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The Federal Government supports employee engagement in the community and home in a variety of ways, in order to foster a workforce that best meets the needs of the American public. As the nation's largest employer, by supporting Federal employees in balancing the responsibilites of work, family, and community, we also help create healthy communities for all citizens.
Child care can be extremely expensive, especially for lower income families, but without quality child care arrangements, working parents are hard-pressed to remain effective either at work or at home. Federal agencies, at their own discretion, can now use appropriated funds, including revolving funds otherwise available for salaries, to assist lower income employees with the costs of child care.
This Child Care Subsidy Program applies to employees whose children are under the age of 13, or disabled and under the age of 18, and are enrolled, or will be enrolled, in licensed family child care homes or center-based child care. The child care must be licensed and/or regulated by State and/or local authorities.
OPM issued final regulations (5 CFR Part 792) effective March 24, 2003 implementing the Child Care Subsidy Program legislation, entitled "Agency Use of Appropriated Funds for Child Care Costs for Lower Income Employees." The authority was first established as a pilot program by Congress in Public Law 106-58, sec. 643 (September 29, 1999) and was made permanent in Public Law 107-67, sec. 630 (November 12, 2001).
Further information is available in OPM's Guide for Implementing Child Care Legislation and the 2009 Child Care Subsidy Report.
As required by regulation, OPM issues an annual call for Child Care Subsidy data to all participating agencies or agency components at the beginning of each calendar year. The data are compiled and an information copy of the results is sent to Congress.
Complete your agency's annual Child Care Data Call.
The following is a list of Federal agencies or agency components that currently have a Child Care Subsidy Program (CCSP). If your agency or agency component is not listed, then that agency or agency component does not have a CCSP. Please contact your agency or agency component's work life coordinator to find out what other options are available to you for child care services and/or child care assistance programs. If you do not know who your work life coordinator is you may use our Agency Points of Contact Search Tool to locate your work life coordinator.
Sykeethia StewartPhone: 202-402-8198Email: firstname.lastname@example.orgDerek Fitzgerald (Back-up Support)Phone: 202-402-3431Email: email@example.com
Phone: 202-564-0720 Email: firstname.lastname@example.org
Debra S. ArnoldPhone: 202-494-4991Email: email@example.com Mika Cross (Back-up Support)Phone: 202-260-8075Email: firstname.lastname@example.org
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For families with infants, toddlers, and school-aged children, child care can be a real challenge whether it's finding programs, paying for care, juggling multiple and conflicting school schedules, or managing before-and after-school issues.
Many Federal agencies provide assistance to employees through multiple means, including on-site child care, resource and referral services, and the child care subsidy program. Many Federal employees also have access to the Dependent Care Flexible Spending Account program, which can be used for child care or camp.
Below are resources for Federal Work/Life coordinators and employees on child care.
Beyond child care, there are many other parenting issues that can be supported through workplace programs and access to resources. We encourage you to review the applicable resources created by the U.S. Office of Personnel Management below.
On December 20, 2010, President Obama delegated authority to the U.S. Office of Personnel Management (OPM) to provide guidance to executive branch civilian employees on workplace accommodations for employees who are nursing mothers. This delegation is in support of section 4207 of the Patient Protection and Affordable Care Act (Act), Pub. L. 111-148, which added a new subsection (r) to section 7 of the Fair Labor Standards Act of 1938 (FLSA) (codified as amended at 29 U.S.C. 207). This new subsection requires an employer to provide employees with (1) a reasonable break time to express breast milk for her child for 1 year after the child's birth each time such employee has need to express milk; and (2) a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public which may be used by the employee to express breast milk. While subsection (r) applies only to employees who are subject to section 7, which sets forth the FLSA overtime pay provisions, the rationale for the policy contained in that section applies to all executive branch employees. In accordance with the authority delegated to OPM by the President on December 20, 2010, and in order to ensure consistent treatment of nursing mothers within the Federal workforce, agencies should also apply the requirements of subsection 7(r) of the FLSA to Executive branch civilian employees who are exempt from section 7 of the FLSA. I am providing guidance to agencies to assist them with implementation. For more guidance on the implementation of this policy, please review OPM's Guide to Establishing a Federal Nursing Mother’s Program and and Memo on Nursing Mothers in Federal Employment.
Dependent Care Flexible Spending Accounts (DCFSA) can be used to pay for eligible child care expenses that allow you (and your spouse if you're married) to work, look for work, or attend school full-time. You may elect up to $5,000 each year.
For more information about eligibility and enrollment, visit the DCFSA website.
An increasing number of American employees face the challenges and responsibilities of caring for an aging family member or friend. Approximately 25.8 billion Americans spend an average of 18 hours a week caring for an ailing relative. Caregiving - providing care for children and/or dependent adults - is one of the greatest joys and challenges of adult life. Employed caregivers can face difficult choices as they try to meet the sometimes competing demands of personal and professional life. Workplace support cannot only have a tremendous impact on the work/life and well-being of caregivers, it can also help employers to recruit and retain the best possible workforce, and ensure that employees are productive in their work.
The U.S. Office of Personnel Management (OPM) is committed to helping employees who care for elderly parents and older persons to meet their personal, family, and professional obligations. To support that effort, OPM developed the Handbook of Elder Care Resources for the Federal Workforce. This resource introduces Federal employee caregivers to available services that can help caregivers make informed elder care decisions. It also shares practical tips and solutions to complicated aging issues.
You can use a Dependent Care Flexible Spending Account (DCFSA) to pay for eligible dependent care expenses that allow you (and your spouse if you're married) to work, look for work, or attend school full-time. You may elect up to $5,000 each year.
Although Federal Equal Employment Opportunity (EEO) statutes do not prohibit employment discrimination based solely on parental or other caregiver status, there may be circumstances under which discrimination against a working parent or other caregiver constitutes unlawful disparate treatment under Federal EEO statutes. The U.S. Equal Employment Opportunity Commission (EEOC) has issued the following guidance addressing these issues:
Federal employees, former Federal employees and applicants for Federal employment who believe they have been subjected to illegal discrimination or prohibited personnel practices, should promptly contact the relevant office(s) within their agencies. In addition,
The Federal Government's leave programs and workplace flexibilities are specifically designed to help employees better manage their professional and personal responsibilities. Because the implementation of these programs typically involves issues of pay and leave, more detailed information can be found on OPM's Pay & Leave pages. However, we have compiled a list of OPM resources and information below relevant to families.
If you have questions regarding these programs, please contact OPM's Pay & Leave Group at Pay-Performance-Policy@opm.gov.
As required by regulation, the U.S. Office of Personnel Management issues an annual call for Child Care Subsidy data to all participating agencies or agency components at the beginning of each calendar year. The data are compiled and an information copy of the results is sent to Congress. Agency designated Points of Contact have access to the Child Care Subsidy Data Call to report data about their program.