AG Crest

Non Appropriated Fund Employment

  • NAF Employment
  • Delegated Recruitment
  • Worker's Compensation

Non Appropriated Fund Employment

Employment of Youth in NAF

The minimum age for NAF employment is 16. Persons 16 and 17 years old may work in any job for which they qualify. There are some restrictions on the type of work they can do and the hours they can work. There are also conditions that must be met for youth who have not completed secondary education.

The policy on employment of youth is contained in AER 215-3.

Employment of Non-US Citizens in NAF Positions

Non-U.S. citizens who are lawful permanent residents of the United States (U.S. resident aliens with a permanent resident card or green card) may be employed in NAF under U.S. employment conditions if they are citizens of a NATO country other than the country in which the employment is located. In accordance with the NATO Status of Forces Agreement, U.S. resident aliens may not be employed under US conditions in the country of their citizenship, in the country of their permanent residence, or if they are not a citizen of a NATO country.

Non-US citizens who cannot be employed under the US employment system may be employed under the Local National employment system, subject to the laws of the host nation. This includes green card holders who are not citizens of a NATO country. Information about employment eligibility is available from the local Civilian Personnel Advisory Center NAF Human Resources Office.

Delegated Recruitment of NAF Positions

Commanders may delegate direct recruitment authority for US NAF positions to any level of management deemed appropriate. Delegated recruitment authority may be used for pay band positions at levels NF 1 through NF-3, childcare pay band positions, and Federal Wage System positions.

When managers exercise recruitment authority, the NAF Human Resources Office will not duplicate recruitment for the same positions at the same activity. Delegated recruitment may not be used for positions for which LN recruitment is also used. Information on delegation of recruitment is contained in AER 215-3.

NAF positions designated as Hard-to-Fill are also addressed in AER 215-3.

NAF Worker's Compensation Program

NAF managers and supervisors are responsible for insuring that injured employees receive prompt and fair medical treatment for any job related accident or injury. The key to assuring that medical needs are fully accomplished and that employees are compensated for any lost time and medical expenses is the timely and accurate reporting of all injuries. 

NAF employee injury claims are covered under the Longshore and Harbor Workers' Compensation Act administered by the Department of Labor.   Provisions of the Act cover medical costs for the treatment, and benefits for disability or death resulting from injury or occupational disease.

Simply stated, when an on-the-job accident results in injury:

  • The injured employee or a representative is obliged to tell the facility manager or supervisor when, where and how the injury occurred.
  • The manager authorizes medical treatment for the employee, receives the doctor's medical assessment, annotates how much work time the employee has lost due to the injury and notifies the personnel office.
  • The personnel office, in turn, notifies the Workmans' Compensation claims service contractor, the Department of Labor and the Department of the Army (Army Central Insurance Fund).

To record each step in the Worker's Compensation process specific forms must be completed.  All required forms are listed below along with a short explanation of who is to fill it out and what is to be done with the completed form.  Additionally, by clicking  on the form you will be able to view and printed each of the required forms. If difficulties in printing occur, you should contact your local NAF Civilian Personnel Office for assistance in obtaining the required forms.


Part A of the LS-1 form is completed by the employee's supervisor and should be given to the employee to take to the physician of their choice.  The employee should tell the supervisor where they plan to get treatment so this information is entered on Part A, Number 2.  In emergencies, first arrange for medical care, then submit the LS-1. The medical facility or physician must complete Part B of the LS-1 form is completed by the medical facility or doctor. (The claims service contractor has prepared a German version of the LS-1 for use, as needed, when employees receive medical treatment from German doctors or facilities. The German version of the form is available at your local NAF Civilian Personnel Office.) The supervisor may request a copy of the completed LS-1 from the employee. (NOTE: Injured employees may use either American Military or German medical facilities, however, American Military facilities will provide medical treatment without charge for the initial visit if the employee is making a Workers' Compensation claim and presents the LS-1 Form to the cashier).


The LS-202 form is completed by the employee's supervisor and is used by the claim service contractor to establish a claim. The claim service contractor will make all determinations of compensability. It is important that accurate work schedules and salaries are reflected on the form and that all blocks on the form are filled. This form must be forwarded to the NAF Personnel Office within 3 days of the injury.


The LS-204 form is completed when absence from work due to an on-the-job injury extends over a long period of time. The employee is required to submit supplementary progress reports prepared by their attending physician to the NAF Personnel Office every 30 days, attesting to the employee's continuing disability, followed by a final report attesting to the employee's recovery and ability to return to work. Supervisors must insure that the injured employee receives a supply of these forms and understands their responsibility in returning completed copies.  The LS204 is also sent to the claim service contractor.


The LS-210 form must be completed by the supervisor for each pay period of absence from work (lost time) due to the injury followed by a final report attesting to the employee's return to work on a full time basis.  The supervisor gives these completed reports to their local NAF Civilian Personnel Office.


The employee, or a representative, uses this form to describe the on-the-job injury incident and request Workers' Compensation benefits. On the form, the employee describes when, where, and how the injury occurred. 


The Claim Benefit Option provides eligible injured employees the opportunity to  receive full pay (sick leave) for lost time while absent from work due to an on-the-job injury, or to receive only the amount of temporary disability benefits that the claims service contractor pays for lost time. If the employee elects to receive full pay (sick leave) he/she agrees to assign, and endorse temporary disability benefits checks issued by the claims service contractor over to the employment fund, in effect, buying back sick leave hours used, equal to the amount of the temporary disability benefits checks.