Common use of Leave Without Pay (LWOP Clause in Contracts

Leave Without Pay (LWOP. a. Leave without pay (LWOP) is an approved unpaid leave status that may be granted at an Employee’s request. An Employee is not entitled to be granted LWOP except in certain specified situations in accordance with government-wide regulations. In most instances, granting LWOP is a matter of Employer discretion, as outlined in regulations and this Agreement. Employees, however, have an entitlement to LWOP in the following situations: The Family Medical Leave Act of 1993 (FMLA); The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA); and necessary medical treatment for disabled veterans. b. Extended LWOP to attend a school or university whereby the Agency or Employer will benefit from the training, or to cover extended periods of illness not covered by sick or annual leave, may be approved and granted by the appropriate leave granting authority to an Employee who is expected to return to duty. c. An Employee retains the benefits of their position during periods of LWOP in accordance with applicable law and regulation. d. Employees on LWOP status retain the rights and privileges with respect to reduction in force and coverage under the Federal Employees Group Life Insurance (FEGLI) and Federal Employee’s Health Benefits (FEHB) programs to which they may be entitled in accordance with applicable laws, rules and regulations. Employees should be aware that the amount of LWOP may affect their entitlement to or eligibility for certain Federal benefits, such as retirement, in addition to extending the time period between Within Grade Increases (WIGI). Employees should contact their servicing human resources office for additional information. e. LWOP may be granted to an Employee selected by the Union to serve in the capacity as an employee of the Union.

Leave Without Pay (LWOP. a. Leave without pay (LWOP) is an approved unpaid leave status that may Requests for LWOP will be granted at an Employee’s requestgiven careful consideration. An Employee is not entitled to be granted LWOP except in certain specified situations in accordance with government-wide regulations. In most instances, The granting LWOP is a matter of Employer discretion, as outlined in regulations and this Agreement. Employees, however, have an entitlement to LWOP in the following situations: The Family Medical Leave Act of 1993 (FMLA); The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA); and necessary medical treatment for disabled veterans. b. Extended LWOP to attend a school or university whereby the Agency or Employer will benefit from the training, or to cover extended periods of illness not covered by sick or annual leave, may be approved and granted by the appropriate leave granting authority to an Employee who is expected to return to duty. c. An Employee retains the benefits of their position during periods of LWOP will be in accordance with applicable law a fair and regulation. d. Employees on LWOP status retain the rights and privileges with respect to reduction in force and coverage under the Federal Employees Group Life Insurance (FEGLI) and Federal Employee’s Health Benefits (FEHB) programs to which they may be entitled equitable manner in accordance with applicable laws, rules rules, and regulations. b. In emergency cases, minus annual and/or sick leave, LWOP may be requested. c. Upon written request from the Union president or designee, an employee may be granted annual leave or leave without pay to engage in Union activities on the national, district or local level, to work in programs sponsored by the Union or the AFL-CIO. Employees should Such requests will be aware referred to the appropriate Management official. Such employees shall continue to accrue benefits in accordance with applicable OPM guidance, law, rule or regulations. LWOP for this purpose is limited to one year but may be extended or renewed upon proper application. An extension beyond 1 year may be approved only when it is in the best interest of the Federal service, or when it is determined that because of unusual circumstances; the employee would be subjected to undue hardship if the extension was denied. d. Upon return to duty after a period of LWOP, when the employee has not submitted a resignation in conjunction with the LWOP (e.g., military spouse), Management will restore the employee to the position that the amount of LWOP may affect their entitlement employee held prior to the leave or eligibility for certain Federal benefits, such as retirement, in addition to extending a similar position at the time period between Within Grade Increases (WIGI). Employees should contact their servicing human resources office for additional informationsame grade and pay. e. Employees may request LWOP may be for educational purposes, when the course of study is in line with work performed and would serve the best interests of the Air Force. f. LWOP is granted at the discretion of Management, except where mandated by law, rule or regulation: 1) A disabled veteran to cover an Employee selected absence for medical treatment related to a service- connected disability. 2) When requested by a reservist or National Guard member for military duties in accordance with appropriate military orders. 3) When an employee makes a request under the Family and Medical Leave Act and meets the criteria for that program. 4) If the employee has followed leave procedures the granting of LWOP is mandatory under the following circumstances: For protecting an employee's status and benefits pending action by the Union to serve in Office of Workers' Compensation Programs (OWCP) on a claim resulting from a work-related illness or injury or during a period the capacity as an employee of is carried on the Unionrolls while being compensated by the OWCP.

Leave Without Pay (LWOP. a. Leave without pay (LWOP) is an approved unpaid leave status that may 1. Requests for LWOP will be granted at an Employee’s requestgi yen careful consideration. An Employee is not entitled to The granting of L WOP will be granted LWOP except in certain specified situations in accordance with government-wide regulations. In most instances, granting LWOP is a matter of Employer discretion, as outlined in regulations fair and this Agreement. Employees, however, have an entitlement to LWOP in the following situations: The Family Medical Leave Act of 1993 (FMLA); The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA); and necessary medical treatment for disabled veterans. b. Extended LWOP to attend a school or university whereby the Agency or Employer will benefit from the training, or to cover extended periods of illness not covered by sick or annual leave, may be approved and granted by the appropriate leave granting authority to an Employee who is expected to return to duty. c. An Employee retains the benefits of their position during periods of LWOP in accordance with applicable law and regulation. d. Employees on LWOP status retain the rights and privileges with respect to reduction in force and coverage under the Federal Employees Group Life Insurance (FEGLI) and Federal Employee’s Health Benefits (FEHB) programs to which they may be entitled equitable manner in accordance with applicable laws, rules rules, and regulations. Employees should be aware that the amount of LWOP may affect their entitlement to or eligibility for certain Federal benefits, such as retirement, in addition to extending the time period between Within Grade Increases (WIGI). Employees should contact their servicing human resources office for additional information. e. 0. Xx emergency cases, minus annual and/or sick leave, LWOP may be requested. 3. Upon written request from the Union president or designee, an employee may be granted annual leave or leave without pay to an Employee selected engage in Union activities on the national, district or local level, to work in programs sponsored by the Union or the AFL-CIO. Such requests will be referred to serve the appropriate Management official. Such employees shall continue to accrue benefits in accordance with applicable OPM guidance, law, rule or regulations. LWOP for this purpose is limited to one year but may be extended or renewed upon proper application. An extension beyond 1 year may be approved only when it is in the capacity as best interest of the Federal service, or when it is determined that because of unusual circumstances, the employee would be subjected to undue hardship if the extension was denied. 4. Upon return to duty after a period of LWOP, when the employee has not submitted a resignation in conjunction with the LWOP (e.g., military spouse), Management will restore the employee to the position that the employee held prior to the leave or to a similar position at the same grade and pay. 5. Employees may request L WOP for educational purposes, when the course of study is in line with work performed and would serve the best interests of the Air Farce. 6. LWOP is granted at the discretion of Management, except where mandated by law, rule or regulation: a. A disabled veteran to cover an absence for medical treatment related to a service- connected disability b. When requested by a reservist or National Guard member for military duties in accordance with appropriate military orders. c. When an employee makes a request under the Family and Medical Leave Act and meets the criteria for that program. d. If the employee has followed leave procedures the granting of LWOP is mandatory under the Unionfollowing circumstances: For protecting an employee's status and benefits pending action by the Office of Workers' Compensation Programs (OWCP) on a claim resulting from a work-related illness or injury or during a period the employee is carried on the rolls while being compensated by the OWCP.