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Like all of you, we are trying to learn the details of these new Deferred Resignation Program (DRP), Voluntary Seperation Incentive Program (VSIP) and Voluntary Early Retirement Authority (VERA) program and evaluate them in the context of a potential future Reduction in Force (RIF). We are committed to sharing any information we find in the coming weeks. In the meantime, the following Office of the Chief Human Capital Officer (OCHCO) Sharepoint information sites are available:
NASA Deferred Resignation Program Sharepoint NASA VERA and VSIP Sharepoint And you can sign-up for Workforce Workshops about these programs. The application window for these programs is open and will close on July 25th. GESTA does want to reiterate one of our primary concerns about the DRP program, which is that, as in the prior program version, the NASA DRP contract template includes language waiving certain rights, including “Employee waives any and all claims relating to Employee’s employment with NASA, including all rights to file any other complaints with, or appeals to the Equal Employment Opportunity Commission, the Merit Systems Protection Board or other administrative fora, and civil litigation arising out of matters or events prior to the execution of this Agreement…” As before, GESTA recommends employees considering this offer consult a federal labor lawyer. If you missed the Center town hall on Monday June 16th, further information on these programs was shared by Center management at that time. A few areas captured from the town hall are below. According to US Code Title V Part III, Subpart D Chapter 55 Subchapter IX, Severance Pay is an entitlement for some employees upon involuntary separation from their government position which may occur during a Reduction in Force (RIF). The question is who qualifies and how much severance pay are they entitled to? Will I be entitled to severance pay if I do not take a potential second Deferred Resignation Program (DRP), Voluntary Early Retirement (VERA), or a Voluntary Separation Incentive Pay (VSIP) offer and then I get “RIFed”?
We'd like to make everyone aware that Travel Compensatory Time (TCTE) and Time Off Awards (TOA) will NOT be paid out in the case of a Reduction in Force (RIF). Compensatory Time (CTE) might be paid out. Annual Leave (AL) and Earned Credit Hours (CRE) will be paid out. To avoid forfeiting any of your leave in the case of a RIF, GESTA recommends you consider using up any TCTE and TOA leave first. WebTADS allows (with approval) for time card adjustments to be made to past pay periods, which could be used to switch prior use of AL to TOA. If you would like to do so, you may want to so sooner rather than later. GESTA has heard from colleagues at NASA Headquarters who were "RIF-ed" who tried to make time card adjustments after they were notified, but their requests were denied.
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