(Updated 05/27/21) Administrative Leave to Obtain a COVID-19 Vaccination:
DLA employees are authorized up to four hours of administrative leave during work hours per COVID-19 vaccination event. The use of administrative leave is limited to time spent traveling to and from the vaccination location, time at the vaccination location, and, if needed, for a reasonable amount of recovery time. The four hours of administrative leave covers vaccines administered by any source, including DoD, federal, state, and local government organizations, or private health care providers and commercial pharmacies, such as Walgreens, CVS, etc.
Employees who experience an adverse reaction to a COVID-19 vaccination are authorized no more than two workdays of administrative leave for recovery per vaccination dose. Documentation of an adverse reaction or recovery requirement following a COVID-19 vaccination is not typically required except in cases of suspected leave abuse or leave restriction. Employees are not authorized to receive overtime hours for purposes of receiving a vaccination outside their scheduled tour of duty.
The EAGLE timecard code for administrative leave (LN) and reason code (23 – disease/virus prevention) should be used for the vaccinations and for time off for any associated adverse reaction.
Emergency Paid Leave (EPL) under the American Rescue Plan Act (ARPA) of 2021:
Emergency Paid Leave (EPL) is a temporary paid leave program established in the American Rescue Plan Act (ARPA) of 2021 intended to help Federal employees who are impacted by COVID-19. Unlike other leave programs, ARPA EPL is set up as an Emergency Federal Employee Leave Fund. Employees may request leave and, if eligible, DLA can conditionally grant ARPA EPL and submit a request for reimbursement to the Office of Personnel Management (OPM), which administers the fund. Complete information is detailed in the DLA ARPA EPL Guidance.
If an employee is eligible for ARPA EPL, the employee may use EPL if unable to work because the employee meets one or more of the following conditions:
- Subject to COVID-19 governmental quarantine or isolation order/advisory;
- Self-quarantining due to COVID-19 concerns on the advice of a health care provider;
- Caring for an individual subject to (1) such order/advisory or (2) such advice;
- Experiencing symptoms of COVID-19 and actively seeking (i.e., taking immediate steps to obtain) a medical diagnosis;
- Caring for a child when required because, due to COVID-19 precautions, the child’s school or place of care has been closed, or the child is participating in virtual learning instruction, or the child’s care provider is unavailable;
- Experiencing any other substantially similar condition (as approved by OPM);
- Caring for a family member (i) who has a mental or physical disability or who is 55 years of age or older and (ii) who is incapable of self-care, without regard to whether another individual other than the employee is available to care for such family member, if the place of care for such family member is closed or the direct care provider is unavailable due to COVID-19; and/or
- Obtaining immunization related to COVID-19 or recovering from any injury, disability, illness, or condition related to such immunization (after using any administrative leave).
Weather and Safety Leave Guidance for DLA Employees:
Employees on weather and safety administrative leave are subject to recall for mission-related reasons and should be postured to return to duty within one day of notification.
Employees on weather and safety leave should maintain regular contact with their supervisors to discuss status and impact on customer support functions and receive any further guidance and work assignments.
DLA employees are instructed to follow the protocol outlined below while in a weather and safety leave status during the COVID-19 emergency.
Employees in a Weather and Safety Leave status must:
- Provide reliable contact information to their supervisor (phone number or email address).
- Respond to their supervisor as soon as possible and generally within two hours of contact.
- Be prepared for the possibility of recall to duty status due to mission reasons. Supervisors will normally provide a one-day notice in the event this becomes necessary.
- Expect to check-in with their supervisor at least twice a week for the duration of the time they are on administrative leave.
- Provide their supervisor regular updates on their current leave status and request an alternate leave status if appropriate (e.g., sick leave if ill or annual leave for travel as appropriate).
Supervisors of Employees in a Weather and Safety Leave status must:
- Request reliable contact information (phone number or email address) from employees on weather and safety leave.
- Initiate contact with employees on weather and safety leave at least twice per week, or daily if necessary.
- Notify employees of recall to duty status at least one day prior to the reporting date, if possible.
- Request regular updates on employees’ current leave status to determine if administrative leave remains applicable or if some other leave category applies (i.e., sick leave if employee becomes ill or annual leave for travel as appropriate).
Additional Leave Categories/Flexibilities
If the employee exhausts available sick leave or Emergency Paid Leave (EPL) under the American Rescue Plan Act (ARPA), he/she may use accrued annual leave, request advanced sick or annual leave, request donated leave under the DLA Voluntary Leave Transfer Program (VLTP) (DLA Common Access Card required), or use any earned compensatory time off or credit hours. In addition, an employee may invoke his or her entitlement of up to 12 weeks to unpaid leave under the Family and Medical Leave Act (FMLA) for a serious health condition. An employee may substitute accrued annual leave and sick leave, as appropriate, for unpaid leave under FMLA.