The Office of Personnel Management (OPM) provides leadership on pay administration for civilian Federal employees. We accomplish this by developing and maintaining Governmentwide regulations and policies on authorities such as basic pay setting, locality pay, special rates, back pay, pay limitations, premium pay, grade and pay retention, severance pay, and recruitment, relocation, and retention incentives. Ultimately, each Federal agency is responsible for complying with the law and regulations and following OPM's policies and guidance to administer pay policies and programs for its own employees.

Pay Policy Updates

• Recent Pay and Leave-Related Legislative Changes | CHCOC
• Request for Data for the FY 2022 Physicians’ Comparability Allowance Report to Congress | CHCOC
• Request for CY 2022 Data on Student Loan Repayments | CHCOC

Highlights

• Pay and Leave Flexibilities for Recruitment and Retention
• Biweekly Caps on Premium Pay
• Back Pay
• Federal Employee Compensation Package: It’s More than Just Salary
• Compensation Flexibilities to Recruit and Retain Cybersecurity Professionals
• Grade and Pay Retention Examples
• U.S. Department of Education Public Service Loan Forgiveness Program

Federal Civilian Employees Called to Active Duty

Section 751 of the Omnibus Appropriations Act, 2009 (Public Law 111-8, March 11, 2009) added section 5538 to title 5, United States Code. This section provides a benefit to certain Federal civilian employees who are (1) absent from employment with the Federal Government because they are ordered to perform active duty in the uniformed services under 10 U.S.C. 12304b or a provision of law specifically referenced in 10 U.S.C. 101(a)(13)(B) and (2) entitled to reemployment rights under 38 U.S.C. chapter 43 based on such absence.

Information on Reservist Differential

• Policy Guidance (Print Version)
• Reservist Differential Policy Guidance Supplement (Attachment to CPM 2011-06, 04/13/2011)
• Reservist Differential - Summary Description
• Reservist Differential Implementation Guidance
• Reservist Differential FAQs

Additional Information on Reservist Benefits

• Military Leave Factsheet
• Military Leave FAQs
• Health Benefits
• Life Insurance

Historical Memos

• Reservist Differential Policy Update Memo (CPM 2011-06, 04/13/2011)
• Reservist Differential Implementation Update Memo (CPM 2010-09, 04/14/2010)
• Reservist Differential Memo (CPM 2009-19, 12/08/2009)
• Nonreduction in Pay for Certain Federal Civilian Employees on Active Duty in the Uniformed Services or National Guard Memo (CPM 2009-07, 04/03/2009)

Policy Guidance

This document provides guidance to agencies on implementing a law providing differential payments to eligible Federal civilian employees who are members of the Reserve or National Guard (hereafter referred to as “reservists”) called or ordered to active duty under certain specified provisions of law.

• Policy Guidance (Print Version)

Summary Description

Overview

Under 5 U.S.C. 5538, employing agencies must pay differential payments to eligible Federal civilian employees who are members of the Reserve or National Guard (hereafter referred to as "reservists") called or ordered to active duty under certain specified provisions of law. Federal agencies must provide a payment (a "reservist differential") equal to the amount by which an employee's projected civilian "basic pay" for a covered pay period exceeds the employee's actual military "pay and allowances" allocable to that pay period.

Section 5538 became effective on the first day of the first pay period beginning on or after March 11, 2009 (i.e., March 15, 2009, for executive branch employees on the standard biweekly payroll cycle).

Coverage

Section 5538 applies to all employees and agencies within the Federal Government (executive, legislative, and judicial branches) unless the employee or agency is excluded from coverage by other provision of law.

Qualifying Period

A reservist differential under section 5538 is payable to an employee during a "qualifying period" during which the employee meets both of the following conditions:

1. A covered employee is absent from a Federal civilian position in order to perform active duty in the uniformed services pursuant to a call or order to active duty under section 688, 12301(a), 12302, 12304, 12304a, 12304b, 12305, or 12406, of title 10, United States Code; chapter 13 of title 10, United States Code; or section 3713 of title 14, United States Code; and is serving on such qualifying active duty; and
2. The employee is entitled to reemployment rights under the Uniformed Services Employment and Reemployment Rights Act (USERRA - 38 U.S.C. chapter 43) for such active duty.

The employee-reservist must provide their employing agency with a copy of their military orders. The employing agency will determine whether the employee-reservist meets the conditions described above.

Pay and Leave Status

The receipt of a reservist differential does not affect an employee’s civilian pay and leave status. While absent from the civilian job, the employee is considered to be on leave without pay unless the employee takes civilian paid leave or other paid time off. The employee may use paid time off (e.g., military leave, annual leave, credit hours, compensatory time off), as available to the employee, subject to the normal conditions governing use of the particular paid time off. However, as required by 5 U.S.C. 6323(b), sick leave may not be used during a period of duty as a reservist that meets the conditions in that subsection.  A reservist may not receive the reservist differential for periods during which he or she uses paid time off, since the reservist is already receiving full civilian pay for such periods. (During civilian paid time off, the reservist receives full military pay and full civilian pay, except that civilian pay is offset by military pay when an employee uses military leave under 5 U.S.C. 6323(b). During civilian leave without pay periods, the reservist receives full military pay and may receive a reservist differential, which represents the amount by which civilian basic pay exceeds military pay and allowances.) Thus, the reservist differential for a pay period will be adjusted to account for any hours of paid time off.

There are two types of military leave that may be used by civilian employees during qualifying military active duty:

1. Regular military leave under 5 U.S.C. 6323(a) - providing 15 days of leave each fiscal year with no military pay offset (i.e., full military and civilian pay); and
2. Special military leave for contingency operations or law enforcement purposes under 5 U.S.C. 6323(b) - providing up to 22 days of leave each calendar year but with civilian pay offset by the amount of military pay allocated to those leave days, as required by 5 U.S.C. 5519.

In considering whether to use special military leave under section 6323(b) or to receive a reservist differential, employees should take into account the following facts:

• When payments for military leave are offset by military pay, only civilian workdays are considered. Thus, an employee on military leave under section 6323(b) for a biweekly pay period can receive 10 days of paid leave (offset by military pay for those days) plus 4 days of military pay for the civilian nonworkdays (i.e., for most employees, weekend days). This means the total pay for the period can exceed the regular civilian pay for the period.
• The amount of the reservist differential depends solely on the amount of civilian basic pay, while the payment for military leave may reflect additional types of civilian pay.

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Projected Civilian Basic Pay

The employing agency must determine the projected gross amount of civilian "basic pay" that would otherwise have been payable to an employee for each pay period within a qualifying period if the employee's civilian employment had not been interrupted by military active duty. Only "basic pay" as defined in OPM guidance is considered.

The employing agency must adjust an employee's projected rate of basic pay as it would have been adjusted (with reasonable certainty) but for the interruption of military active duty. This would include general increases, locality pay increases, and within-grade increases (based on longevity and acceptable performance). It could also include certain career-ladder promotion increases and performance-based basic pay increases, if the reasonable certainty standard is met.

Military Pay and Allowances

The employee-reservist must provide their employing agency with a copy of their monthly military leave and earnings statement for each affected month. Based on those statements, the employing agency must determine the actual paid gross amount of military pay and allowances allocable to each pay period in a qualifying period. A definition of "military pay and allowances" is included in OPM guidance. Military pay and allowances are payable on a monthly basis. For each affected month, a daily rate will be computed by dividing the monthly total by 30 days for full months or by the actual number of days for partial months. Military pay and allowances will be allocated to a civilian pay period (usually a 2-week period) based on the applicable daily rate for days within the pay period.

Computation of Differential

For each civilian pay period, the employing agency must compare the projected civilian basic pay to the allocated military pay and allowances. If the allocated military pay and allowances are greater than or equal to the projected civilian basic pay, no reservist differential is payable for that pay period. If the projected civilian basic pay is greater than the allocated military pay and allowances, the difference represents the unadjusted reservist differential.

The reservist differential is not payable for periods during which the employee is receiving civilian basic pay for performing work or using civilian paid leave or other paid time off. Thus, the unadjusted reservist differential must be adjusted (reduced) to take into account any paid hours (paid work or paid time off). The agency must follow the adjustment methodology prescribed by OPM in its guidance.

Payment

The reservist differential must be paid from the same appropriation or fund that would have been used to pay the employee's civilian salary but for the interruption to perform military active duty. Reservist differentials should be paid at the same frequency as regular civilian salary payments (e.g., generally on a biweekly basis for executive branch employees). Given the need to obtain information about an individual's military pay and allowances and other matters to accurately compute the reservist differential, a reservist differential is considered due and payable on a scheduled date that is no later than 8 weeks (4 biweekly pay periods) after the normal civilian salary payment date for a given pay period, except that this scheduled date may be pushed back beyond 8 weeks if the employee does not provide the agency with a copy of any needed military orders and military leave and earnings statement on a timely basis.

The reservist differential is not basic pay for any purpose. The reservist differential is considered to be pay for the purposes of various other laws governing Federal employee compensation (e.g., laws governing salary offset for debt collection, waiver of overpayments, garnishment, back pay). However, the reservist differential will not be counted as part of aggregate compensation in applying the aggregate pay limit in 5 U.S.C. 5307.

Taxability

The Internal Revenue Service has given OPM the following guidance regarding the treatment of reservist differentials paid under 5 U.S.C. 5538 for Federal tax purposes:

• Reservist differentials are taxable income for Federal income tax purposes.
• Reservist differentials are treated as wages for Federal income tax withholding purposes, regardless of the length of the active duty. Reservist differentials would be reported as wages in box 1 of Form W-2 and in line 7 of Form 1040.
• Reservist differentials are not subject to FICA (Social Security and Medicare) taxes if those differential payments are paid for periods of active duty of more than 30 days.
• Reservist differentials are subject to FICA taxes if those differential payments are paid for periods of active duty of 30 days or less.

References

• 5 U.S.C. 5538 [added by section 751 of the Omnibus Appropriations Act, 2009 (Public Law 111-8, March 11, 2009) and amended by section 745 of the Consolidated Appropriations Act, 2010 (Public Law 111-117, December 16, 2009) and section 605 of the John S. McCain National Defense Authorization Act for Fiscal Year 2019 (Public Law 115-232, August 13, 2018)]

• OPM Policy Guidance Regarding Reservist Differential under 5 U.S.C. 5538, originally issued on December 8, 2009, via memorandum to agency Chief Human Capital Officers, and most recently amended and reissued on June 23, 2015

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2025

Biweekly Premium Pay Limitation

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) the rate payable for level V of the Executive Schedule.

Annual Premium Pay Limitation

In certain emergency or mission-critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) The annual premium pay cap is equal to the greater of the annual rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) level V of the Executive Schedule, using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547. Exceptions to those caps require specific legislation.

Premium Pay Limitations in 2025

The table below provides the biweekly and annual premium pay caps for 2025 by locality pay area. Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table. The biweekly premium pay cap for such employees must be computed using the procedures in the “Computation” section below. Locality rates under 5 U.S.C. 5304 and special rates under 5 U.S.C. 5305 for most GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $195,200 in 2025.

When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)

Computation

The biweekly premium pay cap is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $195,200 divided by 2,087 hours yields an hourly rate of $93.53 and a biweekly rate of $7,482.40 ($93.53 x 80 hours). Similarly, the Executive Schedule level V annual rate of $183,100 divided by 2,087 hours yields an hourly rate of $87.73 and a biweekly rate of $7,018.40 ($87.73 x 80 hours).

The annual premium pay cap is computed under 5 CFR 550.106(d) by (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency’s payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table below apply to employees with 26 biweekly salary payments in 2025. The caps do not match the published annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $195,200 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $194,542.40. ($195,200 / 2,087 = $93.53.  $93.53 x 80 = $7,482.40.  $7,482.40 x 26 = $194,542.40.) Similarly, the EX‑V annual rate is $183,100, but the corresponding annual premium pay cap based on 26 payments is $182,478.40.  However, if employees instead have 27 biweekly salary payments during 2025, for those employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.

Note: The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency’s payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency’s payroll cycle, the biweekly pay period covering December 15, 2024, through December 28, 2024, may be the first biweekly pay period with a payroll pay date in calendar year 2025 (e.g., January 3, 8, etc.). Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2025. For that same agency, the biweekly pay period covering November 30-December 13, 2025, could be the last biweekly pay period with a payroll pay date in calendar year 2025 (e.g., December 19, 24, etc.). Basic pay and premium pay for that pay period would also be included in applying the annual premium pay cap for 2025. (Note: Different agencies may have a different set of covered pay periods for calendar year 2025, since payroll pay dates vary by payroll provider and agency.)

Effective Date

These caps are effective as of the first day of the first pay period beginning on or after January 1, 2025 (January 12, 2025, based on the standard biweekly payroll cycle).

Locality Pay Area	Locality Pay Percentage	Biweekly Cap	Annual Cap Assuming 26 Biweekly Salary Payments
			Alaska	32.36%	7,482.40	194,542.40
Albany-Schenectady, NY-MA	20.77%	7,482.40	194,542.40
Albuquerque-Santa Fe-Las Vegas, NM	18.33%	7,378.40	191,838.40
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	23.79%	7,482.40	194,542.40
Austin-Round Rock, TX	20.35%	7,482.40	194,542.40
Birmingham-Hoover-Talladega, AL	18.24%	7,372.80	191,692.80
Boston-Worcester-Providence, MA-RI-NH-ME	32.58%	7,482.40	194,542.40
Buffalo-Cheektowaga, NY	22.41%	7,482.40	194,542.40
Burlington-South Burlington, VT	19.45%	7,448.80	193,668.80
Charlotte-Concord, NC-SC	19.67%	7,462.40	194,022.40
Chicago-Naperville, IL-IN-WI	30.86%	7,482.40	194,542.40
Cincinnati-Wilmington-Maysville, OH-KY-IN	21.93%	7,482.40	194,542.40
Cleveland-Akron-Canton, OH	22.23%	7,482.40	194,542.40
Colorado Springs, CO	20.15%	7,482.40	194,542.40
Columbus-Marion-Zanesville, OH	22.15%	7,482.40	194,542.40
Corpus Christi-Kingsville-Alice, TX	17.63%	7,335.20	190,715.20
Dallas-Fort Worth, TX-OK	27.26%	7,482.40	194,542.40
Davenport-Moline, IA-IL	18.93%	7,416.00	192,816.00
Dayton-Springfield-Sidney, OH	21.42%	7,482.40	194,542.40
Denver-Aurora, CO	30.52%	7,482.40	194,542.40
Des Moines-Ames-West Des Moines, IA	18.01%	7,358.40	191,318.40
Detroit-Warren-Ann Arbor, MI	29.12%	7,482.40	194,542.40
Fresno-Madera, Hanford, CA	17.65%	7,336.00	190,736.00
Harrisburg-Lebanon, PA	19.43%	7,447.20	193,627.20
Hartford-West Hartford, CT-MA	32.08%	7,482.40	194,542.40
Hawaii	22.21%	7,482.40	194,542.40
Houston-The Woodlands, TX	35.00%	7,482.40	194,542.40
Huntsville-Decatur-Albertville, AL	21.91%	7,482.40	194,542.40
Indianapolis-Carmel-Muncie, IN	18.15%	7,367.20	191,547.20
Kansas City-Overland Park-Kansas City, MO-KS	18.97%	7,418.40	192,878.40
Laredo, TX	21.59%	7,482.40	194,542.40
Las Vegas-Henderson, NV-AZ	19.57%	7,456.00	193,856.00
Los Angeles-Long Beach, CA	36.47%	7,482.40	194,542.40
Miami-Fort Lauderdale-Port St. Lucie, FL	24.67%	7,482.40	194,542.40
Milwaukee-Racine-Waukesha, WI	22.42%	7,482.40	194,542.40
Minneapolis-St. Paul, MN-WI	27.62%	7,482.40	194,542.40
New York-Newark, NY-NJ-CT-PA	37.95%	7,482.40	194,542.40
Omaha-Council Bluffs-Fremont, NE-IA	18.23%	7,372.00	191,672.00
Palm Bay-Melbourne-Titusville, FL	17.93%	7,353.60	191,193.60
Philadelphia-Reading-Camden, PA-NJ-DE-MD	28.99%	7,482.40	194,542.40
Phoenix-Mesa-Scottsdale, AZ	22.45%	7,482.40	194,542.40
Pittsburgh-New Castle-Weirton, PA-OH-WV	21.03%	7,482.40	194,542.40
Portland-Vancouver-Salem, OR-WA	26.13%	7,482.40	194,542.40
Raleigh-Durham-Chapel Hill, NC	22.24%	7,482.40	194,542.40
Reno-Fernley, NV	17.52%	7,328.00	190,528.00
Richmond, VA	22.28%	7,482.40	194,542.40
Rochester-Batavia-Seneca Falls, NY	17.88%	7,350.40	191,110.40
Sacramento-Roseville, CA-NV	29.76%	7,482.40	194,542.40
San Antonio-New Braunfels-Pearsall, TX	18.78%	7,406.40	192,566.40
San Diego-Carlsbad, CA	33.72%	7,482.40	194,542.40
San Jose-San Francisco-Oakland, CA	46.34%	7,482.40	194,542.40
Seattle-Tacoma, WA	31.57%	7,482.40	194,542.40
Spokane-Spokane Valley-Coeur d’Alene, WA-ID	17.67%	7,337.60	190,777.60
St. Louis-St. Charles-Farmington, MO-IL	20.03%	7,482.40	194,542.40
Tucson-Nogales, AZ	19.28%	7,437.60	193,377.60
Virginia Beach-Norfolk, VA-NC	18.80%	7,408.00	192,608.00
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	33.94%	7,482.40	194,542.40
Rest of United States	17.06%	7,299.20	189,779.20
Not in a Locality Pay Area (i.e., Outside of U.S)	NA	7,018.40	182,478.40

2024

Biweekly Premium Pay Limitation

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) the rate payable for level V of the Executive Schedule.

Annual Premium Pay Limitation

In certain emergency or mission-critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5U.S.C. 5547(b) and 5 CFR 550.106-550.107.) The annual premium pay cap is equal to the greater of the annual rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement) or (2) level V of the Executive Schedule, using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547.Exceptions to those caps require specific legislation.

Premium Pay Limitations in 2024

The table below provides the biweekly and annual premium pay caps for 2024 by locality pay area. Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table. The biweekly premium pay cap for such employees must be computed using the procedures in the “Computation” section below. Locality rates under 5 U.S.C. 5304 and special rates under 5 U.S.C. 5305 for most GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $191,900 in 2024.

When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)

Computation

The biweekly premium pay cap is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $191,900 divided by 2,087 hours yields an hourly rate of $91.95 and a biweekly rate of $7,356.00 ($91.95 x 80 hours). Similarly, the Executive Schedule level V annual rate of $180,000 divided by 2,087 hours yields an hourly rate of $86.25 and a biweekly rate of $6,900.00 ($86.25 x 80 hours).

The annual premium pay cap is computed under 5 CFR 550.106(d) by (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency’s payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table below apply to employees with 26 biweekly salary payments in 2024. The caps do not match the published annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $191,900 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $191,256.00. ($191,900 / 2,087 = $91.95. $91.95 x 80 = $7,356.00. $7,356.00 x 26 = $191,256.00.) Similarly, the EX‑V annual rate is $180,000, but the corresponding annual premium pay cap based on 26 payments is $179,400. However, if employees instead have 27 biweekly salary payments during 2024, for those employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.

Note: The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency’s payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency’s payroll cycle, the biweekly pay period covering December 17, 2023, through December 30, 2023, may be the first biweekly pay period with a payroll pay date in calendar year 2024 (e.g., January 5, 10, etc.). Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2024. For that same agency, the biweekly pay period covering December 1-14, 2024, could be the last biweekly pay period with a payroll pay date in calendar year 2024 (e.g., December 20, 24, etc.). Basic pay and premium pay for that pay period would also be included in applying the annual premium pay cap for 2024. (Note: Different agencies may have a different set of covered pay periods for calendar year 2024, since payroll pay dates vary by payroll provider and agency.)

Effective Date

These caps are effective as of the first day of the first pay period beginning on or after January 1, 2024 (January 14, 2024, based on the standard biweekly payroll cycle).

Locality Pay Area	Locality Pay Percentage	Biweekly Cap	Annual Cap Assuming 26 Biweekly Salary Payments
			Alaska	31.96%	7,356.00	191,256.00
Albany-Schenectady, NY-MA	20.25%	7,356.00	191,256.00
Albuquerque-Santa Fe-Las Vegas, NM	18.05%	7,237.60	188,177.60
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	23.45%	7,356.00	191,256.00
Austin-Round Rock, TX	19.99%	7,356.00	191,256.00
Birmingham-Hoover-Talladega, AL	17.91%	7,229.60	187,969.60
Boston-Worcester-Providence, MA-RI-NH-ME	31.97%	7,356.00	191,256.00
Buffalo-Cheektowaga, NY	21.99%	7,356.00	191,256.00
Burlington-South Burlington, VT	18.97%	7,294.40	189,654.40
Charlotte-Concord, NC-SC	19.26%	7,312.00	190,112.00
Chicago-Naperville, IL-IN-WI	30.41%	7,356.00	191,256.00
Cincinnati-Wilmington-Maysville, OH-KY-IN	21.69%	7,356.00	191,256.00
Cleveland-Akron-Canton, OH	22.01%	7,356.00	191,256.00
Colorado Springs, CO	19.73%	7,340.80	190,860.80
Columbus-Marion-Zanesville, OH	21.80%	7,356.00	191,256.00
Corpus Christi-Kingsville-Alice, TX	17.40%	7,198.40	187,158.40
Dallas-Fort Worth, TX-OK	26.91%	7,356.00	191,256.00
Davenport-Moline, IA-IL	18.66%	7,275.20	189,155.20
Dayton-Springfield-Sidney, OH	21.14%	7,356.00	191,256.00
Denver-Aurora, CO	29.88%	7,356.00	191,256.00
Des Moines-Ames-West Des Moines, IA	17.68%	7,215.20	187,595.20
Detroit-Warren-Ann Arbor, MI	28.82%	7,356.00	191,256.00
Fresno-Madera, Hanford, CA	17.15%	7,182.40	186,742.40
Harrisburg-Lebanon, PA	19.10%	7,302.40	189,862.40
Hartford-West Hartford, CT-MA	31.62%	7,356.00	191,256.00
Hawaii	21.79%	7,356.00	191,256.00
Houston-The Woodlands, TX	34.72%	7,356.00	191,256.00
Huntsville-Decatur-Albertville, AL	21.48%	7,356.00	191,256.00
Indianapolis-Carmel-Muncie, IN	17.89%	7,228.00	187,928.00
Kansas City-Overland Park-Kansas City, MO-KS	18.65%	7,274.40	189,134.40
Laredo, TX	21.33%	7,356.00	191,256.00
Las Vegas-Henderson, NV-AZ	19.23%	7,310.40	190,070.40
Los Angeles-Long Beach, CA	35.84%	7,356.00	191,256.00
Miami-Fort Lauderdale-Port St. Lucie, FL	24.42%	7,356.00	191,256.00
Milwaukee-Racine-Waukesha, WI	22.15%	7,356.00	191,256.00
Minneapolis-St. Paul, MN-WI	27.15%	7,356.00	191,256.00
New York-Newark, NY-NJ-CT-PA	37.24%	7,356.00	191,256.00
Omaha-Council Bluffs-Fremont, NE-IA	17.94%	7,231.20	188,011.20
Palm Bay-Melbourne-Titusville, FL	17.60%	7,210.40	187,470.40
Philadelphia-Reading-Camden, PA-NJ-DE-MD	28.55%	7,356.00	191,256.00
Phoenix-Mesa-Scottsdale, AZ	22.02%	7,356.00	191,256.00
Pittsburgh-New Castle-Weirton, PA-OH-WV	20.78%	7,356.00	191,256.00
Portland-Vancouver-Salem, OR-WA	25.66%	7,356.00	191,256.00
Raleigh-Durham-Chapel Hill, NC	21.90%	7,356.00	191,256.00
Reno-Fernley, NV	17.11%	7,180.00	186,680.00
Richmond, VA	21.91%	7,356.00	191,256.00
Rochester-Batavia-Seneca Falls, NY	17.35%	7,195.20	187,075.20
Sacramento-Roseville, CA-NV	29.16%	7,356.00	191,256.00
San Antonio-New Braunfels-Pearsall, TX	18.49%	7,264.80	188,884.80
San Diego-Carlsbad, CA	33.05%	7,356.00	191,256.00
San Jose-San Francisco-Oakland, CA	45.41%	7,356.00	191,256.00
Seattle-Tacoma, WA	30.81%	7,356.00	191,256.00
Spokane-Spokane Valley-Coeur d’Alene, WA-ID	17.18%	7,184.80	186,804.80
St. Louis-St. Charles-Farmington, MO-IL	19.63%	7,335.20	190,715.20
Tucson-Nogales, AZ	18.92%	7,291.20	189,571.20
Virginia Beach-Norfolk, VA-NC	18.46%	7,263.20	188,843.20
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	33.26%	7,356.00	191,256.00
Rest of United States	16.82%	7,162.40	186,222.40
Not in a Locality Pay Area (i.e., Outside of U.S)	NA	6,900.00	179,400.00

2023

Biweekly Premium Pay Limitation

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule.

Annual Premium Pay Limitation

In certain emergency or mission critical situations, an agency may apply an annual premium pay cap instead of a biweekly premium pay cap, subject to the conditions provided in law and regulation. (See 5 U.S.C. 5547(b) and 5 CFR 550.106-550.107.) The annual premium pay cap is equal to the greater of the annual rate payable for: (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule - using the rates in effect at the end of the given calendar year (5 CFR 550.106(c)). Neither OPM nor agencies have general authority to waive the biweekly or annual premium pay caps established under 5 U.S.C. 5547. Exceptions to those caps require specific legislation.

Premium Pay Limitations in 2023

The table below provides the biweekly and annual premium pay caps for 2023 by locality pay area. Certain special rate employees may have a higher biweekly premium pay cap at GS-15, step 10, than that shown in the table. The biweekly premium pay cap for such employees must be computed using the procedures in the “Computation” section below. Locality rates under 5 U.S.C. 5304 and special rates under 5 U.S.C. 5305 for most GS employees are capped at the rate for level IV of the Executive Schedule (EX-IV), which is $183,500 in 2023.

When the biweekly (or annual, if applicable) cap on premium pay is reached, employees may still be ordered to perform overtime work without receiving further compensation. (See Comptroller General Opinions: B-178117, May 1, 1973; B-229089, December 28, 1988; and B-240200, December 20, 1990.)

Computation

The biweekly premium pay cap is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $183,500 divided by 2,087 hours yields an hourly rate of $87.93 and a biweekly rate of $7,034.40 ($87.93 x 80 hours). Similarly, the Executive Schedule level V annual rate of $172,100 divided by 2,087 hours yields an hourly rate of $82.46 and a biweekly rate of $6,596.80 ($82.46 x 80 hours).

The annual premium pay cap is computed under 5 CFR 550.106(d) by: (1) dividing the applicable end-of-year published annual rate by 2,087 hours, (2) multiplying the resulting hourly rate by 80 hours, and (3) multiplying the resulting biweekly rate by the number of biweekly pay periods for which a salary payment is issued in the given calendar year under the agency’s payroll cycle (i.e., either 26 or 27 pay periods). The annual caps listed in the table below apply to employees with 26 biweekly salary payments in 2023.

The caps do not match the published annual rates shown on applicable salary schedules. For example, the GS-15, step 10, annual locality rate in Washington, DC, is $183,500 (EX-IV cap), but the corresponding annual premium pay cap based on 26 payments is $182,894.40. ($183,500 / 2,087 = $87.93. $87.93 x 80 = $7,034.40. $7,034.40 x 26 = $182,894.40.) Similarly, the EX V annual rate is $172,100, but the corresponding annual premium pay cap based on 26 payments is $171,516.80. However, if employees instead have 27 biweekly salary payments during 2023, for those employees, the applicable annual cap is equal to the applicable biweekly rate multiplied by 27.

Note: The annual premium pay cap applies to basic pay and premium pay earned in biweekly pay periods that have a payroll pay date in the given calendar year. Depending on the year and the agency’s payroll cycle, there may be 26 or 27 pay periods covered by an annual premium pay cap. For example, under a given agency’s payroll cycle, the biweekly pay period covering December 18, 2022, through December 31, 2022, may be the first biweekly pay period with a payroll pay date in calendar year 2023 (e.g., January 6, 11, etc.). Basic pay and premium pay for that pay period would be included in applying the annual premium pay cap for 2023. For that same agency, the biweekly pay period covering December 3-16, 2023, could be the last biweekly pay period with a payroll pay date in calendar year 2023 (e.g., December 22, 27, etc.). (Note: Different agencies may have a different set of covered pay periods for calendar year 2023, since payroll pay dates vary by payroll provider and agency.)

Effective Date

These caps are effective as of the first day of the first pay period beginning on or after January 1, 2023 (January 1, 2023, based on the standard biweekly payroll cycle).

Locality Pay Area	Locality Pay Percentage	Biweekly Cap	Annual Cap Assuming 26 Biweekly Salary Payments
			Alaska	31.32%	7,034.40	182,894.40
Albany-Schenectady, NY-MA	19.45%	6,995.20	181,875.20
Albuquerque-Santa Fe-Las Vegas, NM	17.63%	6,888.80	179,108.80
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	23.02%	7,034.40	182,894.40
Austin-Round Rock, TX	19.40%	6,992.00	181,792.00
Birmingham-Hoover-Talladega, AL	17.41%	6,876.00	178,776.00
Boston-Worcester-Providence, MA-RI-NH-ME	31.05%	7,034.40	182,894.40
Buffalo-Cheektowaga, NY	21.35%	7,034.40	182,894.40
Burlington-South Burlington, VT	18.31%	6,928.00	180,128.00
Charlotte-Concord, NC-SC	18.63%	6,947.20	180.627.20
Chicago-Naperville, IL-IN-WI	29.79%	7,034.40	182,894.40
Cincinnati-Wilmington-Maysville, OH-KY-IN	21.35%	7,034.40	182,894.40
Cleveland-Akron-Canton, OH	21.69%	7,034.40	182,894.40
Colorado Springs, CO	19.11%	6,975.20	181,355.20
Columbus-Marion-Zanesville, OH	21.27%	7,034.40	182,894.40
Corpus Christi-Kingsville-Alice, TX	17.10%	6,857.60	178,297.60
Dallas-Fort Worth, TX-OK	26.37%	7,034.40	182,894.40
Davenport-Moline, IA-IL	18.21%	6,922.40	179,982.40
Dayton-Springfield-Sidney, OH	20.59%	7,034.40	182,894.40
Denver-Aurora, CO	29.05%	7,034.40	182,894.40
Des Moines-Ames-West Des Moines, IA	17.13%	6,859.20	178,339.20
Detroit-Warren-Ann Arbor, MI	28.37%	7,034.40	182,894.40
Harrisburg-Lebanon, PA	18.59%	6,944.80	180,564.80
Hartford-West Hartford, CT-MA	30.91%	7,034.40	182,894.40
Hawaii	21.17%	7,034.40	182,894.40
Houston-The Woodlands, TX	34.47%	7,034.40	182,894.40
Huntsville-Decatur-Albertville, AL	20.96%	7,034.40	182,894.40
Indianapolis-Carmel-Muncie, IN	17.57%	6,884.80	179,004.80
Kansas City-Overland Park-Kansas City, MO-KS	18.18%	6,920.80	179,940.80
Laredo, TX	20.64%	7,034.40	182,894.40
Las Vegas-Henderson, NV-AZ	18.76%	6,954.40	180,814.40
Los Angeles-Long Beach, CA	34.89%	7,034.40	182,894.40
Miami-Fort Lauderdale-Port St. Lucie, FL	24.14%	7,034.40	182,894.40
Milwaukee-Racine-Waukesha, WI	21.74%	7,034.40	182,894.40
Minneapolis-St. Paul, MN-WI	26.39%	7,034.40	182,894.40
New York-Newark, NY-NJ-CT-PA	36.16%	7,034.40	182,894.40
Omaha-Council Bluffs-Fremont, NE-IA	17.52%	6,882.40	178,942.40
Palm Bay-Melbourne-Titusville, FL	17.30%	6,868.80	178,588.80
Philadelphia-Reading-Camden, PA-NJ-DE-MD	27.84%	7,034.40	182,894.40
Phoenix-Mesa-Scottsdale, AZ	21.44%	7,034.40	182,894.40
Pittsburgh-New Castle-Weirton, PA-OH-WV	20.37%	7,034.40	182,894.40
Portland-Vancouver-Salem, OR-WA	24.98%	7,034.40	182,894.40
Raleigh-Durham-Chapel Hill, NC	21.37%	7,034.40	182,894.40
Richmond, VA	21.38%	7,034.40	182,894.40
Sacramento-Roseville, CA-NV	28.30%	7,034.40	182,894.40
San Antonio-New Braunfels-Pearsall, TX	18.00%	6,910.40	179,670.40
San Diego-Carlsbad, CA	32.01%	7,034.40	182,894.40
San Jose-San Francisco-Oakland, CA	44.15%	7,034.40	182,894.40
Seattle-Tacoma, WA	29.57%	7,034.40	182,894.40
St. Louis-St. Charles-Farmington, MO-IL	19.10%	6,974.40	181,334.40
Tucson-Nogales, AZ	18.40%	6,933.60	180,273.60
Virginia Beach-Norfolk, VA-NC	17.94%	6,906.40	179,566.40
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	32.49%	7,034.40	182,894.40
Rest of United States	16.50%	6,822.40	177,382.40
Not in a Locality Pay Area (i.e. Outside of U.S.)	NA	6,596.80	171,516.80

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2022

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $176,300 divided by 2,087 hours yields an hourly rate of $84.48 and a biweekly rate of $6,758.40 ($84.48 x 80 hours). Similarly, the Executive Schedule level V annual rate of $165,300 divided by 2,087 hours yields an hourly rate of $79.20 and a biweekly rate of $6,336.00 ($79.20 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2022 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2022 (January 2, 2022, based on the standard biweekly payroll cycle).

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Alaska	30.42%	6,758.40	175,718.40
Albany-Schenectady, NY-MA	18.68%	6,676.80	173,596.80
Albuquerque-Santa Fe-Las Vegas, NM	17.14%	6,589.60	171,329.60
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	22.63%	6,758.40	175,718.40
Austin-Round Rock, TX	18.80%	6,683.20	173,763.20
Birmingham-Hoover-Talladega, AL	16.81%	6,571.20	170,851.20
Boston-Worcester-Providence, MA-RI-NH-ME	30.09%	6,758.40	175,718.40
Buffalo-Cheektowaga, NY	20.78%	6,758.40	175,718.40
Burlington-South Burlington, VT	17.62%	6,616.80	172,036.80
Charlotte-Concord, NC-SC	18.06%	6,641.60	172,681.60
Chicago-Naperville, IL-IN-WI	29.18%	6,758.40	175,718.40
Cincinnati-Wilmington-Maysville, OH-KY-IN	20.94%	6,758.40	175,718.40
Cleveland-Akron-Canton, OH	21.25%	6,758.40	175,718.40
Colorado Springs, CO	18.42%	6,661.60	173,201.60
Columbus-Marion-Zanesville, OH	20.69%	6,758.40	175,718.40
Corpus Christi-Kingsville-Alice, TX	16.82%	6,572.00	170,872.00
Dallas-Fort Worth, TX-OK	25.68%	6,758.40	175,718.40
Davenport-Moline, IA-IL	17.58%	6,614.40	171,974.40
Dayton-Springfield-Sidney, OH	19.93%	6,746.40	175,406.40
Denver-Aurora, CO	28.10%	6,758.40	175,718.40
Des Moines-Ames-West Des Moines, IA	16.52%	6,555.20	170,435.20
Detroit-Warren-Ann Arbor, MI	27.86%	6,758.40	175,718.40
Harrisburg-Lebanon, PA	17.90%	6,632.80	172,452.80
Hartford-West Hartford, CT-MA	30.20%	6,758.40	175,718.40
Hawaii	20.40%	6,758.40	175,718.40
Houston-The Woodlands, TX	33.96%	6,758.40	175,718.40
Huntsville-Decatur-Albertville, AL	20.45%	6,758.40	175,718.40
Indianapolis-Carmel-Muncie, IN	17.26%	6,596.80	171,516.80
Kansas City-Overland Park-Kansas City, MO-KS	17.67%	6,620.00	172,120.00
Laredo, TX	19.85%	6,742.40	175,302.40
Las Vegas-Henderson, NV-AZ	18.25%	6,652.00	172,952.00
Los Angeles-Long Beach, CA	33.61%	6,758.40	175,718.40
Miami-Fort Lauderdale-Port St. Lucie, FL	23.80%	6,758.40	175,718.40
Milwaukee-Racine-Waukesha, WI	21.32%	6,758.40	175,718.40
Minneapolis-St. Paul, MN-WI	25.49%	6,758.40	175,718.40
New York-Newark, NY-NJ-CT-PA	35.06%	6,758.40	175,718.40
Omaha-Council Bluffs-Fremont, NE-IA	16.93%	6,577.60	171,017.60
Palm Bay-Melbourne-Titusville, FL	17.01%	6,582.40	171,142.40
Philadelphia-Reading-Camden, PA-NJ-DE-MD	26.95%	6,758.40	175,718.40
Phoenix-Mesa-Scottsdale, AZ	20.84%	6,758.40	175,718.40
Pittsburgh-New Castle-Weirton, PA-OH-WV	19.90%	6,744.80	175,364.80
Portland-Vancouver-Salem, OR-WA	24.34%	6,758.40	175,718.40
Raleigh-Durham-Chapel Hill, NC	20.94%	6,758.40	175,718.40
Richmond, VA	20.64%	6,758.40	175,718.40
Sacramento-Roseville, CA-NV	27.30%	6,758.40	175,718.40
San Antonio-New Braunfels-Pearsall, TX	17.39%	6,604.00	171,704.00
San Diego-Carlsbad, CA	30.87%	6,758.40	175,718.40
San Jose-San Francisco-Oakland, CA	42.74%	6,758.40	175,718.40
Seattle-Tacoma, WA	28.28%	6,758.40	175,718.40
St. Louis-St. Charles-Farmington, MO-IL	18.35%	6,657.60	173,097.60
Tucson-Nogales, AZ	17.77%	6,625.60	172,265.60
Virginia Beach-Norfolk, VA-NC	17.18%	6,592.00	171,392.00
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	31.53%	6,758.40	175,718.40
Rest of United States	16.20%	6,536.80	169,956.80
Not in a Locality Pay Area (i.e. Outside of U.S.)	NA	6,336.00	164,736.00

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2021

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $172,500 divided by 2,087 hours yields an hourly rate of $82.65 and a biweekly rate of $6,612.00 ($82.65 x 80 hours). Similarly, the Executive Schedule level V annual rate of $161,700 divided by 2,087 hours yields an hourly rate of $77.48 and a biweekly rate of $6,198.40 ($77.48 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2021 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2021 (January 3, 2021, based on the standard biweekly payroll cycle).

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Alaska	29.67%	6,612.00	171,912.00
Albany-Schenectady, NY-MA	17.88%	6,488.80	168,708.80
Albuquerque-Santa Fe-Las Vegas, NM	16.68%	6,422.40	166,982.40
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	22.16%	6,612.00	171,912.00
Austin-Round Rock, TX	18.17%	6,504.80	169,124.80
Birmingham-Hoover-Talladega, AL	16.26%	6,399.20	166,379.20
Boston-Worcester-Providence, MA-RI-NH-ME	29.11%	6,612.00	171,912.00
Buffalo-Cheektowaga, NY	20.20%	6,612.00	171,912.00
Burlington-South Burlington, VT	16.89%	6,434.40	167,294.40
Charlotte-Concord, NC-SC	17.44%	6,464.80	168,084.80
Chicago-Naperville, IL-IN-WI	28.59%	6,612.00	171,912.00
Cincinnati-Wilmington-Maysville, OH-KY-IN	20.55%	6,612.00	171,912.00
Cleveland-Akron-Canton, OH	20.82%	6,612.00	171,912.00
Colorado Springs, CO	17.78%	6,483.20	168,563.20
Columbus-Marion-Zanesville, OH	20.02%	6,606.40	171,766.40
Corpus Christi-Kingsville-Alice, TX	16.56%	6,416.00	166,816.00
Dallas-Fort Worth, TX-OK	24.98%	6,612.00	171,912.00
Davenport-Moline, IA-IL	17.04%	6,442.40	167,502.40
Dayton-Springfield-Sidney, OH	19.18%	6,560.00	170,560.00
Denver-Aurora, CO	27.13%	6,612.00	171,912.00
Des Moines-Ames-West Des Moines, IA	15.95%	6,382.40	165,942.40
Detroit-Warren-Ann Arbor, MI	27.32%	6,612.00	171,912.00
Harrisburg-Lebanon, PA	17.20%	6,451.20	167,731.20
Hartford-West Hartford, CT-MA	29.49%	6,612.00	171,912.00
Hawaii	19.56%	6,580.80	171,100.80
Houston-The Woodlands, TX	33.32%	6,612.00	171,912.00
Huntsville-Decatur-Albertville, AL	19.85%	6,596.80	171,516.80
Indianapolis-Carmel-Muncie, IN	16.92%	6,436.00	167,336.00
Kansas City-Overland Park-Kansas City, MO-KS	17.13%	6,447.20	167,627.20
Laredo, TX	18.88%	6,544.00	170,144.00
Las Vegas-Henderson, NV-AZ	17.68%	6,477.60	168,417.60
Los Angeles-Long Beach, CA	32.41%	6,612.00	171,912.00
Miami-Fort Lauderdale-Port St. Lucie, FL	23.51%	6,612.00	171,912.00
Milwaukee-Racine-Waukesha, WI	20.96%	6,612.00	171,912.00
Minneapolis-St. Paul, MN-WI	24.66%	6,612.00	171,912.00
New York-Newark, NY-NJ-CT-PA	33.98%	6,612.00	171,912.00
Omaha-Council Bluffs-Fremont, NE-IA	16.33%	6,403.20	166,483.20
Palm Bay-Melbourne-Titusville, FL	16.73%	6,425.60	167,065.60
Philadelphia-Reading-Camden, PA-NJ-DE-MD	26.04%	6,612.00	171,912.00
Phoenix-Mesa-Scottsdale, AZ	20.12%	6,612.00	171,912.00
Pittsburgh-New Castle-Weirton, PA-OH-WV	19.40%	6,572.00	170,872.00
Portland-Vancouver-Salem, OR-WA	23.74%	6,612.00	171,912.00
Raleigh-Durham-Chapel Hill, NC	20.49%	6,612.00	171,912.00
Richmond, VA	19.95%	6,602.40	171,662.40
Sacramento-Roseville, CA-NV	26.37%	6,612.00	171,912.00
San Antonio-New Braunfels-Pearsall, TX	16.77%	6,427.20	167,107.20
San Diego-Carlsbad, CA	29.77%	6,612.00	171,912.00
San Jose-San Francisco-Oakland, CA	41.44%	6,612.00	171,912.00
Seattle-Tacoma, WA	27.02%	6,612.00	171,912.00
St. Louis-St. Charles-Farmington, MO-IL	17.65%	6,476.00	168,376.00
Tucson-Nogales, AZ	17.19%	6,450.40	167,710.40
Virginia Beach-Norfolk, VA-NC	16.51%	6,413.60	166,753.60
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	30.48%	6,612.00	171,912.00
Rest of United States	15.95%	6,382.40	165,942.40
Not in a Locality Pay Area (i.e. Outside of U.S.)	NA	6,198.40	161,158.40

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2020

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $170,800 divided by 2,087 hours yields an hourly rate of $81.84 and a biweekly rate of $6,547.20 ($81.84 x 80 hours). Similarly, the Executive Schedule level V annual rate of $160,100 divided by 2,087 hours yields an hourly rate of $76.71 and a biweekly rate of $6,136.80 ($76.71 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2020 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2020 (January 5, 2020, based on the standard biweekly payroll cycle).

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Alaska	29.67%	6,547.20	170,227.20
Albany-Schenectady, NY-MA	17.88%	6,424.80	167,044.80
Albuquerque-Santa Fe-Las Vegas, NM	16.68%	6,359.20	165,339.20
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	22.16%	6,547.20	170,227.20
Austin-Round Rock, TX	18.17%	6,440.80	167,460.80
Birmingham-Hoover-Talladega, AL	16.26%	6,336.00	164,736.00
Boston-Worcester-Providence, MA-RI-NH-ME	29.11%	6,547.20	170,227.20
Buffalo-Cheektowaga, NY	20.20%	6,547.20	170,227.20
Burlington-South Burlington, VT	16.89%	6,370.40	165,630.40
Charlotte-Concord, NC-SC	17.44%	6,400.80	166,420.80
Chicago-Naperville, IL-IN-WI	28.59%	6,547.20	170,227.20
Cincinnati-Wilmington-Maysville, OH-KY-IN	20.55%	6,547.20	170,227.20
Cleveland-Akron-Canton, OH	20.82%	6,547.20	170,227.20
Colorado Springs, CO	17.78%	6,419.20	166,899.20
Columbus-Marion-Zanesville, OH	20.02%	6,541.60	170,081.60
Corpus Christi-Kingsville-Alice, TX	16.56%	6,352.80	165,172.80
Dallas-Fort Worth, TX-OK	24.98%	6,547.20	170,227.20
Davenport-Moline, IA-IL	17.04%	6,379.20	165,859.20
Dayton-Springfield-Sidney, OH	19.18%	6,495.20	168,875.20
Denver-Aurora, CO	27.13%	6,547.20	170,227.20
Detroit-Warren-Ann Arbor, MI	27.32%	6,547.20	170,227.20
Harrisburg-Lebanon, PA	17.20%	6,387.20	166,067.20
Hartford-West Hartford, CT-MA	29.49%	6,547.20	170,227.20
Hawaii	19.56%	6,516.00	169,416.00
Houston-The Woodlands, TX	33.32%	6,547.20	170,227.20
Huntsville-Decatur-Albertville, AL	19.85%	6,532.00	169,832.00
Indianapolis-Carmel-Muncie, IN	16.92%	6,372.00	165,672.00
Kansas City-Overland Park-Kansas City, MO-KS	17.13%	6,384.00	165,984.00
Laredo, TX	18.88%	6,479.20	168,459.20
Las Vegas-Henderson, NV-AZ	17.68%	6,413.60	166,753.60
Los Angeles-Long Beach, CA	32.41%	6,547.20	170,227.20
Miami-Fort Lauderdale-Port St. Lucie, FL	23.51%	6,547.20	170,227.20
Milwaukee-Racine-Waukesha, WI	20.96%	6,547.20	170,227.20
Minneapolis-St. Paul, MN-WI	24.66%	6,547.20	170,227.20
New York-Newark, NY-NJ-CT-PA	33.98%	6,547.20	170,227.20
Omaha-Council Bluffs-Fremont, NE-IA	16.33%	6,340.00	164,840.00
Palm Bay-Melbourne-Titusville, FL	16.73%	6,361.60	165,401.60
Philadelphia-Reading-Camden, PA-NJ-DE-MD	26.04%	6,547.20	170,227.20
Phoenix-Mesa-Scottsdale, AZ	20.12%	6,546.40	170,206.40
Pittsburgh-New Castle-Weirton, PA-OH-WV	19.40%	6,507.20	169,187.20
Portland-Vancouver-Salem, OR-WA	23.74%	6,547.20	170,227.20
Raleigh-Durham-Chapel Hill, NC	20.49%	6,547.20	170,227.20
Richmond, VA	19.95%	6,537.60	169,977.60
Sacramento-Roseville, CA-NV	26.37%	6,547.20	170,227.20
San Antonio-New Braunfels-Pearsall, TX	16.77%	6,364.00	165,464.00
San Diego-Carlsbad, CA	29.77%	6,547.20	170,227.20
San Jose-San Francisco-Oakland, CA	41.44%	6,547.20	170,227.20
Seattle-Tacoma, WA	27.02%	6,547.20	170,227.20
St. Louis-St. Charles-Farmington, MO-IL	17.65%	6,412.00	166,712.00
Tucson-Nogales, AZ	17.19%	6,387.20	166,067.20
Virginia Beach-Norfolk, VA-NC	16.51%	6,349.60	165,089.60
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	30.48%	6,547.20	170,227.20
Rest of United States	15.95%	6,319.20	164,299.20
Not in a Locality Pay Area (i.e. Outside of U.S.)	NA	6,136.80	159,556.80

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2019

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by: (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $166,500 divided by 2,087 hours yields an hourly rate of $79.78 and a biweekly rate of $6,382.40 ($79.78 x 80 hours). Similarly, the Executive Schedule level V annual rate of $156,000 divided by 2,087 hours yields an hourly rate of $74.75 and a biweekly rate of $5,980.00 ($74.75 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2019 by locality pay area. These caps are effective as of the first day of the first pay period beginning on or after January 1, 2019 (January 6, 2019, based on the standard biweekly payroll cycle).

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Alaska	28.89%	$6,382.40	$165,942.40
Albany-Schenectady, NY-MA	17.19%	6,224.80	161,844.80
Albuquerque-Santa Fe-Las Vegas, NM	16.20%	6,172.00	160,472.00
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	21.64%	6,382.40	165,942.40
Austin-Round Rock, TX	17.46%	6,239.20	162,219.20
Birmingham-Hoover-Talladega, AL	15.77%	6,149.60	159,889.60
Boston-Worcester-Providence, MA-RI-NH-ME	28.27%	6,382.40	165,942.40
Buffalo-Cheektowaga, NY	19.67%	6,356.80	165,276.80
Burlington-South Burlington, VT	16.18%	6,171.20	160,451.20
Charlotte-Concord, NC-SC	16.79%	6,204.00	161,304.00
Chicago-Naperville, IL-IN-WI	28.05%	6,382.40	165,942.40
Cincinnati-Wilmington-Maysville, OH-KY-IN	20.21%	6,382.40	165,942.40
Cleveland-Akron-Canton, OH	20.45%	6,382.40	165,942.40
Colorado Springs, CO	17.19%	6,224.80	161,844.80
Columbus-Marion-Zanesville, OH	19.47%	6,346.40	165,006.40
Corpus Christi-Kingsville-Alice, TX	16.01%	6,162.40	160,222.40
Dallas-Fort Worth, TX-OK	24.21%	6,382.40	165,942.40
Davenport-Moline, IA-IL	16.49%	6,188.00	160,888.00
Dayton-Springfield-Sidney, OH	18.61%	6,300.00	163,800.00
Denver-Aurora, CO	26.30%	6,382.40	165,942.40
Detroit-Warren-Ann Arbor, MI	26.81%	6,382.40	165,942.40
Harrisburg-Lebanon, PA	16.65%	6,196.00	161,096.00
Hartford-West Hartford, CT-MA	28.87%	6,382.40	165,942.40
Hawaii	18.98%	6,320.00	164,320.00
Houston-The Woodlands, TX	32.54%	6,382.40	165,942.40
Huntsville-Decatur-Albertville, AL	19.18%	6,330.40	164,590.40
Indianapolis-Carmel-Muncie, IN	16.57%	6,192.00	160,992.00
Kansas City-Overland Park-Kansas City, MO-KS	16.60%	6,193.60	161,033.60
Laredo, TX	18.22%	6,280.00	163,280.00
Las Vegas-Henderson, NV-AZ	17.04%	6,216.80	161,636.80
Los Angeles-Long Beach, CA	31.47%	6,382.40	165,942.40
Miami-Fort Lauderdale-Port St. Lucie, FL	23.12%	6,382.40	165,942.40
Milwaukee-Racine-Waukesha, WI	20.58%	6,382.40	165,942.40
Minneapolis-St. Paul, MN-WI	24.00%	6,382.40	165,942.40
New York-Newark, NY-NJ-CT-PA	33.06%	6,382.40	165,942.40
Omaha-Council Bluffs-Fremont, NE-IA	15.87%	6,154.40	160,014.40
Palm Bay-Melbourne-Titusville, FL	16.33%	6,179.20	160,659.20
Philadelphia-Reading-Camden, PA-NJ-DE-MD	25.30%	6,382.40	165,942.40
Phoenix-Mesa-Scottsdale, AZ	19.60%	6,352.80	165,172.80
Pittsburgh-New Castle-Weirton, PA-OH-WV	18.86%	6,313.60	164,153.60
Portland-Vancouver-Salem, OR-WA	23.13%	6,382.40	165,942.40
Raleigh-Durham-Chapel Hill, NC	19.99%	6,373.60	165,713.60
Richmond, VA	19.38%	6,341.60	164,881.60
Sacramento-Roseville, CA-NV	25.59%	6,382.40	165,942.40
San Antonio-New Braunfels-Pearsall, TX	16.07%	6,165.60	160,305.60
San Diego-Carlsbad, CA	28.80%	6,382.40	165,942.40
San Jose-San Francisco-Oakland, CA	40.35%	6,382.40	165,942.40
Seattle-Tacoma, WA	26.04%	6,382.40	165,942.40
St. Louis-St. Charles-Farmington, MO-IL	17.05%	6,217.60	161,657.60
Tucson-Nogales, AZ	16.68%	6,197.60	161,137.60
Virginia Beach-Norfolk, VA-NC	15.91%	6,156.80	160,076.80
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	29.32%	6,382.40	165,942.40
Rest of United States	15.67%	6,144.00	159,744.00
Not in a Locality Pay Area (i.e. Outside of U.S.)	NA	5,980.00	155,480.00

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2018

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $164,200 divided by 2,087 hours yields an hourly rate of $78.68 and a biweekly rate of $6,294.40 ($78.68 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $153,800 divided by 2,087 hours yields an hourly rate of $73.69 and a biweekly rate of $5,895.20 ($73.69 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2018 by locality pay area. The biweekly caps are effective as of the first day of the first pay period beginning on or after January 1, 2018. The annual caps apply to biweekly pay periods with a payroll pay date in calendar year 2018.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Alaska	28.02%	$6,294.40	$163,654.40
Albany-Schenectady, NY	16.50%	6,103.20	158,683.20
Albuquerque-Santa Fe-Las Vegas, NM	15.76%	6,064.00	157,664.00
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	21.16%	6,294.40	163,654.40
Austin-Round Rock, TX	16.71%	6,113.60	158,953.60
Boston-Worcester-Providence, MA-RI-NH-CT-ME	27.48%	6,294.40	163,654.40
Buffalo-Cheektowaga, NY	19.18%	6,243.20	162,323.20
Charlotte-Concord, NC-SC	16.21%	6,088.00	158,288.00
Chicago-Naperville, IL-IN-WI	27.47%	6,294.40	163,654.40
Cincinnati-Wilmington-Maysville, OH-KY-IN	19.87%	6,279.20	163,259.20
Cleveland-Akron-Canton, OH	20.08%	6,290.40	163,550.40
Colorado Springs, CO	16.59%	6,107.20	158,787.20
Columbus-Marion-Zanesville, OH	18.97%	6,232.00	162,032.00
Dallas-Fort Worth, TX-OK	23.40%	6,294.40	163,654.40
Davenport-Moline, IA-IL	16.08%	6,080.80	158,100.80
Dayton-Springfield-Sidney, OH	18.11%	6,187.20	160,867.20
Denver-Aurora, CO	25.47%	6,294.40	163,654.40
Detroit-Warren-Ann Arbor, MI	26.25%	6,294.40	163,654.40
Harrisburg-Lebanon, PA	16.15%	6,084.80	158,204.80
Hartford-West Hartford, CT-MA	28.21%	6,294.40	163,654.40
Hawaii	18.43%	6,204.00	161,304.00
Houston-The Woodlands, TX	31.74%	6,294.40	163,654.40
Huntsville-Decatur-Albertville, AL	18.49%	6,207.20	161,387.20
Indianapolis-Carmel-Muncie, IN	16.23%	6,088.80	158,308.80
Kansas City-Overland Park-Kansas City, MO-KS	16.10%	6,081.60	158,121.60
Laredo, TX	17.40%	6,149.60	159,889.60
Las Vegas-Henderson, NV-AZ	16.49%	6,102.40	158,662.40
Los Angeles-Long Beach, CA	30.57%	6,294.40	163,654.40
Miami-Fort Lauderdale-Port St. Lucie, FL	22.64%	6,294.40	163,654.40
Milwaukee-Racine-Waukesha, WI	20.14%	6,293.60	163,633.60
Minneapolis-St. Paul, MN-WI	23.37%	6,294.40	163,654.40
New York-Newark, NY-NJ-CT-PA	32.13%	6,294.40	163,654.40
Palm Bay-Melbourne-Titusville, FL	15.93%	6,072.80	157,892.80
Philadelphia-Reading-Camden, PA-NJ-DE-MD	24.59%	6,294.40	163,654.40
Phoenix-Mesa-Scottsdale, AZ	19.09%	6,238.40	162,198.40
Pittsburgh-New Castle-Weirton, PA-OH-WV	18.35%	6,200.00	161,200.00
Portland-Vancouver-Salem, OR-WA	22.53%	6,294.40	163,654.40
Raleigh-Durham-Chapel Hill, NC	19.52%	6,260.80	162,780.80
Richmond, VA	18.79%	6,222.40	161,782.40
Sacramento-Roseville, CA-NV	24.86%	6,294.40	163,654.40
San Diego-Carlsbad, CA	27.88%	6,294.40	163,654.40
San Jose-San Francisco-Oakland, CA	39.28%	6,294.40	163,654.40
Seattle-Tacoma, WA	25.11%	6,294.40	163,654.40
St. Louis-St. Charles-Farmington, MO-IL	16.47%	6,101.60	158,641.60
Tucson-Nogales, AZ	16.17%	6,085.60	158,225.60
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	28.22%	6,294.40	163,654.40
Rest of United States	15.37%	6,044.00	157,144.00
Not in a Locality Pay Area	NA	5,895.20	153,275.20

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2017

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $161,900 divided by 2,087 hours yields an hourly rate of $77.58 and a biweekly rate of $6,206.40 ($77.58 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $151,700 divided by 2,087 hours yields an hourly rate of $72.69 and a biweekly rate of $5,815.20 ($72.69 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2017 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2017.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Alaska	27.13%	$6,206.40	$161,366.40
Albany-Schenectady, NY	15.85%	5,984.80	155,604.80
Albuquerque-Santa Fe-Las Vegas, NM	15.36%	5,960.00	154,960.00
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	20.70%	6,206.40	161,366.40
Austin-Round Rock, TX	15.97%	5,991.20	155,771.20
Boston-Worcester-Providence, MA-RI-NH-CT-ME	26.73%	6,206.40	161,366.40
Buffalo-Cheektowaga, NY	18.66%	6,130.40	159,390.40
Charlotte-Concord, NC-SC	15.65%	5,975.20	155,355.20
Chicago-Naperville, IL-IN-WI	26.85%	6,206.40	161,366.40
Cincinnati-Wilmington-Maysville, OH-KY-IN	19.52%	6,174.40	160,534.40
Cleveland-Akron-Canton, OH	19.71%	6,184.80	160,804.80
Colorado Springs, CO	15.99%	5,992.80	155,812.80
Columbus-Marion-Zanesville, OH	18.49%	6,121.60	159,161.60
Dallas-Fort Worth, TX-OK	22.61%	6,206.40	161,366.40
Davenport-Moline, IA-IL	15.56%	5,970.40	155,230.40
Dayton-Springfield-Sidney, OH	17.59%	6,075.20	157,955.20
Denver-Aurora, CO	24.65%	6,206.40	161,366.40
Detroit-Warren-Ann Arbor, MI	25.68%	6,206.40	161,366.40
Harrisburg-Lebanon, PA	15.63%	5,973.60	155,313.60
Hartford-West Hartford, CT-MA	27.57%	6,206.40	161,366.40
Hawaii	17.92%	6,092.00	158,392.00
Houston-The Woodlands, TX	30.97%	6,206.40	161,366.40
Huntsville-Decatur-Albertville, AL	17.82%	6,087.20	158,267.20
Indianapolis-Carmel-Muncie, IN	15.85%	5,984.80	155,604.80
Kansas City-Overland Park-Kansas City, MO-KS	15.59%	5,972.00	155,272.00
Laredo, TX	16.68%	6,028.00	156,728.00
Las Vegas-Henderson, NV-AZ	15.93%	5,989.60	155,729.60
Los Angeles-Long Beach, CA	29.65%	6,206.40	161,366.40
Miami-Fort Lauderdale-Port St. Lucie, FL	22.13%	6,206.40	161,366.40
Milwaukee-Racine-Waukesha, WI	19.61%	6,179.20	160,659.20
Minneapolis-St. Paul, MN-WI	22.72%	6,206.40	161,366.40
New York-Newark, NY-NJ-CT-PA	31.22%	6,206.40	161,366.40
Palm Bay-Melbourne-Titusville, FL	15.48%	5,966.40	155,126.40
Philadelphia-Reading-Camden, PA-NJ-DE-MD	23.87%	6,206.40	161,366.40
Phoenix-Mesa-Scottsdale, AZ	18.57%	6,125.60	159,265.60
Pittsburgh-New Castle-Weirton, PA-OH-WV	17.86%	6,088.80	158,308.80
Portland-Vancouver-Salem, OR-WA	21.95%	6,206.40	161,366.40
Raleigh-Durham-Chapel Hill, NC	19.02%	6,148.80	159,868.80
Richmond, VA	18.19%	6,106.40	158,766.40
Sacramento-Roseville, CA-NV	24.14%	6,206.40	161,366.40
San Diego-Carlsbad, CA	26.98%	6,206.40	161,366.40
San Jose-San Francisco-Oakland, CA	38.17%	6,206.40	161,366.40
Seattle-Tacoma, WA	24.24%	6,206.40	161,366.40
St. Louis-St. Charles-Farmington, MO-IL	15.83%	5,984.00	155,584.00
Tucson-Nogales, AZ	15.66%	5,975.20	155,355.20
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	27.10%	6,206.40	161,366.40
Rest of United States	15.06%	5,944.00	154,544.00
Not in a Locality Pay Area	NA	5,815.20	151,195.20

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2016

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $159,572 divided by 2,087 hours yields an hourly rate of $76.46 and a biweekly rate of $6,116.80 ($76.46 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $150,200 divided by 2,087 hours yields an hourly rate of $71.97 and a biweekly rate of $5,757.60 ($71.97 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2016 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2016.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Alaska	25.16%	$6,144.80	$159,764.80
Albany-Schenectady, NY	14.49%	5,856.80	152,276.80
Albuquerque-Santa Fe-Las Vegas, NM	14.37%	5,850.40	152,110.40
Atlanta-Athens-Clarke County-Sandy Springs, GA-AL	19.58%	6,116.80	159,036.80
Austin-Round Rock, TX	14.51%	5,857.60	152,297.60
Boston-Worcester-Providence, MA-RI-NH-CT-ME	25.19%	6,144.80	159,764.80
Buffalo-Cheektowaga, NY	17.31%	6,000.80	156,020.80
Charlotte-Concord, NC-SC	14.44%	5,853.60	152,193.60
Chicago-Naperville, IL-IN-WI	25.44%	6,144.80	159,764.80
Cincinnati-Wilmington-Maysville, OH-KY-IN	18.76%	6,075.20	157,955.20
Cleveland-Akron-Canton, OH	18.87%	6,080.80	158,100.80
Colorado Springs, CO	14.52%	5,857.60	152,297.60
Columbus-Marion-Zanesville, OH	17.41%	6,005.60	156,145.60
Dallas-Fort Worth, TX-OK	21.04%	6,144.80	159,764.80
Davenport-Moline, IA-IL	14.43%	5,853.60	152,193.60
Dayton-Springfield-Sidney, OH	16.50%	5,959.20	154,939.20
Denver-Aurora, CO	22.93%	6,144.80	159,764.80
Detroit-Warren-Ann Arbor, MI	24.40%	6,144.80	159,764.80
Harrisburg-Lebanon, PA	14.47%	5,855.20	152,235.20
Hartford-West Hartford, CT-MA	26.20%	6,144.80	159,764.80
Hawaii	16.81%	5,975.20	155,355.20
Houston-The Woodlands, TX	29.11%	6,144.80	159,764.80
Huntsville-Decatur-Albertville, AL	16.37%	5,952.80	154,772.80
Indianapolis-Carmel-Muncie, IN	14.92%	5,878.40	152,838.40
Kansas City-Overland Park-Kansas City, MO-KS	14.49%	5,856.80	152,276.80
Laredo, TX	14.59%	5,861.60	152,401.60
Las Vegas-Henderson, NV-AZ	14.55%	5,859.20	152,339.20
Los Angeles-Long Beach, CA	27.65%	6,144.80	159,764.80
Miami-Fort Lauderdale-Port St. Lucie, FL	21.05%	6,144.80	159,764.80
Milwaukee-Racine-Waukesha, WI	18.39%	6,056.00	157,456.00
Minneapolis-St. Paul, MN-WI	21.30%	6,144.80	159,764.80
New York-Newark, NY-NJ-CT-PA	29.20%	6,144.80	159,764.80
Palm Bay-Melbourne-Titusville, FL	14.42%	5,852.80	152,172.80
Philadelphia-Reading-Camden, PA-NJ-DE-MD	22.22%	6,144.80	159,764.80
Phoenix-Mesa-Scottsdale, AZ	17.12%	5,991.20	155,771.20
Pittsburgh-New Castle-Weirton, PA-OH-WV	16.68%	5,968.80	155,188.80
Portland-Vancouver-Salem, OR-WA	20.69%	6,144.80	159,764.80
Raleigh-Durham-Chapel Hill, NC	17.94%	6,032.80	156,852.80
Richmond, VA	16.76%	5,972.80	155,292.80
Sacramento-Roseville, CA-NV	22.61%	6,144.80	159,764.80
San Diego-Carlsbad, CA	24.73%	6,144.80	159,764.80
San Jose-San Francisco-Oakland, CA	35.75%	6,144.80	159,764.80
Seattle-Tacoma, WA	22.26%	6,144.80	159,764.80
St. Louis-St. Charles-Farmington, MO-IL	14.49%	5,856.80	152,276.80
Tucson-Nogales, AZ	14.51%	5,857.60	152,297.60
Washington-Baltimore-Arlington, DC-MD-VA-WV-PA	24.78%	6,144.80	159,764.80
Rest of United States	14.35%	5,849.60	152,089.60
Not in a Locality Pay Area	NA	5,757.60	149,697.60

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2015

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $157,608 divided by 2,087 hours yields an hourly rate of $75.52 and a biweekly rate of $6,041.60 ($75.52 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $148,700 divided by 2,087 hours yields an hourly rate of $71.25 and a biweekly rate of $5,700.00 ($71.25 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2015 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2015.

Locality Pay Area (see Note 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4)
Alaska	24.69%	$6,083.20	$158,163.20
Atlanta-Sandy Springs-Gainesville, GA-AL	19.29%	6,041.60	157,081.60
Boston-Worcester-Manchester, MA-NH-RI-ME	24.80%	6,083.20	158,163.20
Buffalo-Niagara-Cattaraugus, NY	16.98%	5,924.80	154,044.80
Chicago-Naperville-Michigan City, IL-IN-WI	25.10%	6,083.20	158,163.20
Cincinnati-Middletown-Wilmington, OH-KY-IN	18.55%	6,004.00	156,104.00
Cleveland-Akron-Elyria, OH	18.68%	6,010.40	156,270.40
Columbus-Marion-Chillicothe, OH	17.16%	5,933.60	154,273.60
Dallas-Fort Worth, TX	20.67%	6,083.20	158,163.20
Dayton-Springfield-Greenville, OH	16.24%	5,887.20	153,067.20
Denver-Aurora-Boulder, CO	22.52%	6,083.20	158,163.20
Detroit-Warren-Flint, MI	24.09%	6,083.20	158,163.20
Hartford-West Hartford-Willimantic, CT-MA	25.82%	6,083.20	158,163.20
Hawaii	16.51%	5,900.80	153,420.80
Houston-Baytown-Huntsville, TX	28.71%	6,083.20	158,163.20
Huntsville-Decatur, AL	16.02%	5,876.00	152,776.00
Indianapolis-Anderson-Columbus, IN	14.68%	5,808.00	151,008.00
Los Angeles-Long Beach-Riverside, CA	27.16%	6,083.20	158,163.20
Miami-Fort Lauderdale-Pompano Beach, FL	20.79%	6,083.20	158,163.20
Milwaukee-Racine-Waukesha, WI	18.10%	5,981.60	155,521.60
Minneapolis-St. Paul-St. Cloud, MN-WI	20.96%	6,083.20	158,163.20
New York-Newark-Bridgeport, NY-NJ-CT-PA	28.72%	6,083.20	158,163.20
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	21.79%	6,083.20	158,163.20
Phoenix-Mesa-Scottsdale, AZ	16.76%	5,913.60	153,753.60
Pittsburgh-New Castle, PA	16.37%	5,893.60	153,233.60
Portland-Vancouver-Beaverton, OR-WA	20.35%	6,083.20	158,163.20
Raleigh-Durham-Cary, NC	17.64%	5,957.60	154,897.60
Richmond, VA	16.47%	5,898.40	153,358.40
Sacramento-Arden-Arcade-Yuba City, CA-NV	22.20%	6,083.20	158,163.20
San Diego-Carlsbad-San Marcos, CA	24.19%	6,083.20	158,163.20
San Jose-San Francisco-Oakland, CA	35.15%	6,083.20	158,163.20
Seattle-Tacoma-Olympia, WA	21.81%	6,083.20	158,163.20
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	24.22%	6,083.20	158,163.20
Rest of United States	14.16%	5,781.60	150,321.60
Not in a Locality Pay Area	NA	5,700.00	148,200.00

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2014

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $156,043 divided by 2,087 hours yields an hourly rate of $74.77 and a biweekly rate of $5,981.60 ($74.77 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $147,200 divided by 2,087 hours yields an hourly rate of $70.53 and a biweekly rate of $5,642.40 ($70.53 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2014 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2014.

Locality Pay Area (see Note 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4)
Alaska	24.69%	$6,022.40	$156,582.40
Atlanta-Sandy Springs-Gainesville, GA-AL	19.29%	5,981.60	155,521.60
Boston-Worcester-Manchester, MA-NH-RI-ME	24.80%	6,022.40	156,582.40
Buffalo-Niagara-Cattaraugus, NY	16.98%	5,865.60	152,505.60
Chicago-Naperville-Michigan City, IL-IN-WI	25.10%	6,022.40	156,582.40
Cincinnati-Middletown-Wilmington, OH-KY-IN	18.55%	5,944.80	154,564.80
Cleveland-Akron-Elyria, OH	18.68%	5,951.20	154,731.20
Columbus-Marion-Chillicothe, OH	17.16%	5,874.40	152,734.40
Dallas-Fort Worth, TX	20.67%	6,022.40	156,582.40
Dayton-Springfield-Greenville, OH	16.24%	5,828.80	151,548.80
Denver-Aurora-Boulder, CO	22.52%	6,022.40	156,582.40
Detroit-Warren-Flint, MI	24.09%	6,022.40	156,582.40
Hartford-West Hartford-Willimantic, CT-MA	25.82%	6,022.40	156,582.40
Hawaii	16.51%	5,842.40	151,902.40
Houston-Baytown-Huntsville, TX	28.71%	6,022.40	156,582.40
Huntsville-Decatur, AL	16.02%	5,817.60	151,257.60
Indianapolis-Anderson-Columbus, IN	14.68%	5,750.40	149,510.40
Los Angeles-Long Beach-Riverside, CA	27.16%	6,022.40	156,582.40
Miami-Fort Lauderdale-Pompano Beach, FL	20.79%	6,022.40	156,582.40
Milwaukee-Racine-Waukesha, WI	18.10%	5,921.60	153,961.60
Minneapolis-St. Paul-St. Cloud, MN-WI	20.96%	6,022.40	156,582.40
New York-Newark-Bridgeport, NY-NJ-CT-PA	28.72%	6,022.40	156,582.40
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	21.79%	6,022.40	156,582.40
Phoenix-Mesa-Scottsdale, AZ	16.76%	5,854.40	152,214.40
Pittsburgh-New Castle, PA	16.37%	5,835.20	151,715.20
Portland-Vancouver-Beaverton, OR-WA	20.35%	6,022.40	156,582.40
Raleigh-Durham-Cary, NC	17.64%	5,899.20	153,379.20
Richmond, VA	16.47%	5,840.00	151,840.00
Sacramento-Arden-Arcade-Yuba City, CA-NV	22.20%	6,022.40	156,582.40
San Diego-Carlsbad-San Marcos, CA	24.19%	6,022.40	156,582.40
San Jose-San Francisco-Oakland, CA	35.15%	6,022.40	156,582.40
Seattle-Tacoma-Olympia, WA	21.81%	6,022.40	156,582.40
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	24.22%	6,022.40	156,582.40
Rest of United States	14.16%	5,724.00	148,824.00
Not in a Locality Pay Area	NA	5,642.40	146,702.40

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2013

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2013 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2013.

Locality Pay Area (see Note 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4)
Alaska	24.69%	$5,960.80	$154,980.80
Atlanta-Sandy Springs-Gainesville, GA-AL	19.29%	5,922.40	153,982.40
Boston-Worcester-Manchester, MA-NH-RI-ME	24.80%	5,960.80	154,980.80
Buffalo-Niagara-Cattaraugus, NY	16.98%	5,808.00	151,008.00
Chicago-Naperville-Michigan City, IL-IN-WI	25.10%	5,960.80	154,980.80
Cincinnati-Middletown-Wilmington, OH-KY-IN	18.55%	5,885.60	153,025.60
Cleveland-Akron-Elyria, OH	18.68%	5,892.00	153,192.00
Columbus-Marion-Chillicothe, OH	17.16%	5,816.80	151,236.80
Dallas-Fort Worth, TX	20.67%	5,960.80	154,980.80
Dayton-Springfield-Greenville, OH	16.24%	5,771.20	150,051.20
Denver-Aurora-Boulder, CO	22.52%	5,960.80	154,980.80
Detroit-Warren-Flint, MI	24.09%	5,960.80	154,980.80
Hartford-West Hartford-Willimantic, CT-MA	25.82%	5,960.80	154,980.80
Hawaii	16.51%	5,784.00	150,384.00
Houston-Baytown-Huntsville, TX	28.71%	5,960.80	154,980.80
Huntsville-Decatur, AL	16.02%	5,760.00	149,760.00
Indianapolis-Anderson-Columbus, IN	14.68%	5,693.60	148,033.60
Los Angeles-Long Beach-Riverside, CA	27.16%	5,960.80	154,980.80
Miami-Fort Lauderdale-Pompano Beach, FL	20.79%	5,960.80	154,980.80
Milwaukee-Racine-Waukesha, WI	18.10%	5,863.20	152,443.20
Minneapolis-St. Paul-St. Cloud, MN-WI	20.96%	5,960.80	154,980.80
New York-Newark-Bridgeport, NY-NJ-CT-PA	28.72%	5,960.80	154,980.80
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	21.79%	5,960.80	154,980.80
Phoenix-Mesa-Scottsdale, AZ	16.76%	5,796.80	150,716.80
Pittsburgh-New Castle, PA	16.37%	5,777.60	150,217.60
Portland-Vancouver-Beaverton, OR-WA	20.35%	5,960.80	154,980.80
Raleigh-Durham-Cary, NC	17.64%	5,840.80	151,860.80
Richmond, VA	16.47%	5,782.40	150,342.40
Sacramento-Arden-Arcade-Yuba City, CA-NV	22.20%	5,960.80	154,980.80
San Diego-Carlsbad-San Marcos, CA	24.19%	5,960.80	154,980.80
San Jose-San Francisco-Oakland, CA	35.15%	5,960.80	154,980.80
Seattle-Tacoma-Olympia, WA	21.81%	5,960.80	154,980.80
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	24.22%	5,960.80	154,980.80
Rest of United States	14.16%	5,668.00	147,368.00
Not in a Locality Pay Area	NA	5,584.80	145,204.80

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2012

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

The table below provides the biweekly and annual premium pay caps for 2012 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2012.

Locality Pay Area (see Note 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4)
Alaska	24.69%	$5,960.80	$154,980.80
Atlanta-Sandy Springs-Gainesville, GA-AL	19.29%	5,922.40	153,982.40
Boston-Worcester-Manchester, MA-NH-RI-ME	24.80%	5,960.80	154,980.80
Buffalo-Niagara-Cattaraugus, NY	16.98%	5,808.00	151,008.00
Chicago-Naperville-Michigan City, IL-IN-WI	25.10%	5,960.80	154,980.80
Cincinnati-Middletown-Wilmington, OH-KY-IN	18.55%	5,885.60	153,025.60
Cleveland-Akron-Elyria, OH	18.68%	5,892.00	153,192.00
Columbus-Marion-Chillicothe, OH	17.16%	5,816.80	151,236.80
Dallas-Fort Worth, TX	20.67%	5,960.80	154,980.80
Dayton-Springfield-Greenville, OH	16.24%	5,771.20	150,051.20
Denver-Aurora-Boulder, CO	22.52%	5,960.80	154,980.80
Detroit-Warren-Flint, MI	24.09%	5,960.80	154,980.80
Hartford-West Hartford-Willimantic, CT-MA	25.82%	5,960.80	154,980.80
Hawaii	16.51%	5,784.00	150,384.00
Houston-Baytown-Huntsville, TX	28.71%	5,960.80	154,980.80
Huntsville-Decatur, AL	16.02%	5,760.00	149,760.00
Indianapolis-Anderson-Columbus, IN	14.68%	5,693.60	148,033.60
Los Angeles-Long Beach-Riverside, CA	27.16%	5,960.80	154,980.80
Miami-Fort Lauderdale-Pompano Beach, FL	20.79%	5,960.80	154,980.80
Milwaukee-Racine-Waukesha, WI	18.10%	5,863.20	152,443.20
Minneapolis-St. Paul-St. Cloud, MN-WI	20.96%	5,960.80	154,980.80
New York-Newark-Bridgeport, NY-NJ-CT-PA	28.72%	5,960.80	154,980.80
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	21.79%	5,960.80	154,980.80
Phoenix-Mesa-Scottsdale, AZ	16.76%	5,796.80	150,716.80
Pittsburgh-New Castle, PA	16.37%	5,777.60	150,217.60
Portland-Vancouver-Beaverton, OR-WA	20.35%	5,960.80	154,980.80
Raleigh-Durham-Cary, NC	17.64%	5,840.80	151,860.80
Richmond, VA	16.47%	5,782.40	150,342.40
Sacramento-Arden-Arcade-Yuba City, CA-NV	22.20%	5,960.80	154,980.80
San Diego-Carlsbad-San Marcos, CA	24.19%	5,960.80	154,980.80
San Jose-San Francisco-Oakland, CA	35.15%	5,960.80	154,980.80
Seattle-Tacoma-Olympia, WA	21.81%	5,960.80	154,980.80
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	24.22%	5,960.80	154,980.80
Rest of United States	14.16%	5,668.00	147,368.00
Not in a Locality Pay Area	NA	5,584.80	145,204.80

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2011

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

The table below provides the biweekly premium pay caps for 2011 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2011.

Locality Pay Area (see Note 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see Notes 1 and 4)
Atlanta-Sandy Springs-Gainesville, GA-AL	19.29%	$5,922.40	$153,982.40
Boston-Worcester-Manchester, MA-NH-RI-ME	24.80%	5,960.80	154,980.80
Buffalo-Niagara-Cattaraugus, NY	16.98%	5,808.00	151,008.00
Chicago-Naperville-Michigan City, IL-IN-WI	25.10%	5,960.80	154,980.80
Cincinnati-Middletown-Wilmington, OH-KY-IN	18.55%	5,885.60	153,025.60
Cleveland-Akron-Elyria, OH	18.68%	5,892.00	153,192.00
Columbus-Marion-Chillicothe, OH	17.16%	5,816.80	151,236.80
Dallas-Fort Worth, TX	20.67%	5,960.80	154,980.80
Dayton-Springfield-Greenville, OH	16.24%	5,771.20	150,051.20
Denver-Aurora-Boulder, CO	22.52%	5,960.80	154,980.80
Detroit-Warren-Flint, MI	24.09%	5,960.80	154,980.80
Hartford-West Hartford-Willimantic, CT-MA	25.82%	5,960.80	154,980.80
Houston-Baytown-Huntsville, TX	28.71%	5,960.80	154,980.80
Huntsville-Decatur, AL	16.02%	5,760.00	149,760.00
Indianapolis-Anderson-Columbus, IN	14.68%	5,693.60	148,033.60
Los Angeles-Long Beach-Riverside, CA	27.16%	5,960.80	154,980.80
Miami-Fort Lauderdale-Pompano Beach, FL	20.79%	5,960.80	154,980.80
Milwaukee-Racine-Waukesha, WI	18.10%	5,863.20	152,443.20
Minneapolis-St. Paul-St. Cloud, MN-WI	20.96%	5,960.80	154,980.80
New York-Newark-Bridgeport, NY-NJ-CT-PA	28.72%	5,960.80	154,980.80
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	21.79%	5,960.80	154,980.80
Phoenix-Mesa-Scottsdale, AZ	16.76%	5,796.80	150,716.80
Pittsburgh-New Castle, PA	16.37%	5,777.60	150,217.60
Portland-Vancouver-Beaverton, OR-WA	20.35%	5,960.80	154,980.80
Raleigh-Durham-Cary, NC	17.64%	5,840.80	151,860.80
Richmond, VA	16.47%	5,782.40	150,342.40
Sacramento-Arden-Arcade-Yuba City, CA-NV	22.20%	5,960.80	154,980.80
San Diego-Carlsbad-San Marcos, CA	24.19%	5,960.80	154,980.80
San Jose-San Francisco-Oakland, CA	35.15%	5,960.80	154,980.80
Seattle-Tacoma-Olympia, WA	21.81%	5,960.80	154,980.80
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	24.22%	5,960.80	154,980.80
Rest of United States	14.16%	5,668.00	147,368.00
Alaska	16.46%	5,781.60	150,321.60
Hawaii	11.01%	5,584.80	145,204.80
Other Nonforeign Areas listed in 5 CFR 591.205	9.44%	5,584.80	145,204.80
Not in a Locality Pay Area	NA	5,584.80	145,204.80

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2010

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $154,501 divided by 2,087 hours yields an hourly rate of $74.03 and a biweekly rate of $5,922.40 ($74.03 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $145,700 divided by 2,087 hours yields an hourly rate of $69.81 and a biweekly rate of $5,584.80 ($69.81 x 80 hours).

The table below provides the biweekly premium pay caps for 2010 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2010.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Atlanta-Sandy Springs-Gainesville, GA-AL	19.29%	$5,922.40	$153,982.40
Boston-Worcester-Manchester, MA-NH-RI-ME	24.80%	5,960.80	154,980.80
Buffalo-Niagara-Cattaraugus, NY	16.98%	5,808.00	151,008.00
Chicago-Naperville-Michigan City, IL-IN-WI	25.10%	5,960.80	154,980.80
Cincinnati-Middletown-Wilmington, OH-KY-IN	18.55%	5,885.60	153,025.60
Cleveland-Akron-Elyria, OH	18.68%	5,892.00	153,192.00
Columbus-Marion-Chillicothe, OH	17.16%	5,816.80	151,236.80
Dallas-Fort Worth, TX	20.67%	5,960.80	154,980.80
Dayton-Springfield-Greenville, OH	16.24%	5,771.20	150,051.20
Denver-Aurora-Boulder, CO	22.52%	5,960.80	154,980.80
Detroit-Warren-Flint, MI	24.09%	5,960.80	154,980.80
Hartford-West Hartford-Willimantic, CT-MA	25.82%	5,960.80	154,980.80
Houston-Baytown-Huntsville, TX	28.71%	5,960.80	154,980.80
Huntsville-Decatur, AL	16.02%	5,760.00	149,760.00
Indianapolis-Anderson-Columbus, IN	14.68%	5,693.60	148,033.60
Los Angeles-Long Beach-Riverside, CA	27.16%	5,960.80	154,980.80
Miami-Fort Lauderdale-Pompano Beach, FL	20.79%	5,960.80	154,980.80
Milwaukee-Racine-Waukesha, WI	18.10%	5,863.20	152,443.20
Minneapolis-St. Paul-St. Cloud, MN-WI	20.96%	5,960.80	154,980.80
New York-Newark-Bridgeport, NY-NJ-CT-PA	28.72%	5,960.80	154,980.80
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	21.79%	5,960.80	154,980.80
Phoenix-Mesa-Scottsdale, AZ	16.76%	5,796.80	150,716.80
Pittsburgh-New Castle, PA	16.37%	5,777.60	150,217.60
Portland-Vancouver-Beaverton, OR-WA	20.35%	5,960.80	154,980.80
Raleigh-Durham-Cary, NC	17.64%	5,840.80	151,860.80
Richmond, VA	16.47%	5,782.40	150,342.40
Sacramento-Arden-Arcade-Yuba City, CA-NV	22.20%	5,960.80	154,980.80
San Diego-Carlsbad-San Marcos, CA	24.19%	5,960.80	154,980.80
San Jose-San Francisco-Oakland, CA	35.15%	5,960.80	154,980.80
Seattle-Tacoma-Olympia, WA	21.81%	5,960.80	154,980.80
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	24.22%	5,960.80	154,980.80
Rest of United States	14.16%	5,668.00	147,368.00
Alaska	4.72%	5,584.80	145,204.80
Hawaii	4.72%	5,584.80	145,204.80
Other Nonforeign Areas listed in 5 CFR 591.205	4.72%	5,584.80	145,204.80
Not in a Locality Pay Area	NA	5,584.80	145,204.80

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2009

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $151,275 divided by 2,087 hours yields an hourly rate of $72.48 and a biweekly rate of $5,798.40 ($72.48 x 80 hours). Similarly, the Executive Schedule Level V annual rate of $143,500 divided by 2,087 hours yields an hourly rate of $68.76 and a biweekly rate of $5,500.80 ($68.76 x 80 hours).

The table below provides the biweekly premium pay caps for 2009 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2009.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Atlanta-Sandy Springs-Gainesville, GA-AL	18.55%	$5,798.40	$150,758.40
Boston-Worcester-Manchester, MA-NH-RI-ME	23.98%	5,872.80	152,692.80
Buffalo-Niagara-Cattaraugus, NY	16.39%	5,692.80	148,012.80
Chicago-Naperville-Michigan City, IL-IN-WI	24.47%	5,872.80	152,692.80
Cincinnati-Middletown-Wilmington, OH-KY-IN	18.28%	5,785.60	150,425.60
Cleveland-Akron-Elyria, OH	18.16%	5,780.00	150,280.00
Columbus-Marion-Chillicothe, OH	16.62%	5,704.00	148,304.00
Dallas-Fort Worth, TX	19.95%	5,867.20	152,547.20
Dayton-Springfield-Greenville, OH	15.90%	5,668.80	147,388.80
Denver-Aurora-Boulder, CO	22.03%	5,872.80	152,692.80
Detroit-Warren-Flint, MI	23.56%	5,872.80	152,692.80
Hartford-West Hartford-Willimantic, CT-MA	25.08%	5,872.80	152,692.80
Houston-Baytown-Huntsville, TX	28.28%	5,872.80	152,692.80
Huntsville-Decatur, AL	15.46%	5,648.00	146,848.00
Indianapolis-Anderson-Columbus, IN	14.23%	5,587.20	145,267.20
Los Angeles-Long Beach-Riverside, CA	26.51%	5,872.80	152,692.80
Miami-Fort Lauderdale-Pompano Beach, FL	20.21%	5,872.80	152,692.80
Milwaukee-Racine-Waukesha, WI	17.65%	5,754.40	149,614.40
Minneapolis-St. Paul-St. Cloud, MN-WI	20.36%	5,872.80	152,692.80
New York-Newark-Bridgeport, NY-NJ-CT-PA	27.96%	5,872.80	152,692.80
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	21.25%	5,872.80	152,692.80
Phoenix-Mesa-Scottsdale, AZ	16.08%	5,677.60	147,617.60
Pittsburgh-New Castle, PA	15.86%	5,667.20	147,347.20
Portland-Vancouver-Beaverton, OR-WA	19.71%	5,855.20	152,235.20
Raleigh-Durham-Cary, NC	17.38%	5,741.60	149,281.60
Richmond, VA	16.10%	5,679.20	147,659.20
Sacramento–Arden-Arcade–Yuba City, CA-NV	21.53%	5,872.80	152,692.80
San Diego-Carlsbad-San Marcos, CA	23.44%	5,872.80	152,692.80
San Jose-San Francisco-Oakland, CA	34.35%	5,872.80	152,692.80
Seattle-Tacoma-Olympia, WA	21.06%	5,872.80	152,692.80
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	23.10%	5,872.80	152,692.80
Rest of United States	13.86%	5,569.60	144,809.60
Outside Continental United States	NA	5,500.80	143,020.80

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2008

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Atlanta, GA, the GS-15, step 10, annual locality rate of $145,464 divided by 2,087 hours yields an hourly rate of $69.70 and a biweekly rate of $5,576.00 ($69.70 x 80 hours). Similarly, the Executive Level V annual rate of $139,600 divided by 2,087 hours yields an hourly rate of $66.89 and a biweekly rate of $5,351.20 ($66.89 x 80 hours).

The table below provides the biweekly premium pay caps for 2008 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2008.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTES 1 and 4)
Atlanta-Sandy Springs-Gainesville, GA-AL	17.30%	$5,576.00	$144,976.00
Boston-Worcester-Manchester, MA-NH-RI-ME	22.51%	5,711.20	148,491.20
Buffalo-Niagara-Cattaraugus, NY	15.37%	5,484.00	142,584.00
Chicago-Naperville-Michigan City, IL-IN-WI	23.16%	5,711.20	148,491.20
Cincinnati-Middletown-Wilmington, OH-KY-IN	17.77%	5,598.40	145,558.40
Cleveland-Akron-Elyria, OH	17.11%	5,567.20	144,747.20
Columbus-Marion-Chillicothe, OH	15.80%	5,504.80	143,124.80
Dallas-Fort Worth, TX	18.74%	5,644.80	146,764.80
Dayton-Springfield-Greenville, OH	15.26%	5,479.20	142,459.20
Denver-Aurora-Boulder, CO	21.03%	5,711.20	148,491.20
Detroit-Warren-Flint, MI	22.53%	5,711.20	148,491.20
Hartford-West Hartford-Willimantic, CT-MA	23.97%	5,711.20	148,491.20
Houston-Baytown-Huntsville, TX	27.39%	5,711.20	148,491.20
Huntsville-Decatur, AL	14.23%	5,430.40	141,190.40
Indianapolis-Anderson-Columbus, IN	13.51%	5,396.00	140,296.00
Los Angeles-Long Beach-Riverside, CA	25.26%	5,711.20	148,491.20
Miami-Fort Lauderdale-Pompano Beach, FL	19.11%	5,662.40	147,222.40
Milwaukee-Racine-Waukesha, WI	16.73%	5,548.80	144,268.80
Minneapolis-St. Paul-St. Cloud, MN-WI	19.43%	5,677.60	147,617.60
New York-Newark-Bridgeport, NY-NJ-CT-PA	26.36%	5,711.20	148,491.20
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	20.14%	5,711.20	148,491.20
Phoenix-Mesa-Scottsdale, AZ	14.74%	5,454.40	141,814.40
Pittsburgh-New Castle, PA	14.93%	5,463.20	142,043.20
Portland-Vancouver-Beaverton, OR-WA	18.72%	5,643.20	146,723.20
Raleigh-Durham-Cary, NC	16.82%	5,552.80	144,372.80
Richmond, VA	15.40%	5,485.60	142,625.60
Sacramento-Arden-Arcade-Yuba City, CA-NV	20.25%	5,711.20	148,491.20
San Diego-Carlsbad-San Marcos, CA	22.00%	5,711.20	148,491.20
San Jose-San Francisco-Oakland, CA	32.53%	5,711.20	148,491.20
Seattle-Tacoma-Olympia, WA	19.75%	5,692.80	148,012.80
Washington-Baltimore-Northern Virginia, DC-MD-VA-WV-PA	20.89%	5,711.20	148,491.20
Rest of United States	13.18%	5,380.00	139,880.00
Outside Continental United States	NA	5,351.20	139,131.20

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2007

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate payable for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) the rate payable for level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, annual locality rate of $143,471 divided by 2,087 hours yields an hourly rate of $68.75 and a biweekly rate of $5,500 ($68.75 x 80 hours). Similarly, the Executive Level V annual rate of $136,200 divided by 2,087 hours yields an hourly rate of $65.26 and a biweekly rate of $5,220.80 ($65.26 x 80 hours).

The table below provides the biweekly premium pay caps for 2007 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2007.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Cap Assuming 26 Biweekly Salary Payments (see NOTE 4)
Atlanta-Sandy Springs-Gainesville, GA-AL	15.89%	$5,374.40	$139,734.40
Boston-Worcester-Manchester, MA-NH-ME-RI	20.97%	5,573.60	144,913.60
Buffalo-Niagara-Cattaraugus, NY	14.15%	5,293.60	137,633.60
Chicago-Naperville-Michigan City, IL-IN-WI	21.79%	5,573.60	144,913.60
Cincinnati-Middletown-Wilmington, OH-KY-IN	17.38%	5,443.20	141,523.20
Cleveland-Akron-Elyria, OH	15.96%	5,377.60	139,817.60
Columbus-Marion-Chillicothe, OH	15.00%	5,332.80	138,652.80
Dallas-Fort Worth, TX	17.34%	5,441.60	141,481.60
Dayton-Springfield-Greenville, OH	14.27%	5,299.20	137,779.20
Denver-Aurora-Boulder, CO	20.02%	5,565.60	144,705.60
Detroit-Warren-Flint, MI	21.53%	5,573.60	144,913.60
Hartford-West Hartford-Willimantic, CT-MA	22.44%	5,573.60	144,913.60
Houston-Baytown-Huntsville, TX	26.65%	5,573.60	144,913.60
Huntsville-Decatur, AL	13.60%	5,268.00	136,968.00
Indianapolis-Anderson-Columbus, IN	13.00%	5,240.80	136,260.80
Los Angeles-Long Beach-Riverside, CA	24.03%	5,573.60	144,913.60
Miami-Fort Lauderdale-Miami Beach, FL	18.30%	5,486.40	142,646.40
Milwaukee-Racine-Waukesha, WI	15.54%	5,358.40	139,318.40
Minneapolis-St. Paul-St. Cloud, MN-WI	18.17%	5,480.00	142,480.00
New York-Newark-Bridgeport, NY-NJ-CT-PA	24.57%	5,573.60	144,913.60
Philadelphia-Camden-Vineland, PA-NJ-DE-MD	18.85%	5,512.00	143,312.00
Phoenix-Mesa-Scottsdale, AZ	13.22%	5,250.40	136,510.40
Pittsburgh-New Castle, PA	14.16%	5,294.40	137,654.40
Portland-Vancouver-Beaverton, OR-WA	17.63%	5,455.20	141,835.20
Raleigh-Durham-Cary, NC	16.18%	5,388.00	140,088.00
Richmond, VA	14.41%	5,305.60	137,945.60
Sacramento--Arden-Arcade--Truckee, CA-NV	18.99%	5,518.40	143,478.40
San Diego-Carlsbad-San Marcos, CA	20.34%	5,573.60	144,913.60
San Jose-San Francisco-Oakland, CA	30.33%	5,573.60	144,913.60
Seattle-Tacoma-Olympia, WA	18.58%	5,499.20	142,979.20
Washington-Baltimore-Northern Virginia, DC-MD-PA-VA-WV	18.59%	5,500.00	143,000.00
Rest of United States	12.64%	5,224.00	135,824.00
Outside Continental United States	NA	5,220.80	135,740.80

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2006

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, scheduled annual locality rate of $139,774 divided by 2,087 hours yields an hourly rate of $66.97 and a biweekly rate of $5,357.60 ($66.97 x 80 hours). Similarly, the Executive Level V annual rate of $133,900 divided by 2,087 hours yields an hourly rate of $64.16 and a biweekly rate of $5,132.80 ($64.16 x 80 hours).

The table below provides the biweekly premium pay caps for 2006 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2006.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Rate (see NOTE 4)
Atlanta	15.10%	$5,248.80	$136,468.80
Boston	19.99%	5,471.20	142,251.20
Buffalo	13.52%	5,176.80	134,596.80
Chicago	21.15%	5,481.60	142,521.60
Cincinnati	17.08%	5,338.40	138,798.40
Cleveland	15.41%	5,262.40	136,822.40
Columbus, OH	14.85%	5,236.80	136,156.80
Dallas-Ft. Worth	16.39%	5,307.20	137,987.20
Dayton	13.83%	5,190.40	134,950.40
Denver	19.49%	5,448.80	141,668.80
Detroit	21.00%	5,481.60	142,521.60
Hartford	21.30%	5,481.60	142,521.60
Houston	26.37%	5,481.60	142,521.60
Huntsville	13.35%	5,168.80	134,388.80
Indianapolis	12.85%	5,145.60	133,785.60
Los Angeles	23.18%	5,481.60	142,521.60
Miami	17.84%	5,373.60	139,713.60
Milwaukee	14.74%	5,232.00	136,032.00
Minneapolis-St. Paul	17.31%	5,349.60	139,089.60
New York	22.97%	5,481.60	142,521.60
Philadelphia	18.04%	5,382.40	139,942.40
Phoenix	12.65%	5,136.80	133,556.80
Pittsburgh	13.81%	5,189.60	134,929.60
Portland, OR	17.16%	5,342.40	138,902.40
Raleigh	15.57%	5,269.60	137,009.60
Richmond	14.15%	5,204.80	135,324.80
Sacramento	17.91%	5,376.80	139,796.80
San Diego	19.19%	5,435.20	141,315.20
San Jose-San Francisco	28.68%	5,481.60	142,521.60
Seattle	17.93%	5,377.60	139,817.60
Washington, DC	17.50%	5,357.60	139,297.60
Rest of United States	12.52%	5,132.80	133,452.80
Outside Continental U.S.	NA	5,132.80	133,452.80

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2005

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality payment or special rate supplement), or (2) level V of the Executive Schedule. (See NOTE 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Washington, DC, the GS-15, step 10, scheduled annual locality rate of $135,136 divided by 2,087 hours yields an hourly rate of $64.75 and a biweekly rate of $5,180.00 ($64.75 x 80 hours). Similarly, the Executive Level V annual rate of $131,400 divided by 2,087 hours yields an hourly rate of $62.96 and a biweekly rate of $5,036.80 ($62.96 x 80 hours).

The table below provides the biweekly premium pay caps for 2005 by locality pay area. These caps become effective as of the first day of the first pay period beginning on or after January 1, 2005.

Locality Pay Area (see NOTE 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see NOTE 3)
		Biweekly Cap	Applicable Annual Rate
Atlanta	13.87%	$5,085.60	$132,678
Boston	18.49%	5,292.00	138,061
Chicago	19.70%	5,346.40	139,471
Cincinnati	16.04%	5,182.40	135,206
Cleveland	14.24%	5,102.40	133,109
Columbus, OH	13.98%	5,090.40	132,806
Dallas-Ft. Worth	15.07%	5,139.20	134,076
Dayton	12.86%	5,040.80	131,501
Denver	18.06%	5,272.80	137,560
Detroit	19.67%	5,344.80	139,436
Hartford	19.52%	5,338.40	139,261
Houston	24.77%	5,378.40	140,300
Huntsville	12.42%	5,036.80	131,400
Indianapolis	12.01%	5,036.80	131,400
Kansas City	12.36%	5,036.80	131,400
Los Angeles	21.65%	5,378.40	140,300
Miami	16.77%	5,215.20	136,057
Milwaukee	13.62%	5,074.40	132,387
Minneapolis-St. Paul	15.99%	5,180.80	135,148
New York	20.99%	5,378.40	140,300
Orlando	11.75%	5,036.80	131,400
Philadelphia	16.67%	5,211.20	135,940
Pittsburgh	12.86%	5,040.80	131,501
Portland, OR	15.93%	5,177.60	135,078
Richmond	13.15%	5,053.60	131,839
Sacramento	16.51%	5,204.00	135,754
St. Louis	12.09%	5,036.80	131,400
San Diego	17.68%	5,256.00	137,117
San Jose-San Francisco	26.39%	5,378.40	140,300
Seattle	16.53%	5,204.80	135,777
Washington, DC	15.98%	5,180.00	135,136
Rest of United States	11.72%	5,036.80	131,400
Outside Continental U.S.	NA	5,036.80	131,400

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2004

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule (GS) employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable special salary rate or locality rate), or (2) level V of the Executive Schedule. (See Note 1.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Los Angeles, the GS-15, step 10, scheduled annual locality rate of $136,466 divided by 2,087 hours yields an hourly rate of $65.39 and a biweekly rate of $5,231.20 ($65.39 x 80 hours). Similarly, the Executive Level V annual rate of $128,200 divided by 2,087 hours yields an hourly rate of $61.43 and a biweekly rate of $4,914.40 ($61.43 x 80 hours).

The table below provides the biweekly premium pay caps for 2004 by locality pay area. These caps are effective as of the first day of the first applicable pay period beginning on or after January 1, 2004.

Locality Pay Area (see Note 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3)
		Biweekly Cap	Applicable Annual Rate
Atlanta	12.61%	$4,914.40	$128,200
Boston	16.99%	5,097.60	132,987
Chicago	18.26%	5,152.80	134,431
Cincinnati	15.07%	5,014.40	130,805
Cleveland	13.14%	4,929.60	128,611
Columbus, OH	13.14%	4,929.60	128,611
Dallas-Ft. Worth	13.85%	4,960.80	129,418
Dayton	12.03%	4,914.40	128,200
Denver	16.66%	5,083.20	132,612
Detroit	18.32%	5,156.00	134,499
Hartford	17.87%	5,136.00	133,988
Houston	23.14%	5,248.00	136,900
Huntsville	11.49%	4,914.40	128,200
Indianapolis	11.11%	4,914.40	128,200
Kansas City	11.54%	4,914.40	128,200
Los Angeles	20.05%	5,231.20	136,466
Miami	15.54%	5,034.40	131,339
Milwaukee	12.64%	4,914.40	128,200
Minneapolis-St. Paul	14.75%	5,000.00	130,441
New York	19.29%	5,197.60	135,602
Orlando	10.93%	4,914.40	128,200
Philadelphia	15.32%	5,024.80	131,089
Pittsburgh	11.92%	4,914.40	128,200
Portland, OR	14.69%	4,997.60	130,373
Richmond	12.13%	4,914.40	128,200
Sacramento	15.18%	5,019.20	130,930
St. Louis	11.27%	4,914.40	128,200
San Diego	16.16%	5,061.60	132,044
San Francisco	24.21%	5,248.00	136,900
Seattle	15.12%	5,016.00	130,862
Washington, DC	14.63%	4,995.20	130,305
Rest of United States	10.90%	4,914.40	128,200
Outside Continental U.S.	NA	4,914.40	128,200

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2003

(Revised to Reflect the Consolidated Appropriations Resolution, Public Law 108-7, February 20, 2003 )

Under 5 U.S.C. 5547(a) and 5 CFR 550.105, General Schedule employees and other covered employees may receive certain types of premium pay for a biweekly pay period only to the extent that the sum of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable locality rate or special salary rate), or (2) level V of the Executive Schedule. (See NOTES 1 and 2.) The biweekly rate is computed by (1) dividing the applicable scheduled annual rate by 2,087 hours, (2) rounding the resulting hourly rate to the nearest cent, and (3) multiplying the hourly rate by 80 hours. For example, in Los Angeles, the GS-15, step 10, scheduled annual locality rate of $130,284 divided by 2,087 hours yields an hourly rate of $62.43 and a biweekly rate of $4,994.40 ($62.43 x 80 hours). Similarly, the Executive Level V annual rate of $125,400 divided by 2,087 hours yields an hourly rate of $60.09 and a biweekly rate of $4,807.20 ($60.09 x 80 hours).

The table below provides the biweekly cap amounts for 2003 by locality pay area. These caps are effective as of the first pay period beginning on or after January 1, 2003.

Locality Pay Area (see Note 2)	Locality Pay Percentage	Greater of the GS-15, Step 10, Locality Rate or Level V of the Executive Schedule (see Note 3)
		Biweekly Cap	Applicable Annual Rate
Atlanta	10.85%	$4,807.20	$125,400
Boston	15.00%	4,879.20	127,284
Boston (LEO 1)	16.00%	4,921.60	128,391
Boston (LEO 2)	15.00%	4,879.20	127,284
Chicago	16.15%	4,928.00	128,557
Cincinnati	13.44%	4,812.80	125,558
Cleveland	11.50%	4,807.20	125,400
Columbus, OH	11.78%	4,807.20	125,400
Dallas-Ft. Worth	12.10%	4,807.20	125,400
Dayton	10.67%	4,807.20	125,400
Denver	14.77%	4,869.60	127,030
Detroit	16.27%	4,932.80	128,690
Hartford	15.56%	4,903.20	127,904
Houston	20.53%	5,113.60	133,405
Huntsville	10.06%	4,807.20	125,400
Indianapolis	9.83%	4,807.20	125,400
Kansas City	10.26%	4,807.20	125,400
Los Angeles	17.71%	4,994.40	130,284
Miami	13.81%	4,828.80	125,967
Milwaukee	11.20%	4,807.20	125,400
Minneapolis-St. Paul	12.84%	4,807.20	125,400
New York (see Note 5)	16.83%	4,956.80	129,310
Orlando	9.65%	4,807.20	125,400
Philadelphia	13.43%	4,812.80	125,547
Pittsburgh	10.52%	4,807.20	125,400
Portland	12.97%	4,807.20	125,400
Richmond	10.75%	4,807.20	125,400
Sacramento	13.29%	4,807.20	125,400
St. Louis	9.99%	4,807.20	125,400
San Diego	14.07%	4,840.00	126,255
San Francisco	21.08%	5,136.80	134,000
Seattle	13.11%	4,807.20	125,400
Washington, DC	12.74%	4,807.20	125,400
Rest of U.S.	9.62%	4,807.20	125,400
Outside Continental U.S.	NA	4,807.20	125,400

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