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Traveling on a federal holiday

Q: I am being required to travel on a federal holiday to attend training.  My Human Resources department has advised me that I will not be given travel compensation time off  or paid overtime based on a 2005 OPM directive.  That is:  “Although most employees do not receive holiday premium pay for time spent traveling on a holiday (or an “in lieu” holiday), an employee continues to be entitled to pay for the holiday in the same manner as if the travel were not required.  Thus, employees may not earn compensatory time off for travel during basic (non-overtime) holiday hours because they are entitled to their rate of basic pay for those hours.  Compensatory time off for travel may be earned by an employee only for time spent in a travel status away from the employee’s official duty station when such time is not otherwise compensated.”  My background in contracting tells me that the government cannot accept “free” services.  By forcing me to travel on my own time (holiday), the government is basically accepting free services. Seems like I’m being short-changed a holiday or, at least, pay for hours worked.  I believe  Human Resources is interpreting this guidance incorrectly, i.e., “ . . . when such time is not otherwise compensated.” If I receive no compensatory time off or overtime, how am I being “otherwise compensated“ – the pay for the holiday is already earned by law.  I have been unsuccessful in researching the OPM Web site for newer guidance.  Can you comment on or confirm the validity of this policy?

 A: The OPM quote that your agency provided you is both true and current.

About Author

Reg Jones was head of retirement and insurance policy at the Office of Personnel Management. Email your retirement-related questions to [email protected] .

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Note: On April 12, 2024, President Biden revoked the 2021 executive order that had established the Safer Federal Workforce Task Force. As a result, the Safer Federal Workforce Task Force no longer exists and this website will no longer be updated. This website is preserved as it existed on April 12, 2024, for archival purposes only.

Official Travel

Federal employees should adhere strictly to CDC guidance for domestic and international travel before, during, and after official travel.

Q: Are there any restrictions on official travel approved by Federal agencies?

A: No. There are no Government-wide limits on official travel (i.e., travel conducted under an official travel authorization) for Federal employees, regardless of their vaccination status. Individuals should follow their agency’s travel policy.

In approving official travel for an individual, agencies should:

• Inform the traveling individual that CDC recommends that individuals make sure they are up to date with COVID-19 vaccines before travel;
• Recommend that the traveling individual consider being tested for current infection with a viral test as close to the time of departure as possible (no more than 3 days) before travel;
• Instruct the traveling individual to adhere strictly to CDC guidance for domestic and international travel before, during, and after official travel;
• Instruct the traveling individual to check their destination’s COVID-19 Community Level before traveling, and to wear a high-quality mask or respirator (such as an N95) while on-duty and around others indoors at their destination, if the COVID-19 Community Level in the county where their destination is located is HIGH;
• Instruct the traveling individual to make sure they understand and follow all travel restrictions put in place by State, Tribal, local, and territorial governments; and
• Advise the traveling individual to prepare to be flexible during their travel, as restrictions, policies, and circumstances may change during their travel.

Heads of agencies should issue specific travel guidance as needed to account for the specific requirements of their agency’s mission.

Q: Should Federal agencies recommend or require employees to complete CDC-recommended COVID-19 testing before and after official travel? Can the expenses associated with this testing be claimed on a travel voucher for employee reimbursement?

A: When CDC recommends that travelers consider COVID-19 testing for current SARS-CoV-2 infection with a viral test prior to or following travel, agencies should recommend to employees traveling on official business that they consider being tested consistent with such CDC guidance. When CDC otherwise recommends or requires COVID-19 testing prior to or following travel, agencies must require employees traveling on official business be tested consistent with such CDC guidance, pursuant to Executive Order 13991. Agencies should provide for any recommended testing and must provide for any required testing associated with official travel at no cost to the employee, such as through the agency’s screening testing program, the agency’s in-house capabilities for diagnostic testing at the worksite, or through an alternative process determined by the agency. The cost of such testing recommended or required for official travel, and not available through a Federal dispensary or not covered (or reimbursable) through travel insurance, can be claimed in a travel voucher as a Miscellaneous Expense under agency travel policies.

Q: Should agencies limit official travel for individuals who have had a known close contact with someone with COVID-19?

A: No. For asymptomatic individuals who have had a known exposure to someone with COVID-19 within the past 10 days, agencies may approve official travel, consistent with the agency’s travel policy. If the individual remains without COVID-19 symptoms before traveling, then pursuant to Executive Order 13991 and consistent with CDC guidance, the agency must instruct the individual to, in addition to other standard pre-travel instructions related to COVID-19:

• Wear a high-quality mask or respirator (such as an N95) the entire time they are on-duty and around others indoors for the full duration of their travel that falls within the 10 full days after their last known exposure;
• Not travel on public transportation such as airplanes, buses, and trains if they will not be able to wear a high-quality mask or respirator (such as an N95) when around others indoors for the full duration of their travel within the 10 full days after their last known exposure; and
• Follow other aspects of post-exposure protocols , including the requirement for individuals with a known exposure to be tested for COVID-19 after 5 full days following their last known exposure (ideally, on or after day 6)—note that this testing may need to occur while the individual is traveling, and that agencies do not need to require that employees wait for the results of this post-exposure diagnostic test to undertake official travel, including return travel.

If the individual develops COVID-19 symptoms after official travel has been approved, then pursuant to Executive Order 13991 and consistent with CDC guidance, the agency must instruct the individual to not undertake further official travel, including under that previously approved travel authorization, and to instead follow agency protocols consistent with Safer Federal Workforce Task Force guidance on travel for individuals with COVID-19 symptoms.

Q: What should agencies do regarding official travel for individuals who develop COVID-19 symptoms or have a positive viral test 10 full days or less prior to their intended departure date?

A: Pursuant to Executive Order 13991 and consistent with CDC guidance, agencies must not approve official travel (i.e., travel conducted under an official travel authorization) for individuals who have COVID-19 symptoms and are waiting for an initial diagnostic viral test result, and agencies must not approve official travel for individuals who have tested positive for COVID-19 for at least 5 full days after their first day of symptoms, or after the date of the initial positive diagnostic viral test for asymptomatic individuals.

If an individual who tested positive for COVID-19 has returned to working onsite at an agency workplace or interacting with members of the public as part of their official responsibilities (once they are fever-free for 24 hours without the use of fever-reducing medication and their other symptoms are improving), then the agency may approve official travel for the individual.

Pursuant to Executive Order 13991 and consistent with CDC guidance on isolation, the agency must instruct the individual to, in addition to other standard pre-travel instructions related to COVID-19:

• Wear a high-quality mask or respirator (such as an N95) the entire time they are on-duty and around others indoors for the full duration of their travel that falls within the period they are otherwise required to wear a high-quality mask or respirator after ending isolation , consistent with Safer Federal Workforce Task Force guidance;
• Not travel on public transportation such as airplanes, buses, and trains if they will not be able to wear a high-quality mask or respirator (such as an N95) when around others indoors for the full duration of their travel that falls within the period they are otherwise required to wear a high-quality mask or respirator after ending isolation , consistent with Safer Federal Workforce Task Force guidance; and
• Follow other aspects of post-isolation protocols .

If after official travel has been approved, the individual’s COVID-19 symptoms recur or worsen, then pursuant to Executive Order 13991 and consistent with CDC guidance on isolation, agencies must instruct the individual to not undertake further official travel, including under any previously approved travel authorization, and to again not enter a Federal facility or interact with members of the public as part of their official responsibilities, restarting at day 0 of isolation protocols.

Q: What should agencies do if an employee has probable or confirmed COVID-19 while on official travel?

A: If an employee has probable or confirmed COVID-19 while on official travel (i.e., travel conducted under an official travel authorization), then pursuant to Executive Order 13991 and consistent with CDC guidance, agencies must instruct the individual to follow agency isolation protocols and not undertake further official travel, including return travel, for at least 5 full days after their first day of symptoms, or after the date of the initial positive diagnostic viral test for asymptomatic individuals. The agency must cover all costs associated with travel and lodging expenses, as well as the cost of any diagnostic testing, in these circumstances, to the extent permitted by the Federal Travel Regulation.

After that point, once the individual is fever-free for 24 hours without the use of fever-reducing medication and their other symptoms are improving, then the agency may instruct the individual that they can proceed with undertaking further travel, including return travel. Pursuant to Executive Order 13991 and consistent with CDC guidance on isolation, the agency must then instruct the individual to, in addition to other standard pre-travel instructions related to COVID-19:

If at any point prior to their return travel the individual’s COVID-19 symptoms recur or worsen, agencies must instruct the individual to not undertake further official travel, including return travel, and to not enter a Federal facility or interact with members of the public as part of their official responsibilities, restarting at day 0 of isolation protocols, consistent with Executive Order 13991 and CDC recommendations on isolation and the protocols set forth by their agency.

The agency must cover all costs associated with travel and lodging expenses, as well as the cost of any diagnostic testing, in these circumstances, to the extent permitted by the Federal Travel Regulation.

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Travel time as hours of work, applicability.

This information applies to GS, FP, and FWS EXEMPT and NONEXEMPT employees.

When is Travel Compensable

Time in a travel status away from the official duty station is compensable for EXEMPT and NONEXEMPT employees when the travel is performed within the regularly scheduled administrative workweek, including regularly scheduled overtime. In addition, travel is compensable for both categories of employees for purposes of meeting the daily and weekly overtime standards when it:

• Involves the performance of work while traveling, (e.g., as a chauffeur or courier);
• Is incident to work performed while traveling (e.g., a courier's travel relative to the spot where further travel to deliver a diplomatic pouch would begin);
• Is carried out under such arduous and unusual conditions that the travel is inseparable from work; or
• Results from an event which could not be scheduled or controlled administratively, including travel by an employee to such an event and the employee's return from such an event to his or her official duty station.

For a NONEXEMPT employee, travel meeting the weekly overtime standard (but not the daily overtime standard) also includes:

• Travel as a passenger on an overnight assignment during hours on nonworkdays which correspond to regular working hours; and
• One-day travel as a passenger to and from a temporary duty station (not including travel between home and the employee's normal duty station).

Who Makes the Determination

Officials to whom authority has been delegated to authorize or approve travel on official business are responsible for determining whether travel outside the regularly scheduled workweek meets any of the conditions for hours of work.

How Much Travel Time is Creditable For Pay

When travel outside the normal workweek constitutes hours of work, the following rules will apply in determining the amount of time in a travel status that is deemed hours of work for premium pay:

When is an employee in travel status . An employee is in a travel status only for those hours actually traveling between the official duty station and the point of destination, or between two temporary duty points, and the usual waiting time which interrupts travel.

When traveling by common carrier . Time in a travel status begins with the scheduled time of departure from the common carrier terminal, and ends upon arrival at the common carrier terminal located at the destination. However, when the employee spends 1 hour or more in travel between the common carrier terminal and place of business or residence, then the entire time traveling between the carrier terminal and place of business or residence (that is actual time traveling, exclusive of waiting time at the terminal prior to the scheduled departure time) counts as hours of work.

Waiting time . Usual waiting time between segments of a trip or at common carrier terminals counts as worktime for premium pay (up to 3 hours in unusually adverse circumstances, e.g., holiday air traffic, severe weather) provided travel away from the duty station is compensable because it meets any of the conditions of this Section.

Authority to Order Noncompensable Travel

Congress has not provided a remedy whereby an EXEMPT employee who performs official but noncompensable hours of travel may be compensated (57 Comp. Gen. 43, 50, 1977). A manager does, however, have the authority to schedule official travel that is noncompensable. As a requirement of 5 CFR 610.123, the manager must record the reasons for ordering such travel in a memo to be filed with the employee's Time and Attendance Report (T&A). A copy of the memo must be given the employee if the employee requests it.

Work performed while traveling . In order to meet the intent of the law as defined in the majority of Comptroller General decisions, work performed while traveling must be work which is inherent in the employee's job and which can only be performed while traveling, e.g., chauffeuring, hurricane reconnaissance performed aboard a plane flying into the eye of the hurricane, etc. Discretionary work such as review of a scientific presentation by a scientist or treaty papers by a foreign service officer enroute to a meeting is work which could be performed in an office independently of travel and does not satisfy the definition of work while traveling and is, therefore, not compensable for purposes of overtime. (B-146288, January 3, 1975)

Work incident to work performed while traveling . Travel which is incident to work performed while traveling must also meet the definition of "work performed while traveling" above. Travel which is necessary to meet another mode of travel is compensable for overtime purposes if the traveler performs work while traveling which is an inherent part of the job and which could only be performed while traveling, for example, a motor vehicle operator who is ordered to travel by plane in order to take responsibility for a truck which he or she is then to deliver to its permanent location (57 Comp. Gen. 43 (1977), or a courier who travels to pick up and deliver a pouch (B-178458, dated June 22, 1973). Travel and incidental transport of files is not within the definition since the transportation of files is work not inherent in the job (B-181632, dated April 1, 1975).

Travel under arduous conditions . Arduous means more than the inconvenience associated with long travel delays, unbroken travel, unpleasant weather, or bad roads. Prolonged travel in heavy blowing snow which makes driving difficult but stops short of endangering the employee might be considered arduous. A distinction must be made between travel which is arduous and travel which is hazardous duty. Each case must be judged on its own merits (B-193623,

July 23, 1979).

Travel resulting from an event which could not be administratively scheduled or controlled . An event that cannot be administratively scheduled or controlled implies immediate official necessity for travel. If it is discretionary when the employee begins travel, not including the minimum necessary time to make travel arrangements, the notion of immediate necessity which is implied by an event that could not be scheduled or controlled is lacking and the intent of the law as defined by the General Accounting Office is not satisfied. Therefore, time spent in such travel would not be compensable for overtime purposes

(B-186005, August 31, 1976).

Within the agency's administrative control . Whether the scheduling or timing of the event that precipitates an employee's travel was within the administrative control of the agency is strictly interpreted in decisions of the Comptroller General (CG). Travel on overtime to and from a meeting arranged at the discretion of two Federal agencies is not compensable since agencies have it within their power to ensure that the employee travels during work time (B-146288, January 3, 1975 et alia).

For the same reason, travel to and from training which is conducted by the government, under government contract or by a private institution solely for the benefit* of the government is not compensable since the government has it within its power to ensure that the start and end times of such training allow the employee to travel on work time (B-190494, May 8, 1978; also, 66 CG 620, 1987).

*In William A. Lewis et al, 69 CG 545 (1990). The CG ruled travel on overtime to and from training that is given by a private institution is compensable because government cannot control the private institution or its scheduling of the course. The Lewis opinion further held that the notion of "immediate official necessity for travel" which prior CG decisions have held must be present in travel which responds to an event that is not schedulable or controllable was established by the start time of the class. To be present when the class began, the employees had to travel on Sunday.

NOTE : The regulations which govern training time which is compensable as overtime and travel to and from training are separate and distinct. The circumstances under which premium pay may be paid while an individual is in training are covered in the section titled Premium Pay and Training.

Meeting abroad - a matter of accommodation . An employee's claim for overtime compensation for travel overseas to be present at the opening of a conference with representatives of a foreign government was disallowed. Although the employee's agency indirectly scheduled the meeting through the USAID Mission, the Comptroller General ruled the lack of governmental control envisioned by law and regulation for travel on overtime to be deemed compensable was not present. (Gerald C. Holst, B-202694, January 4, 1982; and B-222700, dated October 17, 1986).

NOTE : The Lewis decision (see discussion above) precipitated a review of CG decisions with the result that government control of events was sufficient to validate all previous decisions except one: Gerald C. Holst, was overruled. In overruling the 1986 decision, the Comptroller General found the agency to lack control of the scheduling of the meeting to an appreciable degree. Further, the start time of the opening conference established the immediate official necessity for travel. Travel, was, therefore, compensable.

Failure to plan . An employee who travels outside his or her normal tour of duty to perform maintenance on equipment so that the equipment can perform necessary functions in accordance with operational deadlines is not performing compensable travel if the maintenance responds to gradual deterioration which could have been prevented if maintenance was scheduled on a timely basis (49 Comp. Gen. 209, 1969).

Two-day per diem rule . An employee may be required to travel on his or her own time if in order to allow the employee to travel during working hours, the agency would be required to pay two days or more per diem. However, the two-day per diem rule does not of itself support an entitlement to overtime compensation for the employee. To be compensable at the overtime rate, travel must respond to an event that could not be scheduled or controlled administratively and there must be an immediate official necessity for the travel to be performed outside the employee's regular duty hours (60 Comp. Gen. 681, 1981).

Return travel . When an employee performs compensable overtime by traveling to an event which could not be controlled or scheduled, he or she is automatically eligible for compensation for return travel to his or her duty station.

Disparity in hours of work means disparate overtime entitlement . Because FLSA provides two situations in which a NONEXEMPT employee, but not an EXEMPT employee, can be paid for travel on overtime hours, (specifically, during hours on nonworkdays which correspond to regular working hours and for one-day travel as a passenger to and from a temporary duty station), it is possible for a NONEXEMPT employee to be paid for travel when an EXEMPT employee in the same situation is ineligible for overtime pay.

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Omicron and Holiday Travel: 12 of the Most Pressing Questions

Vaccination requirements, testing rules, the new coronavirus variant and more: We answer your questions about traveling safely this holiday season.

By Julie Weed

Holiday travel suddenly feels more fraught as the world waits for emerging information on the transmissibility and virulence of the new coronavirus variant. Scientists are racing to see if the current vaccines offer protection against Omicron, but many families and other travelers may need to consider a variety of factors now before embarking to see relatives or to experience a change of scenery.

“Once again they will have to make informed decisions,” said Kathy Risse, a pediatrician in Seattle. But unlike last year’s holiday period, Dr. Risse said, “we know so much more about stopping transmission, and widespread testing is up and running.”

For those planning to travel, the basics for protection — vaccinations, masks and social distancing — will help make the trip safer. Here are answers to 12 of the most pressing travel questions for now.

What are the travel rules between U.S. states?

Currently there are no vaccine, testing or quarantine requirements to travel within the 50 United States, whether you fly, drive or go by rail — except Hawaii. Hawaii requires a 10-day quarantine for domestic travelers if they do not show proof of a full vaccination against the coronavirus or negative results from a test taken no more than 72 hours before their flight’s arrival.

Masks are still required by the Transportation Security Administration for passengers age 2 and up on planes, trains and buses . Different states, and even cities within states, may have their own mask, testing or vaccine requirements for activities such as indoor dining. Local health department sites or the AARP website are good starting places to research a state’s coronavirus rules.

Do you have to be vaccinated to fly domestically?

Again no, but C.D.C. guidelines recommend people delay travel until they are fully vaccinated .

Can we still go abroad?

Current C.D.C. guidance does not recommend international travel if you are not vaccinated. If you choose to travel overseas, it can be complicated: Your desired destination may have rules and guidelines that differ from those of the United States. Take Mexico , one of the most popular destinations for U.S. travelers. The country does not require vaccinations or testing for entry, regardless of the traveler’s nationality, while other countries, like Japan, Israel and Morocco , have recently closed their borders to noncitizens. To visit Canada , foreign visitors must show proof of vaccination and the negative results of a PCR or nucleic acid test. (Unvaccinated children can accompany vaccinated adults into Canada but must follow a specific set of protocols including health questionnaires and a virus test.)

Rules for these and other countries can change at any time, so it’s best to keep checking official government websites as your travel date approaches. The Times updates a list of countries open to U.S. citizens and the C.D.C. maintains a list of global Covid hot spots .

Do you have to be vaccinated to fly internationally?

Again, it’s complicated. For outbound travel from the United States, vaccination requirements depend on your destination. U.S. embassy sites are good sources of information, as are countries’ tourist and health sites for your desired destination. Age requirements can also vary by destination.

U.S. citizens do not have to be vaccinated to travel back to the United States, but most adult foreign travelers do. Exceptions can be found on the C.D.C. website. Children under 18 are exempted from the vaccination requirement.

What are the testing requirements for adults and children flying into the United States?

The United States recently changed the timing of its testing requirement to re-enter the country. Travelers must now submit a negative virus test result taken within one day of the flight’s departure, instead of the previous three-day requirement for vaccinated fliers. This applies to all travelers age 2 and up, regardless of nationality or vaccination status.

It is important to note that the requirement is “one day” rather than “24 hours.” For example, for a flight leaving on Sunday at 3 p.m., the test needs to be taken anytime on Saturday or anytime on Sunday. This gives fliers more flexibility in scheduling their test for any time the day before the flight, or the day of, rather than timing a nighttime test for a flight the next evening.

Should we bring some at-home test kits with us?

Not a bad idea. The Food and Drug Administration has approved 13 home-based Covid tests , and families may want to bring some on the trip to use if anyone comes down with the sniffles or a cough, or to take just before getting to Grandma’s. They may be hard to find in stores or limited to one or two per customer, so don’t leave this errand to the last minute.

Family members may have varying risk tolerances, and at-home tests can help people relax and enjoy each other’s company, Dr. Risse said, “because even though it is imperfect, it adds another layer of protection.”

The C.D.C. specifies which tests are allowed for entry into the United States. Self-tests for the virus are OK if there is an accompanying telehealth service providing “real-time supervision remotely through an audio and video connection.” Your hotel or local family members may be able to point you to other testing options in the country — like at medical clinics or pharmacies.

What are the vaccine rules on cruise ships?

Rules vary by cruise line. On Disney cruises , passengers 12 and up must be vaccinated, but that age is moving to 5 beginning Jan. 13. Children under 5 must have a negative virus test taken within three days of departure. Princess Cruise Line and Norwegian Cruise Line are only welcoming vaccinated travelers ages 5 and up. Currently, children under 5 are not allowed on board. Royal Caribbean requires guests age 12 and up to be vaccinated.

There may be additional requirements for cruises docking at other countries. Travelers boarding a cruise in Barbados, for example, need to download the BIMsafe app and follow its directions. It’s best to check with each cruise line for a specific sailing’s current rules and protocols.

Cruise lines have reason to worry, as “their whole image as a sector hangs in the balance,” said Lynn Minnaert, a clinical associate professor at the Jonathan M. Tisch Center of Hospitality at New York University . “They are taking vaccinations and testing seriously, so passengers who bear in mind the risks and take common sense precautions should have a safe experience.”

The C.D.C. still recommends that people who are unvaccinated or at risk of severe illness (regardless of vaccination status) avoid traveling on cruise ships worldwide, including river cruises.

Can we go to theme parks?

Theme parks are required to follow state rules. Disneyland in California and Disney World in Florida require guests 2 and older to wear masks in indoor locations, lines and enclosed transportation except when actively eating or drinking. Universal Studios in Florida recommends masking indoors but has no coronavirus-focused guest requirements.

Is my child fully protected if they have had two vaccine doses?

Fully vaccinated, as defined by the C.D.C. as two weeks after the second dose , is not the same as fully protected. Breakthrough cases occur but they are generally mild. Scientists are still examining incoming data to determine if the vaccines will protect against the Omicron variant. In the meantime, the advice from the C.D.C. still stands: children 5 and older should get the vaccine to protect them and those around them from getting Covid-19 disease.

How can I help my child wear their mask while traveling?

Keeping a mask on a young child while traveling can be challenging for children and parents. Here are some ideas to help your child comply with the rule: Practice wearing a mask together days or weeks before the flight so they get used to the feel. Go slow and don’t make it a fight. Try out different masks for comfort and fit. You may bring different ones to “change into” to make things fun or have a matching mask for a stuffed animal. If your child gets agitated on the flight stay as calm as you can because they will take their emotional cues from you. And consider resorting to bribery — more screen time, or bring small wrapped gifts they can open each time they have kept the mask on for some period of time.

Should we hunker down between when we get our tests and when we travel?

It couldn’t hurt, especially if you are traveling to see older or immune-compromised relatives, no matter their vaccination status.

Should we still go?

“Families come to me asking for a ‘Yes’ or ‘No’ answer on if they should travel, because they are so tired of making the day-to-day risk assessments,” said Dr. Risse, the pediatrician. But every family needs to make its own decision to travel, based on the importance of their trip, how protected family members are and how much they trust fellow travelers to abide by the masking and social distancing rules that keep people safer. They also need to be aware of the levels of cases at their destination and the level of exposure their potential activities present. That is, eating at a restaurant indoors or staying at a hotel instead of a private residence.

Vivek Garg , chief medical officer for the health insurer Humana’s senior-focused primary care business, encourages travel when C.D.C. guidelines are followed. “It’s important for everyone’s mental health, especially that of older adults, that we socialize with friends and family,” Dr. Garg said.

52 Places to Love in 2021

We asked readers to tell us about the spots that have delighted, inspired and comforted them in a dark year. Here, 52 of the more than 2,000 suggestions we received, to remind us that the world still awaits.

Follow New York Times Travel on Instagram , Twitter and Facebook . And sign up for our weekly Travel Dispatch newsletter to receive expert tips on traveling smarter and inspiration for your next vacation.

An earlier version of this story omitted that one U.S. state, Hawaii, has entry requirements for domestic travelers. American travelers wishing to enter Hawaii must show proof of vaccination, a negative test result or they must quarantine for 10 days. There are no vaccine, testing or quarantine requirements for domestic travel to the other 49 states.

How we handle corrections

Come Sail Away

Love them or hate them, cruises can provide a unique perspective on travel..

 Cruise Ship Surprises: Here are five unexpected features on ships , some of which you hopefully won’t discover on your own.

 Icon of the Seas: Our reporter joined thousands of passengers on the inaugural sailing of Royal Caribbean’s Icon of the Seas . The most surprising thing she found? Some actual peace and quiet .

Th ree-Year Cruise, Unraveled:  The Life at Sea cruise was supposed to be the ultimate bucket-list experience : 382 port calls over 1,095 days. Here’s why  those who signed up are seeking fraud charges  instead.

TikTok’s Favorite New ‘Reality Show’:  People on social media have turned the unwitting passengers of a nine-month world cruise  into  “cast members”  overnight.

Dipping Their Toes: Younger generations of travelers are venturing onto ships for the first time . Many are saving money.

Cult Cruisers: These devoted cruise fanatics, most of them retirees, have one main goal: to almost never touch dry land .

An official website of the United States government Here's how you know

Official websites use .gov A .gov website belongs to an official government organization in the United States.

Secure .gov websites use HTTPS A lock ( Lock A locked padlock ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites.

Holiday Travel: How the FAA Gets Your Plane There Safely

Whatever the season, our job is to get you to your destination safely and efficiently. Holiday travel has normally posed challenges from more planes in the skies and frequent bad weather. We continue to see increased demand, more bad weather and increased use of the nation’s airspace. We are continuously working to address these challenges.

Flight cancelled or delayed? Visit DOT's Airline Customer Service Dashboard

What's driving delays?

The FAA's priority is safety, meaning that, sometimes, delays are necessary. The interactive chart below shows data on the top five causes of delays in the National Airspace System (NAS). 

Weather is the leading cause of delays and cancellations, but the FAA’s Command Center works closely with airlines to plan for, and around, expected weather nationwide. Learn more about how the FAA navigates around bad weather . 

Are cancellations getting better or worse?

Flight cancellations are trending lower in 2023  than in previous years, but a canceled flight still has the potential to throw off your travel plans. The Department of Transportation (DOT) has launched an interactive Customer Service Dashboard to provide travelers with up-to-date airline customer service policies on controllable cancellations and delays to ensure customers can easily access information when problems arise. 

The data visualization below shows cancellations by month for 2014-2024.

Download monthly cancellation data for 2014-2024  here .

Traveling Over Spring Break

Spring Break is here, and you can expect to see more crowded airports in the coming days. You might not be a pilot or an air traffic controller, but you can take steps to make your trip as smooth as possible. Knowing what to expect during busier than usual travel times can save time and stress. The interactive graphic below shows forecasted flights surrounding Spring Break.

From tracking the status of your airport to showing you how to pack safely, the FAA has a host of resources to help travelers plan ahead.  Remember, the FAA has a zero-tolerance policy against unruly airline passengers in the wake of recent, troubling incidents.

FAA Efforts to Keep Air Travel Safe, Smooth All Year Round

The FAA is committed to keeping travel safe and smooth. That's why we've taken several steps to achieve that.

Urging Airlines to Fly Larger Aircraft Into NYC Airports

Increased flexibility on slot usage requirements at the three New York City airports, showing more seats.

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Due to increased space activity, the FAA took steps to optimize and equitably manage airspace around launch sites.

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When it comes to government planes and political trips, who pays for a president's campaign travel?

In any election year, there’s a fuzzy line between governing and campaigning

WASHINGTON -- It’s no simple matter to move the commander in chief from point A to B, and it’s even more complicated when the president is seeking a second term.

President Joe Biden recently spent three days in Pennsylvania, a pivotal state in the 2024 campaign, and he plans to be in Virginia and Florida this coming week. The Democratic incumbent is seeking an edge over Republican Donald Trump as he ramps up his travels around the country.

Here's a look at how much it costs and who pays the bill during the campaign season.

It's not cheap to fly the president's fleet.

The White House uses Sikorsky helicopters known as Marine One when the president is aboard, as well as custom Boeing 747s that are immediately recognizable as the iconic humpback Air Force One. (Sometimes the president uses a more modest modified 757 if his destination is nearby or if a runway isn't long enough to accommodate the bigger plane.)

Marine One costs between $16,700 and almost $20,000 per hour to operate, according to Pentagon data for the 2022 budget year. Air Force One is even more expensive: roughly $200,000 per hour.

But those figures only scratch the surface of the real cost. There also are military cargo planes that travel ahead of the president to make sure his armored limousines are in place, not to mention the enormous security apparatus that follows the president everywhere.

New aircraft are in the works because the current versions are decades old. Sikorsky is producing 23 updated helicopters to serve as Marine One. Boeing is building two new Air Force One planes, and they are scheduled to be finished by 2028. According to the Pentagon, the planes will come with all enhancements, including “a mission communication system," a “self-defense system” and even “autonomous baggage loading.”

When the president flies for political purposes, the campaign is supposed to pay the bill. But during an election year, the line between governing and campaigning can be fuzzy.

For example, Biden held an official event Wednesday in Pittsburgh, where he announced his proposal for higher tariffs on steel imported from China . The event, however, was a not-so-subtle opportunity for the president to rub shoulders with union members who are critical to his reelection, and he jabbed at Trump in his remarks. (At one point Biden joked that the former president was “busy right now,” a reference to the hush money trial that recently got underway in New York.)

It's up to the White House counsel's office to figure out what percentage of the president's travels are campaign related. That determines how much the federal government should be reimbursed by the Biden campaign. Sometimes the calculations aren't straightforward, such as when the White House adds an official event to an otherwise political trip.

Norm Eisen, a White House ethics lawyer under President Barack Obama , said both Republicans and Democrats have usually hewed closely to regulations.

“We had a set of rules on how to do the allocations," he said. "They’re intricate, and we stuck to them.”

No matter what, taxpayers end up on the hook for most of the cost. Campaigns do not pay for all the Secret Service agents and the rest of the security apparatus. In fact, they usually only cover the cost of Air Force One passengers who are flying for explicitly political purposes — sort of like buying a ticket on a particularly exclusive private jet.

Biden's campaign and his joint fundraising committee have been stockpiling travel cash in an escrow account maintained by the Democratic National Committee. From January 2023 until the end of last month, they deposited nearly $6.5 million.

Some of that money goes to general campaign logistics, such as staff expenses and advance work. The account is also used to reimburse the federal government for official aircraft used to transport the president, the first lady, the vice president and the second gentleman when they travel for the reelection effort.

So far, not much money has found its way back to the U.S. Treasury. As of the latest data available, just $300,000 has been provided.

It's safe to assume that Biden's campaign will end up forking over much more than that once the campaign is over. Trump's team reimbursed the federal government nearly $4.7 million for travel expenses during the 2020 race.

But Biden probably won't have trouble covering his bills. His campaign and the DNC had more than $192 million in cash on hand at the end of March.

AP White House Correspondent Zeke Miller contributed to this report.

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When it comes to government planes and political trips, who pays for a president's campaign travel?

Election 2024 biden travel.

• Oops! Something went wrong. Please try again later. More content below

WASHINGTON (AP) — It’s no simple matter to move the commander in chief from point A to B, and it’s even more complicated when the president is seeking a second term.

President Joe Biden recently spent three days in Pennsylvania , a pivotal state in the 2024 campaign, and he plans to be in Virginia and Florida this coming week. The Democratic incumbent is seeking an edge over Republican Donald Trump as he ramps up his travels around the country.

Here's a look at how much it costs and who pays the bill during the campaign season.

HOW MUCH DOES IT COST?

It's not cheap to fly the president's fleet.

The White House uses Sikorsky helicopters known as Marine One when the president is aboard, as well as custom Boeing 747s that are immediately recognizable as the iconic humpback Air Force One. (Sometimes the president uses a more modest modified 757 if his destination is nearby or if a runway isn't long enough to accommodate the bigger plane.)

Marine One costs between $16,700 and almost $20,000 per hour to operate, according to Pentagon data for the 2022 budget year. Air Force One is even more expensive: roughly $200,000 per hour.

But those figures only scratch the surface of the real cost. There also are military cargo planes that travel ahead of the president to make sure his armored limousines are in place, not to mention the enormous security apparatus that follows the president everywhere.

New aircraft are in the works because the current versions are decades old. Sikorsky is producing 23 updated helicopters to serve as Marine One. Boeing is building two new Air Force One planes , and they are scheduled to be finished by 2028. According to the Pentagon, the planes will come with all enhancements, including “a mission communication system," a “self-defense system” and even “autonomous baggage loading.”

WHO PAYS FOR THE TRAVEL?

When the president flies for political purposes, the campaign is supposed to pay the bill. But during an election year, the line between governing and campaigning can be fuzzy.

For example, Biden held an official event Wednesday in Pittsburgh, where he announced his proposal for higher tariffs on steel imported from China. The event, however, was a not-so-subtle opportunity for the president to rub shoulders with union members who are critical to his reelection, and he jabbed at Trump in his remarks. (At one point Biden joked that the former president was “busy right now,” a reference to the hush money trial that recently got underway in New York.)

It's up to the White House counsel's office to figure out what percentage of the president's travels are campaign related. That determines how much the federal government should be reimbursed by the Biden campaign. Sometimes the calculations aren't straightforward, such as when the White House adds an official event to an otherwise political trip.

Norm Eisen, a White House ethics lawyer under President Barack Obama, said both Republicans and Democrats have usually hewed closely to regulations.

“We had a set of rules on how to do the allocations," he said. "They’re intricate, and we stuck to them.”

No matter what, taxpayers end up on the hook for most of the cost. Campaigns do not pay for all the Secret Service agents and the rest of the security apparatus. In fact, they usually only cover the cost of Air Force One passengers who are flying for explicitly political purposes — sort of like buying a ticket on a particularly exclusive private jet.

HOW MUCH HAS BIDEN PAID?

Biden's campaign and his joint fundraising committee have been stockpiling travel cash in an escrow account maintained by the Democratic National Committee. From January 2023 until the end of last month, they deposited nearly $6.5 million.

Some of that money goes to general campaign logistics, such as staff expenses and advance work. The account is also used to reimburse the federal government for official aircraft used to transport the president, the first lady, the vice president and the second gentleman when they travel for the reelection effort.

So far, not much money has found its way back to the U.S. Treasury. As of the latest data available, just $300,000 has been provided.

It's safe to assume that Biden's campaign will end up forking over much more than that once the campaign is over. Trump's team reimbursed the federal government nearly $4.7 million for travel expenses during the 2020 race.

But Biden probably won't have trouble covering his bills. His campaign and the DNC had more than $192 million in cash on hand at the end of March.

AP White House Correspondent Zeke Miller contributed to this report.

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Holiday expert explains how Spain's new £97 daily charge will affect your holiday

All has been explained on the new tourist rule that was introduced in spain.

Joshua Nair

As the weather gets warmer, a lot of us are beginning to get onto those flight and hotel websites to book a summer getaway, with many often favouring Spain as a nearby holiday location with amazing weather.

It is well documented that the European country is a popular holiday hotspot for Brits , so you can imagine that it was a shock when people found out about the new money law put in place there for tourists.

The new law states that Britons must be able to show proof that they have at least €113.40 (£97) per person, per day, during their stay in the country.

It's fair to say that the news hasn't been received well, with many threatening not to go back to the holiday destination following the implemented law.

Chelsea, an expert from cheapholidayexpert.com has explained all the ins and outs of the law, such as what we can do to prepare, how serious it is, and what to do if we don't have the required funds.

How new is this rule?

Well, it turns out that this rule is not new at all, as it has been in effect since 1 January 2022, though back then it was at £85 a day per person, being increased to £93 per day in 2023.

So, there's no reason to be scared, it has been quite standard and in place for a while, though it is under a spotlight now that we're past the COVID years.

Should we blame Brexit?

In short, yes.

As the UK left the EU , Brits don't have the freedom of moving throughout the continent anymore, and have to go through closer, more thorough checks.

This can be anything, such as:

• Showing you have enough money for your stay
• Showing proof of accommodation for your stay
• Showing a return or onward ticket

But this could happen in any EU country, not just being limited to Spain - and with that being said, these rules aren't exclusive to the UK either, instead applying to all third party countries as a standard rule.

How will it affect my holiday?

The Spanish ministry states that: "Foreigners must prove, if required to do so," about proof of funds, meaning that it isn't compulsory for them to check every tourist's bank statement upon arrival.

Think of it as a random spot check, you may get picked, or you may not.

Has this actually happened to anyone?

Chelsea posted on her Instagram once the news broke, asking people who has travelled to Spain since the start of 2022 to share if they were asked about money.

Only four of the 1373 people asked said that they had, and provided stories about what had happened.

All of them went through the checks in 2022, and only one had to show proof of accommodation, a return flight, and just flashed their credit card to the officer, who seemed unbothered to see a bank statement or account balance.

The others got away with flashing their credit cards, with no real thorough checks taking place according to them.

But with that being said, they may begin to stop more people as the number of tourists into the country increases.

How should I prepare?

No matter how slim the chance, it's key to have the following at hand:

• Confirmation of your return flight or onwards travel
• Confirmation of your booked accommodation and the address of where you’re staying

Screenshots will do, though PDFs and official confirmations will probably look better.

How do I prepare to prove that I have enough money?

First and foremost, you have to work out if you have £97 per day, with people in families or groups having to do more maths to make this work.

Showing bank cards might be the key, so make sure they're easily accessible, though it sounds like officers are looking for verbal confirmation so far from tourists, according to Chelsea.

The Spanish Ministry of Interior also states you can prove it: "...in cash, or by presenting certified checks, traveler's checks, letters of payment, or credit cards, which must be accompanied by a bank account statement or an up-to-date bank book (letters from banks or Internet bank statements will not be accepted) or any other means with which the amount available as credit of said card or Bank account."

What if I don't have enough?

There are no known cases of this yet, but the official ruling from the Spanish government states: "In the event that, when carrying out the entry control of people in Spanish territory, it is verified that a foreigner lacks sufficient economic resources for the time he wishes to remain in Spain and to continue his trip to the country of destination or to return to the country of origin, or do not have the registered, non-transferrable and closed ticket or tickets, in the means of transport they intend to use, their entry into Spanish territory will be denied as established by regulation."

It does also state that in exceptional circumstances, you could still get let in, but the length of your stay may be reduced.

Bottom line: Come prepared!

This is how it's going to be from now on.

Topics:  Holiday , Travel , Money , Brexit , UK News

Joshua Nair is a journalist at LADbible. Born in Malaysia and raised in Dubai, he has always been interested in writing about a range of subjects, from sports to trending pop culture news. After graduating from Oxford Brookes University with a BA in Media, Journalism and Publishing, he got a job freelance writing for SPORTbible while working in marketing before landing a full-time role at LADbible. Unfortunately, he's unhealthily obsessed with Manchester United, which takes its toll on his mental and physical health. Daily.

@ joshnair10

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Golden Week travel plans near pre-pandemic levels as overseas bookings surge

An estimated 23.3 million people in Japan are expected to travel during the Golden Week holidays, marking a robust resurgence to 90% of pre-pandemic levels, according to survey results from travel agency JTB.

Conducted online in early March, JTB's preliminary survey reached 10,000 respondents nationwide, spanning ages 15 to 79.

Among the findings, 2,060 respondents expressed an intent to travel, with a total of 23.32 million people traveling for stays of one night or longer between April 25 and May 5 either domestically or internationally, a 1.8% increase from the same period a year before.

Overseas travel is poised to witness a surge, with an estimated 520,000 travelers, reflecting a 67.7% increase from 2023. JTB reports international travel bookings soaring to 225% of 2023 figures.

Proximity plays a pivotal role for international traveler’s destination choices, with South Korea, Taiwan, and Southeast Asia seeing heightened popularity. JTB attributes this pattern to the yen's depreciation.

The average cost of overseas travel stands at ¥269,000, marking a 4.7% increase from 2023. Exchange rate anxieties were voiced by 44% of international travelers.

A total of 22.8 million individuals are expected to travel domestically, mirroring figures from the prior year. Travel destination preferences were more varied compared to 2023, with a rise in rail and air travel. Nonetheless, 55.3% of respondents cited their primary mode of transport for their trip to be their own car, indicating a penchant for more local travel spots.

Rising prices have cast a shadow over domestic travel expenses, with the average planned expenditure at ¥36,100, marking a 3.7% upturn from 2023. Concerns over high prices were voiced by 36.1% of respondents, while 31.8%, particularly among older demographics, expressed apprehension toward overcrowding of tourist areas, fueled by an influx of overseas visitors.

For many respondents, Golden Week journeys symbolize opportunities for family time (31.7%), relaxation (28.9%), and culinary exploration (28.5%).

For those against traveling during Golden Week, 47.2% of respondents cited overcrowding, a 4.7-point surge from 2023. Economic concerns were also highlighted in the survey, with 33.7% deeming Golden Week travel too expensive, while 24% faced constraints due to family budgets.

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• Per Diem Lookup

FY 2024 Per Diem Rates Now Available

Please note! The FY 2024 rates are NOT the default rates until October 1, 2023.

You must follow these instructions to view the FY 2024 rates. Select FY 2024 from the drop-down box above the “Search By City, State, or ZIP Code” or “Search by State" map. Otherwise, the search box only returns current FY 2023 rates.

Rates are set by fiscal year, effective Oct. 1 each year. Find current rates in the continental United States, or CONUS rates, by searching below with city and state or ZIP code, or by clicking on the map, or use the new per diem tool to calculate trip allowances .

Search by city, state, or ZIP code

Required fields are marked with an asterisk ( * ).

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Have travel policy questions? Use our ' Have a Question? ' site

Have a question about per diem and your taxes? Please contact the Internal Revenue Service at 800-829-1040 or visit www.irs.gov. GSA cannot answer tax-related questions or provide tax advice.

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Per OMB Circular A-123, federal travelers "...must provide a tax exemption certificate to lodging vendors, when applicable, to exclude state and local taxes from their hotel bills." GSA's SmartPay team maintains the most current state tax information , including any applicable forms.

PER DIEM LOOK-UP

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Rates for Alaska, Hawaii, U.S. Territories and Possessions are set by the Department of Defense .

Rates for foreign countries are set by the State Department .

2 Choose a date

Rates are available between 10/1/2021 and 09/30/2024.

The End Date of your trip can not occur before the Start Date.

Traveler reimbursement is based on the location of the work activities and not the accommodations, unless lodging is not available at the work activity, then the agency may authorize the rate where lodging is obtained.

Unless otherwise specified, the per diem locality is defined as "all locations within, or entirely surrounded by, the corporate limits of the key city, including independent entities located within those boundaries."

Per diem localities with county definitions shall include "all locations within, or entirely surrounded by, the corporate limits of the key city as well as the boundaries of the listed counties, including independent entities located within the boundaries of the key city and the listed counties (unless otherwise listed separately)."

When a military installation or Government - related facility(whether or not specifically named) is located partially within more than one city or county boundary, the applicable per diem rate for the entire installation or facility is the higher of the rates which apply to the cities and / or counties, even though part(s) of such activities may be located outside the defined per diem locality.

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Holidays Work Schedules and Pay

Fact sheet: federal holidays - work schedules and pay, introduction.

Most Federal employees are entitled to paid holiday time off when excused from duty on a designated holiday. Designated holidays include official Federal holidays (5 U.S.C. 6103(a)) or "in lieu of" holidays, as applicable; Presidential Inauguration Day, where applicable (specific to the Washington, DC, area); and Federal holidays declared by Executive order, which are treated as holidays for pay and leave purposes. Most Federal employees are entitled to holiday premium pay when they are required to work during designated holiday hours.

This fact sheet applies to employees who are covered by the holiday and premium pay provisions in title 5, United States Code.

Note 1: Employees who receive annual premium pay for standby duty under 5 U.S.C. 5545(c)(1) and firefighters who are covered by the special pay provisions of 5 U.S.C. 5545b are not entitled to paid holiday time off or holiday premium pay. (See 5 CFR 550.163(a) and 550.1306(a) and 56 Comp. Gen. 551 (1977).)

Note 2: Employees with an intermittent work schedule are not entitled to paid holiday time off or holiday premium pay. (See 5 CFR 340.401(b); the definitions of "holiday work," "regularly scheduled administrative workweek," and "tour of duty" in 5 CFR 550.103; and 5 CFR 550.131.)

Designation of Holidays

Holidays for federal employees.

• New Year's Day (January 1).
• Birthday of Martin Luther King, Jr. (Third Monday in January).
• Washington's Birthday (Third Monday in February).
• Memorial Day (Last Monday in May).
• Juneteenth National Independence Day (June 19).
• Independence Day (July 4).
• Labor Day (First Monday in September).
• Columbus Day (Second Monday in October).
• Veterans Day (November 11).
• Thanksgiving Day (Fourth Thursday in November).
• Christmas Day (December 25).

Presidential Inauguration Day

Federal employees in the Washington, DC, area are entitled to a holiday on the day a President is inaugurated on January 20th (except as explained below) for each fourth year after 1965 (see 5 U.S.C. 6103(c)) (i.e., following a Presidential election)—if they would be otherwise scheduled to work on Inauguration Day within the "Inauguration Day Area." The "Inauguration Day Area" is defined as:

• the District of Columbia;
• Montgomery and Prince Georges Counties in Maryland;
• Arlington and Fairfax Counties in Virginia; and
• the cities of Alexandria, Falls Church, and Fairfax in Virginia.

The Inauguration Day holiday is provided for the purposes of reducing traffic and facilitating local attendance at the inauguration ceremony. Thus, the holiday is limited to employees "employed in" (i.e., scheduled to work in) the Inauguration Day Area. Accordingly, there are circumstances where employees are not entitled to the Inauguration Day holiday:

• Employees in the Inauguration Day Area who are not otherwise scheduled to work on Inauguration Day will not receive the holiday or an "in lieu of" holiday. There is no "in lieu of" holiday when Inauguration Day falls on a nonwork day.
• Employees who are scheduled to telework at locations outside the Inauguration Day Area on Inauguration Day will not receive the holiday, even if their official worksites are in the Inauguration Day area. Such employees are expected to telework or request leave for the day. (Note: This generally applicable policy has been modified for the January 20, 2021, Inauguration Day, since COVID-19 is preventing many employees from working in the Inauguration Day area who would have otherwise worked in that area. See guidance provided in the OPM memorandum issued in connection with the January 20, 2021, Inauguration Day holiday.)
• Employees who are in travel status away from the Inauguration Day Area on Inauguration Day will not receive the holiday, even if their official worksites are in the Inauguration Day area. Such employees are expected to work at their temporary duty site outside of the Inauguration Day area. Note: The holiday applies to employees who, while in official travel status, would otherwise be scheduled to work in the Inauguration Day Area on Inauguration Day. This applies even if the employee's official worksite is not within the Inauguration Day area.

If January 20 th falls on a Sunday, the next succeeding day (i.e., Monday, January 21 st ) is designated as the public observance of the inauguration of the President and thus becomes the legal holiday of Inauguration Day.

If an Inauguration Day on January 21 st is already designated as a legal holiday under 5 U.S.C. 6103 (Birthday of Martin Luther King, Jr. - 3 rd Monday in January), no additional holiday is provided. In this case, employees will receive a holiday under the normal rules that apply to the Birthday of Martin Luther King, Jr., holiday.

If January 20 th falls on a Saturday, Inauguration Day is observed on the Saturday. There is no "in lieu of" Inauguration Day holiday. Only employees scheduled to work in the Inauguration Day area on Saturday, January 20 th , may be excused from duty and provided with paid holiday time off. Inauguration Day is not observed on another day.

"In Lieu of" Holidays

All full-time employees, including those on flexible or compressed work schedules, are entitled to an "in lieu of" holiday when a holiday falls on the employee's nonworkday. Part-time employees are not entitled to an "in lieu of" holiday. If an agency's office or facility is closed due to an "in lieu of" holiday for full-time employees, the agency may grant paid excused absence to part-time employees who are otherwise scheduled to work on that day. (See 63 Comp. Gen. 306 (1984).)

An employee is not entitled to another day off as an "in lieu of" holiday if a Federal office or facility is closed on a holiday because of a weather emergency or when employees are furloughed on a holiday.

For further information regarding the determination of "in lieu of" holidays, please see our Fact Sheet: "Federal Holidays — ‘In Lieu Of' Determination ."

Two (or more) Holidays in One Pay Period

Occasionally, two (or more) holidays will fall within the same pay period. A full-time employee on a flexible work schedule is entitled to 8 hours of pay on a holiday when the employee does not work. (See 5 U.S.C. 6124.) Therefore, when two (or more) 8-hour holidays fall within the same pay period, a full-time employee on a 5/4-9 flexible schedule (or other flexible schedules under which employees work more than 8 hours a day) must make arrangements to work extra hours during other regularly scheduled workdays (or take annual leave or use credit hours or compensatory time off) in order to fulfill the 80-hour biweekly work requirement.

Holidays for Employees Outside the United States

For employees at duty posts outside the United States who are regularly scheduled to work on Monday, holidays designated by law to occur on Monday (i.e., Birthday of Martin Luther King, Jr., Washington's Birthday, Memorial Day, Labor Day, and Columbus Day) are moved to the preceding Sunday. This applies to employees whose basic workweek is Sunday through Thursday. It does not apply to employees whose basic workweek is Monday through Friday or Monday through Saturday. This rule does not apply to "in lieu of" holidays. (See 5 U.S.C. 6103(b)(3).)

Holiday Tour of Duty

The tour of duty that commences (i.e., begins) on the calendar holiday is considered the holiday tour of duty. This applies to any employee (including part-time employees) who has a workday (regularly scheduled daily tour) that covers a portion of two calendar days (i.e., overlapping tour consisting of part of a holiday calendar day and part of a non-holiday calendar day). The entire tour of duty (i.e., scheduled workday) that began on the holiday will be treated as a holiday tour of duty. The holiday premium pay or paid holiday time off rules will be applied to the holiday tour of duty that commenced on the calendar holiday. (See section 5 of Executive Order 11582.)

If an employee has two basic workdays (i.e., two basic scheduled tours of duty) that overlap a single holiday, the employee is entitled to a holiday only for the tour of duty that commences (i.e., begins) on the holiday. The entire workday that begins on the holiday must be treated as if it fell on the holiday.

A tour of duty that commences on a non-holiday and ends on the holiday would not be a holiday tour of duty. This tour of duty shall be considered a non-holiday tour of duty. An employee is not entitled to receive holiday premium pay or paid holiday time off for any portion of the tour of duty that falls within the calendar holiday when the tour or duty (i.e., workday) did not commence (i.e., begin) on the holiday.

(See sections 3, 4, 5, and 6 for full-time employees with a basic workweek and sections 5 and 6 for part-time employees of E.O. 11582, February 11, 1971.) If a full-time employee has no daily tour of duty that commences on a given holiday, the employee is entitled to an "in lieu of" holiday. (See above section and the Fact Sheet: "Federal Holidays — ‘In Lieu Of' Determination."

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Pay on a Holiday

Employees who are excused from duty on a designated holiday (i.e., paid holiday time off) receive their rate of basic pay for the applicable number of holiday hours that are part of a holiday tour of duty. If an employee's daily tour of duty includes parts of two calendar days, the tour commencing on the designated holiday is a holiday tour of duty (see above section "Holiday Tour of Duty"), and, in the case of a full-day holiday, the entire tour is considered to be on the given holiday; however, in the case of a half-day holiday, only part of the tour will be considered to be on the given holiday, as described in the sections for Full-time Employees and Part-time Employees below.

Full-time Employees

Full-time employees who are not required to work on a holiday receive their rate of basic pay for the applicable number of holiday hours—i.e., hours during the employee's holiday tour of duty.

Standard (40-Hour/5-Day Week) Work Schedules. On a holiday, full-time employees under a standard work schedule are generally excused from 8 hours of non-overtime work, which are considered part of the 40-hour basic workweek. In the event the President issues an Executive order granting a "half-day" holiday, a full-time employee on a standard work schedule is credited with 4 holiday hours.

Flexible Work Schedules. On a holiday, full-time employees under flexible work schedules are credited with 8 hours towards their 80-hour basic work requirement for the pay period. Employees under flexible work schedules are credited with 8 holiday hours even if they would otherwise work more hours on that day. In the event the President issues an Executive order granting a "half-day" holiday, a full-time employee on a flexible work schedule is credited with half the number of hours he or she was scheduled to work, not to exceed 4 hours. (See 5 U.S.C. 6124 and the definition of "basic work requirement" in 5 U.S.C. 6121(3).)

Compressed Work Schedules. On a holiday, full-time employees under compressed work schedules are generally excused from all of the non-overtime hours they would otherwise work on that day—that is, their "basic work requirement" hours. For example, if a holiday falls on a 9- or 10-hour basic workday, the employee's holiday is 9 or 10 hours, respectively. In the event the President issues an Executive order granting a "half-day" holiday, a full-time employee on a compressed work schedule is entitled to basic pay for half the number of hours he or she would otherwise work on that day. (See 5 CFR 610.406(a).)

Part-time Employees

A part-time employee is entitled to a holiday when the employee's daily tour of duty commences on a calendar holiday. This does not include overtime work. Part-time employees are not entitled to an "in lieu of" holiday. Part-time employees who are excused from work on a holiday receive their rate of basic pay for the applicable number of holiday hours.

Standard (40-Hour/5-Day Week) Work Schedules. On a holiday, part-time employees under standard work schedules are generally excused from duty for the number of basic (non-overtime) hours they are regularly scheduled to work on that day, not to exceed 8 hours. In the event the President issues an Executive order granting a "half-day" holiday, a part-time employee on a standard work schedule is excused from duty for half the number of hours in his or her basic (non-overtime) workday, not to exceed 4 hours.

Flexible Work Schedules. On a holiday, part-time employees under a flexible work schedule are generally excused from duty for the number of hours of their "basic work requirement" (i.e., non-overtime hours) on that day, not to exceed 8 hours. (See 5 CFR 610.405.) In the event the President issues an Executive order granting a "half-day" holiday, a part-time employee on a flexible work schedule is generally excused from duty for half the number of hours in his or her "basic work requirement" on that day, not to exceed 4 hours.

Compressed Work Schedules. On a holiday, part-time employees under a compressed work schedule are generally excused from all of the hours of their compressed work schedules (i.e., "basic work requirement") on that day. (See 5 CFR 610.406(b).) In the event the President issues an Executive order granting a "half-day" holiday, a part-time employee on a compressed work schedule is generally excused from half of the hours of his or her compressed work schedule on that day.

Effect of Being in Pay or Non-Pay Status Before or After the Holiday

Employees must be in a pay status or a paid time off status (i.e., leave, compensatory time off, compensatory time off for travel, or credit hours) on their scheduled workdays either before or after a holiday in order to be entitled to their regular pay for that day. The minimum time in a pay status required to receive regular paid holiday time off is one hour.

Employees who are in a non-pay status for the workdays immediately before and after a holiday may not receive compensation for that holiday.

New Appointments

New employees whose effective date of appointment on their SF-50 is on a Sunday or another day that is immediately followed by a holiday are entitled to paid holiday time off, if they work at least one hour on either the day before or after the holiday. The holiday must be part of an employee's basic administrative work schedule. If an employee's date of appointment takes effect after the holiday, the holiday was not part of employee's work schedule for the pay period, and the employee has no entitlement to paid holiday time off.

Holiday Work

"Holiday work" means non-overtime work performed by employees during their regularly scheduled daily tour of duty on a holiday. (See 5 CFR 550.103.) (See above section entitled "Holiday Tour of Duty" regarding the treatment of a regularly scheduled daily tour that covers a portion of two calendar days (i.e., overlapping tour consisting of part of a holiday calendar day and part of a non-holiday calendar day) as being "on" a holiday only if the tour commences on the calendar holiday, as provided by Executive Order 11582.)

Holiday Premium Pay

For each hour of holiday work, employees receive holiday premium pay in addition to their rate of basic pay. Holiday premium pay is equal to an employee's rate of basic pay. Employees who are required to work on a holiday receive their rate of basic pay, plus holiday premium pay, for each hour of holiday work—i.e., double or 200 percent of their rate of basic pay. (See 5 U.S.C. 5546(b) and 5 CFR 550.131(a); and, for Federal Wage System employees, 5 CFR 532.507(a).)

Employees who are required to perform any work during basic (non-overtime) holiday hours are entitled to a minimum of 2 hours of holiday premium pay. (See 5 U.S.C. 5546(c) and 5 CFR 550.131(c); and, for Federal Wage System employees, 5 CFR 532.507(c).)

Standard Work Schedules. Employees are entitled to holiday premium pay if they are required to work on a holiday during their regularly scheduled non-overtime basic tours of duty, not to exceed 8 hours. In the event the President issues an Executive order granting a "half-day" holiday, an employee on a standard work schedule is entitled to holiday premium pay for work during the last half of their basic workday—i.e., 4 hours for a full-time employee and half of the scheduled part-time daily tour (not to exceed 4 hours) for a part-time employee.

Flexible Work Schedules. Employees under flexible work schedules are entitled to holiday premium pay if they are required to work during the hours of their "basic work requirement" (i.e., non-overtime hours) on that day, not to exceed 8 hours. In the event the President issues an Executive order granting a "half-day" holiday, employees on a flexible work schedule are entitled to holiday premium pay for work during the last half of their "basic work requirement" (i.e., non-overtime hours) on that day, not to exceed 4 hours.

Compressed Work Schedules. Employees under compressed work schedules are entitled to holiday premium pay if they are required to work during their "basic work requirement" on that day. The number of hours of holiday premium pay may not exceed the hours in an employee's compressed work schedule for that day (e.g., 8, 9, or 10 non-overtime hours). (See 5 CFR 610.407.) In the event the President issues an Executive order granting a "half-day" holiday, employees on a compressed work schedule are entitled to holiday premium pay for work during the last half of their "basic work requirement" (i.e., non-overtime hours) on that day.

Part-time employees do not receive holiday premium pay for working on an "in lieu of" holiday for full-time employees.

Holiday Not Worked as Scheduled

An employee who is scheduled to perform work on a holiday and who does not report to work for a reason (such as illness) that is approved by the agency generally may be excused from duty and not be charged leave for the hours covered by the holiday. The employee will receive paid holiday time off. (See 5 U.S.C. 6302(a).)

Certain employees, such as firefighters, who receive special compensation that anticipates holiday work, thereby forgoing entitlement to holiday premium pay, may be charged leave for an absence occurring on a holiday during which the employee was scheduled to work.

An employee who is not approved to be absent from duty on a workday scheduled on a holiday and who refuses to work on the holiday may be charged as being absent without leave (AWOL) and denied pay for that day (i.e., may not receive paid holiday time off). (See 44 Comp. Gen. 274 (1964), B-24647.)

Overtime Work on a Holiday

Employees are entitled to overtime pay, or compensatory time off, when applicable, if the agency requires overtime work on a holiday.

Overtime work must generally be ordered or approved. However, employees who are covered by the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended (FLSA), also are entitled to overtime pay if overtime work is "suffered or permitted" by a supervisor. One exception is that no "suffered and permitted" hours of work can be credited to employees under flexible work schedules. (See definition of "overtime hours" at 5 U.S.C. 6121(6).)

Standard (40-Hour/5-Day Week) Work Schedules. For most employees on a standard work schedule, overtime work on a holiday is work in excess of 8 hours in a day or 40 hours in a week.

Flexible Work Schedules. Overtime work on a holiday for employees under flexible work schedules is work in excess of 8 hours in a day or 40 hours in a week that is officially ordered in advance. Basic work requirement hours and credit hours are not overtime hours. (See 5 U.S.C. 6121(3), (4), and (6).)

Compressed Work Schedules. Overtime work on a holiday for an employee under a compressed work schedule is hours of work in excess of the employee's compressed work schedule (e.g., 8-, 9-, or 10-hour "basic work requirement") on that day. (See 5 U.S.C. 6121(7).)

Paid holiday time off hours, hours of paid leave, use of accrued compensatory time off or credit hours, and hours of excused absence with pay are credited as hours of work towards the overtime pay standards. For example, these hours are credited when determining whether an employee has worked in excess of 8 hours in a day or 40 hours in a week under a standard or flexible work schedule. (See 5 CFR 550.112(c) and 5 CFR 551.401(b).)

Employees are not excused from overtime work on a holiday because of the holiday.

Night Work on a Holiday

Except for Federal Wage System employees (discussed below), employees are generally entitled to night pay under 5 U.S.C. 5545(a). Employees are entitled to night pay for regularly scheduled work at night, including actual work performed at night during holiday hours or overtime hours. Night pay is paid in addition to holiday premium pay, Sunday pay, or overtime pay. (See 5 CFR 550.122(c).)

Employees also are entitled to night pay when they are excused from regularly scheduled night work during holiday hours. An employee who is excused from night work during holiday hours receives his or her rate of basic pay plus night pay. (See 5 CFR 550.122(a).)

Federal Wage System (blue collar) employees are entitled to a night shift differential under 5 U.S.C. 5343(f). A Federal Wage System employee regularly assigned to a shift for which a night shift differential is payable is entitled to the night shift differential while excused from duty during holiday hours (5 CFR 532.505(b)). Night shift differential is part of basic pay for Federal Wage System employees. (See 5 U.S.C. 5343(f).)

Sunday Work

An employee is entitled to holiday premium pay and Sunday premium pay if he or she is required to work during holiday hours on Sunday and Sunday work is part of the employee's regularly scheduled basic workweek (or basic work requirement). If an employee does not work during the holiday hours on Sunday, the employee receives basic pay for the holiday hours, but is not entitled to Sunday premium pay because Sunday premium pay cannot be paid unless an employee actually performs work on Sunday. (See section 624 of the Treasury and General Government Appropriations Act, 1999; 5 U.S.C. 5544(a), 5546(a) and 6128(c); and 5 CFR 532.509 and 550.172.)

• 5 U.S.C. 5546, 6101, 6103, 6104, and 6124
• E.O. 11582 of February 11, 1971
• 5 CFR 550.103 (definition of holiday work ), 550.131 and 550.132
• CFR 550.122(a), 550.131-550.132, 610.201-610.202, and 610.405-610.407; for Federal Wage System employees, 5 CFR 532.505(a) and 532.507
• 25 Comp. Gen. 452 (1945); 32 Comp. Gen. 378 (1953);
• 51 Comp. Gen. 586 (1972); B-192104, September 1, 1978; and 63 Comp. Gen. 306 (1984)
• B-187520, February 22, 1977; B-186687, January 13, 1977; and 56 Comp. Gen. 393 (1977)

Related Information

• Fact Sheet: Federal Holidays—"In Lieu Of" Determination
• Fact Sheet: Federal Holidays
• Compensation Main Page

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Bank holidays for Lok Sabha election 2024: Check the full list of cities

Banks will be closed in seven cities, as per a holiday calendar set by the reserve bank of india.

RBI placces bank holidays into three separate brackets.

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Bank holidays in december: banks to remain closed for 18 days; check list, ram mandir: these states have declared a holiday on january 22. check list, stock market holiday: bse, nse closed today due to guru nanak jayanti, banks closed for 14 days in april; check the state-wise list of holidays, mahindra holidays q2fy24 result: profit dips 48% to rs 21 cr; income up 7%, ipl 2024: travel demand for venues up by 25%; mumbai, bangalore hotspots, flipkart starts summer sale: deals on acs, refrigerators, fans available, save income tax with health insurance under section 80d: here's how, 70% opt for cost-effective health policies: these are the most popular ones, obesity and more: what can prevent you from applying for health insurance.

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Muslims worldwide celebrate Eid al-Fitr in the shadow of Gaza’s misery

Muslims around the world were celebrating the Eid al-Fitr holiday, marking the end of the Islamic holy month with prayers, family reunions, and sweet treats. But the celebrations were overshadowed by the worsening humanitarian crisis in the Gaza Strip and Israel’s expected offensive in the city of Rafah despite efforts from its Western allies to halt the fighting after six months of war. (AP video shot by Mohammad Habib Rahmani, Lujain Jo, Imad Issied, Mohsen Ganji and Mohammad Habib Rahmani)

Muslims in Indonesia joined communal prayers shoulder-to-shoulder on the streets and inside mosques on Wednesday. Jakarta’s Istiqlal Grand Mosque, the largest in Southeast Asia, was flooded with devotees offering morning prayers. The Eid al-Fitr holiday marking the end of the Islamic holy month of Ramadan was celebrated on Wednesday with family reunions, new clothes and sweet treats. (AP video/Andi Jatmiko)

Muslims around Europe celebrated the Eid al-Fitr holiday Wednesday, marking the end of the Islamic holy month with family reunions, new clothes and sweet treats. (AP video/Mehmet Guzel)

Pakistani Muslims performed Eid al-Fitr prayers in parks and sports grounds in Karachi on Wednesday, marking the end of the fasting month of Ramadan. The prayer leaders prayed for the improvement in the conditions of Palestinians amid the Israel-Hamas war. (AP Video/Muhammad Farooq)

In a cemetery in Deir Al-Balah, grieving mothers spent the first morning of Eid al-Fitr at the grave sides of their dead sons and daughters killed in the ongoing Israel-Hamas war in Gaza. After morning prayers, Muslims often visit the graves of deceased loved ones during the three day festival that marks the end of the holy fasting month of Ramadan. (AP Video by Abd Kareem Hana)

Muslims attend prayers at National Mosque for the Eid al-Fitr, marking the end the holy fasting month of Ramadan in Kuala Lumpur, Malaysia, Wednesday, April 10, 2024. (AP Photo/Vincent Thian)

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Muslim devotees offer Eid al-Fitr prayers to mark the end of Ramadan, the Islamic holy month of fasting, in Nairobi, Kenya Wednesday, April. 10, 2024. (AP Photo/Brian Inganga)

Muslim women perform an Eid al-Fitr prayer, marking the end of the fasting month of Ramadan, at historical Badshahi mosque in Lahore, Pakistan, Wednesday, April, 10, 2024. (AP Photo/K.M. Chaudary)

A worshipper performs an Eid al-Fitr prayer, marking the end of the Muslims’ holy fasting month of Ramadan, in Tehran, Iran, on Wednesday, April 10, 2024. (AP Photo/Vahid Salemi)

Muslims perform an Eid al-Fitr prayer, marking the end of the fasting month of Ramadan, in Berlin, Germany, Wednesday, April, 10, 2024. (AP Photo/Ebrahim Noroozi)

A Muslim child stands beside his father performing an Eid al-Fitr prayer with others, marking the end of the fasting month of Ramadan, in Rawalpindi, Pakistan, Wednesday, April, 10, 2024. (AP Photo/Anjum Naveed)

A little girl takes part alongside men in Eid al-Fitr prayers in Bucharest, Romania, Wednesday, April 10, 2024. Members of the Romanian Muslim community joined prayers at the Dinamo stadium in the Romanian capital, in the largest Muslim public gathering of the year. Eid al-Fitr marks the end of the holy fasting month of Ramadan. (AP Photo/Andreea Alexandru)

Muslims perform Eid al-Fitr prayers, marking the end of the fasting month of Ramadan in Lagos, Nigeria, Wednesday, April 10, 2024. (AP Photo/Sunday Alamba)

Muslim men perform an Eid al-Fitr prayer marking the end of the holy fasting month of Ramadan on a street in Jakarta, Indonesia, Wednesday, April 10, 2024. (AP Photo/Dita Alangkara)

Muslims perform an Eid al-Fitr prayer, marking the end of the fasting month of Ramadan, in Rawalpindi, Pakistan, Wednesday, April, 10, 2024. (AP Photo/Anjum Naveed)

Muslims offer prayers at National Mosque for the Eid al-Fitr, marking the end the holy fasting month of Ramadan in Kuala Lumpur, Malaysia, Wednesday, April 10, 2024. (AP Photo/Vincent Thian)

Palestinians gather for Eid al-Fitr prayers by the Dome of the Rock shrine in the Al Aqsa Mosque compound in Jerusalem’s Old City, Wednesday, April 10, 2024. The holiday marks the end of the holy month of Ramadan, when devout Muslims fast from sunrise to sunset. (AP Photo/Mahmoud Illean)

A Muslim woman shows her daughter how to pray as they attend prayers at National Mosque for the Eid al-Fitr, marking the end the holy fasting month of Ramadan in Kuala Lumpur, Malaysia, Wednesday, April 10, 2024. (AP Photo/Vincent Thian)

Muslims pray outside a mosque as they celebrate Eid al-Fitr, marking the end of the Muslims’ holy fasting month of Ramadan, in St. Petersburg, Russia, Wednesday, April 10, 2024. (AP Photo/Dmitri Lovetsky)

A Bosnian Muslim man prays with his son during the first day of Eid al-Fitr, which marks the end of the holy fasting month of Ramadan in Gazi Husrev-beg Mosque in Sarajevo, Bosnia, Wednesday, April 10, 2024. (AP Photo/Armin Durgut)

Muslim men offer the Eid al-Fitr prayers to mark the end of the holy fasting month of Ramadan at the Niujie Mosque in Beijing, China, Wednesday, April 10, 2024. (AP Photo/Tatan Syuflana)

Muslim women attend an Eid al-Fitr prayer marking the end of the holy fasting month of Ramadan in Jakarta, Indonesia, Wednesday, April 10, 2024. (AP Photo/Dita Alangkara)

Muslims celebrate Eid al-Fitr, marking the end of the Muslim holy fasting month of Ramadan outside al-Seddik mosque in Cairo, Egypt, Wednesday, April 10, 2024. (AP Photo/Amr Nabil)

Muslim children share Eid greeting after attending an Eid al-Fitr prayer, marking the end of the fasting month of Ramadan in Karachi, Pakistan, Wednesday, April, 10, 2024. (AP Photo/Fareed Khan)

Palestinians visit the graves of their relatives who were killed in the war between Israel and the Hamas militant group on the first day of the Muslim holiday of Eid al-Fitr, in Deir al-Balah, Gaza, Wednesday, April 10, 2024. (AP Photo/Abdel Kareem Hana)

ISTANBUL (AP) — Muslims around the world celebrated the Eid al-Fitr holiday Wednesday, marking the end of the holy month of Ramadan. But events were overshadowed by the worsening crisis in Gaza and Israel’s expected military offensive in Rafah city after six months of war.

“We should not forget our brothers and sisters in Palestine,” one imam, Abdulrahman Musa, said in Kenya’s capital, Nairobi. “They have been subjected to unjustified aggression and a lot of violence (as) the world is watching in silence.”

In a holiday message, Turkish President Recep Tayyip Erdogan sent support to Gaza, which he called a “bleeding wound on the conscience of humanity.”

In Istanbul, some of the thousands of worshipers at the Aya Sofya Mosque carried Palestinian flags and chanted slogans in support of residents of Gaza, where the United Nations warns that more than a million people are at threat of imminent famine and little aid is allowed in.

Inside Gaza, there was little joy. Palestinians in the refugee camp of Jabaliya near Gaza City mourned loved ones among the over 33,000 killed in Israel’s offensive in response to Hamas’s deadly Oct. 7 attack in Israel.

Om Nidal Abu Omeira sat alone among bombed-out buildings and wept on the grave of her mother, son-in-law, and grandson. All were killed in Israel’s offensive.

“They (the children) keep saying, ‘I miss my father, where is he?’ I tell them that he’s in heaven,” she told The Associated Press. “They start crying, and then I start crying with them.”

Elsewhere, people were grateful for the plenty they had after a month of fasting and reflection. Before the holiday, markets around the world teemed with shoppers. Residents poured out of cities to return to villages to celebrate with loved ones.

In Indonesia, the world’s most populous Muslim nation, nearly three-quarters of the population were traveling for the annual homecoming known locally as “mudik.”

“This is a right moment to reconnect, like recharging energy that has been drained almost a year away from home,” said civil servant Ridho Alfian.

Jakarta’s Istiqlal Grand Mosque, the largest in Southeast Asia, was flooded with devotees. Preachers in their sermons called on people to pray for Muslims in Gaza.

“This is the time for Muslims and non-Muslims to show humanitarian solidarity, because the conflict in Gaza is not a religious war, but a humanitarian problem,” said Jimly Asshiddiqie, who chairs the advisory board of the Indonesian Mosque Council.

In Berlin, worshipers reflected the world, coming from Benin, Ghana, Syria, Afghanistan and Turkey.

“It’s a day where we feel grateful for everything we have here, and think and give to those who are poor, facing war and have to go hungry,” said Azhra Ahmad, a 45-year-old mother of five.

In Pakistan , authorities deployed more than 100,000 police and paramilitary forces to maintain security at mosques and marketplaces.

In Malaysia, ethnic Malay Muslims performed morning prayers at mosques nationwide just weeks after socks printed with the word “Allah” at a convenience store chain sparked a furor. Many found it offensive.

Malaysia’s Prime Minister Anwar Ibrahim called for unity and reconciliation, saying no groups should be sidelined based on religion or any other reason.

In Russia, worshipers gathered as their leaders vowed loyalty to fellow citizens amid tensions following last month’s attack by an extremist group on a music hall outside Moscow in which 130 people were killed. The Islamic State group’s Afghanistan affiliate claimed responsibility.

“As our country’s president, Vladimir Putin, said, terrorism has neither a nationality nor a religion, the chairman of the Council of Muftis in Russia said. “We call to unite against the threat, against those dark forces.”

Karmini contributed from Jakarta along with Associated Press journalists around the world.