Environmental differential pay (EDP) for Federal Wage System employees and hazardous duty pay (HDP) for General Schedule employees are additional pay for exposure to hazards, physical hardships, or working conditions of an unusually severe nature that cannot be eliminated or significantly reduced by preventive measures, including the use of safety equipment and protective clothing.
EDP and HDP are not substitutes for safe practices, not paid for the customary hazards of a trade or craft, nor authorized if the employee refuses to apply the safety measures provided by management.
Management is responsible for determining whether the additional pay is warranted. Whenever unsafe or unhealthy working conditions are identified, the first course of action must be an attempt to eliminate or reduce he hazards, and occupational health, safety and environmental engineering personnel are available to help. If these efforts are not successful, management submits a Request for Approval of Environmental Differential Pay or Hazard Duty Pay. Before approval by the commander, the request is reviewed by safety and occupational health personnel to assure the work situation meets payment criteria, that preventive measures do not adequately protect employees' health and safety, and that the compensation is warranted. Regardless, management must continue its efforts to eliminate or reduce the hazardous working conditions.
Danger pay or hostile fire pay may be paid concurrently with either EDP or HDP.
The criteria for payment of EDP are in 5 CFR 532.511, and those for HDP are in 5 CFR Part 550, Subpart I