Exit Survey
Department
of the Army civilians retiring or otherwise opting to leave Army
employment now have a formal opportunity to share their reasons for moving
on with commanders and personnel managers through a web-based survey.
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The following information is
provided for separating employees. Benefits are the same for CSRS, CSRS Offset, and FERS employees who are
separating from federal service EXCEPT for retirement benefits.
General
Information You should receive
some/all of the following forms within 30 days of separation:
 | SF 50 or NPA (Notification of Personnel Action) |
| SF 2810 (Notice of Change in Health Enrollment) |
| SF 2821 (Agency Certification of Insurance) |
| SF 2819 (Notice of Conversion Privilege Federal
Employee Group Life Insurance) |
| SF 8 (Unemployment Compensation for Federal Employees
(UCFE) Program) |
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| W2 |
If you move prior to the end of the calendar
year, you will need to let your losing customer service representative
know your new address. This will ensure your W2 will be mailed to
the proper address. If you fail to change your address, your W2 will
be mailed to the address of record. |
| Reinstatement to Competitive
Service |
Veterans have permanent eligibility for
reinstatement.
Non-veterans who left as career employees have permanent
eligibility for reinstatement.
Non-veterans who left as career-conditional employees
are eligible for reinstatement for three years. If you return to
career-conditional employment within 30 days, time previously served is
credited. If you return to a career-conditional position after
a 30 day break in service, you start another three-year waiting period
before you receive career status.
NOTE: If separated before
completing your probationary period and your return to the same line of
work within 30 days, time previously served is credited. If the
return is greater than 30 days, you restart the probationary period. |
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Leave |
| Annual Leave |
Upon separation from federal employment,
employees are entitled to a lump-sum payment of all accrued annual
leave. Payment will be included in your last paycheck. The separating employee is paid for all hours of unused
annual leave, including any hours above 240 as long as the separation date
is before the last day of the last pay period of the leave year.
This payment is based on the rate of pay the employee would
have received had he/she remained in service (5 USC 5551). |
| Sick Leave |
No payment is made for unused sick leave although it may be
recredited if the employee is reemployed on or after December 2, 1994,
provided the sick leave was not previously forfeited as a result of
reemployment before December 2, 1994 (5 CFR 630.502(b)). |
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Health Insurance
You will be covered
under your present plan for up to 31 days past your separation date (at no
cost to you). In addition, you may be given the opportunity to
continue your FEHB coverage for up to 18 months under the Temporary
Continuation of Health Benefits Coverage (TCC). See details below. |
| Eligibility |
Public Law 100-654 (Temporary Continuation of Health
Benefits Coverage (TCC)) applies to enrollees who separate from service.
NOTE: Enrollees who separate for
gross misconduct are not eligible for TCC. |
| Cost |
The separating employee must pay both the
employee and government share of the health benefits premium, plus an
administrative fee of approximately 2% of the premium. |
| Effective Date & Length of
Coverage |
Retroactive to the day after the 31-day
temporary extension of coverage terminates. The length of coverage
for separating employees is 18 months from the date of separation. |
| During Coverage under TCC |
The employee may enroll for self only or self
& family; may enroll in any plan or option. The employee has the
opportunity to change his/her enrollment during an open season, or when an
event occurs that would allow an employee to change enrollment. |
| After TCC Terminates |
TCC has a 31-day extension of coverage, at no
cost, in the same enrollment category held at the time TCC expires (other
than for cancellation), and the employee has the right to convert to a
private policy. |
| RIF TCC |
If an employee is separated by RIF, the
employee can enroll in TCC, paying only their share with the government
paying their share plus the 2% administrative fee. |
Life
Insurance Life insurance coverage terminates
31 days after separation. However, an employee may apply for
(convert to) an individual life insurance policy. The employing office
provides the appropriate certificate (SF 2821) and form (SF 2819).
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- Physical exam not required
- Employee will be provided information from OFEGLI on
the insurance company availability.
- Individual policy may be written for an amount equal
to or less than the total amount of life insurance the employee has
under the Group Policy, including all options on the date employee's
insurance stops.
- Written application and payment of the first premium
must be made within 31 days after the employee's insurance stops or
within 31 days after the employee receives notification of its
termination, whichever is later. Premiums will likely be higher
than those paid under the Group Policy.
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Retirement When separated and off the rolls
at least 30 days or returns in an uncovered position, and not eligible for
an annuity, the individual may apply to OPM and receive a refund of their
retirement fund. The separating employee is not required to withdraw
the money in their retirement fund at the time of separation. It is
important that the individual understand their options, and the
consequences if he/she does elect to withdraw their funds. |
| CSRS & CSRS Offset Employees |
If the employee has less than
five years of creditable civilian service, the employee is not vested and
is not eligible for a deferred retirement. The individual can
receive their money with interest. If the individual returns to
federal service, he/she may apply to make the redeposit with interest
added from the date the refund was received. If the individual has
more than five years, there is no interest added in the refund. When
a refund is received, he/she does not maintain any right to an
annuity. If the individual does not request a refund and has over
five years of civilian service, he/she can apply for a deferred annuity at
age 62.
Upon rehire, if the individual has CSRS coverage upon
separation and returns with 365 days, he/she will retain CSRS
coverage. However, if he/she returns after 365 days, the employee
must have at least 5 years potentially creditable civilian service by
12/31/86 or as of last break with any amount of CSRS coverage to be CSRS
Offset since they are subject to Social Security coverage. If the
individual is vested in CSRS (five-year rule) and returns to a noncovered
position, the coverage would be FICA. If the appointment is to a
position that cannot be covered by CSRS, but may be covered by FERS, the
rehire would be FICA with the opportunity to elect FERS.
If the refund was received, since it was CSRS money, the
refund can be repaid, even if the coverage changes to FERS upon return. |
| FERS Employees |
The employee may apply for a
refund. If the individual has more than one year of service,
interest is added to the contributions to be a part of the refund.
FERS employees should be cautioned on the withdrawal of funds. Refunded
FERS service cannot be repaid if the employee returns to government
service. The service covered by the refund cannot be credited for
retirement purposes.
If the individual leaves their money in the retirement
fund and has at least five years of civilian service, he/she will be
eligible for a deferred annuity at age 62. If the employee has 10
years of service, the employee may apply for a deferred annuity at their
minimum retirement age (MRA). |
| Survivor Benefits |
CSRS & CSRS Offset Employees |
If the employee is separated
and not retired, there are no survivor benefits available other than the
lump sum of the retirement fund without interest. |
| FERS Employees
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A survivor annuity is generally payable
to the spouse of the deceased former employee if the former employee had
10 or more years of service (military & civilian, with a minimum of 5
years of civilian service), even if he/she did not apply for
retirement. If the former employee had less than 10 years, the
spouse would be entitled to a lump sum payment of the retirement fund with
interest. |
Thrift
Savings Plan |
| The separating employee is not required to
withdraw the money in his/her account at the time of separation. The
separating employee has several withdrawal options. After separation,
the individual may no longer contribute to the TSP, but he/she still has
the opportunity to make interfund transfers. Visit the TSP
website for more information. |
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