The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
An employee is entitled to use sick leave when he or she must be absent from work for purposes related to his or her adoption of a child. Examples of adoption-related purposes may include but are not limited to:
At the discretion of the agency, up to 240 hours (30 days) of sick leave may be advanced to an employee, when required by the exigencies of the situation, for purposes related to the adoption of a child. For further details, please see our fact sheet entitled Advanced Sick Leave.
There is no limitation on the amount of sick leave that may be used for adoption-related purposes. Sick leave for adoption-related purposes does not count towards the 104-hour (13-day) limit of sick leave each leave year for family care and bereavement purposes or the overall limit of 12 weeks of sick leave each leave year for all family care purposes.
An employee must request sick leave within such time limits as the agency may require. To the extent possible, an employee may be required to request advanced approval for sick leave for purposes related to the adoption of a child. If the employee complies with the agency's notification and medical evidence/certification requirements, the agency must grant sick leave.
An agency may request administratively acceptable evidence for sick leave used for adoption-related purposes. Employees should consult their agency-specific human resources guidance and review applicable policies set forth in collective bargaining agreements for information specific to their agency.
Sick leave may not be used by an employee who voluntarily chooses to be absent from work to bond with or care for a healthy adopted child. (An employee likewise may not use sick leave to voluntarily be absent from work to bond with or care for a healthy biological child.) There is no provision in law or regulation that permits the use of sick leave to care for a healthy child, bond with a healthy child, or for other child care responsibilities. Please see OPM's Handbook on Leave and Workplace Flexibilities for Childbirth, Adoption, and Foster Care for more information.
Sick leave may be used only for those circumstances specified in law and regulation. The Federal Government offers a wide range of leave options and workplace flexibilities to assist an employee who needs to be away from the workplace. These flexibilities include annual leave, sick leave, advanced annual leave or advanced sick leave, leave under the Family and Medical Leave Act (FMLA), donated leave under the voluntary leave transfer program, leave without pay, alternative work schedules, credit hours under flexible work schedules, compensatory time off and telework. Agencies may also have a voluntary leave bank program.