrollment work fewer hours?

Employing agencies must make a prospective determination at time of hire, or at the time 

the rule becomes effective, about whether a newly eligible temporary, seasonal, or 

intermittent employee is likely to meet the criteria to be included in the eligibility

modification. Employing agencies do not have to report to OPM about how that 

determination is made. If the employing agency determines that the individual is eligible, 

but that employee actually works fewer hours, coverage cannot be rescinded based on

actual hours worked. For this reason, OPM expects that agencies will use their best 

judgment in extending benefits to temporary, seasonal, and intermittent employees. 

What happens if a full-time employee is expected to work for fewer than 

90 days, but the employee actually works for 90 days or more? 

A full-time employee who is expected to work for fewer than 90 days is considered to be 

in a 90 day waiting period and no offer of FEHB coverage should be made. If the 

expectation changes, that employee should be notified by the employing office and given 

an opportunity to enroll promptly, but no later than the 91st day of employment. FEHB 

coverage would be prospective, as it is in most circumstances, rather than retroactive to 

the first day of employment. 
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What is the earliest date a newly eligible employee could get coverage?

The effective date of this rule is November 17, 2014. Employing agencies should be 

prepared to offer coverage at that time. This final rule is being published now so that 

newly eligible full-time temporary, seasonal, and intermittent employees can be enrolled 

no later than January 2015. 

Will the employing agency pay the same government contribution to 

premium as for other FEHB enrollees? 

Eligible full-time temporary, seasonal, and intermittent employees will receive a full 

government contribution to premium. The Part Time Career Act allows agencies to prorate the government contribution for certain employees working between 16 and 32 hours 

per week. However, the Part Time Career Act specifically excludes temporary and 

intermittent employees. As such, employing agencies are not authorized to pay a prorated premium for any temporary or intermittent employees. 

Do employing agencies have to count work hours for each employee 

during a calendar month?

To implement this FEHB eligibility modification, employing agencies must make a 

prospective determination about how many hours each temporary, seasonal, and 

intermittent employee is expected to work and about whether the employee is expected to 

work for at least 90 days. That prospective determination is an estimate of the hours that 

the employee will work, rather than an actual count of hours worked. 

Can employing agencies use a pay-period based timekeeping system 

rather than a calendar month based system?

OPM expects that agencies will continue to use their pay-period based timekeeping 

systems. There is no requirement that agencies or shared service providers use a calendar 

month based timekeeping system in order to make the prospective determination about 

full-time status of newly eligible employees. The final rule references calendar month 

hours so that the rule’s definition of full-time is consistent with the definition in the IRS

regulations. 

Do the same rules apply regarding break-in-service, continuity of 

coverage, and non-pay status for newly eligible employees as for those 

who were already eligible to participate in FEHB?

Generally, all the same rules about break-in-service, continuity of coverage, and non-pay 

status would apply for these newly eligible employees as for all other employees. 
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Will OPM issue a new form 2809?

OPM is reviewing all forms and may make changes to forms and instructions in the 

future. Agencies can continue to use the current form 2809 to record new FEHB 

enrollments. 

Should agencies identify those already on the payroll that now qualify 

for enrollment?

Yes, agencies should review employment records and determine which temporary, 

seasonal, and intermittent employees qualify for an offer of FEHB coverage. Agencies 

should make an offer of coverage promptly so that coverage can be effective no later than 

January 2015. 

Which agencies are eligible to request the waiver described in 

paragraph (k)?

Generally, Federal agencies would not qualify for a waiver and must take steps to 

implement the eligibility modification. Employers of employees not identified at 5 

U.S.C. 8901(1)(A) may request a waiver. Tribal employers may notify the Director in 

writing if they choose not to apply this eligibility modification.