National Guard Bureau

Title 5

Administrative Furlough Guidance

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26 Apr – Start of initial 

furlough 

Title 5 Employees Administrative Furlough Update

18 Mar 13

22 Mar – Issue proposed furlough notices through chains of command 

27 Feb - Unions notified, negotiations being finalized

28 Mar – Baseline exception request due to NG-J1-JC (emerging 

circumstances addressed on an as needed basis)

NG-J1-JC

21 Mar - Set Final NGB Implementation details as needed from last minute Army/Air 

policy. Title 5 “TOWNHALLS” with Q&A @ ANGRC and AHS1

29 Mar – Employee furlough replies, if any, due to 

Deciding Official 

5 Apr – Office coverage schedules due to J, A, 

and G staff principals 

12 Apr – Decision letters due back to 

employees 

26 Apr – Tracking of furloughed

employees 

20 Mar – Issue NGB T5 Guidance Memo to leadership
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Estimated Furlough Timelines

• Congressional notification – 20 Feb 13

• Union notification – 27 Feb 13

– Union bargaining required — responses vary

• Signed proposal letter on furlough given to employees 

– At least 30-day notice – 22-26 Mar 2013

– Email, hand-delivered or certified mail

– Letter will outline reply procedures 

– Employee has 7 days, unless otherwise specified by bargaining 

unit status, to submit matters in reply to deciding official

• Signed furlough decision letter given to employees- 12 Apr 2013

– Effective date of furlough – 26 April

– Email, hand-delivered or certified mail

Scheduling of furlough days is subject to local bargaining 

requirements
Impact to Employee Work Schedule 

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• Standard Furlough Timing Requirement: 

– Full-time employees:

• 2 work days or 16 hours each pay period

– Part-time employees:

• Hours required will be pro-rated according to the specific work 

schedule

• With Directorate level approval, supervisors may determine 

deviations from standard furlough (scheduling of furlough 

days is subject to local bargaining)

• Employees in short or long-term training are subject to 

furlough unless specifically excepted
Impact to Employee Work Schedule (cont)

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• Alternative work schedules (AWS) and telework may be 

modified or suspended due to mission needs

• Overtime and compensatory time-off is not permitted to make 

up lost time or lost pay 

• Employee may not work to earn credit hours during hours 

and/or days designed as furlough time off

• Legally prohibited from volunteering to work during furlough 

time (work on furlough day may result in disciplinary action 

against supervisor and employee) 
Impact to Employee Work Schedule (cont)

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• May not transfer inherently governmental work to 

contractors

• Employees are not furloughed solely on a holiday

– 27 May 13 (Memorial Day - Monday)

– 4 July 13 (Independence Day - Thursday)

– 2 Sep 13 (Labor Day - Monday)

• Suggest avoiding furlough days both before and after a 

holiday due to loss of paid holiday
Other Important Facts

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• Can furloughed civilians be paid retroactively? 

– There is no provision for employees to receive retroactive 

compensation at this time. Employees should not plan to 

receive retroactive compensation 

• Are furloughed employees entitled to severance pay? 

– No. Because furloughed employees are not separated from 

Federal service, they are not entitled to severance pay 

• Are employees eligible for unemployment compensation? 

– Maybe based upon individual state government—

requirements differ by State

– Website: 

http://workforcesecurity.doleta.gov/unemploy/unemcom

p.asp
Other Important Facts (cont) 

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• Pay – Up to 20% reduction in base & locality pay through end 

of FY 13

– May have insufficient pay to cover employee deductions 

(refer to Order of Precedence for deduction, 

http://www.servicelocator.org/OWSLinks.asp)

• Leave – After each segment of 80 furlough hours, annual and 

sick leave are not earned in that pay period 
What Benefits Coverage & Entitlements

Continue?

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• Generally, furlough time off is treated like 

Leave Without Pay (LWOP) for benefit purposes

– Detailed benefits guidance can be found at: 

http://www.afpc.af.mil/shared/media/docu

ment/AFD-110301-009.pdf or 

https://www.abc.army.mil/

• Federal Employees’ Group Life Insurance 

(FEGLI) (reduced salary equals reduced 

coverage & premiums)

• Federal Employees’ Health Benefits (FEHB) 

(premiums do not change if reduced salary)
What Benefits Coverage & Entitlements

Continue?

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• Federal Employees’ Dental and Vision 

Insurance Program (FEDVIP) 

– Premiums do not change if reduced salary

– After two consecutive pay periods of 

nonpayment, BENEFEDS will bill employee 

direct

• Federal Long Term Care Insurance Program 

(FLTCIP)

– Premiums do not change if reduced salary

– After three consecutive pay periods of non 

payment, contractor will bill employee direct
What Benefits Coverage & Entitlements

Continue?

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• Federal Flexible Spending Accounts (FSAFEDS) (if adjusted 

salary sufficient to cover contributions)

– Reimbursements continue for eligible health care 

expenses if allotment is withheld

– If health care allotments are not withheld, employee 

remains enrolled, but eligible expenses will not be 

reimbursed until allotments are successfully restarted 

– Reimbursement continues for eligible dependent care 

expenses if allotment is withheld

– If allotments are not withheld, allotments are recalculated 

over the remaining pay periods to match the employee’s 

annual elected amount
What Benefits Coverage & Entitlements

Continue?

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• Thrift Savings Plan (TSP)

– If elected a percentage of basic pay, contribution will be 

based on the reduced basic pay earned

– If elected a whole dollar amount, the amount will be 

withheld

– Loan payments will be withheld providing sufficient salary 

is available; loans are not in default until the employee 

has missed more than 21⁄2 payments 

(https://www.tsp.gov/PDF/formspubs/oc95-4.pdf)
Information Sources

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• Directors will provide more details on organizational impact

• We will post all information and links to relevant websites to the NGB 

website to give you a one-stop location for information

– www.nationalguard.mil

– This site will be updated with new information as it becomes available

– FAQ page with your questions answered

• We will host more town halls as necessary

• Civilian resources available

– Federal Employee Education and Assistance Fund (www.feea.org)

– Air Force Aid Society (eligibility restricted)

– Employee Assistance Program (as available), 1-800-222-0364 or 

www.FOH.DHHS.gov

– Army Emergency Relief Fund (eligibility restricted)

Throughout this process we will provide you with 

candid, credible and constant communication 
POC for Concerns/Inquiries

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Joint Civilian Personnel Office of CNGB

Ms Brenda Lindley Joint Staff

Chief, Joint Civilian Personnel

Office of Human Resources ANG

Ms Caren Foard

Director, Human Resources

Human Capital Management Division ARNG

Mr Steve Uehling

Deputy Chief, Human Capital Management Division
Questions?

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