In general, as a condition of employment, an Intern appointment expires 120 days after the completion of the academic course of study, unless the Intern is selected for non-competitive conversion to the competitive service. If the agency is not planning to convert the intern, can the agency terminate the Intern prior to the end of the 120 days? (READ MORE)
Termination as a condition of employment only occurs when the Intern is separated at the end of the 120 day period after completion of the academic degree requirement. If the termination occurs before the end of the 120-day period, the agency must determine if the Intern meets the definition of "employee" in chapter 75 of title 5 and is entitled to appeal rights before taking any action to remove the Intern. If it is determined that the Intern has appeal rights, then the adverse actions procedures in 5 CFR 752 would apply to a termination occurring prior to the end of the 120-day period.
Do the reduction in force (RIF) rules apply to a Recent Graduate who is terminated when his or her appointment expires? (READ MORE)
No. 5 CFR 362.306(a) states that the expiration of a Recent Graduates appointment is not subject to the RIF requirements in 5 CFR 351.