Originally posted by DOA-DOL-DOJ-DHS
You sure love your strawmen. You argue at least one in pretty much everyone of your posts.
You shouldn't be so quick to dismiss off-hand those "union sites". When it suits their purpose, the union is all about honesty and 100% truthful and reliable.
You should also re-read that OPM site, A quick looks shows me at least 2 instances where they define availability pay as overtime.
If you choose to ignore OPM, you could also apply a "reasonable person" standard to defining "overtime". a reasonable person would define overtime as work perform for an employer than beyond a basic workday/workweek. Likewise, they would define overtime pay as monetary compensation for work performed for an employer outside a basic workday/workweek.
You also are being more than a bit disingenuous about LEAP. As mentioned above, it's availability pay. "Work" as it relates to availability pay can be nothing more than sitting on one's sofa flicking through the channels with the TV remote in one hand, a bucket of chicken wings between the knees and a duty phone resting on the coffee table next to the pizza and diet Coke. You don't necessarily have to be doing anything meaningful, just available.
Likewise, cap waivers with OFO are also a bit disingenuous. The vast majority of CBPOs will never see a cap waiver in any given year. The majority of CBPOs will never get close enough to the cap to where cap waivers are a consideration. A large percentage, maybe a majority, will never see themselves in a position to where approaching cap is a reasonable expectation/opportunity. The mean average overtime for a CBPO is roughly 11-12K a year. the "average" CBPO only approaches the 35K cap under limited circumstances.
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