"...reported that a number of Postal Service employees saw a web page that had dead links to VERA and other retirement incentive...."
Showing posts with label Ver. Show all posts
Showing posts with label Ver. Show all posts
Wednesday, March 21, 2012
Jumping the gun on VER?
USPS Early Retirement, RIF, and Reassignments Rumors Read our latest posts! .
Wednesday, June 2, 2010
Postal Voluntary Early Retirement Offer Again?
Take a look at the FederalSoup forum (page 38) for the latest "early out retirement offer rumor" ...this one claims a July 2010 announcement. Additionally, the individual claims that the PMG was at their plant and spoke of it, along with other interesting information found in the post. Take a look!
Rumor
Sunday, April 11, 2010
Early Retirement Rumors
"...it is very likely that postal management will pursue further reductions in the employee complement through Voluntary Early Retirement offers...."
This Article is From: www.apwu.org
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Thursday, April 8, 2010
USPS To Offer Early Out Retirement To...?
The Postal Reporter News Blog, according to the FederalSoup Forum, is again reporting that the USPS is offering another Early Out Retirement to some employees. Click over to the FederalSoup Forum and join in on the conversation and post your thoughts ...rest assured postal managers read the FederalSoup Forum. Expressing your thoughts and offering suggestions in the forum could go a long way in creating positive change. If you remain silent, someone else may speak for you. Let them know what you think.
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Sunday, August 30, 2009
VER Eligible Employees Begin Receiving Letters
"...Employees eligible for a Voluntary Early Retirement (VER) are beginning to receive their VER offer letters in the mail. The offer mentions the incentive, but fails to spell out the amount and provide a description of the incentive...."
This Article is From: http://postal-newsgroup.blogspot.com/
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Wednesday, August 5, 2009
Excellent Suggestion Found on Online Postal Employee Community Forum
Below you will find the text of an excellent beneficial suggestion that a member of the FederalSoup community has offered. The actual post can be found at: FederalSoup. Here is the full text of the suggestion:
Suggestion for the Postal Service...
With so many USPS leaders posting to the FederalSoup message board here, from D.C. and Hyattsville, Maryland, might I make a suggestion?
Suggestion: Obviously, the USPS is going to continue to make VER [Voluntary Early Retirement] offers to reduce the numbers. Without an incentive, the numbers taking these early-outs, are minimal. Every time the postal service makes an offer it gives employees an extremely short period of time to make a finalized decision. A decision of this magnitude deserves intelligent thought and planning. I suggest that the USPS announce a VER that would take place in January 2010 and another approximately six (6) months after that. This would provide a more reasonable time-frame for employees to:
# Seek Employment: It would be a benefit to permit us to have reasonable time to secure another job. Additionally, USPS should offer some type of liberal leave policy, as well as permitting a liberal "Leave of Absence" program, both designed and published as a program coinciding with the VER. This would give adequate time to find a job, go through the hiring process, and begin the new employment in an effort to ease the transition into a new life. I understand not everyone wishes to go to work after retiring, but for those needing to do so for economic reasons would have a better opportunity to do so.
# Adjust to Retirement: Sometimes people simply need more time to determine if they can handle sitting at home in retirement or after doing so for a short period, determining that they need to find another job simply to stay active. Liberal leave and/or a liberal "Leave of Absence" program would again, give individuals the time they need to structure a retirement that would be positive for themselves, the family, etc.
# Adjust Short-Term Savings: The extended VER time-frames would provide a more reasonable time to garner savings toward an adjustment period.
What do my fellow postal employees think about this? Do you think this would help some?
This Article is From: Rollin-Harleys at FederalSoup
Read our latest posts!
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Suggestion for the Postal Service...
With so many USPS leaders posting to the FederalSoup message board here, from D.C. and Hyattsville, Maryland, might I make a suggestion?
Suggestion: Obviously, the USPS is going to continue to make VER [Voluntary Early Retirement] offers to reduce the numbers. Without an incentive, the numbers taking these early-outs, are minimal. Every time the postal service makes an offer it gives employees an extremely short period of time to make a finalized decision. A decision of this magnitude deserves intelligent thought and planning. I suggest that the USPS announce a VER that would take place in January 2010 and another approximately six (6) months after that. This would provide a more reasonable time-frame for employees to:
# Seek Employment: It would be a benefit to permit us to have reasonable time to secure another job. Additionally, USPS should offer some type of liberal leave policy, as well as permitting a liberal "Leave of Absence" program, both designed and published as a program coinciding with the VER. This would give adequate time to find a job, go through the hiring process, and begin the new employment in an effort to ease the transition into a new life. I understand not everyone wishes to go to work after retiring, but for those needing to do so for economic reasons would have a better opportunity to do so.
# Adjust to Retirement: Sometimes people simply need more time to determine if they can handle sitting at home in retirement or after doing so for a short period, determining that they need to find another job simply to stay active. Liberal leave and/or a liberal "Leave of Absence" program would again, give individuals the time they need to structure a retirement that would be positive for themselves, the family, etc.
# Adjust Short-Term Savings: The extended VER time-frames would provide a more reasonable time to garner savings toward an adjustment period.
What do my fellow postal employees think about this? Do you think this would help some?
This Article is From: Rollin-Harleys at FederalSoup
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Tuesday, March 17, 2009
Early outs, again?
"...There is a strong rumor out there that there will be another VER coming soon. At this point it is just that, a rumor, but I wouldn’t be surprised if the Postal Service, in an effort to continue downsizing in response to reduced volumes, announces another VER...."
This Article is From: www.postmasters.org
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Tuesday, August 26, 2008
USPS Human Resources Report on VER
"...National Retirement Counseling System Annuity Estimate. This information details the postal voluntary early out retirement annuity statement that was mailed to eligible employees. ..."
This Article is From: VER-Annuity-Estimate-Calc.html
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Sunday, August 24, 2008
VER Calculation Criteria
Learn more about some of the criteria used to calculate VER:
This information is attached to the VER Annuity Statement Letter:
Source: VER Letter
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Wednesday, July 16, 2008
(APWU) Burrus to VER-Eligible Employees: ‘DON’T GO’
"...about an offer of Voluntary Early Retirement (VER), APWU President William Burrus is advising union members to delay making a decision as long as possible.
“The decision about when to retire is a personal one that is influenced by family obligations and lifestyle,” Burrus said. “But the attractiveness of ending a career early should be weighed with consideration of factors that may not be readily apparent.”
In addition to life-long annuity reductions, he said, employees should realize that the Postal Service offer is being made because of the prospect of heavy financial losses in the current fiscal year and beyond. “The opportunity to retire early may be tempting, but it is not being offered for the employee’s benefit: It is intended to improve the financial condition of the Postal Service.”
“An employee who retires after 25 years of service can expect to receive an annuity of less than half of the average basic salary of the last three years,” Burrus said. He noted that this would exclude most of the time period covered by the 2008 upgrade and the September 2008 Cost-of-Living Adjustment, which is expected to be over $1,000 — one of the largest in postal history.
“Employees who can work for another 15 years before reaching their annuity maximums can expect pay hikes over that time equal to the nearly $18,000 in raises over the past 15 years,” Burrus said of the increase from $34,000 to September’s $52,000.
“The USPS would save about $1 million in salary, benefits, and retirement annuity for each such employee,” he said.
“Those who take the early-out offer will allow the Postal Service to avoid these future obligations, while receiving a significantly lower annuity for the balance of their lives — and lives of their survivors.” The annuity reduction would be “substantial,” he said, and cannot be justified unless the Postal Service offers an incentive.
“We have discussed incentives with the Postal Service,” Burrus said, “but, so far, management has refused to consider any kind of bonus in conjunction with the early-out offer.” The discussions with management are continuing, he said.
“We do not oppose Voluntary Early Retirement per se,” Burrus said, “but we believe incentives should be offered and all eligible employees should be included.”
“And we expect that if a sufficient number of employees do not accept the early-out, the Postal Service will still face a significant deficit, and will still be forced to find ways to reduce the workforce. We will be having continuing discussions with postal management,” he said, “and these discussions will be influenced by the number of employees who voluntarily retire without incentives.”
“In this uncertain economy, there is no reason to make a hasty decision,” Burrus said. “Energy and medical costs are escalating, which will make it extremely difficult to survive on a fixed income. One simply has to consider the financial disincentives to retire early, especially without an upfront monetary incentive.”
“As employees who meet the eligibility criteria think about their choices, I ask that they forgo making a quick decision. At this time, the union’s recommendation to eligible employees is that unless you have compelling personal reasons to retire early, DON’T GO.” ..."
This Article is From: www.apwu.org
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Saturday, July 12, 2008
Severance Pay for Postal and Federal Workers
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Federal Severance Pay
Description
Severance pay is authorized for full-time and part-time employees who are involuntarily separated from Federal service and who meet other conditions of eligibility.
Eligibility for Severance Pay
To be eligible for severance pay, an employee must be serving under a qualifying appointment, have a regularly scheduled tour of duty, have completed at least 12 months of continuous service, and be removed from Federal service by involuntary separation for reasons other than inefficiency (i.e., unacceptable performance or conduct).
Ineligibility for Severance Pay
An employee is not eligible for severance pay if he or she is serving under a nonqualifying appointment; declines a reasonable offer of assignment to another position; is serving under a qualifying appointment in an agency scheduled to be terminated within 1 year after the date of the appointment; is receiving injury compensation under 5 U.S.C. chapter 81, subchapter I; or is eligible upon separation for an immediate annuity from a Federal civilian retirement system or from the uniformed services. The employing agency must determine whether an employee was provided a reasonable offer, as defined in 5 CFR 550.703.
Qualifying Appointments
The following appointments are qualifying appointments for severance pay eligibility:
* A career or career-conditional appointment in the competitive service or the equivalent in the excepted service;
* A career appointment in the Senior Executive Service;
* An excepted appointment without time limitation, except under Schedule C or an equivalent appointment made for similar purposes;
* An overseas limited appointment without time limitation;
* A status quo appointment, including one that becomes indefinite when the employee is promoted, demoted, or reassigned;
* A time-limited appointment in the Foreign Service, when the employee was assigned under a statutory authority that carried entitlement to reemployment in the same agency, but this right of reemployment has expired; and
* A time-limited appointment (or series of time-limited appointments by the same agency without any breaks in service) for full-time employment that takes effect within 3 calendar days after the end of a qualifying appointment.
Nonqualifying Appointments
The following types of appointments are nonqualifying appointments and do not convey eligibility for severance pay:
* An appointment at a noncovered agency (see the definition of agency in 5 CFR 550.703);
* An appointment in which the employee has an intermittent work schedule;
* A Presidential appointment;
* An emergency appointment;
* An excepted appointment under Schedule C or an equivalent appointment made for similar purposes;
* A noncareer appointment in the Senior Executive Service or an equivalent appointment made for similar purposes; and
* A time-limited appointment (except for a time-limited appointment that is qualifying because it is made effective within 3 calendar days after separation from a qualifying appointment), including�
o A term appointment;
o An overseas limited appointment with a time limitation;
o A limited term or limited emergency appointment in the Senior Executive Service, as defined in 5 U.S.C. 3132(a), or an equivalent appointment made for similar purposes;
o A Veterans Readjustment Appointment; and
o A Presidential Management Fellows appointment.
12 Months of Continuous Employment
To be eligible for severance pay, an employee must have completed at least 12 months of continuous service by the date of separation. This continuous service may consist of one or more civilian Federal positions held over a period of 12 months without a single break in service of more than 3 calendar days. The positions held must have been under one or more qualifying appointments; one or more nonqualifying temporary appointments that precede the current qualifying appointment; or an appointment to a position in a nonappropriated fund instrumentality of the Department of Defense or the Coast Guard that precedes the current qualifying appointment in the Department of Defense or the Coast Guard, respectively.
Resignations and Involuntary Separation
If an employee expects to be involuntarily separated and resigns, the employee is considered to have been involuntarily separated if he or she resigns after receiving a specific written notice that he or she will be involuntarily separated by a particular action effective on a particular date; or a general written notice of reduction in force or transfer of functions which�
* Is issued by a properly authorized agency official;
* Announces that the agency has decided to abolish, or transfer to another commuting area, all positions in the competitive area by a particular date (no more than 1 year after the date of the notice); and
* States that, for all employees in that competitive area, a resignation following receipt of the notice constitutes an involuntary separation for severance pay purposes.
However, a resignation is not considered an involuntary separation if the specific or general written notice is canceled before the separation (based on that resignation) takes effect. Resignations under any other circumstances are voluntary separations and do not carry entitlement to severance pay.
Computation of Severance Pay Fund
An employee�s severance pay fund may consist of two parts�the basic severance pay allowance and an age adjustment allowance, if applicable.
Basic severance pay allowance
The basic severance pay allowance consists of�
* One week of pay at the rate of basic pay for the position held by the employee at the time of separation for each full year of creditable service through 10 years;
* Two weeks of pay at the rate of basic pay for the position held by the employee at the time of separation for each full year of creditable service beyond 10 years; and
* Twenty-five percent of the otherwise applicable amount for each full 3 months of creditable service beyond the final full year.
The weekly rate of basic pay for employees with variable work schedules is determined based on the weekly average for the last position held by the employee during the 26 biweekly pay periods immediately preceding separation. The regulations at 5 CFR 550.707(b) provide specific instructions on calculating the weekly rate for various types of variable work schedules, including part-time work and seasonal work. For information on how to calculate the approximate amount of severance pay for employees with non-variable work schedules, please see the �Severance Pay Estimation Worksheets� at http://fehb.opm.gov/rif/general/egrifben.asp.
Age Adjustment Allowance
The basic severance pay allowance is augmented by an age adjustment allowance consisting of 2.5 percent of the basic severance pay allowance for each full 3 months of age over 40 years.
Rate of Basic Pay
Rate of basic pay means the rate of pay fixed by law or administrative action for the position held by the employee, including, as applicable, annual premium pay for standby duty, law enforcement availability pay, straight-time pay for regular overtime hours for firefighters, night differential for prevailing rate employees, locality payments, and special rate supplements. Rate of basic pay does not include additional pay of any other kind. (See definition of rate of basic pay in 5 CFR 550.703.)
Lifetime Limitation
An employee may not receive a total of more than 52 weeks of severance pay during his or her lifetime.
Creditable Service for Computing Severance Pay
The following types of service are creditable for computing an employee�s severance pay:
* Civilian service as an employee (as defined in 5 U.S.C. 2105), excluding time during a period of nonpay status that is not creditable for annual leave accrual purposes under 5 U.S.C. 6303(a);
* Service performed with the United States Postal Service or the Postal Rate Commission;
* Military service, including active or inactive training with the National Guard, when performed by an employee who returns to civilian service through the exercise of a restoration right provided by law, Executive order, or regulation;
* Service performed by an employee of a nonappropriated fund instrumentality of the Department of Defense or the Coast Guard and who moves to a civilian position with the Department of Defense or the Coast Guard, respectively, without a break in service of more than 3 days; and
* Service performed with the government of the District of Columbia by an individual first employed by that government before October 1, 1987, excluding service as a teacher or librarian of the public schools of the District of Columbia.
Accrual and Payment of Severance Pay
Severance pay accrues on a day-to-day basis following the recipient�s separation from Federal employment. Severance payments must be made at the same pay period intervals that salary payments would be made if the recipient were still employed. The amount of the severance payment is computed using the recipient�s rate of basic pay in effect immediately before separation. Severance payments are subject to appropriate deductions for income and Social Security taxes. Severance payments are the responsibility of the agency employing the recipient at the time of the involuntary separation that triggered the current entitlement to severance pay. The regulations at 5 CFR 550.709 provide more details on the accrual and payment of severance pay.
Reemployment and Termination or Suspension of Severance Pay
If an individual entitled to severance pay later accepts a position with the Federal Government or the government of the District of Columbia, he or she is no longer eligible for severance pay and severance pay is terminated. The employing agency must then record on the appointment document the number of weeks of severance pay the individual has received. If the employee again becomes entitled to severance pay, the agency from which the employee is involuntarily separated must recompute the severance pay allowance on the basis of all creditable service and the individual�s current age. The agency must deduct the number of weeks for which severance pay previously was received from the number of weeks it would take to exhaust the recomputed allowance.
If an individual entitled to severance pay is employed by the Federal Government or the government of the District of Columbia under a nonqualifying time-limited appointment, severance pay is suspended during the life of the appointment, but resumes (without being recomputed) when the employee separates from the nonqualifying time-limited appointment. The resumed severance payments are the responsibility of the agency that originally separated the individual involuntarily.
References
5 U.S.C. 5595
5 CFR part 550, subpart G
Read our latest posts!
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Federal Severance Pay
APWU President Burrus states, "...that for this VER, which is not the result of contract negotiations, severance pay must accompany an offer of early retirement."
With this valid statement, postal workers are wondering how severance pay is computated. OPM explains it as follows [Reference: http://www.opm.gov/oca/pay/html/severance_pay.asp]:Description
Severance pay is authorized for full-time and part-time employees who are involuntarily separated from Federal service and who meet other conditions of eligibility.
Eligibility for Severance Pay
To be eligible for severance pay, an employee must be serving under a qualifying appointment, have a regularly scheduled tour of duty, have completed at least 12 months of continuous service, and be removed from Federal service by involuntary separation for reasons other than inefficiency (i.e., unacceptable performance or conduct).
Ineligibility for Severance Pay
An employee is not eligible for severance pay if he or she is serving under a nonqualifying appointment; declines a reasonable offer of assignment to another position; is serving under a qualifying appointment in an agency scheduled to be terminated within 1 year after the date of the appointment; is receiving injury compensation under 5 U.S.C. chapter 81, subchapter I; or is eligible upon separation for an immediate annuity from a Federal civilian retirement system or from the uniformed services. The employing agency must determine whether an employee was provided a reasonable offer, as defined in 5 CFR 550.703.
Qualifying Appointments
The following appointments are qualifying appointments for severance pay eligibility:
* A career or career-conditional appointment in the competitive service or the equivalent in the excepted service;
* A career appointment in the Senior Executive Service;
* An excepted appointment without time limitation, except under Schedule C or an equivalent appointment made for similar purposes;
* An overseas limited appointment without time limitation;
* A status quo appointment, including one that becomes indefinite when the employee is promoted, demoted, or reassigned;
* A time-limited appointment in the Foreign Service, when the employee was assigned under a statutory authority that carried entitlement to reemployment in the same agency, but this right of reemployment has expired; and
* A time-limited appointment (or series of time-limited appointments by the same agency without any breaks in service) for full-time employment that takes effect within 3 calendar days after the end of a qualifying appointment.
Nonqualifying Appointments
The following types of appointments are nonqualifying appointments and do not convey eligibility for severance pay:
* An appointment at a noncovered agency (see the definition of agency in 5 CFR 550.703);
* An appointment in which the employee has an intermittent work schedule;
* A Presidential appointment;
* An emergency appointment;
* An excepted appointment under Schedule C or an equivalent appointment made for similar purposes;
* A noncareer appointment in the Senior Executive Service or an equivalent appointment made for similar purposes; and
* A time-limited appointment (except for a time-limited appointment that is qualifying because it is made effective within 3 calendar days after separation from a qualifying appointment), including�
o A term appointment;
o An overseas limited appointment with a time limitation;
o A limited term or limited emergency appointment in the Senior Executive Service, as defined in 5 U.S.C. 3132(a), or an equivalent appointment made for similar purposes;
o A Veterans Readjustment Appointment; and
o A Presidential Management Fellows appointment.
12 Months of Continuous Employment
To be eligible for severance pay, an employee must have completed at least 12 months of continuous service by the date of separation. This continuous service may consist of one or more civilian Federal positions held over a period of 12 months without a single break in service of more than 3 calendar days. The positions held must have been under one or more qualifying appointments; one or more nonqualifying temporary appointments that precede the current qualifying appointment; or an appointment to a position in a nonappropriated fund instrumentality of the Department of Defense or the Coast Guard that precedes the current qualifying appointment in the Department of Defense or the Coast Guard, respectively.
Resignations and Involuntary Separation
If an employee expects to be involuntarily separated and resigns, the employee is considered to have been involuntarily separated if he or she resigns after receiving a specific written notice that he or she will be involuntarily separated by a particular action effective on a particular date; or a general written notice of reduction in force or transfer of functions which�
* Is issued by a properly authorized agency official;
* Announces that the agency has decided to abolish, or transfer to another commuting area, all positions in the competitive area by a particular date (no more than 1 year after the date of the notice); and
* States that, for all employees in that competitive area, a resignation following receipt of the notice constitutes an involuntary separation for severance pay purposes.
However, a resignation is not considered an involuntary separation if the specific or general written notice is canceled before the separation (based on that resignation) takes effect. Resignations under any other circumstances are voluntary separations and do not carry entitlement to severance pay.
Computation of Severance Pay Fund
An employee�s severance pay fund may consist of two parts�the basic severance pay allowance and an age adjustment allowance, if applicable.
Basic severance pay allowance
The basic severance pay allowance consists of�
* One week of pay at the rate of basic pay for the position held by the employee at the time of separation for each full year of creditable service through 10 years;
* Two weeks of pay at the rate of basic pay for the position held by the employee at the time of separation for each full year of creditable service beyond 10 years; and
* Twenty-five percent of the otherwise applicable amount for each full 3 months of creditable service beyond the final full year.
The weekly rate of basic pay for employees with variable work schedules is determined based on the weekly average for the last position held by the employee during the 26 biweekly pay periods immediately preceding separation. The regulations at 5 CFR 550.707(b) provide specific instructions on calculating the weekly rate for various types of variable work schedules, including part-time work and seasonal work. For information on how to calculate the approximate amount of severance pay for employees with non-variable work schedules, please see the �Severance Pay Estimation Worksheets� at http://fehb.opm.gov/rif/general/egrifben.asp.
Age Adjustment Allowance
The basic severance pay allowance is augmented by an age adjustment allowance consisting of 2.5 percent of the basic severance pay allowance for each full 3 months of age over 40 years.
Rate of Basic Pay
Rate of basic pay means the rate of pay fixed by law or administrative action for the position held by the employee, including, as applicable, annual premium pay for standby duty, law enforcement availability pay, straight-time pay for regular overtime hours for firefighters, night differential for prevailing rate employees, locality payments, and special rate supplements. Rate of basic pay does not include additional pay of any other kind. (See definition of rate of basic pay in 5 CFR 550.703.)
Lifetime Limitation
An employee may not receive a total of more than 52 weeks of severance pay during his or her lifetime.
Creditable Service for Computing Severance Pay
The following types of service are creditable for computing an employee�s severance pay:
* Civilian service as an employee (as defined in 5 U.S.C. 2105), excluding time during a period of nonpay status that is not creditable for annual leave accrual purposes under 5 U.S.C. 6303(a);
* Service performed with the United States Postal Service or the Postal Rate Commission;
* Military service, including active or inactive training with the National Guard, when performed by an employee who returns to civilian service through the exercise of a restoration right provided by law, Executive order, or regulation;
* Service performed by an employee of a nonappropriated fund instrumentality of the Department of Defense or the Coast Guard and who moves to a civilian position with the Department of Defense or the Coast Guard, respectively, without a break in service of more than 3 days; and
* Service performed with the government of the District of Columbia by an individual first employed by that government before October 1, 1987, excluding service as a teacher or librarian of the public schools of the District of Columbia.
Accrual and Payment of Severance Pay
Severance pay accrues on a day-to-day basis following the recipient�s separation from Federal employment. Severance payments must be made at the same pay period intervals that salary payments would be made if the recipient were still employed. The amount of the severance payment is computed using the recipient�s rate of basic pay in effect immediately before separation. Severance payments are subject to appropriate deductions for income and Social Security taxes. Severance payments are the responsibility of the agency employing the recipient at the time of the involuntary separation that triggered the current entitlement to severance pay. The regulations at 5 CFR 550.709 provide more details on the accrual and payment of severance pay.
Reemployment and Termination or Suspension of Severance Pay
If an individual entitled to severance pay later accepts a position with the Federal Government or the government of the District of Columbia, he or she is no longer eligible for severance pay and severance pay is terminated. The employing agency must then record on the appointment document the number of weeks of severance pay the individual has received. If the employee again becomes entitled to severance pay, the agency from which the employee is involuntarily separated must recompute the severance pay allowance on the basis of all creditable service and the individual�s current age. The agency must deduct the number of weeks for which severance pay previously was received from the number of weeks it would take to exhaust the recomputed allowance.
If an individual entitled to severance pay is employed by the Federal Government or the government of the District of Columbia under a nonqualifying time-limited appointment, severance pay is suspended during the life of the appointment, but resumes (without being recomputed) when the employee separates from the nonqualifying time-limited appointment. The resumed severance payments are the responsibility of the agency that originally separated the individual involuntarily.
References
5 U.S.C. 5595
5 CFR part 550, subpart G
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Thursday, July 10, 2008
APWU Meets with USPS, Seeks Bargaining Over Early-Outs
"...“I also reiterated our request for all pertinent information,” he said, “including the Postal Service’s request to the Office of Personnel Management requesting authority to offer early-outs, and OPM’s response.” Under the law, federal agencies, including the Postal Service, must receive approval from OPM to offer Voluntary Early Retirement (VER) opportunities to their employees...."
This Article is From: www.apwu.org
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