Re: Accumulated SL reward

If they do, then no one is going to admit since they do not want to lose their job or go to prison for frauding the taxpayer and violating federal regulations.

Re: Sick Leave

I totally agree with Mgmt. Analyst, DoN. that there are justifyable people in the Leave Donor Program but in this agency there are too many sick leave abusers in there too. To top things off, USDA, FSA, allows you to return to work full-time and you still get to keep all the donated leave, even though its suppose to be returned. Please don't suggest reporting it - I have and I'm told that I need to go through the supervisor - Hello! that's the person who is allowing this to go on. I still get the last laugh because it won't be long before those employees go through that donated leave, sick leave, annual leave, and than - "what should I do?" when their next crisis arrives. Call me cold-hearted but I'm tired of this happening time and time again.

Re: Sick Leave

I have to interject, though that sometimes abuse is only perceived. When I had my third child (and third C-section), I didn't have enough leave and someone in my office was gracious enough to donate leave to me. Then, a few months later, I heard he was aghast that I took vacation, not realizing that while I was on maternity leave, I was still earning annual leave. There was absolutely no abuse, I had just amassed some leave since then and used it accordingly. I never did approach that co-worker, but I was disappointed that he'd think I'd abuse the system in that way.

Re: Sick Leave

To "Nobody Special" - you are selfish, and worse yet, misinformed!! You do not RETURN donated leave - people who donate (should) do it out of the goodness of their hearts - it's not like I went out begging for donations. I know some sexist ignorant morons would say it's my choice to have children, and therefore I should fend for myself, but it takes a good five weeks to recover from C-sections, and I did have my three children several years apart. I can't believe people would rather point out the few abusers than those who honestly benefit (and are grateful for) the leave donation program.

Re: Sick Leave

Actually Donated Leave can be returned if the leave is donated to a specific person and not the General Pool. I received over 800 hours of donated leave due to an organ transplant. I used 200 hours of it and then returned to work. Donated leave is used on a first in first out basis so the remaining 600 hours went back to the people in the order they gave. I worked with my Donate Leave Coordinatro to make sure the leave was retuned at the beginning of the Calendar year so the people would not lose it.

Re: Sick Leave

To Editor DoD, I'm sorry to inform you that I am NOT misinformed. USDA does return donated leave when the employee returns to work and they do it on a pro-rated basis. It's not an easy task when there are several donors, but it is done. I have donated leave several times over the past 23 years and when doing so put careful thought into who I donate to. Please, there are more than a FEW abusers.

Re: Sick Leave

Editor DOD, I don't blame your co-worker. I'd have looked at you fish eyed as well. If I'd donated leave to you and you took a vacation I'd be hot. We make sure that our employees understand from jump street that if you go on the donor program you are required to use the leave you earn as well as donated leave. You don't get to save yours and use everyone elses' after they sacrificed for you.

Re: Sick Leave

Management Analyst, DoN - it was several months later when I went on vacation, and I HAD exhausted all my personal leave by the time I came back to work. Besides, I go back to the point that if you are going to eye people suspiciously without getting the facts, you are probably not donating in the right spirit anyway! I didn't ASK this person to donate, and after I heard that he was going around slandering my name among my co-workers, I really wish he hadn't donated to me. Why bother to do a good deed if you are then going to bellyache about it later?

Re: Who's Tracking Supervisors?

As an HR specialist you should know the options available to you or those who have direct knowledge of these violations. If what you have written is accurate, why haven't you taken action? You can still start the ball rolling even if you are not the servicing HR specialist. By doing nothing you become part of the problem.

Re: Sick Leave

I do not understand why people who get donated leave aren't required to request advanced SL. I've had two babies and both times I was advanced leave. I was able to collect a paycheck while off work (what a bonus!). It takes a while to pay back, but it does happen.

Personally, I think it inappropriate to request donated leave for maternity purposes. I have no hard feelings for those who end up with a injury or illness that requires a substantial amount of time off, provided they have some leave of their own or have used it up being treated for the illness. My heartache lies with those who take leave, never have more than 20 hours on the books, and asked for advanced leave. I witnessed someone request advanced leave for maternity, use it, and then use her leave to go on a vacation (because she needed it so badly...). If a person requests advanced leave, they must discipline themselves with their leave usage when they return.

Re: Sick Leave

Well Mr. or Ms. Investigator....you are very wrong. A supervisor may not be a doctor but they are the ones that approve the sick leave. If they don't find your phone call between 6:00 - 8:00 palatable, they can direct you to report to work (or to a doctor). When an employee calls in, the supervisor should ask them "what type of leave are you requesting". When approving the sick leave, they should annotate that it is UNSCHEDULED (vice scheduled, like a doctor/dental appointment). A bunch of those and you can be terminated. For the person with a supervisor cheating on his/her time, I've watched some career civil servants get fired over just that...it does happen. The supervisor/time card certifier can also get nailed as well. Document the absences and report it. It is possible the certifier is unaware. In the words of Teddy Roosevelt, "In a moment of decision, the best thing you can do is the right thing to do; the worse you can do is nothing."

Re: LEAVE

Union Rep, I hate to tell you this, but not everyone is covered by a union contract in every agency. Employees have to live with what they get. Now, I don't begrudge anyone sick leave when necessary, or annual leave, or donated leave (even after they've sucked up hours in donations and were supposed to have used their own leave in conjunction with donated leave) if they need it.
Supervisors need to be better educated, and the rules need to be applied uniformly and fairly across the board.

Re: LEAVE

People that work for me are valued, appreciated, and walk with the knowledge that I am reasonable and consistent. Only those that may not be so honest or misrepresent an illness would take exception to what I've said. Union handbooks addresses the use of sick leave and will state that you must furnish the supervisor with a description of the illness. That is NOT privacy act or HIPPA protected. Supervisors have a right to know what is wrong so they can comfortably approve or disapprove leave. There is too much ""entitlementality" out there "it's mine and I'll use it when and if I want." Well, that is not the case. Sick leave is a "qualified right", not absolute right. The burden of proof is on the employee because the supervisor, not the employee and not the doctor decide whether you are fully incapacitated. If truly ill and you call in sick, explaining that, there's no problem. If you aren't, I can see where you would try to skirt this by quoting standard Union stuff.