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applicable to his position. If, instead, petitioner chose to be
recruited on a reimbursable basis, he would receive his salary
and emoluments directly from the DOA at the salary level
applicable to his former grade as a U.S. employee (GS-14), would
be granted reemployment rights with the U.S. Government for a
limited period following his employment under the NATO
appointment, and would continue to be eligible to participate in
employee benefit programs. Under the reimbursable option, NATO
would provide the United States with a credit against its fiscal
assessment for the amount of salary and emoluments that would
otherwise have been paid by NATO to petitioner pursuant to NATO's
salary scale. Petitioner would continue to be considered for
every promotion he would have been considered for had he remained
with the DOA, and if his former position was upgraded during his
absence, he would be upgraded as if he were still in that
position. Even in the reimbursable status, however, petitioner
would be entitled to certain educational allowances provided and
paid to him directly by NATO in accordance with NATO policy and
regulations.
Petitioner elected to be recruited on the "reimbursable"
basis and was transferred to NATO's international staff in
accordance with the London Agreement. Accordingly, as a then
employee of the U.S. Government who was transferred to an
international organization (NATO), petitioner was entitled to,
and did continue to participate in the U.S. Civil Service
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