(Updated 04/08/20) Weather and Safety Leave Guidance for DLA Employees:
Effective April 1, 2020, non-telework-ready employees who are not required to be onsite are not permitted to report to the work location and will be placed on weather and safety administrative leave, or may request other leave, as appropriate.
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).
Sick Leave Guidelines for DLA Employees:
If an employee (telework-ready or not) is diagnosed as being infected, or likely has been infected, with COVID-19, use of weather and safety leave would be inappropriate. Accrued or advanced sick leave would normally be used to cover such a period of illness.
Families First Coronavirus Response Act (FFCRA)
The Families First Coronavirus Response Act (FFCRA) authorizes employees paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. These provisions apply from April 1, 2020 through December 31, 2020.
Under the FFCRA, a federal employee qualifies for emergency paid sick time if the employee is unable to work (or unable to telework) because the employee:
- is subject to a federal, state, or local quarantine or isolation order related to COVID-19;
- has been advised by a health care provider to self-quarantine related to COVID-19;
- is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
- is caring for an individual subject to a quarantine or isolation order or self-quarantine; or
- is caring for a child under (18 years of age) whose school or place of care is closed (or childcare provider is unavailable) for reasons related to COVID-19.
Emergency paid sick leave is an additional type of sick leave and does not impact an employee’s regular sick leave balance. All DLA employees are eligible by request for:
- Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to federal, state, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or
- Two weeks (up to 80 hours) of paid sick leave at two-thirds (2/3) the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to federal, state, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19.
In addition to the additional leave allowances outlined above, employees on intermittent or temporary appointments of less than one year and part-time employees without a regular tour of duty are covered by the expanded family and medical leave provisions. DLA has very few employees covered by the expanded family and medical leave provisions.
Full details on this new leave category, including eligibility and documentation requirements are available in the DLA Families First Coronavirus Response Act Guidance.
Additional Leave Categories/Flexibilities
If the employee exhausts available sick leave or emergency paid sick leave available under the Families First Coronavirus Response Act (FFCRA), 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.