CTI history of the EPIC pn camera - NASA/ADS - cti camera

 2024-06-22 15:04:47

The table below provides the biweekly and annual premium pay caps for 2020 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2020 (January 5, 2020, based on the standard biweekly payroll cycle).

The table below provides the biweekly and annual premium pay caps for 2017 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2017.

The employing agency must determine the projected gross amount of civilian "basic pay" that would otherwise have been payable to an employee for each pay period within a qualifying period if the employee's civilian employment had not been interrupted by military active duty. Only "basic pay" as defined in OPM guidance is considered.

When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)

The table below provides the biweekly premium pay caps for 2010 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2010.

This document provides guidance to agencies on implementing a law providing differential payments to eligible Federal civilian employees who are members of the Reserve or National Guard (hereafter referred to as “reservists”) called or ordered to active duty under certain specified provisions of law.

The biweekly premium pay cap is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $191,900 divided by 2,087 hours yields an hourly rate of $91.95 and a biweekly rate of $7,356.00 ($91.95 x 80 hours). Similarly, the Executive Schedule level V annual rate of $180,000 divided by 2,087 hours yields an hourly rate of $86.25 and a biweekly rate of $6,900.00 ($86.25 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2022 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2022 (January 2, 2022, based on the standard biweekly payroll cycle).

caps-5 score interpretation

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $151,275 divided by 2,087 hours yields an hourly rate of $72.48 and a biweekly rate of $5,798.40 ($72.48 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $143,500 divided by 2,087 hours yields an hourly rate of $68.76 and a biweekly rate of $5,500.80 ($68.76 x 80 hours).

Section 5538 became effective on the first day of the first pay period beginning on or after March 11, 2009 (i.e., March 15, 2009, for executive branch employees on the standard biweekly payroll cycle).

The table below provides the biweekly premium pay caps for 2011 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2011.

The table below provides the biweekly and annual premium pay caps for 2016 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2016.

Firstly, high intensity LEDs are designed to produce a higher level of brightness compared to standard LEDs. This is achieved by utilizing a higher current and more efficient design, resulting in a higher luminous output (measured in lumens). These LEDs can produce up to 100 lumens per watt, making them significantly brighter than incandescent or fluorescent bulbs. In terms of color, high intensity LEDs are available in a wide range of hues, including warm or cool white, red, green, blue, and even color-changing RGB options. This makes them suitable for a range of applications, from decorative lighting to task lighting in industrial settings. One of the key specifications of high intensity LEDs is their extremely long lifespan. These LEDs can last up to 100,000 hours, which is equivalent to more than a decade of continuous use. This is due to the absence of filaments or gases in the design, making them highly durable and resistant to failure caused by shock, vibration, or extreme temperatures. Another important feature of high intensity LEDs is their energy efficiency. These LEDs use a fraction of the energy consumed by traditional lighting sources, which translates to significant cost savings in the long run. This, combined with their long lifespan, makes high intensity LEDs a cost-effective lighting solution for both residential and commercial applications. Additionally, high intensity LEDs have a high color rendering index (CRI), which measures the ability of a light source to accurately represent colors. High CRI values mean that colors appear more vibrant and true to life under the light emitted by LEDs. This makes them ideal for tasks that require color accuracy, such as in art studios or retail settings. Finally, high intensity LEDs have a wide operating voltage range, making them compatible with a variety of power sources. They also have a fast response time, meaning they turn on and reach full brightness instantly, making them suitable for applications such as traffic signals and emergency lighting. high intensity LEDs have numerous features that make them a highly desirable lighting option. With their high brightness, long lifespan, energy efficiency, and color versatility, they offer a reliable and cost-effective alternative to traditional lighting sources. As technology continues to advance, we can expect even more impressive specifications from high intensity LEDs and a wider range of applications where they can be utilized.

CAPSscore meaning

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, scheduled annual locality rate of $135,136 divided by 2,087 hours yields an hourly rate of $64.75 and a biweekly rate of $5,180.00 ($64.75 x 80 hours). Similarly, the Executive Level V annual rate of $131,400 divided by 2,087 hours yields an hourly rate of $62.96 and a biweekly rate of $5,036.80 ($62.96 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2021 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2021 (January 3, 2021, based on the standard biweekly payroll cycle).

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality rate or special salary rate), or (2) level V of the Executive Schedule. (See NOTES 1 and 2.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Los Angeles, the GS-15, step 10, scheduled annual locality rate of $130,284 divided by 2,087 hours yields an hourly rate of $62.43 and a biweekly rate of $4,994.40 ($62.43 x 80 hours). Similarly, the Executive Level V annual rate of $125,400 divided by 2,087 hours yields an hourly rate of $60.09 and a biweekly rate of $4,807.20 ($60.09 x 80 hours).

In certain emergency or mission-critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5U.S.C. 5547(b) and 5 CFR 550.106-550.107.) The annual premium pay cap is equal to the greater of the annual rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) level V of the Executive Schedule, using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547.Exceptions to those caps require specific legislation.

caps-5 past month pdf

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $159,572 divided by 2,087 hours yields an hourly rate of $76.46 and a biweekly rate of $6,116.80 ($76.46 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $150,200 divided by 2,087 hours yields an hourly rate of $71.97 and a biweekly rate of $5,757.60 ($71.97 x 80 hours).

The table below provides the biweekly premium pay caps for 2007 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2007.

The table below provides the biweekly premium pay caps for 2005 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2005.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $176,300 divided by 2,087 hours yields an hourly rate of $84.48 and a biweekly rate of $6,758.40 ($84.48 x 80 hours). Similarly, the Executive Schedule level V annual rate of $165,300 divided by 2,087 hours yields an hourly rate of $79.20 and a biweekly rate of $6,336.00 ($79.20 x 80 hours).

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $164,200 divided by 2,087 hours yields an hourly rate of $78.68 and a biweekly rate of $6,294.40 ($78.68 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $153,800 divided by 2,087 hours yields an hourly rate of $73.69 and a biweekly rate of $5,895.20 ($73.69 x 80 hours).

The Office of Personnel Management (OPM) provides leadership on pay administration for civilian Federal employees. We accomplish this by developing and maintaining Governmentwide regulations and policies on authorities such as basic pay setting, locality pay, special rates, back pay, pay limitations, premium pay, grade and pay retention, severance pay, and recruitment, relocation, and retention incentives. Ultimately, each Federal agency is responsible for complying with the law and regulations and following OPM's policies and guidance to administer pay policies and programs for its own employees.

The employee-reservist must provide their employing agency with a copy of their monthly military leave and earnings statement for each affected month. Based on those statements, the employing agency must determine the actual paid gross amount of military pay and allowances allocable to each pay period in a qualifying period. A definition of "military pay and allowances" is included in OPM guidance. Military pay and allowances are payable on a monthly basis. For each affected month, a daily rate will be computed by dividing the monthly total by 30 days for full months or by the actual number of days for partial months. Military pay and allowances will be allocated to a civilian pay period (usually a 2-week period) based on the applicable daily rate for days within the pay period.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $156,043 divided by 2,087 hours yields an hourly rate of $74.77 and a biweekly rate of $5,981.60 ($74.77 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $147,200 divided by 2,087 hours yields an hourly rate of $70.53 and a biweekly rate of $5,642.40 ($70.53 x 80 hours).

For each civilian pay period, the employing agency must compare the projected civilian basic pay to the allocated military pay and allowances. If the allocated military pay and allowances are greater than or equal to the projected civilian basic pay, no reservist differential is payable for that pay period. If the projected civilian basic pay is greater than the allocated military pay and allowances, the difference represents the unadjusted reservist differential.

caps-5 questionnaire pdf

In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) The annual premium pay cap is equal to the greater of the annual rate payable for: (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule - using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547. Exceptions to those caps require specific legislation.

The table below provides the biweekly and annual premium pay caps for 2012 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2012.

Effective on the first pay period beginning on or after December 16, 2009, section 745 of Public Law 111-117 amended 5 U.S.C. 5538 to clarify that the reservist differential is not payable for periods following completion of active duty. The treatment of prior pay periods is addressed in the “Reservist Differential Policy Guidance Supplement”, which is posted as an attachment to the OPM memorandum “Reservist Differential Policy Update” (CPM 2011-06, 04/13/2011).

The annual premium pay cap is computed under 5 CFR 550.106(d) by (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency’s payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table below apply to employees with 26 biweekly salary payments in 2024. The caps do not match the published annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $191,900 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $191,256.00. ($191,900 / 2,087 = $91.95. $91.95 x 80 = $7,356.00. $7,356.00 x 26 = $191,256.00.) Similarly, the EX‑V annual rate is $180,000, but the corresponding annual premium pay cap based on 26 payments is $179,400. However, if employees instead have 27 biweekly salary payments during 2024, for those employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.

Secure .gov websites use HTTPS A lock ( Lock A locked padlock ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites.

The table below provides the biweekly premium pay caps for 2009 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2009.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $157,608 divided by 2,087 hours yields an hourly rate of $75.52 and a biweekly rate of $6,041.60 ($75.52 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $148,700 divided by 2,087 hours yields an hourly rate of $71.25 and a biweekly rate of $5,700.00 ($71.25 x 80 hours).

The biweekly premium pay cap is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $183,500 divided by 2,087 hours yields an hourly rate of $87.93 and a biweekly rate of $7,034.40 ($87.93 x 80 hours). Similarly, the Executive Schedule level V annual rate of $172,100 divided by 2,087 hours yields an hourly rate of $82.46 and a biweekly rate of $6,596.80 ($82.46 x 80 hours).

Under 5 U.S.C. 5538, employing agencies must pay differential payments to eligible Federal civilian employees who are members of the Reserve or National Guard (hereafter referred to as "reservists") called or ordered to active duty under certain specified provisions of law. Federal agencies must provide a payment (a "reservist differential") equal to the amount by which an employee's projected civilian "basic pay" for a covered pay period exceeds the employee's actual military "pay and allowances" allocable to that pay period.

The table below provides the biweekly premium pay caps for 2008 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2008.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

caps-5

High power LEDs (Light Emitting Diodes) are a popular and efficient light source used in a variety of applications, including residential, commercial, and industrial. They have gained popularity due to their energy efficiency and durability, making them a cost-effective option. But what exactly is considered a high power LED and how does it differ from a regular LED? In this article, we will delve deeper into the world of high power LED and explore their features, benefits, and applications. High power LEDs are typically characterized by their high wattage, usually ranging from 1 watt to 100 watts or more. This is significantly higher than regular LED, which typically have a wattage of 0.1 to 1 watt. The high wattage allows high power LEDs to emit a much brighter and concentrated light, making them suitable for a wide range of lighting needs. One of the main factors that set high power LED apart is their larger and thicker die (a component of the LED that converts electricity into light). This thicker die allows for higher light output and improved thermal management, ensuring that the LED stays cool and operates efficiently. Most high power LED use advanced packaging materials and design techniques to enhance their output and performance. Some of these techniques include ceramic substrates and chip-on-board (COB) technology, which allows for a higher current and greater brightness. Another defining feature of high power LEDs is their high current capability. They can handle a higher current flow than regular LEDs, which results in a higher light output and improved efficiency. This is possible due to their robust and durable design, making them suitable for use in rugged or harsh environments. The benefits of switching to high power LEDs are numerous. First and foremost, they are more energy-efficient than traditional lighting options, such as incandescent or fluorescent bulbs. High power LEDs can produce the same level of brightness as these bulbs while using significantly less energy. This not only helps save on electricity bills but also has a positive impact on the environment by reducing carbon emissions. Additionally, high power LED have a much longer lifespan than traditional bulbs, up to 50,000 hours or more. This means they require less frequent replacements, saving both time and money in the long run. They also emit very little heat, reducing the risk of fire hazards and making them safe to use in enclosed spaces. High power LED also offer better color temperature and control. Unlike traditional bulbs, which can produce a yellowish or bluish light, high power LEDs can produce a wide range of color temperatures, from warm white to cool white. This makes them highly versatile and suitable for various applications, such as lighting for home, office, or outdoor spaces. Speaking of applications, high power LED are commonly used in general lighting, signage, and architectural lighting. Due to their high brightness and energy efficiency, they are also used for automotive lighting, streetlights, and traffic signals. Furthermore, their small size and low profile make them ideal for use in televisions, computer monitors, and other electronic devices. Technology advancements in the field of high power LEDs have also made them a popular choice for horticultural lighting. Their high intensity and controllability make them suitable for indoor gardening, where precise lighting is essential for plant growth. In conclusion, high power LED are a game-changer in the field of lighting, offering numerous benefits and applications. With their high wattage, advanced packaging, and improved thermal management, they have revolutionized the way we light our homes, offices, and outdoor spaces. As technology continues to evolve, we can only expect further improvements and innovations in the world of high power LED.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $166,500 divided by 2,087 hours yields an hourly rate of $79.78 and a biweekly rate of $6,382.40 ($79.78 x 80 hours). Similarly, the Executive Schedule level V annual rate of $156,000 divided by 2,087 hours yields an hourly rate of $74.75 and a biweekly rate of $5,980.00 ($74.75 x 80 hours).

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, annual locality rate of $143,471 divided by 2,087 hours yields an hourly rate of $68.75 and a biweekly rate of $5,500 ($68.75 x 80 hours). Similarly, the Executive Level V annual rate of $136,200 divided by 2,087 hours yields an hourly rate of $65.26 and a biweekly rate of $5,220.80 ($65.26 x 80 hours).

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

The table below provides the biweekly premium pay caps for 2004 by locality pay area. These caps are effective as of the first day of the first applicable pay period beginning on or after January 1, 2004.

The reservist differential is not basic pay for any purpose. The reservist differential is considered to be pay for the purposes of various other laws governing Federal employee compensation (e.g., laws governing salary offset for debt collection, waiver of overpayments, garnishment, back pay). However, the reservist differential will not be counted as part of aggregate compensation in applying the aggregate pay limit in 5 U.S.C. 5307.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $172,500 divided by 2,087 hours yields an hourly rate of $82.65 and a biweekly rate of $6,612.00 ($82.65 x 80 hours). Similarly, the Executive Schedule level V annual rate of $161,700 divided by 2,087 hours yields an hourly rate of $77.48 and a biweekly rate of $6,198.40 ($77.48 x 80 hours).

These caps are effective as of the first day of the first pay period beginning on or after January 1, 2023 (January 1, 2023, based on the standard biweekly payroll cycle).

caps-iv ptsd

High power LEDs, also known as high intensity LEDs, are a type of light-emitting diode (LED) that can emit a much brighter and stronger light than traditional LEDs. These LEDs are widely used in various industries and applications due to their numerous advantages and benefits. In this article, we will explore the different areas where high power LEDs are used and their impact. Automotive Industry One of the most common applications of high power LEDs is in the automotive industry. These LEDs are used in headlights, taillights, and interior lighting of vehicles. Compared to traditional halogen lights, high power LEDs offer much better performance and longevity. They provide a brighter and more focused beam, improving visibility and safety for drivers. Moreover, these LEDs have a longer lifespan, making them a cost-effective choice for automotive manufacturers. Street Lighting High power LEDs are also being increasingly used in street lighting as they provide several advantages over traditional lighting options. These LEDs can produce a brighter and more uniform light, improving visibility and safety on roads. They also have a longer lifespan, reducing maintenance costs for municipalities. Additionally, high power LEDs are more energy-efficient, consuming up to 80% less energy than traditional street lights. Commercial and Industrial Lighting In recent years, there has been a significant shift towards using high power LEDs in commercial and industrial lighting. These LEDs are used in warehouses, factories, and commercial buildings due to their energy efficiency and long lifespan. High power LEDs can also be easily dimmed and controlled, providing businesses with more flexibility in their lighting systems. This not only saves energy but also reduces electricity bills for commercial and industrial establishments. Home Lighting Advancements in technology have also made high power LEDs a popular choice for home lighting. These LEDs are used in various home lighting fixtures such as ceiling lights, track lights, and spotlights. Due to their energy efficiency and longer lifespan, they are a more environmentally friendly and cost-effective option for homeowners. High power LEDs also have a high color rendering index (CRI), producing a more natural and vibrant light, making them ideal for task lighting in kitchens and workspaces. Entertainment and Stage Lighting High power LEDs are the preferred choice in the entertainment and stage lighting industry due to their versatility and control options. These LEDs are used in concerts, theatre productions, and other events to create vibrant and dynamic lighting effects. Their ability to produce a wide range of colors and their ability to be controlled with precision make them an essential tool for lighting designers. Medical Applications High power LEDs are also making their mark in the medical industry due to their ability to produce a specific spectrum of light. These LEDs are used in photodynamic therapy, a treatment that uses light to activate photosensitizing agents to destroy abnormal cells. They are also used in surgical lighting as a more energy-efficient and cooler alternative to traditional halogen lights. Aviation and Aerospace High power LEDs are becoming increasingly popular in the aviation and aerospace industries due to their lightweight and energy-efficient nature. They are used in the lighting systems of aircrafts as they provide a longer lifespan and consume less energy. This helps to reduce the weight of the aircraft, making it more fuel-efficient and cost-effective in the long run. Conclusion From automotive to aerospace, high power LEDs have found their way into various industries and applications due to their numerous benefits. These LEDs provide brighter and more focused light, consume less energy, and have a longer lifespan, making them a cost-effective and sustainable lighting option. As technology continues to advance, we can expect to see even more innovative uses of high power LEDs in the future.

The table below provides the biweekly and annual premium pay caps for 2013 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2013.

Note: The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency’s payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency’s payroll cycle, the biweekly pay period covering December 18, 2022, through December 31, 2022, may be the first biweekly pay period with a payroll pay date in calendar year 2023 (e.g., January 6, 11, etc.). Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2023. For that same agency, the biweekly pay period covering December 3-16, 2023, could be the last biweekly pay period with a payroll pay date in calendar year 2023 (e.g., December 22, 27, etc.). (Note: Different agencies may have a different set of covered pay periods for calendar year 2023, since payroll pay dates vary by payroll provider and agency.)

The receipt of a reservist differential does not affect an employee’s civilian pay and leave status. While absent from the civilian job, the employee is considered to be on leave without pay unless the employee takes civilian paid leave or other paid time off. The employee may use paid time off (e.g., military leave, annual leave, credit hours, compensatory time off), as available to the employee, subject to the normal conditions governing use of the particular paid time off. However, as required by 5 U.S.C. 6323(b), sick leave may not be used during a period of duty as a reservist that meets the conditions in that subsection. A reservist may not receive the reservist differential for periods during which he or she uses paid time off, since the reservist is already receiving full civilian pay for such periods. (During civilian paid time off, the reservist receives full military pay and full civilian pay, except that civilian pay is offset by military pay when an employee uses military leave under 5 U.S.C. 6323(b). During civilian leave without pay periods, the reservist receives full military pay and may receive a reservist differential, which represents the amount by which civilian basic pay exceeds military pay and allowances.) Thus, the reservist differential for a pay period will be adjusted to account for any hours of paid time off.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $161,900 divided by 2,087 hours yields an hourly rate of $77.58 and a biweekly rate of $6,206.40 ($77.58 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $151,700 divided by 2,087 hours yields an hourly rate of $72.69 and a biweekly rate of $5,815.20 ($72.69 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2018 by locality pay area. The biweekly caps are effective as of the first day of the first pay period beginning on or after January 1, 2018. The annual caps apply to biweekly pay periods with a payroll pay date in calendar year 2018.

The employee-reservist must provide their employing agency with a copy of their military orders. The employing agency will determine whether the employee-reservist meets the conditions described above.

The Internal Revenue Service has given OPM the following guidance regarding the treatment of reservist differentials paid under 5 U.S.C. 5538 for Federal tax purposes:

The reservist differential is not payable for periods during which the employee is receiving civilian basic pay for performing work or using civilian paid leave or other paid time off. Thus, the unadjusted reservist differential must be adjusted (reduced) to take into account any paid hours (paid work or paid time off). The agency must follow the adjustment methodology prescribed by OPM in its guidance.

The caps do not match the published annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $183,500 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $182,894.40. ($183,500 / 2,087 = $87.93. $87.93 x 80 = $7,034.40. $7,034.40 x 26 = $182,894.40.) Similarly, the EX V annual rate is $172,100, but the corresponding annual premium pay cap based on 26 payments is $171,516.80. However, if employees instead have 27 biweekly salary payments during 2023, for those employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.

The table below provides the biweekly and annual premium pay caps for 2024 by locality pay area. Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table. The biweekly premium pay cap for such employees must be computed using the procedures in the “Computation” section below. Locality rates under 5 U.S.C. 5304 and special rates under 5 U.S.C. 5305 for most GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $191,900 in 2024.

LED (Light Emitting Diode) lights have become increasingly popular in recent years due to their energy efficiency and long lifespan. They are a type of semiconductor diode that converts electrical energy into light, using the movement of electrons through a semiconductor material. However, within the category of LED lights, there are different types such as standard LED and high output LED. In this article, we will explore the key differences between these two types of LED lights. Brightness and Lumen Output The most significant difference between standard LED and high output LED is the brightness and lumen output. Standard LED lights typically have a lumen output of 500-1000 lumens, while high output LED lights have a significantly higher lumen output of 2500-5000 lumens. This means that high output LED lights produce a much brighter and more intense light, making them suitable for applications that require high levels of illumination. Power Consumption and Efficiency Since high output LED lights produce a brighter light, one may assume that they consume more power. However, this is not the case. In fact, high output LED lights are more energy-efficient compared to standard LED lights. They require less power to produce the same level of brightness, making them a more eco-friendly and cost-effective option in the long run. The higher the efficiency of a light source, the lower the energy cost, which is a significant benefit of high output LED lights. Heat Emission Another key difference between standard LED and high output LED lights is the heat emission. With standard LED lights, the heat emission is minimal as they produce less light and consume less power. However, high output LED lights produce a more significant amount of light, resulting in higher heat emission. To counter this, high output LED lights are equipped with advanced heat dissipation systems to prevent overheating and maintain their lifespan. Application and Usage Standard LED lights are suitable for general and ambient lighting purposes. They are commonly used in households, offices, and commercial buildings for task-specific lighting, such as reading, working, or ambient lighting. On the other hand, high output LED lights are best suited for specialized applications that require intense illumination. They are commonly used in industrial settings, outdoor lighting, sports stadiums, and large commercial spaces. Durability and Lifespan LED lights are known for their long lifespan, and high output LED lights are no exception. In general, LED lights have a lifespan of around 25,000 to 50,000 hours, while high output LED lights can last up to 100,000 hours. This is due to the fact that high output LED lights are designed to operate at a higher voltage and current, making them more durable and long-lasting. Design and Size Standard LED lights are relatively small and compact, making them suitable for various design and decorative purposes. They can easily fit into different fixtures and styles, making them a versatile option for lighting design. However, high output LED lights are larger in size due to the advanced components and heat dissipation systems required to produce brighter and more intense light. This can limit their design flexibility, making them more suitable for industrial and commercial use rather than decorative purposes. Cost While high output LED lights may have a higher price point compared to standard LED lights, they are a cost-effective option in the long run. As they consume less energy, have a longer lifespan, and require less maintenance, the cost savings over time can offset the initial investment. both standard LED and high output LED lights have their unique features and benefits. Standard LED lights are suitable for general lighting purposes, while high output LED lights are more specialized in their application. When choosing between the two, it is essential to consider the specific lighting needs of your space and determine which type of LED light would be most suitable. Whichever option you choose, both types of LED lights offer numerous advantages and contribute to a more sustainable and energy-efficient future.

The table below provides the biweekly and annual premium pay caps for 2019 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2019 (January 6, 2019, based on the standard biweekly payroll cycle).

Section 5538 applies to all employees and agencies within the Federal Government (executive, legislative, and judicial branches) unless the employee or agency is excluded from coverage by other provision of law.

These caps are effective as of the first day of the first pay period beginning on or after January 1, 2024 (January 14, 2024, based on the standard biweekly payroll cycle).

The employing agency must adjust an employee's projected rate of basic pay as it would have been adjusted (with reasonable certainty) but for the interruption of military active duty. This would include general increases, locality pay increases, and within-grade increases (based on longevity and acceptable performance). It could also include certain career-ladder promotion increases and performance-based basic pay increases, if the reasonable certainty standard is met.

caps-5 download

Section 751 of the Omnibus Appropriations Act, 2009 (Public Law 111-8, March 11, 2009) added section 5538 to title 5, United States Code. This section provides a benefit to certain Federal civilian employees who are (1) absent from employment with the Federal Government because they are ordered to perform active duty in the uniformed services under 10 U.S.C. 12304b or a provision of law specifically referenced in 10 U.S.C. 101(a)(13)(B) and (2) entitled to reemployment rights under 38 U.S.C. chapter 43 based on such absence.

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $170,800 divided by 2,087 hours yields an hourly rate of $81.84 and a biweekly rate of $6,547.20 ($81.84 x 80 hours). Similarly, the Executive Schedule level V annual rate of $160,100 divided by 2,087 hours yields an hourly rate of $76.71 and a biweekly rate of $6,136.80 ($76.71 x 80 hours).

caps-5 scoring

In considering whether to use special military leave under section 6323(b) or to receive a reservist differential, employees should take into account the following facts:

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

The fact sheets below provide information on various topics concerning pay administration for Federal employees covered under title 5 of the United States Code and title 5 of the Code of Federal Regulations.

The table below provides the biweekly and annual premium pay caps for 2015 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2015.

A reservist differential under section 5538 is payable to an employee during a "qualifying period" during which the employee meets both of the following conditions:

The table below provides the biweekly and annual premium pay caps for 2023 by locality pay area. Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table. The biweekly premium pay cap for such employees must be computed using the procedures in the “Computation” section below. Locality rates under 5 U.S.C. 5304 and special rates under 5 U.S.C. 5305 for most GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $183,500 in 2023.

Note: The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency’s payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency’s payroll cycle, the biweekly pay period covering December 17, 2023, through December 30, 2023, may be the first biweekly pay period with a payroll pay date in calendar year 2024 (e.g., January 5, 10, etc.). Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2024. For that same agency, the biweekly pay period covering December 1-14, 2024, could be the last biweekly pay period with a payroll pay date in calendar year 2024 (e.g., December 20, 24, etc.). Basic pay and premium pay for that pay period would also be included in applying the annual premium pay cap for 2024. (Note: Different agencies may have a different set of covered pay periods for calendar year 2024, since payroll pay dates vary by payroll provider and agency.)

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $145,464 divided by 2,087 hours yields an hourly rate of $69.70 and a biweekly rate of $5,576.00 ($69.70 x 80 hours). Similarly, the Executive Level V annual rate of $139,600 divided by 2,087 hours yields an hourly rate of $66.89 and a biweekly rate of $5,351.20 ($66.89 x 80 hours).

The annual premium pay cap is computed under 5 CFR 550.106(d) by: (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency’s payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table below apply to employees with 26 biweekly salary payments in 2023.

The table below provides the biweekly premium pay caps for 2006 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2006.

The table below provides the biweekly and annual premium pay caps for 2014 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2014.

The table below provides the biweekly cap amounts for 2003 by locality pay area. These caps are effective as of the first pay period beginning on or after January 1, 2003.

OPM Policy Guidance Regarding Reservist Differential under 5 U.S.C. 5538, originally issued on December 8, 2009, via memorandum to agency Chief Human Capital Officers, and most recently amended and reissued on June 23, 2015

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, scheduled annual locality rate of $139,774 divided by 2,087 hours yields an hourly rate of $66.97 and a biweekly rate of $5,357.60 ($66.97 x 80 hours). Similarly, the Executive Level V annual rate of $133,900 divided by 2,087 hours yields an hourly rate of $64.16 and a biweekly rate of $5,132.80 ($64.16 x 80 hours).

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable special salary rate or locality rate), or (2) level V of the Executive Schedule. (See Note 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Los Angeles, the GS-15, step 10, scheduled annual locality rate of $136,466 divided by 2,087 hours yields an hourly rate of $65.39 and a biweekly rate of $5,231.20 ($65.39 x 80 hours). Similarly, the Executive Level V annual rate of $128,200 divided by 2,087 hours yields an hourly rate of $61.43 and a biweekly rate of $4,914.40 ($61.43 x 80 hours).

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

The reservist differential must be paid from the same appropriation or fund that would have been used to pay the employee's civilian salary but for the interruption to perform military active duty. Reservist differentials should be paid at the same frequency as regular civilian salary payments (e.g., generally on a biweekly basis for executive branch employees). Given the need to obtain information about an individual's military pay and allowances and other matters to accurately compute the reservist differential, a reservist differential is considered due and payable on a scheduled date that is no later than 8 weeks (4 biweekly pay periods) after the normal civilian salary payment date for a given pay period, except that this scheduled date may be pushed back beyond 8 weeks if the employee does not provide the agency with a copy of any needed military orders and military leave and earnings statement on a timely basis.