Equal Employment Opportunity (Eeo) Policy And Program Administration Form Sample Page 33
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54VA MEDICAL CENTER
POLICY MEMORANDUM 00-304
BRONX, NEW YORK 10468
July 31, 2003
I. Policy: Administrative leave is not an employee right or entitlement. At the discretion
of Medical Center management, however, employees may be authorized to be absent from
duty without charge to leave when (1) the activity is of substantial benefit to the VA in
accomplishing its general mission or one of its specific functions, or (2) the activity will
clearly enhance the employee’s ability to perform the duties of the position he or she
currently occupies or may be expected to occupy prospectively, or (3) the basis for
excusing the employee is consistent with prevailing practices of other Federal
establishments in the area. Such occasions where excused absences without charge to
leave may be appropriate include, but are not restricted to, the following: (a) voting and
registration; (b) civil defense and disaster activities; (c) participation in military funerals;
(d) blood donations; (e) absence for periods of less than one (1) hour; (f) taking
examinations as directed by VA; (g) attendance at conferences and training sessions that
are work-related; (h) attendance at funerals for members of an employee’s immediate
family who die in the line of duty while serving in the armed forces (limited to not more
than three (3) days of excused absence); (i) participation in Federal hearings or appeals; (j)
representing labor organizations.
II. Delegation of Authority:
The employee’s immediate supervisor may authorize
excused absence when appropriate, with the following exceptions: (1) The Secretary or
Deputy Secretary must approve the attendance of an employee as an official representative
of the VA at National Conventions of veterans’ service organizations; (2) The Medical
Center Director may excuse labor organization representatives for training sponsored by
the labor organization or the agency where the training will be of benefit to both the
agency an the labor organization.
III. Procedure: The employee should submit a memorandum to the approving official
explaining fully the reasons for his or her request. Approving officials should consult the
Human Resources Management Program for further information when in doubt concerning
the appropriateness of approving excused absence for an employee.
H.
VOLUNTARY LEAVE TRANSFER PROGRAM
I. Policy: Under the Voluntary Leave Transfer Program an employee may submit a
written request to become a leave recipient or a leave donor. Employees may not donate
leave to their immediate supervisors.
An employee, including supervisors and
managers, may not directly or indirectly intimidate, threaten, or coerce, or attempt to
intimidate, threaten, or coerce, any other employee for the purpose of interfering with any
right such employee may have with respect to donating, receiving, or using annual leave.
II. Definitions: For the purposes of the Voluntary Leave Transfer Program, Family
member has the same meaning as for Family Friendly Leave. Medical emergency means
a medical condition of an employee or a family member of the employee that is likely to
require the employee’s absence from duty for a prolonged period of time and to result in a
substantial loss of income to the employee because of unavailability of paid leave.
III. Procedures:
(a) Leave Recipient: An employee who desires to become a leave recipient must
submit a written request to the Medical Center Director through the Human
.
Resources Management Officer
The request must be submitted within thirty (30)
days of the termination of the medical emergency justifying the request.
Each
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