Jump to content
The Wifcon Forums and Blogs


  • Content Count

  • Joined

  • Last visited

Community Reputation

0 Neutral


  • Rank

Recent Profile Visitors

829 profile views
  1. I have a contract at DISA that designates an ACOR and TCOR (which is really meant to be COTR, but named in the same format as the previous). Administrative COR and Technical COR. I find this odd and I've only see it done once, on this particular contract.
  2. I'm struggling to find much clarity on this when read through DOL, IRS, or even other areas online, as it appears much of this may be discretionary. However, I'm hoping I might get some insight here. I will attempt to outline as much as I can think of. Company Pay Periods are Semi-Monthly, 1st and 15th If a minimum amount of hours are not met in a specific pay period, it will be LWOP for a full-time salary exempt employee (e.g. 160 pay period, must have 160 hours at minimum, either through direct project, PTO, etc.) We are trying to allow for flexibility for alternate work schedules to align to some of our Government customers. (e.g. 9-hours per day, every other Friday off), however, this type of structure does not align to our pay periods, as some pay periods may have 2, or 3 Fridays. I've heard of companies that seem to "not care" or have a set policy on this, however, have not seen those policies myself. One example is a company that apparently sets a 1650 billable hour quota and once that's met for the year, that's all that matters, regardless if it takes 12 months, or 9 months, and if 9 months, the employee can take the remaining 3 months off. I find this unrealistic and I don't see how that could possibly work. I'm open to any thoughts on how I can work through this challenge or how it's done elsewhere. If more information is needed, please feel free to ask and I can address additional questions.

    Inauguration Holiday?

    I would have to pull up language in the contract to verify, but it's my understanding that we provide support to the Government and since our positions are non-essential, when the Government is closed, we should be as well. Basically, unless we can justify bonafide work is being performed when our client is out of office, we're unable to bill that time. Federal closures/site closures for inclimate weather is handled the same way. I may be over simplifying this, but, that's the easiest way I can explain it. I do plan to inquire with each of our CO/COR's to request clarification on how they would like us to proceed, but before doing so - was curious to input from the experts on wifcon.

    Inauguration Holiday?

    I'm trying to figure out how to handle this guidance for our company. We have a variety of T&M and FFP contracts, all in the affected areas noted in the paragraph. Do I have no choice but to provide a holiday, or can this be forced telework? I appreciate any guidance. Inauguration Day, January 20, 2017, falls on a Friday. An employee who works in the District of Columbia, Montgomery or Prince George's Counties in Maryland, Arlington or Fairfax Counties in Virginia, or the cities of Alexandria or Fairfax in Virginia, and who is regularly scheduled to perform nonovertime work on Inauguration Day, is entitled to a holiday. (See 5 U.S.C. 6103(c).) There is no in-lieu-of holiday for employees who are not regularly scheduled to work on Inauguration Day./p>
  5. A few weeks ago, we received a letter that authorized us to place orders under the GSA Multiple Award Schedule program as an alternative source in procuring equipment and supplies for services for the exclusive use and ownership of the Government. That letter states that we are responsible for compliance with the applicable acquisition policies and procedures prescribed in FAR 51.1, particularly 51.103. That's why I brought up FAR Part 51.
  6. Here's the concern I have. FAR 51 - Deviation Ordering Guide has this statement: Question: Can the buying contractor add any additional markup/fee onto the items procured under the FAR 51 authority, even if the fee is associated with a legitimate cost like a material handling charge? Answer: No. The items procured under the authority must be passed through to the Federal Government at the MAS contract price less any applicable discount. No markup of any kind is permitted on this portion of the order.
  7. The task order is not yet awarded, it can be any type we want under the BPA. Other task orders have typically been T&M, so I would anticipate the preference to the same here.
  8. I'm typically in the business of only providing labor, however, we're being asked to provide hardware and I want to be sure this is handled correctly. I have a contracts person who is stating that we're not allowed to put any markup on hardware, even though we incur costs. i find this strange and it doesn't make sense to me. This would be a new task order on an existing BPA based off our Schedule 70. Can someone please tell me how we would structure our pricing for purchasing hardware on behalf of the Gov through a reseller (e.g. CDWG or elsewhere) and be able to put some type of markup on it? Is there a specific FAR clause that I can reference?

    PTO Payout Required?

    In the instance I'm referring to, Paid Time Off (PTO) is utilized for anything ranging from vacation, sick days, personal days, etc. It's technically referred to as "PTO".

    PTO Payout Required?

    Everything is available with enough research. With that mentality, why does this forum even exist? Maybe I should say the same to everyone else, "Log out of Wifcon, go to Google, and do some research". I'll have 5,000+ posts in no time. I appreciate your value add.

    PTO Payout Required?

    I understand all states are different, however, in my original post I specifically asked this question as it pertains to Virginia. I reviewed the links you provided and didn't find a clear answer. I also reviewed reference links in this pages with no answer either. The closest thing I found to the answer was: If you have accrued vacation days that you haven't yet used when you quit or are fired, you may be entitled to be paid for that time. About half of the 50 states have laws requiring employers to pay out an employee's unused vacation when the employment relationship ends. I've yet to find an answer if this is a requirement in VA or a list that shows which states are included in that statement I posted above.

    PTO Payout Required?

    So in short, an employer has the option on whether or not they will payout earned PTO. I never realized that was "optional" and could be defined in an Employee Handbook or HR policy.

    PTO Payout Required?

    In the Commonwealth of VA, is an employer required to payout Paid Time Off (PTO)? If so, is there a source to cite and if not, are there specifics that can be provided on why not?
  14. To further elaborate, there are other charge codes that are utilized by the staff. PTO, Corporate Training, etc. There is a lengthy list of G&A codes that are available for that purpose, and those are used when appropriate. My point and question is specific to the time spent on a FFP contract in excess of a scheduled 8hr day for a salary-exempt employee and what affect that additional time has on projected budgets, etc.
  15. As you stated, "Whether the employees continue to charge the contract, or charge OH, or G&A, is up to the individual contractor to decide. There are pros and cons associated with that decision and there is no "one size fits all" answer. That's exactly the foundation of my question and I would like to understand what those pros and cons are so I can have additional information on the topic. I apologize for using "bill", you're correct, I'm referring to charging to the contract.