Federal government leave donor program
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If you are experiencing a medical emergency and would like to apply to become a Leave Share recipient, submit the following to leaveshare usgs. Once the necessary documents are received, the applicant's leave balances will be reviewed to determine whether or not the employee has enough paid leave to cover the expected duration of their medical emergency.
The applicant must be facing at least 24 hours of LWOP to be eligible for the program. Of important note , the Leave Share program is dependent upon leave donations. Leave donations are not guaranteed.
Science Explorer. Mission Areas. Unified Interior Regions. Science Centers. Frequently Asked Questions. Educational Resources. Multimedia Gallery. Web Tools. Board on Geographic Names. Skip to main content. Was this page helpful? Helpful Not helpful. Rules on Donating Leave. In any one leave year, a donor may not donate more than: One-half of the amount of annual leave he or she would be entitled to accrue during the leave year in which the donation is made; or In the case of a donor who expects to have annual leave that otherwise would be subject to forfeiture at the end of the leave year, the lesser of 1 one-half of the amount of annual leave he or she would be entitled to accrue during the leave year in which the donation is made or 2 the number of hours remaining in the leave year that the leave donor is scheduled to work as opposed to being on annual leave and receive pay.
Extensions for non-medical reasons may not be granted. Donations of annual leave must be made in whole-hour increments. The donor must be notified of the decision on the application within 15 work days of its submission.
Notices denying the donation must state the reasons for the denial. The transfer of annual leave from a leave donor of another Federal agency will be accepted if any one of the following conditions is met:.
Before accepting the transfer from a leave donor of another Federal agency, the recipient's HRO must, in addition to determining that the requirements in this policy have been met, verify that the donor's agency has approved the donor's request to transfer annual leave to the specified Commerce leave recipient.
If available, a copy of the recipient's approved application should be attached to the B. Before an employee of the Department can effectively donate annual leave to an employee in another agency, the donor's HRO must verify the recipient's having been approved to receive the transfer, notify the recipient's employing agency by phone or by fax of the amount of annual leave to be credited to the recipient's annual leave account, and debit the donor's annual leave account.
Leave recipients must notify their leave-approving officials on the status of their medical emergencies at 3-month intervals. If required by the leave-approving official, the recipient must provide certification by a physician of the expected duration of the continuing medical emergency.
The status reports must be forwarded by the leave-approving official to the HRO for inclusion in the leave transfer file. If a leave recipient is incapacitated and cannot submit the report, his or her personal representative may do so.
The leave transfer program officer shall be responsible for auditing the leave recipient's leave balances in accordance with this policy, instructing the recipient's supervisor or timekeeper as to what balances should be reflected on the employee's time and attendance report, and monitoring the final disposition of leave when the medical emergency terminates. If, at the end of a medical emergency, unused transferred leave remains in the recipient's donated leave account, the HRO must arrange to have the leave returned to the donor's accounts following the guidelines later described in this policy.
Approving officials have the discretion to allow all or part of a leave donor's donation of annual leave. A donor may donate only unused annual leave, including restored annual leave previously forfeited, that is in his or her account at the time of the donation. A donor may not donate leave to an immediate supervisor. Example: A donor wishes to donate hours of leave subject to forfeiture two weeks before the end of the leave year.
The donor has scheduled 16 hours of annual leave during the remaining 80 hours of the leave year. The donor may donate only 64 hours since there are only 64 hours left in the leave year during which the donor is scheduled to work and receive pay.
Human resources office directors have the authority to grant waivers of the above limitations for. Waivers may not be granted solely to avoid annual leave forfeiture at the end of the leave year. Waivers requests must be in writing and include a description of the circumstance. Requests for waivers of the limitations on donations from other Federal agencies may be granted to promote the good of the program, e. A request for waiver must be in writing and include a description of the circumstances.
A request for waiver must be approved or disapproved in writing by the HRO. Personal illness. An employee may use donated leave for personal illness when all accrued sick and annual leave to the employee's credit have been exhausted and when the employee has unpaid absence of at least 24 hours. NOTE : Advanced sick or annual leave available to the employee shall not be included for purposes of determining that a substantial loss of income unpaid absence of 24 hours or a pro rata amount for part-time employees exists.
Care of a family member. Before being allowed to use donated leave to care for a family member, an employee must use his or her own:. Example: an employee who has only 60 hours of sick leave must exhaust 60 hours before receiving donated leave to care for a family member. An employee who can maintain an hour sick leave balance must exhaust the excess not to exceed hours total sick leave before being allowed to use donated annual leave to care for a family member.
When the medical emergency of a leave recipient using donated leave to care for a family member continues into a new leave year, the employee shall again be required to use sick leave to the extent required by law in order to remain eligible for leave transfer. Consequently, an employee who has sick leave remaining after using hours in to care of the family. To establish retirement eligibility or continuance of health benefits.
Operating units have the authority to approve the use of any or all donated annual leave made available to the employee, as of the effective date of the RIF or relocation, for the above purposes. Liquidating indebtedness. Donated annual leave may be used on a current basis or applied retroactively to the beginning of the medical emergency, regardless of when it commenced, to liquidate an indebtedness for advanced annual or sick leave or to substitute for periods of LWOP, including unpaid leave invoked under the FMLA.
Any LWOP or advanced leave liquidated by donated leave must be directly related to the instant medical emergency. At the supervisor's discretion, a recipient's certification shall be acceptable or the leave recipient may be asked to submit acceptable medical documentation showing the direct relationship to the medical emergency for all periods of LWOP or advanced leave for which the recipient proposes to substitute donated leave.
Effect of liquidating indebtedness on an annuity. If an employee has a substantial period of LWOP, the period of time for which the transferred annual leave is substituted can make a substantial difference in the accrued annuity payment. Supervisory approval. Use of donated leave must have supervisory approval as with any other form of leave. Moreover, it is subject to the same conditions and requirements as regularly accrued annual leave, except that transferred annual leave is not subject to the annual maximum carryover limitation.
Disposition on transfer to another agency. When a leave recipient transfers to another Federal agency, any unused donated annual leave will be transferred with the employee. A leave recipient accrues annual and sick leave while on donated leave just as any employee does who is in a pay status and subject to the Leave Act.
By law, these leave accruals must be set aside until a maximum of 40 hours each has accumulated or, in the case of a part-time employee or employee on an uncommon tour, until the average number of hours in the employee's weekly tour of duty have accumulated.
Leave in an employee's set aside accounts must be maintained separate from donated leave, regular leave or restored leave. In the case of an employee caring for a family member, set aside sick leave must be separate from any sick leave the employee was not required to use for care of the family member. There is no exception to the regulation which requires set aside of leave accruals while an employee is on donated leave.