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 Fact Sheet on the Voluntary Leave Transfer Program
FORMS:
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 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:
Department of Labor FMLA Facts Page
Department of Labor FMLA Employee Guide
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).
