Leave Transfer Program (LTP): Description: An employee may donate annual leave directly to another federal employee who has a personal or family medical emergency and who has exhausted his/her available paid leave. There is no limit on the amount of donated annual leave a recipient may receive from the leave donor(s). However, any unused donated leave must be returned to the leave donor(s) when the medical emergency ends.
Leave Recipient: A potential leave recipient’s employee agency must determine that a full-time employee’s absence from duty without available paid leave because of the medical emergency is (or expected to be) at least 24 hours. An employee may receive donated annual leave when he or she becomes an approved leave recipient. Once approved for the program an HRO contact person, acting on the employee’s behalf, will solicit annual leave donations.
OPM 630 - APPLICATION to become a leave recipient under the Voluntary Leave Program
OPM 630a - WITHIN AGENCY REQUEST to donate annual leave
OPM 630b - OUTSIDE AGENCY REQUEST to donate annual leave
The Office of Personnel Management released a guide for federal employees on April 15, 2015 called Handbook on Leave and Workplace Flexibilities for Childbirth, Adoption, and Foster Care. The primary stated purpose of the document is to give federal workers more information about the wide array of leave and workplace flexibilities available for childbirth, adoption, and foster care purposes available to them through their agencies. It also contains the new guidance for agencies that OPM was required to issue as a part of the president’s memo on the new leave policy.
The Handbook is divided into three sections to fully assist agencies depending on the specific circumstance of the employee. The sections are: (1) Pregnancy and Childbirth, (2) Adoption and Foster Care, and (3) Interaction of the Various Leave Programs and Workplace Flexibilities.
I would like to invoke my entitlement to leave under the Family and Medical Leave Act in order to stay home and take care of my 2-month old daughter. May I substitute any of my annual and sick leave for the unpaid leave? The Family and Medical Leave Act of 1993 (FMLA) entitles covered Federal employees to a total of 12 workweeks of unpaid leave (leave without pay) during any 12-month period for certain family and medical needs, including the birth and care of a newborn. An employee may elect to substitute paid leave (e.g., annual or sick leave) for the unpaid FMLA leave, but only to the extent such paid leave is permitted under current law and regulations. If an employee chooses to invoke his or her entitlement to FMLA leave to care for a healthy newborn, he or she may only substitute annual leave for the unpaid leave, as there is no authority to use sick leave to care for a healthy child. An employee's entitlement to FMLA leave expires on the first anniversary of the child's birth.
For more information on FMLA:
We have an employee who has been on military leave without pay (LWOP-US). He is requesting to be paid for his 15 days of military leave for the new fiscal year. Is he entitled to this? Yes. An employee who is a member of the Reserves or National Guard serving on active military duty which extends into a second or succeeding fiscal year may accrue and use the 15 days of military leave which accrue at the beginning of the second fiscal year and each succeeding fiscal year without return to civilian status. In addition, an employee who has been activated in support of the national emergency whose duty extends into the next calendar year will be entitled to up to an additional 22 days of military leave under 6323(b).
TPR 630 - Leave and Absence Program - NOTE - Please be advised of an error in TPR 630, Absence and Leave, Chapter 11, paragraph 11.1.c., Work Performed on Holidays or Sundays. As written, "A technician who works on a holiday or a Sunday falling outside their normal workdays may not earn compensatory time for all hours worked. Technicians performing work on holidays or Sundays will receive premium pay." This statement is incorrect. At a future date, TPR 630, Chapter 11, paragraph 11.1.c., will be corrected to read, "Technicians performing work on holidays or Sundays will not receive premium pay." This correction aligns with the guidance provided in TPR 990‐2, Hours of Duty, Pay, and Leave, Subchapter S1. Premium Pay, S1‐10. Pay for Sunday Work, which reads, "Technicians are not entitled to Sunday pay for periods of overtime work."
Excused Absence - "Admin Leave"
The authority to grant excused absence to technicians is within the administrative discretion of the Adjutant General or delegated official. Requests for Administrative Leave must be routed through the HRO for approval by the Adjutant General.
Excused absence is an absence from duty, administratively authorized, without loss of pay and without charge to leave (often referred to as administrative leave). Excused absences may be granted in limited circumstances which should be directly related to the mission of the National Guard, enhance the professional development or skills of the employee in the technician‘s current position, or for activities officially sponsored and/or sanctioned by the National Guard. This authority may not be used in situations of extensive duration, or for periods of interrupted or suspended operations such as ordinarily would be covered by scheduling leave, furlough, or the assignment of other work. The Adjutant General may also use this authority to establish Continuity of Operations Plans for handling adverse weather or other emergency situations. Some common situations relating to excused absence are described below.