FAQ: Benefits

When you have paid your TSP loan in full, The TSP Service Office will automatically inform the Defense Finance and Accounting Service (DFAS), our payroll provider. Typically the payments should terminate within 2 pay periods. If payments associated with your TSP Loan have not terminated after 2 pay periods, please call the Retirement and Employee Benefits Branch at 301-496-2404.
 

Your timekeeper may audit your record and determine that your pay must be adjusted.  The timekeeper may complete Form 411A Pay Error Notice to correct issues with your pay.  This process is your timekeeper’s responsibility; direct any questions you may have to him/her.

Your timekeeper may audit your record and determine that your Leave and Earnings Statement must be adjusted.  The timekeeper may complete Form 411B Leave Error Notice to correct issues with your leave balance.  This process is your timekeeper’s responsibility; direct any questions you may have to him/her.

When you transfer to NIH from another Government agency, the staff in the Client Services Division (CSD) requests your SF-1150 (Record of Leave Data). Upon receipt of the SF-1150, the staff in the Client Services Division of OHR forwards this document to the Benefits and Payroll Liaison Branch who in turn forwards the information to the Department’s Payroll Services Division for processing. You will need to routinely review the annual and/or sick leave portion of your DFAS LES in myPay.

Yes.  Each year, Open Season runs from the Monday of the second full workweek in November through the Monday of the second full workweek in December.

No.  You do not need to complete new forms, but it is important to regularly review your beneficiary forms to ensure they reflect your wishes.  A relationship change does not invalidate a previously filed beneficiary form.

Yes.  All legally married same-sex spouses and children of legal same-sex marriages are now eligible family members under the FEGLI Program.  This means that employees may add coverage for a same-sex spouse and any newly eligible children under Option C. Optional coverage can only be elected during Open Season or if you have a Qualifying Life Event. FEGLI offers three types of Optional coverage:

• Option A (Standard) has a $10,000 value.
• Option B (Additional) equals one to five multiples of your annual basic pay (after rounding up to the next $1,000).
• Option C (Family) provides coverage for your spouse and eligible children. Again, you can choose one to five multiples of coverage. Each multiple is equal to $5,000 (up to a $25,000 maximum) for your spouse and $2,500 (up to a $12,500 maximum) for each eligible child.

Yes.  Legally married same-sex spouses and eligible children of legal same-sex marriages are automatically covered.

Yes. Your unmarried dependent child age 22 or over is eligible to be covered under Option C if he/she is incapable of self-support because of a physical or mental disability that existed before the child reached age 22.  

The criteria for determination are the same as those for the FEHB Program and FEDVIP. If you have already established eligibility for your child under the FEHB Program, you do not need to establish eligibility again under FEGLI.  To continue your child's eligibility under Option C once he/she reaches age 22, you must submit a doctor's certificate about your child's disability.  For additional information, contact the Benefits Office at 301-496-24046.

Yes.  Legally married same-sex spouses are now eligible family members under a Self and Family enrollment or a Self Plus One enrollment. Current enrollees can make changes to their coverage options during the annual Open Season, or after a Qualifying Life Event.

Yes.  An employee who is enrolled in FSAFEDS may request reimbursement for eligible health care expenses incurred by a legally married same-sex spouse or eligible child. In addition, childcare for a child of an enrollee’s same-sex spouse is eligible under a Dependent Care FSA. Questions should be directed to FSAFEDS at 1-877-372-3337/ TTY 1-800-952-0450.  

Yes, same-sex spouses are now eligible family members under a Self and Family enrollment.  In addition, the children of same-sex marriages will be treated just as those of opposite-sex marriages and are eligible family members according to the same eligibility guidelines. This includes coverage for children of same-sex spouses as stepchildren. 

Yes.  Legally married same-sex spouses of current employees and active members of the uniformed services have 60 days following their marriage date to apply for FLTCIP coverage with abbreviated underwriting.  After 60 days, applications will be subject to full underwriting. To apply for coverage, contact the Long Term Care Partners directly at 1-800-582-3337.

Notify your health carrier that you have a newly eligible family member. Coverage for your same-sex spouse will begin immediately. Your carrier may request supporting documentation to verify eligibility.

Yes.  Legally married same-sex spouses of retiring employees are now eligible for a survivor annuity.  Retirees who are in legal same-sex marriages will have two years from the date of the Supreme Court’s decision (i.e., until June 26, 2015) to inform OPM that they have a legal marriage that now qualifies for recognition and elect any changes to their retirement benefits based on their recognized marital status.  

You must submit a Health Benefits Election Form, SF-2809, along with supporting documentation to support eligibility to the Benefits and Payroll Liaison Branch (BPLB), Bldg 31/Rm B3C23.  Your election will be effective at the beginning of the first pay period after your enrollment form is received in BPLB.

No.  Beneficiary forms are not required if the order of precedence meets your needs:  

Order of Precedence:  If there is no beneficiary designated, to your widow or widower; if none, to your child or children, with the share of any deceased child distributed among descendants of that child (a court will usually have to appoint a guardian to receive payment for a minor child); if none of the above, to your parents in equal shares or the entire amount to your surviving parent; if none of the above, to the executor or administrator of your estate;  if none of the above, to your other next of kin as determined under the laws of the state where you lived.

If you wish to designate a different order, you must complete Designation of Beneficiary forms.  If you do complete Beneficiary forms, it is your responsibility to keep them up-to-date to reflect your current wishes.

To access the myPay system, you will need your login and password. If you have forgotten your login or password, click the "Forgot Your Login ID?" or "Forgot or Need a Password?" link on the left side of the myPay screen. Using this method, your Password can be e-mailed to you if you pre-registered your e-mail address, or it can be mailed to your current home address of record within 7 to 10 business days.

If you encounter problems with your login and/or password or technical issues using myPay, contact the DFAS Centralized Customer Support Unit toll-free at 1-888-332-7411.

Upon return from FMLA leave, an employee must be restored to his or her original job, or to an "equivalent" job, which means virtually identical to the original job in t erms of pay, benefits, and other employment terms and conditions. While on an intermittent/reduced schedule for FMLA, the employer may transfer the employee temporarily to an alternative position with equivalent pay and benefits that accommodates recurring periods of leave better than the employee's regular job. An employee may also request a temporary alternative position subject to approval by employer while on an intermittent/reduced schedule.

An employee who takes FMLA leave is entitled to maintain health benefits coverage. An employee on unpaid FMLA leave may pay the employee share of the premiums on a current basis or pay upon return to work. Being in a leave without pay (or unpai d FMLA leave) status affects various employee entitlements, including the accrual of annual and sick leave. For example, when a full- time employee with an 80 -hour biweekly tour of duty accumulates a total of 80 hours of nonpay status (either in one pay per iod, or over the course of several pay periods), the employee will not earn annual and sick leave in the pay period. Further details on the effects of extended leave without pay on federal benefits and programs can be found on this NIH Benefits and Payroll Liaison Branch fact sheet.

A federal employee is responsible for requesting leave or other time off fr om work; therefore, the employee is responsible for invoking his/her entitlement to FMLA leave. Under 5 CFR 630.1203(h), an agency may not subtract leave from the 12-week FMLA leave entitlement unless the agency has obtained confirmation from the employee of his or her intent to invoke entitlement to FMLA leave (e.g., giving notice). However, an employee may be required to invoke FMLA to secure leave approving official’s approval of LWOP, advanced annual leave, advanced sick leave, or hours from Voluntary Leave Transfer Program and/or Leave Bank Program – all leave categories/programs that are not employee entitlements.

The duration of leave will be based on the certification.

Employees may not use more than 12 weeks of FMLA leave for the following reasons:

• The birth of a son or daughter of the employee and the care of such son or daughter
• The placement of a son or daughter with the employee for adoption or foster care
• The care of a spouse, son or daughter, or parent of the employee who has a serious health condition
• A serious health condition of the employee that makes the employee unable to perform the essential functions of his or her position
• A qualifying exigency arising out of the fact that the spouse, or a son or daughter, or parent of the employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the armed forces

Employees may use up to 26 weeks of military caregiver leave. If you think you may be eligible to use military caregiver leaver, reach out to your HR Benefits contact.  They will help you determine your eligibility.

FMLA allows employees to take leave on an intermittent basis or to work a reduced schedule.  See additional information for episodic requests for leave under intermittent usage of FMLA leave. Contact your servicing Employee/Labor Relations Specialist with any additional questions.

FMLA leave is an entitlement to employees who qualify under all conditions of eligibility, notice, certification, usage purpose, and if the FMLA leave entitlement has not been exhausted within the 12 month period. By satisfying all eligible conditions, an employee may not be denied FMLA leave.

FMLA leave may be charged only on days on which an employee is scheduled to be in a duty status. Any holidays authorized under 5 U.S.C. 6103 or by Executive order and non -workdays established by Federal statute, Executive order, or administrative order that occur during the period in which the employee is on FMLA leave will not be counted toward the 12 -week entitlement to family and medical leave.