From: Employment and Social Development Canada. The following questions and answers will be of interest to employers and employees working in the federal jurisdiction. Publication 1 – Summary describes the types of businesses covered by the Code. Request other formats online or call 1 O-Canada If you use a teletypewriter TTY , call What notice or payment in lieu of notice must be given to an employee whose employment is being terminated?
Rights on termination of employment
Visit cdc. Version 2. Update to policy for use of personal email as recommended by Department. Changed Webmail access policy to block only access from public Internet and encourage OpDivs to reduce its use. Added requirement to restrict the use of personal email, storage services and devices to conduct HHS business and store HHS data.
C. RESTRICTIONS ON APPOINTING, EMPLOYING, AND CONTRACTING Lobbying By Former Local Government Officers and Employees. financial disclosure that describes the gift and lists the donor, the date of the gift, and the value of.
Official websites use. Share sensitive information only on official, secure websites. Download the Ethics Handbook. This Ethics Handbook for On and Off-Duty Conduct summarizes the principal ethics laws and regulations governing the conduct of Department of Justice employees. The purpose of this handbook is to increase your awareness of the ethics rules and their applications, including when you are not in a duty status or are on leave.
We have included citations after each rule and we suggest that you consult the full text of the law or regulation when you have specific questions. The Departmental Ethics Office is responsible for the overall direction for the ethics program in the Department. Your component may have additional guidance that addresses specific circumstances, in particular with off-duty conduct and employees serving in foreign countries.
Employees are responsible for knowing and adhering to any component specific guidance. The ethics statutes and regulations may be found on the website of the Departmental Ethics Office. If you do not have access to the internet, contact your Deputy DAEO to obtain a paper copy of the regulations. If you do not know who your ethics official is, call the Departmental Ethics Office on or consult the website for a list of ethics officials within the Department.
Some of these rules require analysis when applying them to specific situations. You should use this handbook as a means of keeping yourself apprised of the general prohibitions, but you should always seek advice from an ethics official if you are contemplating an action that you think might be covered by the rules, especially where it may be necessary to obtain a waiver or approval in advance.
2.55. Employer-Employee Relationships
Are all employees required to be paid the minimum wage? Am I required to pay tipped employees the minimum wage rate? Am I allowed to reduce an employee’s rate of pay? Do I have to pay overtime or double time to an employee working on a holiday, Saturday or Sunday? If the employee works 40 hours during the week, plus gets 8 hours of holiday pay for a total of 48 hours in the week, do I have to pay overtime for the hours over 40?
If an employee wants to work overtime in excess of 40 hours in the workweek and will accept straight time, can the employee waive the right to overtime pay?
What if they are often limited. In contrast to the employer or. Government-Contractor relationship dynamics are terminated prior to the contracting world. I need to.
Section menu. In addition, employees must strive to avoid any action that would create the appearance that they are violating the law or ethical standards. While procedures vary, waivers must be issued before the employee engages in the otherwise prohibited activities. Waivers further must be based on a full disclosure by the employee of the relevant facts and must be in writing.
See 18 U. In many cases, laws applying to political appointees and to other high-level officials are stricter than those applying to rank and file career employees, as explained below. In addition to those differences in law, Executive Order of affecting non-career SES, Schedule C and certain other non-career appointees, bars acceptance of gifts from lobbyists, creates a two-year ban against communicating with a former agency after leaving government in certain circumstances, and bars lobbying of certain officials after leaving for the duration of the Obama administration.
The Office of Government Ethics exercises central leadership in the executive branch to prevent conflicts of interest on the part of government employees, and to resolve those conflicts of interest that do occur. Executive branch employees are prohibited by a federal criminal statute from participating personally and substantially in a particular matter that will affect certain financial interests.
There are a number of ways in which an employee may deal with a potential conflict of interest. The employee may simply not participate in the matter that would pose the conflict. Agencies may prohibit or restrict the holding of certain financial interests by all agency employees or a group of employees.
Working for the Federal Government, What Every Employee Should Know
Remember me. Photo By Maj. Elizabeth Behring 0 read more read more. Contractor services are a vital part of government business. But, by no means, should contractors be treated like government employees. In turn, contractor employees may not supervise government personnel, supervise employees of other contractors, administer or supervise government procurement activities, perform inherently governmental functions and evaluate, discipline or reward government personnel.
Counseling and Advising Employees on Documentation of an appointing officer may sign and date the employee’s civilian government service and.
If you have never worked for the Federal Government, it is important that you take a few minutes and read this information. If you have worked for the Federal Government and have been away for a while or are a current Federal employee, you should also review this information because a number of rules and procedures have changed. A word of advice – there are many things you will learn throughout your employment in the Federal workforce.
Pay close attention, save all your paperwork, learn where to go and get answers, and never assume anything is the same from day to day. Please keep this booklet as a handy reference. You work 9 hours a day for 8 days and 8 hours on one day with one day off per pay period. The start and stop times may be modified with the approval of the supervisor. Variable week: A flexible work schedule of 80 hrs per biweekly pay period. The number of hours worked on a given day may vary with approval of the supervisor.
Credit Hours: Any hours under a flexible or standard schedule which are in excess of your basic work requirement and which you elect to work to vary the length of a workweek or a workday. Must be approved in advance. They are a voluntary redistribution of your normal hours between pay periods. One credit hour is earned for each hour you work in excess of the hour biweekly pay period. If you are on a compressed work schedule you may not earn credit hours.
Federal Employees: You be the Judge
A day’s work in a mechanical, manufacturing, or mining business shall consist of eight hours and shall be so enforced unless the contract therefor expressly provides otherwise. If the employee of any employer referred to in section The employer may show by way of defense that such defect was not discoverable in the exercise of ordinary care. In all actions described in section
If an agency chooses not to record its debriefing by signing / dating the representative of a contractor, licensee, grantee, or other non – Government the SF by another non – Government employee, and may accept it on behalf of the.
The Conference believes that it is important to ensure that services provided by government contractors—particularly those services that are similar to those performed by government employees—are performed with integrity and that the public interest is protected. In order to ensure that, in its effort to protect the public interest, this recommendation does not create excessive compliance burdens for contractors or unnecessary monitoring costs for agencies, the Conference is limiting its recommendation to those areas that it has identified as the top priorities—contractor employees who perform certain activities identified as posing a high risk of personal conflicts of interest or misuse of non-public information.
In recent years, the federal government has increasingly relied upon private contractors to perform services previously provided in-house by civil servants. Whereas an array of statutes and regulations creates an extensive ethics regime for government employees, the rules currently applicable to contractor employees vary significantly by agency. Government employees are subject to various statutes and regulations that create a comprehensive ethics regime governing, among other things, their financial interests, use of government resources, outside activities, and activities in which they may engage after leaving government.
A handful of statutes apply to contractor employees and prohibit their offering bribes or illegal gratuities,  serving as foreign agents,  disclosing procurement information,  or offering or receiving kickbacks. Finally, certain contracting firms, most notably some performing work for the Department of Defense, have voluntarily adopted internal ethics codes, some of which provide fairly detailed rules relating to such important ethical issues as personal conflicts of interest, confidentiality, gifts and gratuities, protection of government property, and other major ethical areas, and that establish internal disciplinary processes for employee violations of such codes.
By dint of their work for and as part of the government, contractors performing certain services, particularly those that can influence government decisions or have access to non-public information, are in a position of public trust and responsibility for the protection of public resources, as is the government itself. It is therefore critical that their employees behave with the same high degree of integrity as government employees and do not exploit positions of public trust for improper personal gain.
Whether or not there is any widespread pattern of ethical abuses, the existence of significant ethical risks can erode public confidence in the government procurement process and in the government itself. Accordingly, it is entirely appropriate to hold those contractors and their employees to a high ethical standard of conduct. As noted above, a significant disparity currently exists between the ethical standards applicable to government employees, which are comprehensive and consist predominantly of specific rules, and those applicable to contractor employees, which are largely developed and applied on an ad hoc basis and involve significantly vaguer standards.
The Conference believes that adoption of contractor ethics standards applicable to certain high-risk activities would protect the public interest and promote integrity in government contracting.
Establishing Paid Sick Leave for Federal Contractors
It is, therefore, in the best interest of the Government to afford both parties a full understanding of their respective obligations. Rather the Contractor’s personnel will act and exercise personal judgment and discretion on behalf of the Contractor. Environmental Protection Agency under its responsibility for good order, administration, and security are applicable to all personnel who enter the Government installation or who travel on Government transportation.
This is not to be construed or interpreted to establish any degree of Government control that is inconsistent with a non-personal services contract.
Establishes: Definitions of employer, employee and wages; when wages must be of employment; payment of undisputed wages; liability of general contractors; the employee’s anniversary date and no payment will be made if employment.
At the time, however, many questions remained concerning what constituted a government-approved facility and how often agencies would use their discretion to modify contracts for purposes of the reimbursement. In recent guidance including a deviation issued by the Department of Defense , the DOD and the Office of the Director of National Intelligence attempted to answer some of these questions. DOD Guidance and Deviation. The DOD memo introduces the clause and provides guidance concerning its use.
The memo cautions, however, that contracting officers must also be good stewards of taxpayer funds and must ensure that contractors do not receive duplicate payments from compensation from other CARES Act provisions or other COVID relief scenarios, including tax credits, as well as reimbursement under In this regard, the memo states that small businesses receiving relief under the Paycheck Protection Program to pay its employees should not also seek reimbursement for the same costs under Section The cost principle makes the costs of paid leave including sick leave allowable at the contract rates up to 40 hours per week and states that they may be direct charges so long as they were incurred to keep contractor employees and subcontractor employees in a ready state.
Costs will be allowable for paid leave taken during the period of the public health emergency declaration on January 31, , through September 30, Notably, this is different from the position ODNI takes in its guidance. ODNI Guidance. Most notably, the ODNI memo does not include specific contract language to be included in any contract modifications.
The ODNI guidance does not, unfortunately, provide its interpretation of what a government-approved site means. Finally, like the DOD, the guidance states that contractor invoices should segregate and specifically identify the time and expenditures billed under this authority to allow for future review and analysis of COVID related expenditures.