COMDTINST 12500.2
such as real estate, investments, or royalties will not be included unless acceptance of
Federal employment will reduce that income.
10.
RECRUITMENT AND RELOCATION BONUSES. While groups of positions known or
expected to be difficult to fill may be targeted as candidates to receive bonuses, any
determination to pay a bonus must be made on an individual basis. Any bonus must be
approved prior to the employee's entrance on duty or relocation.
a.
Coverage. The Coast Guard may pay a recruitment bonus to an employee who is newly
appointed to a position within one of the categories identified below. Similarly, the
Coast Guard may pay a relocation bonus to an employee who is moving to one of these
positions:
(1)
A General Schedule position; and
(2)
A position in the Senior Executive Service.
b.
Recruitment Bonus. Following the enclosure (2) submittal instructions, the Coast Guard
may pay a recruitment bonus of up to 25 percent of basic pay to an employee newly
appointed without a definite time limitation, provided there is a written determination
that, absent such a bonus, difficulty would be encountered in filling the position.
c.
Relocation Bonus. Following the enclosure (2) submittal instructions, the Coast Guard
may pay a relocation bonus of up to 25 percent of basic pay to an employee who is
appointed without a break in service and without time limitation to a position in a
different commuting area or who is serving under an appointment without time
limitation and whose duty station is changed permanently or temporarily to a different
commuting area. A relocation bonus may be offered only to a current employee, and
only with the provision that there is a written determination, that, absent such a bonus,
difficulty would be encountered in filling the position.
d.
Service Agreements. Before a recruitment or relocation bonus may be approved, the
employee or applicant must sign a written service agreement under which the recipient
agrees to be employed by Coast Guard for a period of not less than 12 months in return
for the payment of the bonus. Within the Coast Guard, service under one service
agreement will run concurrently with service under any other simultaneous or
subsequent service agreements in effect. While a service agreement is executed with a
specific position in mind, the employee's subsequent movement to a different position,
whether or not effected on a voluntary basis, shall not be considered an abrogation of
the agreement, provided the required period of service with the Coast Guard is
completed. Similarly, presence or absence of a service agreement in connection with a
recruitment or relocation
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