Overtime is considered an assignment of work and thus a management right at Title 5 USC § 7106. However, procedures for distributing overtime have generally been determined to be negotiable as are appropriate arrangements for affected employees.
“When should I contact a consultant? Should I wait until the Agency proposes an action or makes a decision?” Also, “Will my union pay associated fees or help me in any other way?”
Administrative leave (also referred to as “excused absence”) is an administratively authorized absence from duty without loss of pay or charge to leave.
Some confusion often arises concerning leave acquired through the Voluntary Leave Transfer Program (VLTP).
With the recent outbreak of severe weather, we received many inquiries from federal employees concerning Excused Absence (also called “Authorized Absence” and even “Administrative Leave” by some agencies).
Office of Personnel Management regulations permit agencies to place employees on indefinite suspension pending completion of criminal proceedings.
Federal employees often make decisions based on significant misunderstandings concerning personnel processes. In some cases, this can lead to disastrous outcomes.
The terms Administrative Leave and Authorized Absence are essentially synonymous (we will use the term Administrative Leave for the purposes of this post). Further, we distinguish that for the purpose of this article, we are not addressing such leave used by union representatives for official time related to union activities.
If a federal employee has sufficient leave balances there is no requirement the affected employee first be approved under the FMLA prior to a supervisor approving the use of accrued sick leave (SL) or accrued annual leave (AL) in lieu of sick leave
Statutory provisions of the Voluntary Leave Transfer Program (VLTP) are codified at Title 5, Part III, Subpart E, Ch. 63 (2006) and Title 5 C.F.R. Pt.630 (2008).