CNATRA/NRSINST 12000.1
4 December 2002
Head, or Special Assistant, and if there is assurance the
employee will be on duty status long enough to earn the advanced
leave. Doubtful cases will be disapproved. In cases of serious
disability or illness employees, except those serving under a
limited appointment or with a specified termination date, may be
advanced up to 30 days of sick leave. Advance leave should not
be granted if it appears likely that the employee will not return
to duty long enough to earn the leave. Example: An employee with
a 80 hour biweekly tour of duty may be advanced up to 240 hours,
and an employee on a 144 hour biweekly tour duty may be advanced
up to 432 hours.
i.
Family and Medical Leave
(1) Entitlement. Per reference (g), under the Family and
Medical Leave Act of 1993 (FMLA), Federal employees who have
completed at least 12 months of federal service are entitled to a
total of up to 12 workweeks of unpaid leave during any 12-month
period. Temporary employees are not entitled to Family and
Medical Leave. Family and Medical Leave may be used for the
following purposes:
(a) The birth of a son or daughter of the employee
and the care of such son or daughter;
(b) The placement of a son or daughter with the
employee for adoption or foster care;
(c) The care of spouse, son, daughter, or parent of
the employee who has a serious health condition; or
(d) A serious health condition of the employee that
makes the employee unable to perform the essential functions of
his or her positions. Under certain conditions, an employee may
use the 12 weeks of FMLA leave intermittently. An employee may
elect to substitute annual leave, sick, or leave made available
to the employee under the Voluntary Leave Transfer Program or the
Voluntary Leave Bank Program for Leave Without Pay. The amount
of sick leave that may be used to care for a family member is
limited. FMLA leave is in addition to other paid time off
available to an employee.
(2) Job Benefits and Protection
(a) Upon return from FMLA leave, an employee must be
returned to the same position or to an "equivalent position with
equivalent benefits, pay, status, and other terms and conditions
of employment."
(b) An employee who takes FMLA leave is entitled to
maintain health benefits coverage. An employee on unpaid FMLA
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