Environmental Protection Agency

Questions and Answers

January 2019

EPA EMPLOYEE STATUS

1. Can I work at my EPA job during a shutdown?

You absolutely cannot work during a shutdown (unless you have received explicit prior
approval from your supervisor that you will be carrying out shutdown or excepted activities).
You are not authorized to carry out your duties during the shutdown, so you cannot act on behalf
of the Agency or use Agency resources, equipment or email. Do not work during the shutdown.

2. Am I still considered to be an EPA employee even during the shutdown?

Yes, even during the shutdown, you are still an EPA employee and subject to the Hatch Act, the
standards of ethical conduct and rules regarding outside employment. In addition, there are
specific statutes that prohibit certain outside activities, and EPA-specific supplemental rules that
require prior approval of, and sometimes prohibit, outside employment. See, e.g., Office of
Government Ethics Legal Advisory 18-02, which references OGE Legal Advisory 13-02 and
OGE memorandum 04 x 6. Before engaging in outside employment, you should consult with
Justina Fugh, the Director of the Ethics Law Office, at fugh.justina@epa.gov or ethics@epa.gov.
Justina is permitted to answer ethics-related questions during the shutdown.

3. What does it mean to "shutdown" your work station?

Shutdown responsibilities include:

• Accessing your email and reading your furlough notice.

• Changing your voicemail message.
• Changing and enabling your email “out of office” message.
• Securing your work documents appropriately, including any PII, CBI, etc.
• Completing your time card.
• Securing your work station and personal objects.
• Disposing of any food at your desk or in the refrigerator.

Employees are not to work on any project, task or respond to emails as part of their shutdown
responsibilities.

4. I’m scheduled to attend training (e.g., FEI) during the shutdown. Can I go?
No. Training is an assignment of work. Employees who are not permitted to work during the
shutdown cannot attend training, even if the training has already been paid for. Although the
training vendor may have the funds to operate during a shutdown, without an appropriation, EPA
has no money to pay your salary. Therefore, you cannot attend training during the time the
agency is shut down.

January 17, 2019 4:59 p.m. Page 1

5. During a lapse in appropriations, do excepted federal employees qualify for
unemployment benefits?
According to the Department of Labor, federal employees who are excepted and working full-
time are not considered to be unemployed and do not qualify for unemployment benefits.
Therefore, only furloughed employees and excepted employees not working full-time may
qualify for unemployment benefits. Employees are encouraged to contact their state
unemployment insurance office at https://workforcesecurity.doleta.gov/unemploy/unemcomp.asp
for additional information.

6. During a lapse in appropriations, what documentation is needed to apply for

unemployment benefits?
According to the Department of Labor, federal employees applying for unemployment benefits
in the state in which they work need the following information at a minimum:

• Standard Form 8 – Unemployment Compensation for Federal Employees

• Standard Form 50 – Notification of Personnel Action or W2 Form – Wage & Tax
Statement
• Earnings & Leave Statements – Past 12 Months if Possible

Depending on the state, additional information may be needed; therefore, EPA employees are
encouraged to contact their state unemployment insurance office. It is also important to point out
that EPA employees can obtain a copy of the SF-8 on the EPA Internet, the SF-50 in their eOPF,
and the W2 Form in EEX. Please keep in mind that the eOPF can only be accessed while inside
the EPA firewall.

7. Is an emergency furlough greater than 30 days subject to reduction in force regulations?

Reductions in force (RIF) furlough regulations and SES competitive furlough requirements are
not applicable to emergency shutdown furloughs because the ultimate duration of an emergency
shutdown furlough is unknown at the outset and is dependent entirely on Congressional action,
rather than agency action. The RIF furlough regulations and SES competitive furlough
requirements are only applicable to planned, foreseeable, money-saving furloughs that, at the
outset, are planned to exceed 30 days.

CONTRACTS AND GRANTS

1. Will contractors be allowed to work under a furlough?

Contractor employees that support approved excepted and funded activities, as defined by EPA,
will continue to work in the event of a funding hiatus due to the lack of an appropriations act or
continuing resolution. For more information on excepted activities, please review OPM’s
Guidance for Shutdown Furloughs dated September 2015.

Funded activities are as defined in EPAAG 42.3.3.4 as fully funded contracts, which do not
require Agency interaction. These contract types may continue during an appropriation hiatus if the
contractor does not require interaction from Agency officials.

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2. Do support contractors such as IT and facilities contractors continue to work in EPA
space during a shutdown if the contracts are fully funded?
Such on-site contracts would only continue if the functions the contractor supports are
considered excepted. See the Office of Acquisition Solutions intranet page for acquisitions
shutdown activities.

3. Would SEE enrollees be allowed to work under a furlough?

No. SEE enrollees will be notified of a furlough in accordance with their grant procedures.
Additional guidance will be provided through the Agency’s SEE program manager.

4. Would Oak Ridge Institute for Science and Education (ORISE) program participant be
allowed to work under a furlough?
No. Because EPA does not anticipate having the resources available to provide mentorship and
other necessary administrative support for the work of ORISE program participants, ORISE
program participants should not continue to work during a lapse in appropriations. Participants
and the Oak Ridge Associated Universities (ORAU) will be notified by their EPA Mentor or
Project Officer.

5. How will grantees be notified of the shutdown?

The Office of Grants and Debarment will send notifications to EPA grantees.

6. Will SEE employees be notified by HQs if there is a furlough?

OMS’s Office of Resources and Business Operations will provide guidance to SEE Program
recipients on shutdown procedures.

7. During the shutdown will the Las Vegas office be open to help grantees get payments?
During the shutdown, EPA staff will not be available to make or approve payments to recipients.
Recipients using the Automated Clearinghouse payment system will not be able to draw down
funds during the shutdown period. Recipients using the ASAP (Automated Standard Application
for Payment) system will be able to draw down funds during the shutdown period. “High-Risk”
or other recipients paid on a reimbursement basis will not receive payments during the shutdown
period.

8. How will contractors be notified of a shutdown?

When the Agency is shut down for an appropriation hiatus, EPA Contracting Officers will notify
contractors as part of the shutdown activities to stop work on other than excepted and funded activities
on existing contracts. The contractor is responsible for notifying its employees of the status of the
contractor’s contract with the Agency (e.g., excepted, funded, or stopped) during a shutdown. The
Agency, not the contractor, determines the contract’s status (e.g., excepted, funded, or stopped).

Note: Funded activities are as defined in EPAAG 42.3.3.4 as fully funded contracts, which do
not require Agency interaction. These contract types may continue during an appropriation hiatus
if the contractor does not require interaction from Agency officials.

9. During the shutdown will the RTP Finance Center be open to process contract
payments?

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No, the RTP Finance Center will not be open and payments will be processed once the shutdown
is over and the Agency is able to begin operations.

COMMUNICATIONS

How will I know if the government is shut down and how will I know when to report back
to work?
Senior management will inform employees if the Agency is instructed to shut down operations.
Employees can contact 1-888-EPA-TALK (1-888-372-8255) to get updated information. In
addition, employees should monitor local news stations for updates or OPM’s website.

FACILITIES

1. How should security be handled at all EPA Facilities during a shutdown?

EPA facilities should be closed to the public. Facilities supported by the Federal Protective
Service will have guard services on a weekend/holiday schedule, unless arranged otherwise by
the local Security Manager. EPA-owned facilities should maintain guard services as deemed
appropriate by the local Security Manager.

2. Will employees have access to facilities to collect personal belongings and water their
plants?
No. Employees must gather their belongings during the hours allocated for shutdown activities
and should not access EPA space after that time unless they are on the excepted personnel list.

3. Will fitness centers be open?

Since this is a partial government shutdown, this will vary by location.

4. Will health units remain open?

Since this is a partial government shutdown, this will vary by location.

5. Will HQ shuttle service be operational?

No.

6. How will mail service be handled during a shutdown?

Mail service will not occur during a shutdown. Decisions on receipt of mail/deliveries during a
shutdown will be based on the need to support excepted activities. These decisions will be made
at the local level.

HUMAN RESOURCES AND BENEFITS

1. How will the furlough affect employee pay, benefits, TSP and taxes, etc.?

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Detailed information on the range of issues about which employees may have questions can be
found in OPM’s Guidance for Shutdown Furloughs dated September 2015. The most frequently
asked questions relate to the continuation of health benefits coverage. Health benefits coverage
will continue, although employees will need to pay the employee share of the health insurance
premiums when they return to duty.

2. Are employees entitled to unemployment compensation while on furlough?

It is possible that furloughed employees may become eligible for unemployment compensation.
State unemployment compensation requirements differ. Some states require a one-week waiting
period before an individual qualifies for payments. In general, the law of the state in which an
employee’s last official duty station in federal civilian service was located will be the state law
that determines eligibility for unemployment insurance benefits. (See the Department of Labor
website). Agencies or employees should submit questions to the appropriate state (or District of
Columbia) office. This Department of Labor’s website provides links to individual state offices.

3. In the event of a shutdown furlough, can an employee be furloughed without first receiving
a written notice of decision to furlough?
Yes. While an employee must ultimately receive a written notice of decision to furlough, it is not
required that such written notice be given prior to effecting the emergency furlough nor is it a
requirement that the notice be signed in person. Advance written notice (including written notice
through email) is preferable, but when prior written notice is not feasible, then any reasonable
notice (e.g., telephonic, oral, personal email, or by mail promptly after the furlough) is
permissible.

4. How will employees on extended leave receive furlough notices? Are they required to
report to the office?
Employees on long term leave do not have to report to the office to receive their furlough notice.
Furlough notices will be mailed to their address of record or sent via email.

5. How will employees on medical telework and/or telework under reasonable

accommodation receive furlough notices?
Employees on approved medical telework and/or telework for reasonable accommodation will
receive furlough notices via the electronic mass mailer and should follow the directions
contained therein.

6. What are employees entitled to during the furlough when it comes to cost of living
allowances and benefits such as post allowances, danger pay, differential pay, etc.?
(1) A furlough does not interrupt Post COLA if the nonpay status period, including periods
outside the employee’s regular tour of duty (e.g., weekends), does not exceed 14 consecutive
calendar days. If an employee is in furlough status that results in a continuous nonpay status
period that exceeds 14 consecutive calendar days, then the Post COLA is interrupted for the
duration of the furlough status. Living Quarters Allowances continue without interruption
while the employee is in nonpay status not excess of 30 consecutive calendar days at any one
time. For periods in nonpay status longer than 30 consecutive calendar days, LQA payment
shall be suspended as of the day the employee enters such status, and payment is not to be
made for any part of such period.

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(2) Employees do not receive Danger Pay or Post Hardship Differential for any furlough days.

7. If an employee is already approved for annual leave, can they still take the annual leave
and get paid?
No. In a furlough, all paid leave during a furlough is canceled because the necessity to furlough
supersedes leave rights. This applies for employees who have been designated as furloughed,
shutdown, or excepted. The Anti-Deficiency Act (31 U.S.C. § 1341 et seq.) does not allow
authorization of any expenditure or obligation before an appropriation is made, unless authorized
by law. All paid leave during a furlough must be canceled and employees must be either (1) at
work performing shutdown or excepted activities or (2) furloughed.

8. If an employee is out on sick leave/extended medical leave, will they be paid?

No. See answer above -- in an "emergency" furlough, all paid leave during a furlough is
canceled because the necessity to furlough supersedes leave rights.

9. If an employee is currently using leave from the leave bank, can they continue to be on
leave? If not, do the leave bank hours carry forward for future use?
No. See answer above -- employees using leave from the leave bank during a furlough also have
their leave cancelled. In certain situations, the leave bank leave may be available for future
use. Consult with your local Leave Bank Coordinator for specific information applicable to an
individual situation.
.
10. Can/should employees contact their supervisor during the shutdown period?
Supervisors and staff may have limited contact during the furlough consistent with applicable
laws and regulations. However, during the furlough, employees are in a nonpay, nonduty status
and are not permitted to serve as an unpaid volunteer.

11. Can employees continue to work "unofficially" at home during a government

shutdown?
No. Unless otherwise authorized by law, an Agency may not accept the voluntary services of an
individual (31 U.S.C. § 1342).

12. Can I continue to work a compressed/alternate work schedule or telework from home?
No, furloughed employees may not continue to work on any schedule, including their alternative
work schedule (either compressed or flexible), or telework at home.

Employees designated to continue working on shutdown or excepted activities should consult

with their immediate supervisor/senior management to determine if they can continue to work an
alternative work schedule or telework from home.

13. During a government shutdown, can employees leave on vacation, or should they stay
local in case they are called back in?
Staff will be called back to duty as soon as funding is available. Employees should make plans
accordingly. Employees should consult with their supervisor if they had previously planned to
take approved leave during a day that may be impacted by the furlough.

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14. Are employees responsible for TSP loan payments if the Government is shut down?
On March 4, 2011, the Thrift Savings Plan (TSP) issued a fact sheet titled "Impact of a Federal
Government Shutdown on the Thrift Savings Plan." See the TSP fact sheet.

15. Will FSAFEDS continue to honor employee claims for reimbursement for child care
and medical expenses during the furlough, or will claims' processing be placed on hold?
FSAFEDS will discontinue processing employee claims during a furlough and will resume when
the furlough is over.

16. Who can an employee contact should he/she encounter a problem with their health
insurance?
Employees should first contact their Federal Employees Health Benefits (FEHB) carriers with
questions or concerns (i.e., coverage, claim issues, covered service, etc.).

17. If I’m not on the initial list of excepted personnel, could I be contacted later and asked
to perform an excepted activity due to an emergency situation? If contacted, can I refuse to
perform an excepted activity?
EPA has the authority to modify its list to address situations. If designated as essential for
excepted activities, at any time, employees must report to work.

18. If an employee has properly scheduled “use-or-lose” annual leave before the start of the
third biweekly pay period prior to the end of the leave year (by 11/24/2018), but is unable
to use some or all of the scheduled leave because of the shutdown furlough, does the
furlough constitute an “exigency of the public business” that would permit EPA to restore
the leave after the beginning of the new leave year?
An employee with scheduled leave that falls during the shutdown will have their leave cancelled.
Employees in this situation should make every effort to reschedule “use-or-lose” annual leave for
use before the end of the current leave year (January 5, 2019). However, if this is not possible
due to a lapse in appropriations, EPA has the authority to restore any lost annual leave by
determining that the employee was prevented from using his or her leave because of an exigency
of the public business, namely, the lapse in appropriations.

19. If an employee has properly scheduled use of “restored annual leave” that is due to
expire at the end of the leave year (because it is the end of the restoration period—end of
the leave year beyond 2 years from the restoration) but that leave is cancelled and lost due
to lapse in appropriations, can EPA restore that leave again?
Unfortunately, no – unless Congress enacts legislation providing otherwise. There is nothing in
existing law or regulation that allows restored annual leave to be restored a second time. In fact,
the Comptroller General has determined that unused restored leave annual leave may not be
restored after expiration of the use period.

20. What will be the impact of the furlough on my accrual of sick and annual leave?
If employees are furloughed for more than 80 hours in a leave year they will lose one pay
period’s worth of sick and annual leave.

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21. How will we deal with employees who work a compressed schedule and have already
worked 9-hour days and may have taken their compressed day in the pay period prior to
the shutdown?
An employee’s regular work schedule does not automatically change. The employee should enter
time and attendance as the employee normally would in People Plus. An employee’s compressed
day off should be recorded on the day it would normally occur.

22. If there is a government shutdown due to a lapse in appropriations, may EPA’s federal
advisory committee activities continue during the shutdown period?
In the event of a shutdown due to a lapse in appropriations, all advisory committee activities
involving appropriated funds or involving EPA personnel funded through annual appropriations
must cease during the shutdown period. During the shutdown, EPA employees may not
coordinate or participate in advisory committee meetings, nor may they approve travel, expense
reimbursements or other advisory committee expenditures and activities. Additionally, during the
shutdown period advisory committee members may not plan or begin any travel funded with
appropriated dollars; incur any committee expenditures involving federal appropriations; or seek
EPA reimbursement for any previously authorized travel or other expenditure. Because the
Designated Federal Official is required to be present at advisory committee and subcommittee
meetings, EPA’s advisory committees and subcommittees may not conduct meetings, video
conferences or conference calls during the shutdown.

IPA ASSIGNMENTS

1. Are persons working for federal agencies under mobility agreements pursuant to the
Intergovernmental Personnel Act (IPA) affected by the furlough/shutdown?
The specific authority for furloughing personnel who are working under mobility agreements
pursuant to the IPA, either inside the Federal Government or with other organizations, will
depend upon the nature of individual agreements, the status of the appointments, and/or the
funding arrangements for the assignments. As a general rule, the following principles are
applicable in determining whether to furlough personnel on IPA mobility assignments:

• Personnel from non-federal organizations on appointments to the Federal Government

are subject to furlough in the same manner as other employees.
• Personnel on detail to federal agencies from non-federal organizations may continue
working, provided that the non-federal organizations pay the total costs of the detail.
• Personnel on detail to federal agencies from non-federal organizations that share part of
the costs of the detail may continue to work if the federal portion of the cost was obligated
from prior appropriations at the time of the IPA mobility agreements. If a furlough takes
place during a time for which no funds are appropriated, the assignment should be
terminated.
• Personnel on detail to federal agencies from non-federal organizations that do not pay or
share the costs of the detail are subject to furlough in the same manner as other employees.

2. Can I volunteer to work for a non-profit entity with whom I have a mobility agreement
pursuant to an IPA during the shutdown period?

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No. What you propose is that you work as a volunteer at the same organization to which EPA
assigned you to work as part of your official duty. Because this outside activity – even though
uncompensated – involves the same entity, you will have to seek prior approval from your
Deputy Ethics Official pursuant to the ethics rules, 5 C.F.R. § 2635.802 and 5 C.F.R. § 6401.103.
Be advised that OGC/Ethics believes that it is extremely unlikely that we could ethically approve
an employee to provide volunteer services at the same organization to which he is assigned to
work in his official capacity. Once the employee volunteers for the non-profit, he becomes an
active participant and, under the impartiality regulations, has a “covered relationship” with that
entity. 5 C.F.R. § 2635.502(b)(1)(v). The individual must recuse themselves from participating
as part of their official duty with that entity, which will obviously cause a material impairment to
the IPA. So, in summary, the employee is required to seek prior approval for the volunteer
activity pursuant to 5 C.F.R. § 6401.103(a)(4), but the ethics official cannot approve the request
pursuant to 5 C.F.R. § 2635.802.

3. What if I’m on an IPA assignment now but will return to the Agency prior to a
shutdown. During the shutdown, may I volunteer to work at the non-profit where I worked
on my IPA?
You will have to request prior approval of this outside activity because the activity relates in
significant part to official duties to which you have been assigned in the previous year. See 5
C.F.R. § 6401.103(a)(4). Unlike the above example, however, this time the ethics official may be
able to grant the request.

4. I am on an IPA assignment to a non-profit entity. Can I still go to work for the non-
profit during a shutdown?
No, you are not allowed to work on any day that EPA is shut down. Most likely, EPA pays your
salary and benefits while you are on the IPA. Even though you are not paid during the shutdown,
you remain an EPA employee who is subject to our laws, rules and policies. You must abide by
the shutdown and cannot work for the non-profit on those days.

5. Okay, I’m still on an IPA assignment to a non-profit entity and won’t go to work for it
during the shutdown. But can I volunteer to work there during the shutdown period?
No. What you propose is that you work as a volunteer at the same organization to which EPA
assigned you to work as part of your official duty. Because this outside activity – even though
uncompensated – involves the same entity, you will have to seek prior approval from your
Deputy Ethics Official pursuant to the ethics rules, 5 C.F.R. § 2635.802 and 5 C.F.R. § 6401.103.
Be advised that OGC/Ethics believes that it is extremely unlikely that we could ethically approve
an employee to provide volunteer services at the same organization to which he is assigned to
work in his official capacity. Once the employee volunteers for the non-profit, he becomes an
active participant and, under the impartiality regulations, has a “covered relationship” with that
entity. 5 C.F.R. § 2635.502(b)(1)(v). The individual must recuse themselves from participating
as part of their official duty with that entity, which will obviously cause a material impairment to
the IPA. So, in summary, the employee is required to seek prior approval for the volunteer
activity pursuant to 5 C.F.R. § 6401.103(a)(4), but the ethics official cannot approve the request
pursuant to 5 C.F.R. § 2635.802.

6. Can I volunteer to work at another non-profit during the shutdown?

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You need to consider whether the volunteer activity requires that you seek prior approval from
an ethics officer. You do not need prior approval to work at a retail store or to volunteer at a
hospital or animal shelter, for example, but you will need prior approval to work at an
environmental consulting firm.

IT MANAGEMENT

1. Will employees that are on furlough be allowed access to email and other agency
systems?
Employees are prohibited from working while furloughed, including the use of agency owned
computers, mobile devices (e.g. iPhones), and utilizing the Agency’s remote access service to
access email or other applications.

2. Will mobile device service through EPA issued devices be maintained during a
shutdown or only for the excepted personnel?
EPA's email system (including on mobile devices) will remain in operational status but can only
be used by non-furloughed employees.

3. Does EPA equipment (computers, mobile devices, etc.) need to be secured before an
employee departs the office upon furlough?
There are no plans to secure these devices before employees depart on furlough status.

4. Should employees identify any sensitive PII material and ensure it is returned to the
office before furlough?
Sensitive PII should be properly protected and secured according to existing EPA policy,
regardless of a furlough (see http://intranet.epa.gov/privacy/). OMB recommends limiting access
to those who need access, reducing its collection, and using encryption, strong authentication
procedures, and other security controls to make information unusable by unauthorized
individuals. Removing sensitive PII from the workplace without sufficient need and protections
(such as those listed above) increases the potential for inadvertent disclosure and should be
avoided.

OUTSIDE EMPLOYMENT
1. Can I work in another job during the shutdown?
You may be able to work at another job but you need to know the ethics rules and procedures. If
you are considering working during the shutdown, then please review OGC/Ethics’ outside
activity quick tips and follow the prior approval process if necessary prior to the furlough. You
may be required to seek prior approval even if you will not be compensated for the work.
Although you may not need to seek formal prior approval for certain outside activities,
OGC/Ethics always recommends that you seek ethics counseling. If you have questions that
arise during the shutdown, consult with Justina Fugh, the Director of the Ethics Law Office, at
fugh.justina@epa.gov or ethics@epa.gov. Justina is permitted to answer ethics-related questions
during the shutdown.

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2. Before the shutdown, can I apply for another job so that I have some income?
You should consult with an ethics official. Depending on what you want to do, you may or may
not be able to be compensated. In addition, there are several criminal conflict of interest statutes
to know. Here’s a quick summary:

• Do not engage in outside activity -- compensated or not -- that will conflict with
your EPA official duties and/or violate the laws and regulations.

• You cannot be compensated for teaching, speaking, or writing that deals in

significant part with the Agency’s program, policies, or operations. While there is
a small exception to allow for compensation for teaching a course at certain
institutions, that exception does not likely apply to consulting work. The teaching
exception extends only to teaching a course involving multiple presentations at
certain institutions. 5 C.F.R. § 2635.807(a)(3).

• You cannot represent the interests of another back to the United States
Government.

EXAMPLE: You are a lawyer who wants to represent veterans before the VA.
You cannot do so because 18 U.S.C. §§ 203 and 205 prohibit federal employees
from serving as agent or attorney for another in any particular matter in which
the US is a party. Taken together, these statutes prohibit representation for
compensation and without compensation.

• Be careful if you seek employment with an entity that does business with EPA or
that you deal with in your EPA capacity. You should consult an ethics official to
be sure that you do not run afoul of the financial conflict of interest statute or the
seeking employment regulations.

There is a higher likelihood for conflicts when there is a nexus between your official duties or
the Agency’s mission and the outside activity. For example, getting paid for consulting work that
deals in significant part with the mission of the Agency may present ethics issues, while working
at a retail store will not. You do not have to seek prior approval to work at a retail store or to give
music lessons.

3. When do I have to seek prior approval for outside activity?

You do not need to seek prior approval for all outside activities. Rather, you are required to seek
prior approval when you wish to engage in employment – with or without compensation – that
involves:

(a) Consulting services;

(b) Practicing a profession;

(c) Holding State or local public office;

January 17, 2019 4:59 p.m. Page 11

 (d) Subject matter that deals in significant part with the policies, programs or operations
of EPA, or any matter to which you are currently assigned or to which you have been
assigned in the previous year;

(e) Providing services to an EPA contractor or subcontractor; the holder of an EPA

assistance agreement or sub-agreement; or a firm that is regulated by your Region or
Office.

For more information, please see EPA’s supplemental regulations at 5 C.F.R. §

6401.103(a).

4. How do I seek prior approval?

If your anticipated activity does require prior approval, then you should ordinarily send a written
request (email is acceptable) through your supervisor to your Deputy Ethics Official (DEO). But
a shutdown is not an ordinary time, so you can send your request directly to your DEO or to
OGC/Ethics. To find your own DEO, go to this EPA lapse internet site link:
https://www.epa.gov/sites/production/files/2019-01/documents/epa_deputy_ethics_officials_1-8-
2019.pdf

To reach OGC/Ethics, write to ethics@epa.gov. Your request is not approved unless and until an
ethics official approves it. Your request must address the following:

• your name, title and grade;

• the nature of the outside activity, including a full description of the services to be
performed and the amount of compensation expected;
• the name and business of the person or organization for which the work will be done
(in cases of self-employment, indicate the type of services to be rendered and estimate
the number of clients or customers anticipated during the next six months);
• the estimated time to be devoted to the activity;
• whether the service will be performed entirely outside of normal duty hours (if not,
estimate the number of hours of absence from work required);
• a statement that no official duty time or Government property, resources, or facilities
not available to the general public will be used in connection with the outside
employment;
• the basis for compensation (e.g., fee, per diem, per annum, etc.)
• a statement that you have read, are familiar with, and will abide by the restrictions
described in 5 CFR Part 2635 (Subpart H on “Outside Activities) and Section
6401.102 (EPA’s Supplemental Regulations); and
• an identification of any EPA assistance agreements or contracts held by a person to or
for whom services would be provided.

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 For more information, see EPA supplemental regulations at 5 C.F.R. § 6401.103(b).

5. Do I have ethics implications regarding my former employer during the shutdown when
I return to EPA duty status?
Yes, you will have been an employee of this entity, and there may be appearance concerns or
actual criminal conflict of interest issues when you return to work. For one year, you cannot
participate as part of your official duty in any specific party matter that involves that entity. If
you continue to work for the entity after a shutdown, then you will have a financial conflict of
interest issue with it. Again, consult an ethics official.

6. Can I use EPA equipment, email or resources to assist my outside employment?

No. The de minimis exception under the Agency’s limited personal use of resources does not
extend to compensated, outside employment.

7. Can I volunteer to work at a non-profit during the shutdown?

You need to consider whether the volunteer activity requires that you seek prior approval from
an ethics officer. You do not need prior approval to work at a retail store or to volunteer at a
hospital or animal shelter, for example, but you will need prior approval to work at an
environmental consulting firm.

PARTICIPATING IN RALLIES

Can I participate in rallies, union activities, or other group activities before Congress?
From an ethics perspective, employees in their personal capacity may participate in rallies, but
they must make clear that they are not speaking on behalf of the Agency. They should take
annual leave to participate and CANNOT use EPA equipment, resources, email addresses or
official time to engage in this sort of personal activity.

PAY, TIME AND ATTENDANCE

1. Do we maintain normal office hours or can we have a limited schedule?

Most employees will be furloughed during a shutdown. If an employee is designated as
shutdown or excepted, the employee’s office hours will be contingent upon the degree of work
required to perform approved shutdown or excepted functions and activities.

2. Will employees working under a telework agreement be required to report to their

office locations rather than their alternative work locations?
Employees who are approved to telework by their supervisor on the day EPA shuts down normal
operations can perform their shutdown activities at their alternate work location and are not
required to report to their duty site. They should complete as many shutdown activities as
possible before leaving work on the day prior to the shutdown day, and will, like other
employees, receive their email furlough notification (if not designated as shutdown or excepted).
Employees are always encouraged to consult with their supervisor if they have any questions

January 17, 2019 4:59 p.m. Page 13

about their telework arrangements. Per OPM guidance, employees do not need to have a
telework agreement to perform shutdown activities remotely.

3. Does a shutdown furlough affect the accrual of annual leave and sick leave?
If an employee is furloughed (i.e., placed in nonpay status) for part of a biweekly pay period, the
employee’s leave accrual will generally not be affected for that pay period. However, the
accumulation of nonpay status hours during a leave year can affect the accrual of annual leave
and sick leave over a period of time. For example, when a full-time employee with an 80-hour
biweekly tour of duty accumulates a total of 80 hours of nonpay status from the beginning of the
leave year (either in one pay period, or over the course of several pay periods), the employee will
not earn annual and sick leave in the pay period in which that 80-hour accumulation is reached.
If the employee again accumulates 80 hours of nonpay status, he or she will again not earn leave
in the pay period in which that new 80-hour total is reached. At the end of the leave year, any
accumulation of nonpay status hours of less than 80 hours is zeroed out so that the accumulation
of nonpay status hours for the next leave year starts at zero.

For part-time employees, the rule blocking accrual of leave based on the accumulation of nonpay
status hours does not apply. Instead, leave accrual for part-time employees is prorated based on
hours in a pay status in each pay period; thus, time in nonpay status reduces leave accrual in each
pay period containing such time

Please see OPM’s fact sheet on the Effect of Extended Leave Without Pay, which has a section
entitled, “Accrual of annual and sick leave.”

4. What about return to work notification - what are EPA's plans?

Employee furlough notification instructs employees to return to work on their next regular duty
day after a continuing resolution or an appropriation has been enacted into law. Employees are
encouraged to monitor public news broadcasts and the Office of Personnel Management's
website for regular updates. Employees may also call 1-888-EPA-TALK (1-888-372-8255) for
EPA information.

5. If EPA is shut down for two days, for example, and employees are furloughed two days,
how is pay calculated?
Pay is calculated on an hourly basis. Employees will be paid for the number of hours worked and
the number of hours furloughed will be designated as nonpay status.

6. Does EPA have any plans to offer loans to employees who are living paycheck to
paycheck?
The Agency has no authority to offer loans to employees. Employees who contribute to the TSP
may be eligible for a loan. You can access the TSP Fact Sheet on "Impact of a Federal
Government Shutdown on the Thrift Savings Plan" at: https://www.tsp.gov/PDF/memos/oc11-
5.pdf

7. If the Agency implements a shutdown, when will employees receive pay for the last pay
period that they worked?

January 17, 2019 4:59 p.m. Page 14

Employees will be paid on schedule for their hours worked prior to the shutdown. In this case,
employees will receive pay no later than the agency’s official pay date of January 15, 2019, for
the pay period from December 23, 2018 through January 5, 2019.

8. During a shutdown, will excepted employees be paid?

During the shutdown, excepted and shutdown employees will be paid for actual hours worked
during the shutdown upon the next regular payday following passage of a funding bill.

9. How will time be handled and processed during a shutdown?

Employees who have been identified as furloughed should report for duty on the first working
day that they were previously scheduled to return following expiration of annual funding for the
government. Please note, the process is different for people who are returning and conducting
shut down activities on or after January 3, 2019 or who did not attest their time before noon EST
on January 2, 2019.

Employees scheduled to return on or before Wednesday, January 2, 2019: Employees

should record, submit and attest to their time in PeoplePlus for the pay period ending January 5,
2019 no later than noon EST. Employees should record actual hours worked up to Friday
12/28/18 at midnight, plus the actual hours worked performing appropriate shutdown activities
(up to 4 hours) on the day they perform them. Employees should record the remainder of their
scheduled hours for that day and the pay period using the Furlough Time Reporting Code
(FURSD).

Employees scheduled to return on or after Thursday, January 3, 2019 or who did not attest
time bv noon EST on January 2, 2019: Employee timecards for the pay period ending January
5, 2019 will be submitted automatically. Employees must NOT attempt to revise, save or submit
their timecard until they receive additional guidance on how to record their time for shutdown
activities.

The Furlough Time Reporting Codes (FURSD and FURWK) do not require work codes similar
to the holiday time reporting code, HLDY.

Employees who have been identified as shutdown or excepted, and who continue to work during
some portion of the furlough, should record actual hours worked up to Friday 12/28/18 at
midnight. Employees should record actual hours performing shutdown activities or working on
excepted activities using the Furlough Time Reporting Code (FURWK). Employees should
record the remainder of their scheduled hours for the pay period using the Furlough Time
Reporting Code (FURSD).

Employees who have been identified as exempted should report their time as normal.

Additional time and attendance guidance will be issued upon conclusion of the shutdown,
including how to make time card corrections for those furloughed employees unable to enter
their time by noon EST on Wednesday, January 2, 2019.

January 17, 2019 4:59 p.m. Page 15

10. May an excepted employee be permitted to earn premium pay (e.g., overtime pay,
Sunday premium pay, night pay, availability pay) during the furlough period?
Yes. Excepted employees who met the conditions for overtime pay, Sunday premium pay, night
pay, availability pay and other premium payments will be entitled to payment in accordance with
applicable rules, subject to any relevant payment limitations. Premium pay may be earned but
cannot be paid until Congress passes and the President signs a new appropriation or continuing
resolution.

11. Some employees have other payroll deductions being paid to banks, mortgage
companies, and other automatic deductions. Will employees need to make changes so their
payments will not be late?
Yes. In the event of a furlough significantly impacting pay for any pay period, employees should
plan to avoid/contain late payments for voluntary deductions or personal account allotments.

12. What is the difference between excepted and shutdown employees and how and why do
they get paid during a government shutdown?
There are two classifications of employees who may continue to do some work during an
emergency furlough: excepted and shutdown employees.

OPM defines excepted employees as “employees who are funded through annual appropriations
who are nonetheless excepted from the furlough because they are performing work that, by law,
may continue to be performed during a lapse in appropriations. Excepted employees include
employees who are performing emergency work involving the safety of human life or the
protection of property or performing certain other types of excepted work.” Excepted employees
work and get paid only as necessary and are furloughed during periods they are not needed to
perform excepted work.

EPA will designate some personnel as shutdown employees, who will work for a limited period
of time to implement specific activities necessary for the orderly shutdown of the agency. After
performing this work, shutdown employees are furloughed like the rest of the employee
workforce that is not designated as excepted.

Employees who fall into the excepted and shutdown categories will be notified by their
management of their responsibilities during an emergency furlough. All employees in these
categories are paid for only those hours that they actually work and will be paid after Congress
passes and the President signs a new appropriation or continuing resolution.

13. How does a government shutdown impact Public Health Service (PHS) Officers?
Commissioned Officers are employees of the PHS. If EPA has a lapse in appropriations, PHS
Officers will continue to work at the EPA because they are authorized by law to continue
working. They will be paid after Congress passes and the President signs a new appropriation or
continuing resolution.

14. Is it likely that we will receive “back pay” for any time lost due to a shutdown?
Congress will determine whether furloughed employees receive pay for the furlough period.

January 17, 2019 4:59 p.m. Page 16

 TRAVEL - (EPA Paid Travel)

1. I have been approved for travel beginning sometime after January 2, 2019. Can I
continue to travel?
There should be no official travel during a shutdown except in certain limited circumstances. All
current employees on travel must return to their duty station no later than midnight on the day
before EPA shuts down, and any planned travel scheduled with a departure date prior to the day
before the EPA shuts down that would extend to or beyond the day EPA shuts down, must be
either cancelled or rescheduled.

The only travel exceptions include the following:

• Travel necessary for excepted activities where there is carryover or other funds to pay the
travel costs. This travel should be approved by senior managers and occur only if there
are no alternate means to complete excepted work.
• Employees assigned overseas who are not considered to be in travel status because their
overseas location is considered their permanent station.
• Employees on extended TDY travel where a detail personnel action (SF52) was issued
and funded. Employees should not return to their home location unless instructed by their
receiving office.

2. Will EPA approved travel agencies be accessible? How?

The Agency Travel Management Centers (TMC) will be open. Employees performing excepted
activities can make reservations through Concur or by calling the TMC (BCD Travel) at 1-866-
964-1346. Furloughed employees can cancel upcoming reservations by calling BCD Travel.
EPA’s Cincinnati Finance Center travel help desk (513-487-2346) will also have someone
available to assist with travel arrangements.

3. Who will approve travel if the approving official is in furlough status?

Requests for travel during the shutdown need to be requested by the RA/DRA or AA/DAA via
an email to David Bloom. Final decisions on travel will be made by the CFO.

4. The Agency funded my participation at a conference which includes a non-refundable

registration fee. If EPA is shut down during the days of my scheduled training, may I
travel in my personal capacity and still make use of the registration since it’s not
refundable anyway?
No, you cannot use the registration for your own personal use. This is a misuse of position issue
in that you can’t use government-paid benefits for your own personal use. If you wish to attend
in your personal capacity, you must pay for your own registration. If attending a conference in
your personal capacity, you cannot represent yourself as an EPA official, i.e., you would not be
able to moderate or speak on a panel, present your poster, etc. You may attend in your personal
capacity only and at your own expense and cannot conduct any Agency business. Please consult
with OGC/Ethics at ethics@epa.gov.

January 17, 2019 4:59 p.m. Page 17

 TRAVEL - (Payment of travel expenses by a non-federal source)

1. A non-federal source is paying for me to travel to speak at a conference. OGC/Ethics

already approved the acceptance of these travel benefits. May I still travel?
No, you may not travel. Because the government is shut down, you cannot travel on official
travel orders. You also cannot accept the gift of travel in your personal capacity, because doing
so is a misuse of government position (using federal office or authority for private gain). Please
advise the source that is funding your travel that you are not able to speak and must decline this
invitation. Please cancel all travel arrangements.

2. My supervisor has canceled my upcoming travel. OGC/Ethics already approved the

acceptance of these travel benefits to be paid by a non-federal source. Do I need to do
anything?
Please contact OGC/Ethics (ethics@epa.gov) so they can cancel your ethics travel form.

3. Can I instead travel on my own time as a personal activity?

No, if the travel was accepted by EPA, then you cannot now “convert” the gift for your own
personal advantage. You cannot accept the gift of travel in your personal capacity. Doing so is a
misuse of government position (using federal office or authority for private gain). Please advise
the source that is funding your travel that you are not able to participate and now must decline
the invitation. Please cancel or advise the source to cancel all travel arrangements they made on
your behalf.

WRITING TO A CONGRESSMAN

Can I write a letter to or contact my Senator/Representative about the sequestration,

furloughs, etc.? Can I write social media posts?
From an ethics perspective, employees in their personal capacity may contact their legislators
and/or post opinions on social media. They may refer in passing to their EPA or federal
employment, personal and individual capacity. Be advised, however, that employees CANNOT
use EPA equipment, resources, email addresses or official time to engage in this sort of personal
activity during a shutdown.

January 17, 2019 4:59 p.m. Page 18