Use or Lose Leave. The Agency will issue an annual notice to employees regarding Use or Lose leave. In accordance with 5 CFR 630.308, employees may not be considered for leave restoration unless their annual leave was scheduled in writing before the start of the third bi-weekly pay period prior to the end of the leave year. When an employee’s leave is cancelled due to an exigency of the public business, supervisors will notify the employee as early as possible. Once an employee is notified of leave cancellation, if the employee has time remaining in the leave year to reschedule the cancelled use or lose leave, the employee must do so.
Use or Lose Leave. 1. Employees whose leave balances on September 15 disclose that they have leave, which is or will become “use or lose” will submit on or before October 1, plans to use such leave.
2. When an employee timely and properly requests annual leave that is considered to be “use or lose”, and the Agency disapproves that request based upon workload considerations, the Agency will reschedule the leave so that the employee does not run the risk of forfeiture. Any conflicts of choices among equally qualified employees related to the foregoing will be resolved as in Section 8.03(D)(5), below addressing the resolution of leave scheduling conflicts.
Use or Lose Leave. Employees faced with the possibility of loss of leave shall notify the Employer of their leave requests for the balance of the leave year before the end of pay period 24. Employees may donate annual leave under the Voluntary Leave Transfer Program. If leave is forfeited due to no fault of the employee, it will be restored in accordance with appropriate regulations.
Use or Lose Leave. Employee must submit use or lose leave schedule in writing by 1 July. Any use or lose annual leave, which has been denied, must be re-scheduled in writing at least three (3) pay periods prior to the end of the leave year before forfeited leave can be considered for restoration. Restoration of forfeited leave will be processed in accordance with applicable Agency regulations. An ATAAPS or subsequent system request satisfies the written scheduling requirement.
Use or Lose Leave. The NRC agrees to continue its practice of advising employees about the law and regulations pertaining to the forfeiture of “use-or-lose” annual leave. Such advice will be given annually in writing and will be published far enough in advance of the end of the leave year to permit employees in a “use-or-lose” situation to meet the statutory and regulatory guidelines for avoiding forfeiture of annual leave.
Use or Lose Leave. 1. The Agency endeavors to issue an annual notice advising and reminding employees of the regulations concerning use or lose annual leave and the need to request annual leave to avoid unintended forfeiture.
2. The Agency may restore annual leave that was forfeited because it was in excess of the maximum leave ceilings if the leave was forfeited because of an administrative error, exigency of the public business, or sickness of the employee. Upon employee request, the Agency will undertake to restore the forfeited leave in accordance with applicable law, rule and regulation.
Use or Lose Leave. All use or lose leave must be scheduled in ATAAPS by 1 July. Any use or lose annual leave, which has been denied, must be rescheduled at least three (3) pay periods prior to the end of the leave year before forfeited leave can be considered for restoration. Restoration of forfeited leave will be processed in accordance with applicable Agency regulations.
Use or Lose Leave. Employees faced with the possibility of loss of annual leave shall notify the Employer of their leave requests for the balance of the leave year by October 1. The Employer will approve such leave requests unless the leave interferes with work requirements. If the leave is denied, and the employee requests an explanation, the Employer will provide the reasons for the denial in writing. The Employer will work with the employee to try to schedule a mutually acceptable time for the leave.
Use or Lose Leave. It is agreed that each employee has an obligation to assist the EMPLOYER in the development of appropriate leave schedules so that no employee will forfeit leave. In support of this policy employees and supervisors are encouraged to request and schedule use or lose leave as early as practicable (prior to 1 October) for use throughout the leave year.
Use or Lose Leave. It is the EMPLOYEE'S responsibility to request scheduling of use or lose leave. The PARTIES agree that development of a schedule for EMPLOYEES to use excess (use or lose) leave at least six months prior to the end of the leave year is in their mutual interests. However, failure to request the scheduling of use or lose annual leave, at least six months prior to the end of the leave year, will not be the basis for disapproving restoration of any excess annual leave.
