What if an employee is not separated through RIF but instead experiences a change to lower grade as a result of RIF procedures. Do grade and pay retention provisions apply?
Grade and pay retention apply in certain situations when an employee is demoted through no fault of his/her own. For example, if an employee’s position is abolished by virtue of being converted to a private sector contractor or the MEO, and that employee is placed in a lower graded position through RIF procedures, then grade retention would apply as long as the employee had served the 52 consecutive weeks (or more) at a grade level higher than the grade to which the employee was demoted.
Grade and pay retention apply in certain situations when an employee is demoted through no fault of his/her own. For example, if an employee’s position is abolished by virtue of being converted to a private sector contractor or an MEO that is not “status quo” (i.e. the MEO proposes changes to the existing organization and positions to make the organization more efficient and more competitive), and that employee is placed in a lower graded position through RIF procedures, (see Question 21) then grade retention would apply as long as the employee had served 52 consecutive weeks (or more) at a grade level higher than the grade to which the employee was demoted.
Related Questions
- What if an employee is not separated through RIF but instead experiences a change to lower grade as a result of RIF procedures. Do grade and pay retention provisions apply?
- What are an employees JTR entitlements/options when separated by RIF (and enrolled in the PPP program) at an OCONUS activity?
- If an employee is reclassified to a lower pay grade, is their salary decreased?
