CHAPPS applies to every type of worker across military and civilian sectors. The same 168-hour framework governs every category — ensuring equal treatment, equal transparency, and equal protection of every worker's time.
24/7 duty soldiers and service members operating on an active schedule. CHAPPS accounts for all active duty hours, rest periods, and deployment rotations within the 168-hour framework. Military workers are perhaps the clearest example of an institution that has always operated on all 168 hours of the week — but never paid that way.
National Guard and Reserve members serving under MUTA (Multiple Unit Training Assembly) structures. CHAPPS ensures their part-time service hours are fully accounted for within the 168-hour framework, regardless of activation status.
Bargaining unit civilian employees working the standard 8-hour, 5-day schedule. CHAPPS restructures their pay into taxable and non-taxable allocations, dramatically reducing their tax exposure while increasing total compensation transparency.
Temporary and flexible civilian bargaining replacement workers — the category historically most vulnerable to wage manipulation and benefit denial. CHAPPS applies the same fair pay structure to Flexis regardless of schedule variation or hours worked per period.
Supervisors and non-bargaining unit employees who earn a fixed salary. CHAPPS ensures their compensation is structured transparently within the 168-hour model. Even salaried nonbargaining workers have 168 hours in a week — and CHAPPS accounts for all of them.
Regardless of pay category, every worker in the CHAPPS system participates in the bid process. Workers choose or apply for positions, schedules, and locations — giving them ownership over where and how their 40 clockable hours are spent.
The numbers tell the story. Across all five worker categories, CHAPPS produces a dramatically different outcome for the worker.
CHAPPS recognizes 11 paid holidays per year — split into two tiers with different rules. Major holidays cancel the regular work day. Non-major holidays run the standard schedule with 8 additional hours of holiday pay.
| New Year’s Day | January 1 |
| Memorial Day | Last Mon in May |
| Independence Day | July 4 |
| Labor Day | 1st Mon in September |
| Thanksgiving Day | 4th Thu in November |
| Christmas Day | December 25 |
Regular work day cancelled. Parcels, medicine, and express mail only (Sunday schedule). Holiday pay is built into the worker’s rate — no separate calculation.
| Martin Luther King Jr. Day | 3rd Mon in January |
| Washington’s Birthday | 3rd Mon in February |
| Juneteenth | June 19 |
| Columbus Day | 2nd Mon in October |
| Veterans Day | November 11 |
Regular route runs as normal. Worker receives their standard pay plus 8 additional hours of holiday pay. Built into the rate — no negotiation required.
CHAPPS tracks leave in hours, not days — for precision and consistency across all five worker categories. Both types are documented, owned by the worker, and non-negotiable.
| Years of Service | Annual Leave | Notes |
|---|---|---|
| 0 – 3 Years | Accruing | Not yet eligible for full draw |
| 3+ Years | 160 hrs / year | Full annual leave granted |
| 15+ Years | 208 hrs / year | 160 base + 48 bonus hours |
| Category | Amount | Carry-Over |
|---|---|---|
| Sick Leave — Annual Accrual | 104 hrs / year | Yes |
| Maximum Balance | No cap — unlimited carry-over | |
CHAPPS operates on a 72-month cycle — six years of structured compensation built from two overlapping calendar systems working together.
The CHAPPS system runs two simultaneous clocks. The fiscal year clock starts in October — it governs pay accumulation, quarterly refreshes, and the “Next Year’s Salary” conversion cycle. The calendar year clock starts in January — it governs standard civil and tax reporting.
These two clocks complete a full synchronized cycle every 72 months. Over that period, every pay category, every accumulation cycle, and every refresh event lines up exactly as documented. Nothing drifts. Nothing gets lost between fiscal and calendar boundaries.
The 72-month structure ensures that the CHAPPS system is fully self-auditing across both calendars simultaneously — a level of structural accountability that no traditional pay system provides.
The math was always there. Traditional pay systems were built on a fiction that kept workers underpaid. Read the full Hidden Figures story.