The guidance includes expanded definitions of qualifying child care providers. Image: ChiccoDodiFC/Shutterstock.com
By: FEDweek StaffOPM has issued separate new guidance to agencies on the payment to certain employees of subsidies for child care costs and on workplace flexibilities for employees who are the victims of domestic violence and other forms of abuse or harassment.
The former guidance (at chcoc.gov) results from a Biden administration executive order calling on OPM to assess use by federal agencies of the longstanding authority to pay such subsidies and to make recommendations for improvement. OPM said it found “a noticeable trend of increasing employee participation” as nearly half of participating agencies have increased the ceilings on income for eligibility, but that slightly more than half of agencies do not participate for reasons including “undefined funding mechanisms, and the operational challenges faced by agencies during program administration.”
The guidance includes expanded definitions of qualifying child care providers; new criteria for eligibility “that more accurately allow agencies to assess which employees qualify as lower income”; and updated models that on local child care rates and the child care costs an employee can reasonably afford, OPM said.
The latter guidance, also at chcoc.gov, contains instructions to agencies under another Biden administration order, on domestic violence, dating violence, sexual assault, stalking, or related forms of abuse or harassment.
The guidance “provides helpful definitions, information on policy development such as roles and responsibilities of agencies and includes a detailed breakdown of components of agency policy and programs,” OPM said, and “includes appendices with sample checklists and program evaluation models which are designed to be tailored to the individual needs of federal agencies.”
“Agencies should be aware of the impacts of various forms of abuse and be proactive and consistent in providing trauma-informed tools, training, and resources to not only care for survivors but to spread education and awareness so that no employee feels isolated. Agencies should also regularly make employees aware of the supports available to assist them in caring for their wellbeing, such as their agency Employee Wellness Program,” it said.
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