Technical Announcements. Employees in the News. Emergency Management. Survey Manual. Find the number in the table closest to the number of hours of your unused sick leave. In the horizontal column you will find the number of months and in the vertical column the remaining number of days.
For example: hours equals 2 months and 16 days. If the number of hours falls between two figures shown on the table, use the next higher figure. Regardless of length of service, full time employees earn 13 days of sick leave each year leave is prorated for part-time employees or those on uncommon tours of duty. There are no limits on the amount of sick leave that can be accumulated. Federal employees may use up to 12 administrative work weeks of accumulated sick leave hours each leave year to care for a family member with a serious health condition.
EPA employees may join and contribute to a voluntary leave bank. It also allows you to donate your leave to fellow employees with catastrophic leave demands. Federal law 5 U. Please note that most Federal employees work on a Monday through Friday schedule. For these employees, when a holiday falls on a nonworkday -- Saturday or Sunday -- the holiday usually is observed on Monday if the holiday falls on Sunday or Friday if the holiday falls on Saturday. Many offices within EPA allow you to tailor your work schedule to your personal needs and professional goals.
Under a "compressed" schedule, you may be able to take one day or even two days every pay period if you work longer hours on the remaining days of your pay period. You may also have flexibility to set your own start and leave times, as long as your work times include "core hours".
Flexiplace telework offers many employees the opportunity to work at home either as the need arises, or more regularly as part of their work week. You can apply for a detail -- a temporary reassignment to another division or office for a set period of time. Details can provide a taste of life in another job or office, without forcing you to commit to a permanent position. They can last from 90 days to 12 months or longer, and either temporarily backfill a vacancy, or serve as a transition into a permanent job.
Your permanant manager and the manager offering the detail must agree which office will pay your salary while you are on detail. Transit subsidies are a financial incentive to encourage employees to use public transportation back and forth to work. You are entitled to the subsidy as long as you use public transportation e. The amount of the subsidy equals the actual amount paid for public transportation, not to exceed the monthly maximum amount.
Learn more about the program at FEEA's website. These programs were developed with the knowledge that a well-balanced and stress-free person makes a happy and productive employee. We recognize the importance of providing you with the maximum opportunity to complete your work, in an environment that is sensitive to your personal needs and professional goals. The Employee Counseling and Assistance Program provides a helping hand for dealing with personal problems and stresses.
ECAP offers diverse counseling services such as alcohol and drug abuse, bereavement, crisis intervention, emotional distress, job performance, family issues, separation and divorce, and much more.
Skip to main content. Contact Us. Dependent care FSAs are available for employees with dependent children or qualifying dependent adults when the care is necessary to allow the employee to work. FSAs allow employees to increase their disposable income as the amounts contributed are not subject to Federal income, FICA, State or local income taxes.
The Interior Business Center offers a number of programs to support your needs for individual flexibility. We have an Alternate Work Schedule program that allows you to adjust your work hours, with supervisory approval, in a number of ways potentially resulting in additional days off and flexible start and end times.
Please note certain positions require a fixed work schedule; in this case the need for a fixed schedule is annotated in the vacancy announcement. It offers a wide variety of health plan options throughout the United States, including consumer-driven health care and preferred provider network options.
At least a dozen plan choices are available to each employee, so you can choose the plan that best meets your individual needs. While benefits vary among FEHB plans, there is no pre-existing condition limitation, none can impose a waiting period or require a medical exam to enroll.
Employees typically have their premium deductions made on a pre-tax basis. In an effort to assist our employees in balancing their work with their personal lives, employees receive annual vacation and sick leave. Our employees also receive 10 paid holidays each year. Federal employees receive at least 13 days of vacation leave each year. Depending on years of service, employees can earn up to 26 days of vacation leave every year.
The chart below shows the projected annual leave employees will receive each pay period. Employees who are in excess of hours of annual leave at the end of the calendar year may carry this amount over to the next leave year. Employees must "use" their excess annual leave by the end of the next leave year or they will "lose" forfeit it.
All Federal employees receive 13 days of sick leave each year regardless of the employee's length of service. Employees who have exhausted their paid leave balances may request leave without pay LWOP , or unpaid leave, for medical reasons. In general, employees are not statutorily entitled to LWOP and can only be granted such leave upon approval from their supervisors. According to OPM, an agency has wide discretion in determining the availability, use, and approval of unpaid leave for its employees.
Extended LWOP can affect an employee's eligibility for certain federal benefits. Federal employees covered by the FMLA are entitled to unpaid leave for certain personal and family medical circumstances. Under the act, eligible employees are entitled to a total of 12 weeks of unpaid leave in any month period for childbirth, adoption, or a serious health condition affecting the employee or family member. In recent years, both the Obama Administration and some Members of Congress have made efforts to expand the scope and amount of leave available to federal employees for personal or family medical situations.
Below is a summary of presidential memoranda and proposed legislation that have addressed federal leave options for personal and family care since the th Congress. It is possible for federal sick leave benefits to be scaled back, but recent legislation has not proposed reductions to the amount or availability of sick leave for federal employees.
As noted earlier, agencies have the discretion to determine the availability and amount of advanced sick leave available to their employees. On January 15, , President Barack Obama signed a presidential memorandum that appeared to encourage, among other things, paid parental leave for federal employees. If implemented, these provisions would 1 extend the use of existing paid leave to both parents to bond with a new child in addition to mothers recovering from pregnancy or childbirth; 22 and 2 allow employees to request advanced leave for such parental responsibilities without first exhausting all accrued paid leave.
According to the White House, the changes outlined in the memo will "allow mothers to recuperate after child birth" and "allow spouses and partners to care for mothers during their recuperation periods and will allow both parents to attend proceedings relating to the adoption of a child.
The memorandum established a series of implementation deadlines for OPM and agencies and directs OPM to issue guidance to agencies for implementing advanced sick and annual leave policies by April 15, For example, the guidance notes that federal employees may use annual leave , but not sick leave , to care for or bond with a healthy newborn child.
The memorandum further directed agencies to "make any necessary changes" to their advanced annual and sick leave policies within 60 days of OPM's issuance of guidance June 15, Finally, the memo directed agencies to update their overall leave policies no later than January 1, , to ensure that employees "are aware of the full range of benefits to which they are entitled" for purposes of childbirth, adoption, or foster care placement.
On June 23, , President Barack Obama signed a presidential memorandum that encouraged agencies to maximize the availability and use of workplace flexibilities and work-life programs to increase recruitment and retention of federal employees.
The presidential memorandum directed agencies to submit a report to OPM by October that identified best practices used to support the "productive and efficient" use of workplace flexibilities and work-life programs, barriers to maximizing their use, and recommendations to overcome such barriers.
The sections below summarize proposed legislation from the th , th , and th Congresses that has attempted to enhance federal leave options for personal or family medical situations. Such paid leave would be in addition to any accrued annual or sick leave an employee chooses to use for parental purposes. The bill would also allow employees to use paid parental leave without first exhausting their accrued annual or sick leave. Code, which governs the majority of federal paid leave policy, already allows federal employees to substitute accrued annual or sick leave for FMLA unpaid leave.
The bill would also allow OPM to promulgate regulations that would increase the amount of paid parental leave from six weeks to 12 weeks. In making this determination, OPM would have to consider the benefits and costs to the federal government resulting from increased paid parental leave, paid parental leave practices and trends in the private sector and in state and local governments, and the impact on lower-income and economically disadvantaged employees and their children.
The proposed paid parental leave policy within the FEPPLA is similar, but distinct from, the paid parental leave policy presented in the aforementioned presidential memorandum. Whereas the presidential memorandum proposes maximization of existing paid leave categories for parental responsibilities not covered under current laws governing sick leave care of a healthy newborn or newly adopted child , FEPPLA proposes the development of a new paid leave category for parental responsibilities covered under current sick leave law childbirth, adoption, or foster care.
Past legislation has proposed changes to the FMLA to provide additional unpaid leave to federal employees for certain family activities. For example, the Family and Medical Leave Enhancement Act of proposed amending the FMLA to provide federal employees with an additional four hours of leave in a day period for parental involvement activities e.
Other past legislation has attempted to expand the use of existing unpaid leave under the FMLA to care for sick relatives. Currently, the federal government does not offer short-term disability coverage to its employees.
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