A retained rate is considered to be an employee's rate of basic pay for the purpose of computing or applying—

Retirement deductions, contributions, and benefits under 5 U.S.C. chapters 83 and 84;

Life insurance premiums and benefits under 5 U.S.C. chapter 87;

Premium pay under 5 U.S.C. chapter 55, subchapter V, and 5 CFR part 532 and part 550, subparts A and I;

Severance pay under 5 U.S.C. 5595 and 5 CFR part 550, subpart G;

Post differentials under 5 U.S.C. 5925 and danger pay allowances under 5 U.S.C. 5928;

Nonforeign area cost-of-living allowances and post differentials under 5 U.S.C. 5941(a) and 5 CFR part 591, subpart B;

Lump-sum payments for accumulated and annual leave under 5 CFR part 550, subpart L;

General Schedule pay administration provisions (e.g., promotion increases) to the extent provided in 5 CFR part 531, subpart B;

Pay administration provisions for prevailing rate employees to the extent provided in 5 CFR part 532;

Adverse action provisions in 5 CFR part 752;

Other provisions as specified in other statutes or regulations; and

Payments and benefits equivalent to those listed in this section under other legal authorities, as determined by the head of the agency or other authorized official responsible for administering such payments or benefits.

For the purpose of applying other laws and regulations not listed in paragraph (a) of this section to an employee receiving a retained rate, the employee's rate of basic pay is deemed to be the applicable maximum rate of basic pay for the employee's position of record (e.g., the maximum rate of basic pay for a locality rate range or special rate range, as applicable, for the purpose of computing a percentage-based award under 5 CFR 451.104(g)).