The Department will adhere to all applicable Government-wide rules and
regulations and the provisions in this Article in the administration of leave.
Moreover, the Department shall administer this Article in accordance with DPR 630,
as specified or except as provided herein.
Section 1. Annual Leave
a. An employee has the right to take annual leave (as described in Section 1.c
of this Article), subject to the right of the supervisor to schedule the time at
which annual leave may be taken based solely on the needs of the
Department in accomplishing its mission. The employee and supervisor are
encouraged to plan, to the extent possible, the utilization of annual leave.
b. Approval to use annual leave that an employee has not yet earned is at the
discretion of the supervisor. The amount of annual leave that may be
advanced is limited to the amount of annual leave an employee would
accrue in the remainder of the leave year. When an employee who is
indebted for advanced annual leave separates from Federal service, he or
she is required to refund the amount of advance leave for which he or she
c. Except in an emergency (unanticipated event), annual leave must be
requested in advance (i.e., when the employee has knowledge of the need).
Management's decision to grant or deny annual leave will be based solely
on mission (including coverage) requirements. The reason for the leave
request will not be considered except in emergency situations. If requested
by the employee, the supervisor shall discuss the reason for the denial of
any request, and discuss when the employee would be able to take the
d. Annual leave may be used in increments of fifteen (15) minutes (.25 hours).
e. Annual leave which is accrued beyond 240 hours will be lost at the end of
the leave year unless it is used or the leave is restored. Annual leave above
the 240 hour carry-over limit may be restored if: (1) the leave has been
requested by the employee in writing before the beginning of the third pay
period before the end of the leave year; (2) it is approved by the supervisor
in writing but is subsequently not used in the leave year due to illness or
business exigency; and (3) it cannot be rescheduled during the remainder of
the leave year.
Section 2. Sick Leave
a. Earned sick leave shall be granted in accordance with 5 CFR 630 when an
(1) requests advanced approval for medical, dental, or optical
examination or treatment; or
(2) is incapacitated for the performance of duties by physical or mental
illness, injury, pregnancy, or childbirth.
b. An employee may use up to 104 hours (13 days) of sick leave per calendar
year when the employee:
(1) is required to give care and attendance to a member of his/her
immediate family afflicted with a contagious disease, or would
jeopardize the health of others because of exposure to a contagious
disease. A contagious disease is a disease ruled to be subject to
quarantine, requiring isolation of the patient, or requiring restriction
of movement by the patient for a specified period of time as
prescribed by the local health authorities having jurisdiction.
(2) provides care for a family member who is incapacitated by a medical
or mental health condition or attends to a family member receiving
medical, dental, or optical examination or treatment; or
(3) makes arrangements necessitated by the death of a family member
or attends the funeral of a family member.
c. In accordance with 5 CFR 630, an employee may use up to twelve (12)
weeks of sick leave each leave year for:
(1) caring for a family member with a serious health condition; or
(2) purposes relating to the adoption of a child, including appointments
with adoption agencies, social workers, and attorneys; court
proceedings; required travel; and any other activities necessary to
allow the adoption to proceed. Adoptive parents who voluntarily
choose to be absent from work to bond with or care for an adopted
child may not use sick leave for this purpose. Parents may use annual
leave or Leave Without Pay (LWOP) for these purposes. An Agency
may request administratively acceptable evidence for absences
related to adoption.
d. If an employee previously has used any portion of the 104 hours specified
in Section 2.b of this Article in a leave year, that amount must be included
as part of the twelve (12) week entitlement pursuant to the Family Medical
Leave Act (FMLA) if the employee substitutes sick leave for LWOP under
e. When an employee in the unit is unable to report for duty or remain on duty
because of illness or injury, notification must be given to the appropriate
supervisor as soon as possible. It is the responsibility of employees to keep
their supervisors advised regarding a continuing absence on sick leave.
f. Sick leave may be used in increments of fifteen (15) minutes (.25 hours).
g. A period of absence on sick leave in excess of three (3) consecutive
workdays must ordinarily be supported by a medical certificate. However, if
the circumstances surrounding the employee's absence indicate that the
services of a physician were not available or required; the employee's
written statement will be accepted in lieu of a medical certificate. When an
employee's absences indicate a possible abuse of sick leave, the submission
of a medical certificate may be required to support any absence regardless
of its duration, in accordance with Section 4 below. The medical certificate
would indicate that the employee is under the care of a physician, is
incapacitated for duty, and the expected duration of such incapacitation.
The employee shall not normally be required to provide specific medical
information such as diagnosis and prognosis. However, the employee may
choose to provide more detailed information to Departmental or Agency
representatives within the chain of command.
h. The Agency agrees that all medical information or documentation furnished
by the employee to the Agency will be subjected to all privacy rules and
regulations, including but not limited to HIPAA, and that disclosure will only
be made to those individuals who have a need to know in order to make an
informed management decision regarding the employee’s requested sick
i. Upon request and the presentation of a medical certificate, sick leave should
normally be advanced to permanent employees in the bargaining unit, not
to exceed thirty (30) days, for cases of serious illness or injury and when
the employee's absence extends beyond three (3) consecutive work days.
However, no advance sick leave will be made to employees for whom future
accrual of sick leave is doubtful.
Section 3. Leaves of Absence for Full-Time Union Business
a. Management agrees, upon written request, to approve a leave of absence
for any bargaining unit employee who is elected to a position of National
Officer of the American Federation of Government Employees (AFGE), AFLCIO,
or an officer of Local 12, AFGE, for the purpose of serving full time in
the elected position.
b. Leaves of absence granted under Section 3.a of this Article will be for a
period concurrent with the term of office of the elected official or
representative and will be automatically renewed by Management upon
notification in writing from the elected official or representative that he/she
has been re-elected and wishes to continue in a leave of absence status.
c. An employee within the unit may accept full-time employment to an
appointed position with AFGE National Office, and shall be granted leave of
absence by the Department for a period of up to one (1) year, which leave
shall be extended upon request, with the consent of Local 12, up to a total
period of two (2) years. No more than three (3) employees within the
bargaining unit shall be granted such leave during any given period.
However, as an exception to the above sentence additional requests may be
submitted as the need arises.
d. The Union agrees that all of the leaves of absence granted or approved in
accordance with this Article are without pay and subject to all conditions
that may be imposed by government-wide law or regulation.
e. Employees on leave of absence, as described in this Section, are entitled to
coverage under the health, life insurance, and retirement programs, as
provided for by Title 5 of the United States Code and Office of Personnel
f.At the end of the leave of absence, it is management’s intent to place the
employee in the position the employee left wherever practicable. In the
alternative, upon return, the employee will be placed in a position in the
same job series, with the same status, grade, pay and promotional potential
as the one he/she last occupied.
Section 4. Leave Restriction
a. Supervisors should discuss concerns regarding leave usage with the
employee at the earliest opportunity.
b. Leave abuse may be present when:
(1) proper procedures are not followed in requesting leave;
(2) the pattern of taking leave is disruptive to the mission of the office;
(3) prior leave patterns may indicate a misuse of leave.
c. When an employee's absences indicate an abuse of leave, the employee will
be advised in writing of the problem and the appropriate restrictions which
apply. The leave restriction should deal with the identified leave abuse
problem and the procedures that must be followed to obtain leave. Leave
restrictions will be in place for no longer than three (3) months. However, if
the problem persists, the leave restriction may be extended in increments of
three (3) months or less.
Section 5. Leave Without Pay (LWOP)
a. Leave Without Pay is a temporary nonpay status and approved absence
from duty granted upon the employee's request during hours which an
employee would otherwise work or for which he/she would be paid.
b. The supervisor may approve requests for up to eighty (80) hours. Approval
of LWOP for periods of more than 80 hours is at the discretion of the next
higher level supervisor, who may re-delegate this authority to the
immediate supervisor. Supervisors at a higher level than the DOL Agency
Head or Regional Administrator are not bound by the 80 hour limitation in
c. Any material change in the conditions upon which approval was based will
terminate the granting of LWOP thirty (30) calendar days after the change,
unless a new application is submitted for approval within that period. Each
employee who is granted LWOP for more than 30 calendar days of
continuous absence will be informed of this rule at the time the LWOP is
d. DOL Agencies may initially approve LWOP for any period up to 52 weeks.
However, longer periods of time for LWOP may be approved only in unusual
circumstances or if the requested time is in furtherance of a program of
interest to the Federal government, such as the Peace Corps. While it is
anticipated that DOL Agencies will carefully scrutinize requests for renewal
of LWOP, all relevant factors must be considered.
e. Approval for LWOP must be granted in accordance with 5 CFR 630 for:
(1) Military training or active duty for members of the Reserves or
National Guard who are not entitled to, or have exhausted their
(2) Medical treatment for disabled veterans; or
(3) Employees exercising LWOP rights under FMLA.
f. Without having to invoke FMLA, employees may request time in order to
fulfill other family obligations (up to 24 hours of LWOP each calendar year)
solely for purposes of:
(1) School and early childhood educational activities;
(2) Routine family medical purposes;
(3) Elderly relatives’ health or care needs.
g. Other requests for short periods of LWOP for any other reason may be
granted, depending on workload and the needs of the Department.
h. Information regarding the impact of LWOP on an employee’s benefits and
service time may be obtained from the employee’s Human Resources Office.
i. If the request for LWOP was submitted by the employee in writing, any
denial of LWOP will be provided to the employee in writing within five (5)
work days of the employee’s request.
j. Upon return to duty after a period of LWOP lasting three (3) months or less,
the parties agree that an employee should normally be returned to his/her
original position and grade level prior to the absence. Upon return to duty
after a period of LWOP lasting greater than three (3) months, the employee
will be returned to his/her original position, if available. In either case,
where the original position is not available, the employee will be returned to
a similar position at the same job series, grade level, status and pay, and
with the same promotional potential, as the position previously held.
Section 6. Absence Without Leave (AWOL)
a. Absence without leave (AWOL) is absence without approved leave. An
employee may be charged with AWOL when absent without prior
authorization and without adequate reason for failing to obtain prior
approval for the absence.
b. A charge to AWOL is not a disciplinary action but may serve as the basis for
taking disciplinary action.
c. When Management determines that it will charge an employee with AWOL,
it will notify the employee in writing of the intention to do so. The
notification will be issued to the employee as soon as possible, but no later
than the end of the pay period for which AWOL is recorded. The charge of
AWOL will be changed to the appropriate leave category if it is determined
later that the absence was excusable.
d. Employees should not be normally be charged AWOL for brief isolated
periods of tardiness when it is established to be beyond the employee’s
control and advance notice is not possible. Management will treat
employees fairly and equitably in determining whether to charge AWOL in
Section 7. Administrative Leave
a. Administrative leave is an authorized absence from duty without loss of pay
or charge against leave which supervisors may grant. It may be granted for
purposes related to, but not part of, an employee's regular duties, or for
civic duties or activities which are deemed to be in the interest of, or to
further a function of, the Department. Administrative leave can only be
granted for activities which can be paid for by DOL appropriations and
which cannot be accomplished outside regular business hours.
b. All employees are expected to make reasonable adjustments in their
arrangements for getting to work when it is anticipated that hazardous or
other extraordinary circumstances that disrupt public or private
transportation may complicate the arrival of employees at work. Such
arrangements should include exploring alternative means of transportation,
if they are available.
c. Management may apply administrative leave to tardiness which is clearly
attributable to conditions that are beyond the employee’s control such as
extraordinary weather, public transportation, or traffic conditions. In
considering requests for excused absences, Management will consider
factors such as the distance between the employee's residence and place of
work, the modes of transportation available to an employee, and the efforts
made by employees traveling under similar circumstances in getting to work
on time. Management will treat employees equitably in approving
administrative leave in such circumstances.
d. Registration and Voting
(1) As a general rule, where the polls are not open at least three (3)
hours before or three (3) hours after an employee's regular hours of
work, the employee may be granted an amount of administrative
leave to vote in a civil election which will permit the employee to
report for work up to three (3) hours after the polls open or leave
work up to three (3) hours before the polls close, whichever requires
the lesser amount of time off.
(2) Under exceptional circumstances where the general rule does not
permit sufficient time, an employee may be excused for such
additional time as may be needed to enable the employee to vote,
depending upon the particular circumstances in the individual case,
but not to exceed a full day.
(3) If an employee's voting place is beyond the employee’s normal
commuting distance and vote by absentee ballot is not permitted, the
employee may be granted sufficient time off in order to be able to
make the trip to vote. Where more than one (1) day is required to
make the trip to the voting place, the Department shall observe a
liberal leave policy in granting the necessary leave for this purpose.
Time off in excess of one (1) day shall be charged to annual leave or
earned credit hours, compensatory time or LWOP.
(4) For employees who vote in jurisdictions which require registration in
person, time off to register may be granted on substantially the same
basis as for voting, except that no such time shall be granted if
registration can be accomplished on a non-workday and the place of
registration is within reasonable one-day round-trip travel distance of
the employee's place of residence.
e. Civil Defense Activities
(1) Full-time employees who participate in federally recognized civil
defense programs may be excused for a reasonable amount of time
to participate in pre-emergency training and test programs without
charge to leave up to a maximum of forty (40) hours in any calendar
(2) Employees seeking approval for administrative leave under this
Section shall provide to the supervisor evidence from State or local
civil defense officials that the employee served or participated in such
programs pursuant to a specific request of a public governmental
body or organization established pursuant to and in accordance with
a State civil defense law.
f. Participation in Military Funerals
An employee who is a veteran of a war or of a campaign or expedition for
which a campaign badge has been authorized, or a member of an honor or
ceremonial group of an organization of those veterans, may be excused from
duty without loss of pay or deduction from annual leave up to four (4) hours, to
enable the employee to participate as an active pallbearer or as a member of a
firing squad or a guard of honor in a funeral ceremony for a member of the
armed forces whose remains are returned from abroad for final interment in
the United States.
g. Blood Donation
An employee donating blood at an officially authorized blood bank, or in
emergencies to individuals, may be granted sufficient administrative leave up to
four (4) hours on the same day on which the donation is made and not more
than once in a calendar month.
h. Medical Treatment
Administrative leave may be granted for:
(1) Absence to obtain services available at the Employee Health Unit at
(2) Absence to travel to, undergo, and return from a medical
examination requested by an authorized Department official; or
(3) Absence while undergoing initial examination and emergency
treatment of work-related injuries on the day of injury.
(1) Administrative leave may be granted as follows:
(a) Absence to take either Departmental or civil service
examinations required in connection with:
1. An application for promotion, reassignment, or other
position change in the Department; or
2. Acquisition of civil service status in the Department.
(2) Absence for up to three (3) workdays to take a Certified Public
Accountant (CPA) examination, provided that accounting is directly
related to the employee's current duties.
(3) Absence of a legal assistant or attorney either as a means of
qualifying for appointment as attorney, or if deemed by the
Department to be necessary for the effective conduct of the
(a) while taking an examination for admission to the bar of any
State or of the District of Columbia (either for initial admission
or for admission in another jurisdiction); or
(b) while appearing in court to be admitted to practice, either
initially or in another jurisdiction.
Section 8. Court Leave
An employee shall be authorized absence from work status without charge to leave
or loss of pay for jury duty, or for attending, in a non-official capacity as a witness,
judicial proceedings in which the Federal government or State or local government
is a party.
Section 9. Compensatory Time Off for Religious Observances
A supervisor shall permit an employee to earn compensatory time for the purpose
of taking time off without charge to leave when religious beliefs require the
employee to abstain from work during certain periods of the workday or
workweek, to the extent that modifications in work schedules do not interfere with
the efficient accomplishment of the Department's mission. The employee may use
the compensatory time for this purpose before or after earning it. In either case,
the employee must establish a schedule subject to supervisory approval to work
the compensatory time.
Section 10. Leave Bank and Voluntary Leave Transfer Programs
(1) The Department agrees to maintain the Leave Bank and the
Voluntary Leave Transfer Programs.
(2) The Leave Bank will be administered by a Joint Leave Board. The
Department will provide administrative support to the Board.
(3) The Voluntary Leave Transfer Program will be administered by the
(4) The employee is responsible for advising the supervisor of the intent
to apply for the Leave Bank or Voluntary Leave Transfer Programs,
and completing an application. If the employee is unable to complete
an application because of his or her medical condition, the employee
may designate a representative to apply on his or her behalf, which
may be a family member, supervisor, co-worker or representative.
The employee will notify the Human Resources Center (HRC) Leave
Staff as soon as his or her medical emergency ends. The employee’s
supervisor is responsible for monitoring the use of donated leave,
ensuring that it is used in an appropriate manner, denying the use of
donated leave for other than an acceptable use, and advising the
Board or Department of any concerns.
(5) The supervisor is also responsible for notifying the HRC Leave Staff if
the recipient becomes approved for workers’ compensation or
(6) Approved recipients are not entitled to the use of Leave Bank
benefits without prior supervisory approval. Employees must have
supervisory approval prior to using any leave from the Leave Bank
unless they have invoked their rights under FMLA.
b. Leave Bank Program
(1) The Leave Bank Program will be administered by a Leave Bank
Board. The Leave Bank Board will be comprised of one managementdesignated
official, one Local 12-designated official, and one
employee mutually agreed to by both Management and Local 12.
(2) The Board shall not discriminate in violation of any Federal law,
including but not limited to, Title VII of the Civil Rights Act of 1964,
the Americans with Disabilities Act, the Rehabilitation Act of 1973,
and the Pregnancy Discrimination Act.
(3) Operation of the Board
(a) The Board will operate by majority vote. Failure to reach a
majority on the approval of an application will result in the
denial of the application and notice to the applicant of the
(b) At least two Board members shall be present at Board
meetings. In the event that two members are unavailable in
person or telephonically to act on an application in a timely
manner (i.e., within ten (10) days), then the remaining
member may approve an application for no more than one (1)
pay period's worth of leave. Additional leave subsequently may
be granted or denied by the Board based on the same
(c) All applicants will receive written notice of Board decisions
either by memorandum or e-mail. Reconsideration of a Board
decision shall be the sole right of review. There is only one (1)
reconsideration available to the applicant if his/her application
is not approved. The applicant will have thirty (30) days to
request that the Board reconsider its initial decision. Applicants
may seek reconsideration with or without submission of
additional information or arguments. The Board will institute
procedures for reconsideration, and applicants who are denied
leave in whole or in part will be advised of the procedures.
(d) All Board deliberations are confidential unless the Board
determines otherwise under the particular circumstances.
Consistent with applicable laws and regulations, the privacy of
applicants will be protected.
(e) The Board will establish operating rules and rules for allocating
limited available leave. These rules must be published. The
Board may modify these rules. Changes to the rules may be
made no more than once a year unless the Board determines
they are needed to meet the needs of members, taking into
consideration the integrity of the program, and the desirability
(4) Membership/Open enrollment periods
(a) The open enrollment period allows employees to join or cancel
membership in the Leave Bank. The enrollment period is
November 1 – 30 of each year and will convey membership in
the Leave Bank for the following leave year. The Board may
initiate “emergency” open seasons if it determines that
available leave is not sufficient to meet the needs of its
(b) There will be a thirty (30) day individual open season period,
during which the employee may elect to become a Leave Bank
member, which begins on the date an employee (a) first
enters on duty, (b) transfers to the National Office, or (c)
returns from an extended absence outside an open season.
(5) Unless they opt out, employees who join the Leave Bank will have
their membership automatically rolled over each year and the
minimum leave donation will be automatically deducted. Employees
will be given notice of the opportunity to opt out prior to the end of
(6) The Board shall require donations of the minimum requirements set
forth in 5 CFR 630. The Board may raise or lower the minimum in
future years based only on the needs of the program.
(a) The Board shall develop all necessary forms to administer the
Leave Bank program. Necessary forms shall be kept to a
minimum and shall require only the minimum amount of
(b) The Board shall develop a system and form to permit
employees to donate leave outside of open season periods
and to facilitate donating leave that might otherwise be
(8) Review of applications
(a) The Department will handle all administrative processing of
applications and donations.
(b) The Department will review Leave Bank applications and make
recommendations to the Board regarding compliance with
regulatory and Board requirements, researching and applying
past rulings for consistency.
(c) The Board may delegate to the Department’s Human Resource
Center the authority to approve leave donations. The decision
to delegate this authority must be by majority.
(d) The Board shall act on Leave Bank applications within ten (10)
work days of its receipt of the completed form.
(e) In considering applications, the Board, at a minimum, shall
consider the factors in 5 CFR Part 630. The Board may
consider factors in addition to those in 5 CFR Part 630, but if it
does so, the factors must be published. The Board may modify
its rules, provided the changes are published.
(9) Procedures after approval or denial of Leave Bank applications
(a) Leave shall be transferred as expeditiously as possible, no
later than the pay period following the approval.
(b) All Leave Bank records will be maintained in accordance with
records management regulations and guidelines.
(10) Limits on receipt of donated leave from the Bank
(a) A recipient may receive no more than 160 hours of leave from
the Leave Bank per Bank year. The lifetime limit of leave from
the Bank is 1,200 hours per recipient. The Board may establish
a time limit in which leave must be used.
(b) The parties will conduct an annual Joint Labor-Management
Leave Bank Drive whereby employees will be encouraged to
donate leave to the Leave Bank and become members of the
Leave Bank. The Leave Bank Drive will be conducted, at a
minimum, in September or October in anticipation of the
Leave Bank Open Season.
(c) Thirty (30) days after the end of each open season period, a
limit per recipient will be established that is equal to one
percent of leave in the Bank as of that date. In any Bank year,
approved recipients may be granted total Bank Leave up to
the lesser of 160 hours or the limit so established. Recipients
who need more leave than the established limit may apply for
and receive additional leave via the Leave Transfer program.
(d) The Board, subject to approval of the Director of Human
Resources, may change the established cap on the number of
hours (currently 160 hours) recipients may receive from the
Leave Bank per Bank year.
(11) Monitoring of use of donated leave/status of medical emergency
(a) Before using any leave from the Leave Bank, an employee is
required to exhaust any leave received from the Leave
(b) The Board shall have discretion as to how to act regarding
incidents of employee abuse and shall establish and publish
the guidelines it will follow.
(c) If abuse is found, such as using Bank leave for purposes other
than the approved medical emergency or submitting false or
modified documentation in support of an application, the
Board will terminate the employee’s right to use donated leave
during the medical emergency, will return unused leave to the
Bank and/or donors, and may terminate the employee’s Bank
membership. In addition, the Board may inform the
employee’s supervisor of the abuse, which may be considered
for possible disciplinary action.
(d) The Board will develop a system to monitor the termination of
medical emergencies for the Leave Bank program.
(e) Employees have a responsibility to promptly notify the Board if
the emergency terminates.
(f) Employees have a responsibility to coordinate with their
Agency to arrange for any unused leave to be restored back to
the Bank and/or donors.
(g) Supervisors will be advised when an employee is granted leave
under the program. Supervisors may alert the Board if they
are aware that a medical emergency has terminated and they
believe the Board may not be aware.
(a) The Department, in coordination with the Board, will issue an
annual report to the Leave Bank members; continue to
maintain a handbook for all members; advise employees of
the program to promote membership; and notify members
periodically of the Leave Bank status and activities, rules, etc.
(b) A liaison person will be designated by each Agency.
(c) The Board will hold a membership forum at least once a year.
Section 11. Break Time for Nursing Mothers
The Department shall provide reasonable break times for an employee to express
breast milk for her nursing child as needed for one (1) year after the child's birth.
During this period, the Department shall provide a private place, other than a
bathroom, that is shielded from view and free from intrusion from coworkers and
the public, for a nursing mother to express breast milk. The parties agree this time
period can be extended when requested by an employee.
Section 12. Family Leave
Management shall consider all reasonable and timely requests from employees
that meet the criteria established for leave as provided for in this Section.
Further, because we recognize that balancing home and workplace needs is
important to the well-being of employees and therefore the productivity of the
Department, Management and Local 12 support DOL programs designed to
assist employees in meeting their family care needs.
The intent of this Section is to encourage the development of innovative and
cost-effective approaches to providing additional assistance in meeting
employee family care needs. The Department, to the extent permitted by
Government rules and regulations and budget, will support these programs.
This Section is to be read in tandem with the FMLA.
For the purposes of this Article, family member means the following relatives of
(1) Spouse and parents thereof;
(2) Children, including adopted children, children of domestic partners,
and spouses thereof;
(4) Brothers and sisters, and spouses thereof;
(5) Any individual related by blood or affinity whose close association
with the employee is the equivalent of a family relationship, including
but not limited to domestic partners, legal guardians and wards,
grandparents, and Godchildren.
b. Maternity, Paternity, and Child-Rearing Leave
(1) Consistent with the laws and regulations for using leave, an
employee may be granted any combination of annual leave, sick
leave, LWOP, compensatory and/or credit time. The employee can be
granted leave of up to twenty-four (24) months for the purpose of
pregnancy, assisting and/or caring for the minor children of the
employee (including adopted children, children in the custody of the
employee, or children of the employee’s domestic partner), and
caring for a relative (wife, mother, sister, daughter, or domestic
partner) who is a mother of a newborn child while the mother is
incapacitated for maternity reasons.
(2) It is understood that benefits and service time may be affected by
prolonged periods of LWOP. Information regarding the impact of
LWOP on an employee’s benefits may be obtained from the
employee’s Human Resources Office.
(3) After delivery and recuperation, the employee may desire a period of
adjustment or need time to make arrangements for the care of the
child. Such additional leave requirements may be taken care of by
the use of available approved annual leave, LWOP, compensatory
and/or credit time.
c. Family Members
(1) Consistent with the laws and regulations for using leave, an
employee may be granted any combination of annual leave, sick
leave, LWOP, compensatory and/or credit time for a period of up to
one (1) year for the purposes of assisting and/or caring for family
members of the employee, while that person is incapacitated.
(2) An employee requesting extended annual leave, sick leave, LWOP,
compensatory time and/or credit time agrees to provide
Management, to the extent practicable, a reasonable advance notice
which is commensurate with the extended period of absence.
(3) In the case of extended periods of absence, Management will
attempt to return the employee to the same position and location. In
the alternative, the employee will be placed in a position in the same
job series, with the same status, grade, pay and promotional
potential as the one he/she last occupied. Employees on extended
approved absences may be recalled subject to the needs of the
d. Adoptive Leave
Annual leave, earned credit hours, compensatory time, LWOP, or sick leave, in
accordance with Office of Personnel Management (OPM) regulations, can be
used by an employee for those absences associated with the adoption of their