Benchmark Ticket Station Manual

[Jannet Nevels]

TheHandbook is compiled of regulations meant to assist Members in determining whether expenses are reimbursable. Therefore, the Handbook contains broad descriptions of reimbursable expenses, but is not an exhaustive list of such expenses. Questions about reimbursement of an expense should be directed to the Committee prior to incurring an expense.

a. a settlement or award in connection with a claim filed with the Office of Congressional Workplace Rights or in federal court for conduct prohibited under the Congressional Accountability Act of 1995;

4. A Member may not accept from any private source in-kind support having monetary value for an official activity, except for support provided by an entity qualified under 170(c) of the Internal Revenue Code in co-sponsoring a constituent service event consistent with the applicable regulations.

6. Each Member is personally responsible for the payments of any official and representational expenses incurred that exceed the provided MRA or that are incurred but are not reimbursable under these regulations.

7. Unless specifically authorized by an applicable provision of federal law, House Rules, or Committee Regulations, no Member, relative of the Member, or anyone with whom the Member has a professional or legal relationship may directly benefit from the expenditure of the MRA.

8. Official resources may not be used to advertise for any private individual,firm, charity, or corporation, or imply in any manner that the government endorses or favors any specific commercial product, commodity, or service.

For example, limited use of government resources to access the Internet, to send or receive personal email or to make personal phone calls is permissible, so long as the use meets theabove criteria, and otherwise conforms with the Regulations of the Committee and the Code of Official Conduct (House Rule XXIII).

Each Member is personally responsible for the payment of any official and representational expenses incurred that exceed the authorized MRA which the Member shall pay from personal funds. If the Member fails to pay the obligation voluntarily, the CAO will deduct the amount owed from any pay, mileage, or expense reimbursement due to the Member or through an administrative offset or legal action in the case of a former Member. The Office of Financial Counseling will notify a Member if he or she is projected to overspend their MRA.

1. Personnel actions affecting employment positions in the House of Representatives must be free from discrimination based on race, color, national origin, religion, sex (including sexual orientation or gender identity), service in the military, disability, marital or parental status or age.

3. Teleworking is entirely at the discretion of the Member, subject to the Telework Policy regulations, and a Member is under no obligation to offer a teleworking option to employees. Offices offering teleworking must establish a teleworking program and enter into teleworking agreements with employees who are eligible to telework. The Telework Policy and sample teleworking program and agreement are located on the Committee website.

Under 2 U.S.C. 5321, each Member of the House of Representatives may employ eighteen (18) permanent employees and four (4) additional employees. The 4 additional employees must be appointed to one of the following categories:

Paid interns may work for no more than 120 calendar days in a 12-month period, per employing authority and may not be shared between Member offices. Pursuant to regulations promulgated by the Office of Congressional Workplace Rights, paid interns are not employees for purposes of compliance with the minimum wage and overtime provisions of the Fair Labor Standards Act. However, interns, both paid and unpaid, are covered under the anti-harassment and anti-discrimination provisions of the CAA.

The rate of pay is at the discretion of the Member but may not be less than $1,200 annually or exceed the maximum rate of pay for interns set by the Committee, which is currently set at $38,500 annually.

Paid interns are ineligible to telework unless an office, as part of its continuity of operations plan, requires employees to telework due to a disaster (natural or man-made), pandemic, or other emergency. All equipment issued to support telework must be returned to the employing office no later than thirty days from the end date of the internship and costs incurred to return such equipment are reimbursable.

The House Paid Internship Program is an allowance separate from the MRA for compensation of interns. The yearly allowance for each Member office is determined by law. In the event of a vacancy in office, amounts will be available to the succeeding Member on a prorated basis as determined by the Committee.

A Member may place an intern they employ through this program with an eligible Congressional Membership Organization (ECMO). Interns placed with an ECMO must be employed by a Member who belongs to the ECMO and are subject to same to the same federal laws and regulations, House Rules, House regulations, and Ethics regulations as interns who may be paid with MRA funds and program participants performing duties for Members offices.

Employees may not be shared between a Member or Committee office and the office of an Officer of the House if the employee, in the course of duties for an Officer, has access to the financial information, payroll information, equipment account information, or information systems of either Member, Committee, or Leadership offices.

2. File with the Office of Risk Management a signed Acknowledgment of Receipt and Understanding of the Shared Employee Manual and Certification of Continued Compliance upon becoming simultaneously employed by three or more employing authorities. (See Acknowledgement and Certification).

3. Pursuant to 5 U.S.C 13101 et seq., each House employee who is simultaneously employed by three or more House employing authorities for more than 60 days during a calendar year must file a Financial Disclosure Statement by May 15 of each year.

1. Employees who are Exempt from the overtime requirements of the Fair Labor Standards Act, as incorporated by the Congressional Accountability Act, are those who are not required to be paid overtime for all hours worked in excess of 40 hours in one workweek. Exempt employees are expected to work whatever hours are necessary to meet the job responsibilities and needs of the Office.

2. Employees who are Non-Exempt from the overtime requirements of the Fair Labor Standards Act, as incorporated by the Congressional Accountability Act, are those who are required to be compensated for all hours worked in excess of 40 hours per workweek.

The employee classification determination is based on the actual job duties and responsibilities of the employee. For a detailed review of overtime pay and work requirements for Non-Exempt employees, at the request of a Member or his/her designee, the Office of House Employment Counsel can advise an office of the Fair Labor Standards Act as it pertains to that respective office

However, Members may use their MRA to reimburse Green and Gold Congressional aides for expenses incurred during their fellowship not otherwise covered by the CAO. Members may also use their MRA to provide compensation, such as a bonus, in addition to compensation the fellows receive from the CAO.

The Office of House Employment Counsel is available to provide advice and guidance to House management staff on employment matters generally, and on establishing office policies consistent with these laws. The Office of the House Employment Counsel can be reached at x57075 and Employme...@mail.house.gov.

Members and employees receiving basic pay at a rate equal to or greater than 120 percent of the minimum pay for GS-15 for at least 60 days during any calendar year must file a Financial Disclosure Statement upon appointment, termination, and annually on May 15th.

Every employee must certify a relationship to any Member of Congress on a Certificate of Relationship form available from Payroll and Benefits. If, at any time, the relationship of an employee to any current Member of Congress changes the employee must file an amended certificate of relationship form with the employing office. Contact Payroll and Benefits at x51435 for such forms.

To appoint an employee a Payroll Authorization Form (PAF) signed by the Member, along with the completed onboarding packet, must be submitted to the Office of Payroll and Benefits no fewer than two business days prior to the effective date of hire.

All subsequent payroll transactions including salary adjustments, title changes, furlough or Leave Without Pay status, must be made on a PAF, signed by the Member or submitted through the eForms application. PAFs submitted to the Office of Payroll and Benefits by the 15th day of the month in which the adjustment is effective will be included in the monthly regular payroll cycle, which is paid on the last business day of the month. PAFs submitted after the 15th of the month will be processed in the off-cycle payroll. All PAFs must be submitted no later than the last business day of the month in which the payroll transaction is effective.

Terminations must be made on a PAF and submitted to the Office of Payroll and Benefits as soon as the date of termination is known. If the termination PAF is received after the 15th of the month during which the termination becomes effective, the payroll for that month may have already been processed.

Payments must be consistent with House Rule XXIII, clause 8(a), which requires that employees perform official duties commensurate with the compensation received. Employees may not be compensated from public funds to perform non-official, personal, campaign-related political party, or campaign activities on behalf of the Member, the employee, or anyone else. Lump sum payments may be for services performed during more than one month.

Contact the Committee on Ethics at x57103 for information on the treatment of lump-sum payments with regard to financial disclosure, post-employment restrictions, and outside earned income limitations

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