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Leave Restriction: A Useful Tool in Solving Leave Abuse Problems: Part One

Using LWOP as leave

HR
USIBWC
Thu Nov 29, 2007 8:09 AM

Post Reply

I'm curious if you have any information on using LWOP as if it was a benefit like Annual Leave.

Thanks.

Liz

Re: Using LWOP as leave

Analyst
DON
Thu Nov 29, 2007 10:27 AM
Authorization of LWOP is a matter of administrative discretion, except when the employee invokes FMLA, is a disabled vet needing medical treatment under EO 5396, or is a reservist/Nat'l Guard needed to perform military training duties under the Universal Military Training Act. It's a temporary, nonpay, nonduty status requested by the employee, requiring approval of the supervisor ONLY after weighing costs and administrative inconvenience of maintaining the employee on the rolls in LWOP status. You can also request it if accompanying a military spouse and plan to seek gov't employment, or having a disability retirement app pending. Be very careful about approving LWOP or you open up pandora's box. They can request advanced annual or sick leave instead.

Using LWOP as leave

Bob Gilson
FedSmith Writer
Thu Nov 29, 2007 8:35 AM

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There may be complications in doing that. E.g.,
-Does it become a subject of bargaining?
-Would a grant to one and denial to another become a source of grievances or discrimination complaints?
-Would OPM hassle the Agency for creating a benefit not legislated or regulated particularly in light of FEHB/retirement implications of the use of LWOP?
In other words, BTSOBob.

Posted: No more witch hunts!

engineer
air force
Thu Nov 29, 2007 9:21 AM

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This is simply another attempt to take away control and limit freedom via witch hunts. Most restraints associated with efficiency are controls that are communist is nature. This is a system of meetings and wishes, where many of the most honest American people remain employed.

I do know what is worse than leave abuse, bureaucratic mandates from above. Absurd facts always evolve and are aimlessly run together in a manner to promote a notion that is worse than the existing concern.

Merely note back to back sentences in this article, first you read that bureaucratics have "held that unauthorized absence by its very nature disrupts the efficiency of the service" and then you read the following sentence where courts state "that productivity doesn't count".

Anyone with any idea of a bureaucratic system knows that efficiency hardly exists and a productivity is a notion applied to derive or merit evaluations.

Taking an earned sick day is a far cry from the efficiency concerns.

Re: Posted: No more witch hunts!

HR specialist
retired
Thu Nov 29, 2007 10:17 AM
Is the Red Scare coming back?

lv

analyst
dod
Thu Nov 29, 2007 10:00 AM

Post Reply

what does it matter how i use my leave if i am doing a good job?

why don't we all sit facing the supervisor like a classroom from the olden days.

i get more credit for being on time and having my ass in my chair than for doing my job promptly and well.

this is the twenty first century, let us work at home. we don't need babysitters for our jobs. ONCE the gov sent me to a class and the teacher said, i don't care what u do or where as long as u produce.

i work at home on my own because i get my best work ideas there.

i have gotten up in the middle of the nite because an answer to a problem came to me and i had to write it up then and there.

u are archaic

Leave restrictions

ENGINEER-INTELLIGENCE/ RETIRED 13 YEARS
AF
Thu Nov 29, 2007 10:12 AM

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The supervisor should make sure he/she is applying the policy uniformly to all employees, not the one who is apparently misusing leave.

Leave abuse

CSO
FDA
Thu Nov 29, 2007 10:17 AM

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We have this going on and she should be under this restriction but is not. My comment is that we all know it is happening and it is really bad for morale to see this abuse and dishonesty going on day in and day out.

Ask first

Nameless, Faceless Nobody
DOD
Thu Nov 29, 2007 10:58 AM

Post Reply

Over the course of my years in civil service I have had 3 pregnancies. Every time it wiped out my sick and annual leave and ONE time I used advanced sick. Since my navy counterparts were not charged leave as was I, and since my non-gov counterparts got state disability instead of being charged their leave, I lived without leave balances for a very long time.

Then came the broken elbow and the 2 hrs a week charged while I went to pt for 6 mos.

I haven't taken a real vacation in years as a single mom my time goes to sick kids, doctor appts, etc.

I had ONE idiotic boss try to put me on restrictions. He simply looked at my years of service and my balance and decided I needed it. Oh yeah, this happened AFTER I had refused to make an illegal buy and he tried to force it. Legal and then an audit generated by the noise showed I possibly kept him out of trouble. Still, I believe it was retalitory.

Just be reasonable about using this tool.

Re: Ask first

Analyst
DON
Thu Nov 29, 2007 12:16 PM
I don't follow this. I work for the Navy, had children, and took my sick leave for appointments and afterwards. Where are these "Navy-counterparts" that didn't have to? What form of approved absence were they on? They had to be on some form or another or a supervisor faudulently approved a timecard someone along the line.

Re: Ask first

Nameless, Faceless Nobody
DOD
Tue Dec 4, 2007 5:52 PM
Pregnant women in the military get SIQ, (Sick in Quarters,) instead of being charged leave. (They also accrue leave while out.) Non-government employees get SDI, (State Disability Insurance.) I was able to cover 2 of my pregnancies without going into debt on my leave. Of course I used my annual, sick, and comp time to do it. The third one I took advanced SL. This put me in debt for SL for several years. That meant that my AL was used for doctor appts, etc. This meant that I had a low leave balance that an angry supervisor used to justify harassing me. It took a while to build it back up!

Fortunately I could clearly show that my work stats were top in the office and that I had properly refused to make a buy he was pushing, thereby helping keep our office out of trouble. My "leave restriction" came AFTER I refused the buy but before legal pointed out the error of his ways. He was the one who transferred out rather quickly.

I just wish all sides would play nice.

Re: Ask first

Got Screwed
Fianancial Management
Fri Sep 26, 2008 10:24 AM
I doubt this will get any where. But it may make me feel better voicing what happened to me.
Back in 2001, my FSO out of the blue, decided to put meon sick leave restriction.
Out of the fricken blue. No Pre-sick leave letter.
No headsup what so ever.
My Performance Reports had all been outstanding.
Nothing below outstanding for 13 years!
He started it out saying for 6 months. So I did the 6 months. When I approached him about taking me off the restriction, he said "It's working!I've decided to keep you on it indefinetley."

I got him his stupid doctors notes, everything as stated in the stupid restriction letter. Then he decided that it wasn't good enough.

See, my Father had hung himself in 1999. I took it pretty hard. So I was seeing a Psychiatrist. He knew this. No, I wasn't in the hole ever on any type of leave. I just had a low balance of leave.
I hate that ***.

DMM
Total Comments: 40
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