It's not the same job though. They are taking paid vacation from one job, while working their second job. The fact that it's the same employer means nothing, since that employer hired that person to do 2 separate jobs. For example, if a TR takes mil leave at the same time they take PTO from their GS Treasury dept job to maximize their vacation, no one blinks an eye at them getting paid twice to do the same thing by the same employer. What makes it all stupid (and gives an incorrect outside *appearance* of potential F/W/A) is the unfair rules piling up on ARTs over the years that blur the line between their civilian and military status. The biggest of which is tying an ART's civilian GS job to their part time TR status. They can't quit being a TR and just be a GS employee, nor can they typically quit (at will, like any other GS job that's not an ART) the GS job and stay a TR (without repercussions). The GS portion should be decoupled from the TR portion, but they won't do that because they know either no one will take the job (especially if there's a requirement to have military aviation experience in the unit's MWS), or they can't retain full time experience for cheap anymore. Part of the problem is following the AD model of using squadron pilots to fill jobs: a scheduler doesn't need to know how to fly the jet, just the scheduling and crew rest rules. Training shop just needs to understand how to read the training tables (if the A1C in SARM/HARM can do it, why do you need a GS-12+ to do it as an ART?) But all of those can be done by someone without wings for much less money. And if it's something that needs a pilot's inputs, they can get that one weekend a month from a TR assigned to the shop, or anytime from an AGR. Much less important, but related, is forcing ARTs to wear a military uniform while in civilian status, which completely blurs the line between what status they are working in, and creates the appearance of doing *military* work when they are in fact doing *civilian* work. This appearance can lead to thinking they are paid twice for the same work: once for their military leave for their part time TR job (military job), and again for being in the office working in a military uniform they are forced to wear off duty (civilian job). The government is utilizing them like full time AD, without paying them full time AD pay and benefits. This also gives DoD a lot more flexibility in manning, since civilians don't count against end strength, making the positions easier to create/eliminate (maybe not at the unit level) as needed, so long as funding is available. And yes, AD is the better comparison than AGR, as AGRs have limits on how they are utilized.