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What is a SF 52 used for?

What is a SF 52 used for?

You are requested to furnish a specific reason for your resignation or retirement and a forwarding address. Your reason may be considered in any future decision regarding your re employment in the Federal service and may also be used to determine your eligibility for unemployment compensation benefits.

What is SF-50 Notification of Personnel Action?

The SF-50, Notification of Personnel Action Form is a very important document. It is your written documentation of a personnel action that affects your position or pay. Keep it with your records because it could be used to make employment, pay, and qualifications decisions about you in the future.

Who fills out an SF-50?

The person who fills out an SF-50 for you is typically a department supervisor. She gets the information from your personnel records or prior SF-50s filled out on your behalf. To get a copy of your SF-50 when you are a current federal employee, you can make a request to your human resources office.

What is an SF-50 and how can I obtain a copy?

If you are a current Federal employee, you may obtain your SF-50 through the eOPF (electronic Official Personnel Folder) specific to your department or branch. The system may be accessed by https://eopf.opm.gov/ .

How do I fill out a SF-50 Notification of Personnel Action?

Include the following in your request:

  1. Full name (the one you used during your federal employment)
  2. Social security number.
  3. Date of birth.
  4. A list of all federal agencies where you an employee, with addresses, and dates of your employment (to the extent known)

How does a federal agency terminate an employee?

There are primarily two legal ways for a federal agency to terminate a career employee. First, an agency may be forced to downsize its workforce for reasons unrelated to a specific employee’s job performance such as a budget reduction, decreased work load, or shifting national priorities.

Can a federal employee appeal a termination decision?

No matter what type of federal employee you are, or what agency you work for, you may have the right to appeal an agency’s decision to terminate your employment if the agency violated the law in terminating your employment. An experienced employment lawyer can review the circumstances of your termination and advise you about your rights.

Do you know long to keep employee files after termination?

The U.S. Equal Employment Commission (EEOC) requires a company to keep all employee records and personnel for at least one year after the termination date. These files include any information on:

What are the procedures for terminating an employee?

Poor performance must be properly documented in formal performance reviews and employees must be provided with the opportunity to correct their behavior. If an employee does not correct his or her behavior, then an agency may follow proper procedures to terminate employment. Those procedures include providing written notice to the employee.

Can a federal agency legally terminate an employee?

There are situations when federal agencies may legally terminate the employment of a federal employee. Those situations differ according to the federal agency and the type of employee involved.

No matter what type of federal employee you are, or what agency you work for, you may have the right to appeal an agency’s decision to terminate your employment if the agency violated the law in terminating your employment. An experienced employment lawyer can review the circumstances of your termination and advise you about your rights.

What happens when an agency seeks to suspend an employee for 14 days?

When an agency seeks to suspend an employee for 14 days or less the employee has certain rights, some of which are provided by statute and some by Office of Personnel Management (OPM) regulation. By statute, the employee is entitled to “an advance written notice stating the specific reasons for the proposed action [.]”

How long to keep HR Records after termination?

Records in the Employee Personnel File – 4 years after termination Recruitment/Hiring Records – 1 year Interview Notes – 1 year I-9 forms – 3 years after the date of hire or 1 year after termination, whichever is later