You may be required to provide advance leave notice and medical
certification. Ordinarily, you must provide 30 days advance notice when the need
for leave is foreseeable. If the need for leave is not foreseeable, e.g.,
because of a medical emergency, you must provide notice within a reasonable
period of time appropriate to the circumstances involved. An agency may require
medical certification to support a request for leave because of a serious health
condition and may require second or third opinions (at the employer's expense).
If you cannot provide the required medical certification before FMLA
leave is to begin, you must be provided provisional leave. Once this
leave has commenced and you fail to provide the medical certification, the
agency may charge you as absent without leave (AWOL) or may allow you to request
that the provisional leave be charged as leave without pay or to your
appropriate leave account.
Employees holding VRAs are not eligible for grade or pay retention upon reduction in grade or pay, or to severance pay upon involuntary separation (not for cause).
By law, grade and pay retention apply only to employees whose employment is on other than a temporary or term basis. (See the definition of employee in 5 U.S.C. 5361(1).) The grade and pay retention regulations define employed on a temporary or term basis as employment under an appointment having a definite time limitation or designated as temporary or term. (See 5 CFR 536.103.)
Similarly, the severance pay law does not apply to an employee serving under an appointment with a definite time limitation, unless the time-limited appointment is made effective within 3 calendar days after separation from a qualifying appointment without time limitation. (See the definition of employee in 5 U.S.C. 5595(a)(2)(ii) and the definition of non-qualifying appointment in 5 CFR 550.703.)
Under 5 CFR part 307, a VRA is limited to 2 years. Although employees are entitled to convert to a career or career-conditional appointment upon completion of the 2 years, this conversion right is contingent upon meeting the terms of the VRA--i.e., employees must satisfactorily complete (1) 2 years of substantially continuous service and (2) any education and training required under the VRA program. If employees do not complete these requirements, they are not converted to career or a career-conditional appointment, and their VRA ends. Therefore, for the purposes of grade and pay retention and severance pay, the VRA must be viewed as having a definite 2-year limitation. Because the VRA is time-limited, employees holding such appointments are not eligible for grade and pay retention or severance pay.
Federal Family Education Loans (FFEL)
William D. Ford Direct Loan Program (Direct Loans)
Federal Perkins Loan Program
Loans made or insured under the Public Health Service Act include the following:
(See 5 CFR 575.301, 575.315(a)(1), the Retention Incentives (likely to leave the Federal service) fact sheet, and the Retention Incentives (likely to leave for a different Federal position) fact sheet.)
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