Unscheduled Use of Leave. A. Leave may be granted when it is not scheduled in advance subject to mission and coverage requirements.
B. In the event of unanticipated leave, employees should notify their immediate supervisor, or designee, by phone or alternative means at the supervisor’s discretion, indicating the type of leave being requested, duration of absence, and an acceptable reason for that absence.
C. If the employee does not report to work when expected and does not call in, the employee’s leave status will not generally be determined until the two hours after the start of the employee’s scheduled shift, except for the need to process timecards. The absence may be charged to Absent without Leave (AWOL), and possible disciplinary or other administrative action considered, if the employee has not called in or leave is denied. This will not preclude a later change in leave status for good and sufficient reasons.
D. When the Agency charges an employee AWOL, it will notify the employee. The notification will be issued to the employee as soon as possible but no later than the end of the pay period for which the AWOL is recorded. Such notice will include the reason for charging AWOL and include the date and time period in question. The notice will be delivered to the employee.
Unscheduled Use of Leave must be reported in accordance with the procedure of the employee’s office or department. For absences exceeding three days, upon consultation with Human Resources, the appointing authority may require medical verification.
