[Federal Register Volume 74, Number 164 (Wednesday, August 26, 2009)]
[Proposed Rules]
[Pages 43064-43082]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: E9-20610]
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Proposed Rules
Federal Register
________________________________________________________________________
This section of the FEDERAL REGISTER contains notices to the public of
the proposed issuance of rules and regulations. The purpose of these
notices is to give interested persons an opportunity to participate in
the rule making prior to the adoption of the final rules.
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Federal Register / Vol. 74, No. 164 / Wednesday, August 26, 2009 /
Proposed Rules
[[Page 43064]]
OFFICE OF PERSONNEL MANAGEMENT
5 CFR Part 630
RIN 3206-AL91
Absence and Leave; Family and Medical Leave
AGENCY: U.S. Office of Personnel Management.
ACTION: Proposed rule.
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SUMMARY: The U.S. Office of Personnel Management is issuing proposed
regulations that would provide an eligible employee up to 26
administrative workweeks of leave under the Family and Medical Leave
Act (FMLA) to care for a member of the Armed Forces, including a member
of the National Guard or Reserves, who is injured in the line of duty
while on active duty. The proposed regulations would also amend the
rules on advancing sick leave, including sick leave that may be
substituted for FMLA unpaid leave to care for a covered servicemember
and sick leave that may be used to provide care for a family member
and/or for bereavement purposes, or in certain other circumstances.
Finally, we are also proposing organizational changes to the existing
sick leave and FMLA regulations to enhance reader understanding and
administration of these programs.
DATES: Comments must be received on or before October 26, 2009.
ADDRESSES: You may submit comments, identified by RIN number ``3206-
AL91'' using either of the following methods:
Federal eRulemaking Portal: http://www.regulations.gov. Follow the
instructions for submitting comments.
Mail: Jerome D. Mikowicz, Deputy Associate Director, Center for Pay
and Leave Administration, U.S. Office of Personnel Management, Room
7H31, 1900 E Street, NW., Washington, DC 20415-8200.
FOR FURTHER INFORMATION CONTACT: Doris Rippey by telephone at (202)
606-2858; by fax at (202) 606-0824; or by e-mail at [email protected].
SUPPLEMENTARY INFORMATION: The U.S. Office of Personnel Management
(OPM) is issuing proposed regulations to implement section 585(b) of
the National Defense Authorization Act for Fiscal Year 2008 (NDAA)
(Pub. L. 110-181, January 28, 2008) that amends the Family and Medical
Leave Act (FMLA) provisions in 5 U.S.C. 6381-6383 (applicable to
Federal employees) to provide that a Federal employee who is the
spouse, son, daughter, parent, or next of kin of a covered
servicemember with a serious injury or illness is entitled to a total
of 26 administrative workweeks of leave during a single 12-month period
to care for the covered servicemember. The covered servicemember must
be a current member of the Armed Forces, including a member of the
National Guard or Reserves, who has a serious injury or illness
incurred in the line of duty on active duty for which he or she is
undergoing medical treatment, recuperation, or therapy, is otherwise in
outpatient status, or is otherwise on the temporary disability retired
list. The proposed regulations would also permit an employee to
substitute annual or sick leave, including advanced annual or sick
leave, for any part of the 26-week period of unpaid FMLA leave to care
for a covered servicemember. In addition, OPM is proposing to update
its sick leave regulations to support agencies in planning for pandemic
influenza. We are also proposing to clarify our current regulations
regarding the advancement of up to 104 hours of sick leave to provide
care for a family member and/or for bereavement purposes, and the
amount of sick leave that may be advanced for other conditions
specified under 5 CFR 630.401(a). We are also proposing organizational
changes to the sick leave and FMLA regulations to enhance reader
understanding and administration of the programs.
The amendments to the FMLA became effective on the date of their
enactment, January 28, 2008. On February 1, 2008, OPM issued a
Compensation Policy Memorandum (CPM 2008-04), outlining the changes in
Federal employee pay and leave laws resulting from the enactment of the
NDAA, including the changes to the FMLA statute. (See http://www.opm.gov/oca/compmemo/2008/2008-04.asp.) In this memorandum, OPM
stated that agencies were expected to follow the NDAA statutory
provisions upon the effective date provided in law. Agencies are to
continue implementing the statute to the best of their ability until
OPM final regulations are issued.
In accordance with 5 U.S.C. 6387, OPM is required to prescribe
regulations that are consistent, to the extent appropriate, with those
prescribed by the Secretary of Labor to carry out title I of the FMLA.
The Department of Labor (DOL) issued its final regulations on November
17, 2008 (73 FR 67934) to implement section 585(a) of the NDAA,
amending title I of the FMLA, and to make other substantive changes to
the DOL FMLA regulations based upon stakeholder meetings, rulings of
the U.S. Supreme Court and other Federal courts, DOL's experience
administering the law, information from Congressional hearings, and
public comments filed with the Office of Management and Budget (OMB) as
described by OMB in three annual reports to Congress on the FMLA's
costs and benefits. In developing the NDAA portion of its regulations,
DOL consulted with the Department of Defense (DOD), the Department of
Veterans Affairs (VA), and a number of military service organizations
to provide regulations that reflect the unique circumstances facing
military families when a servicemember is deployed in support of a
contingency operation and injured in the line of duty on active duty.
To the extent appropriate, OPM is prescribing regulations consistent
with the DOL regulations, as revised to incorporate the NDAA
amendments. In order to expedite the implementation of the NDAA
provisions for the Federal workforce, our regulations are addressing
only the provisions in section 585(b) of the NDAA. After we issue final
regulations incorporating the NDAA provisions in our current FMLA
regulations, we will further review DOL's final rule to determine
whether any additional changes are needed in our regulations. If
changes are necessary, we will publish a proposed rule.
We are also considering whether a comprehensive review of OPM's
FMLA regulations is needed to identify any problems or concerns that
our stakeholders have encountered when
[[Page 43065]]
reading and applying the provisions of subpart L, Family and Medical
Leave, in part 630 of title 5, Code of Federal Regulations. Our FMLA
regulations were initially published in 1993, and agencies have had
ample experience in administering FMLA provisions. We expect it would
be relatively easy for agencies to provide specific examples and
feedback on how they believe our regulations could be improved. Any
future OPM review would operate within the then-current FMLA statutory
provisions. We are asking agencies for their recommendations on what
significant changes, if any, are needed within the existing OPM FMLA
regulatory framework.
We are also proposing to reorganize the FMLA regulations in subpart
L and the sick leave regulations in subpart D to enhance the reader's
understanding of the regulations and make it easier to find relevant
topics within the regulatory text.
Subpart D, Sick Leave
Overview of Sick Leave Changes
Under 5 U.S.C. 6307(d), an agency may, when required by the
exigencies of the situation, advance up to 30 days of sick leave for a
serious disability or ailment, or for purposes relating to the adoption
of a child. Under 5 CFR 630.401(f) in OPM's current regulations, an
agency may advance a maximum of 30 days of sick leave to a full-time
employee at the beginning of a leave year or at any time thereafter
when required by the exigencies of the situation for a serious
disability or ailment of the employee or a family member, or for
purposes relating to the adoption of a child. OPM is proposing to
update these regulations to permit an agency to advance sick leave to
an employee to care for a covered servicemember, pursuant to the NDAA
amendments. These proposed regulations also support agencies in dealing
with possible outbreaks of pandemic influenza and other serious
communicable diseases, by permitting an agency to grant accrued or
accumulated sick leave to an employee providing care for a family
member who has been exposed to a serious communicable disease, and by
permitting an agency to advance sick leave when an employee or a family
member has been exposed to a serious communicable disease. Further,
these proposed regulations generally clarify the amount of sick leave
that may be advanced for conditions specified under Sec. 630.401(a).
Advanced Sick Leave To Care for a Covered Servicemember
The NDAA amended the FMLA to authorize Federal employees up to 26
administrative workweeks (1040 hours for a full-time employee) of
unpaid FMLA leave to care for a covered servicemember with a serious
injury or illness. Once an employee has invoked FMLA leave under
Sec. Sec. 630.1203(b) and 630.1204 of the proposed regulations, the
NDAA amendments to 5 U.S.C. 6382(d) allow an employee to substitute any
accrued or accumulated annual or sick leave for any period of leave
without pay. For a full-time employee, the 480-hour (12-week)
limitation per leave year on the use of sick leave to care for a family
member with a serious health condition under current Sec. 630.401(c)
does not apply because the employee may substitute accrued or
accumulated sick leave for any or all of the 26 administrative
workweeks of unpaid leave to care for a covered servicemember. We
believe it is also appropriate to allow the use of advanced sick leave
for this purpose within certain limits, provided the employee has
invoked FMLA under Sec. Sec. 630.1203(b) and 630.1204. Although an
employee may use up to 26 administrative workweeks of accrued and
accumulated sick leave during a single 12-month period if he or she
invokes FMLA to care for a covered servicemember, we provide under
proposed Sec. 630.402(a)(1)(v) and (b) that an agency may advance sick
leave only to the extent that the employee is not indebted for more
than 240 hours (30 days) of advanced sick leave at any time. An agency
may not advance any sick leave to care for a covered servicemember
under Sec. 630.402(a)(1)(v) if the employee has not invoked FMLA to
care for a covered servicemember under Sec. Sec. 630.1203(b) and
630.1204.
For example, a relatively new employee learns that her husband is
injured by gunfire in the line of duty on active duty. The employee is
entitled to 26 weeks of unpaid leave under the FMLA to care for a
covered servicemember; however, she has a combined total of only 160
hours (4 weeks) of accrued and accumulated annual leave and sick leave.
The employee requests advanced sick leave, and the agency approves the
maximum amount allowable of 240 hours (30 days). The agency may advise
the employee that she also can apply for donated annual leave under the
voluntary leave transfer program (5 CFR part 630, subpart I) to
liquidate the advanced sick leave and cover a portion of the remaining
26 weeks of unpaid leave.
Sick Leave for Pandemic Influenza and Other Serious Communicable
Diseases
OPM also is proposing to update its sick leave regulations to
support agencies' planning for pandemic influenza and other serious
communicable diseases. The current sick leave regulations at Sec.
630.401(a)(5) entitle an employee to use accrued or accumulated sick
leave when it has been determined by the health authorities having
jurisdiction or by a health care provider that the employee's presence
on the job would jeopardize the health of others because of the
employee's exposure to a communicable disease (e.g., Federal or State
quarantine or isolation order).
We propose to amend Sec. 630.401(a)(3) to entitle an employee to
use accrued or accumulated sick leave to provide care for a family
member when it has been determined by the health authorities having
jurisdiction or by a health care provider that the family member's
presence in the community would jeopardize the health of others because
of the family member's exposure to a communicable disease, whether or
not the family member has actually contracted the communicable disease.
In general, this situation would only arise for serious communicable
diseases, such as communicable diseases where federal isolation and
quarantine are authorized under Executive Order 13295, as amended by
Executive Order 13375, consistent with 42 U.S.C. 264(b). The current
consolidated list of communicable diseases for which federal isolation
and quarantine are authorized includes: cholera; diphtheria; infectious
tuberculosis; plague; smallpox; yellow fever; viral hemorrhagic fevers;
Severe Acute Respiratory Syndrome (SARS); and influenza that causes or
has the potential to cause a pandemic. This list provides types of
diseases that result in Federal quarantine and may be revised by the
President as the need arises. As a result, this list of diseases is
illustrative and not exhaustive. We request comment on whether
additional changes to the regulatory text would help clarify the
limited cases in which the situation would meet this threshold.
In order to use sick leave in this situation, the relevant health
authorities or a health care provider must first make a determination
that the family member's presence in the community would jeopardize the
health of others because of the family member's exposure to a
communicable disease. Secondly, the employee must actively
[[Page 43066]]
be providing care for the family member. For example, a minor child of
an employee could have been exposed to a communicable disease such as
smallpox, and a determination has been made by the relevant health
authorities or the health care provider that the child's presence at
daycare or at school could jeopardize the health of other children. The
employee could use sick leave to provide care for that child at home
until it is determined whether or not the child has contracted the
disease. The proposed amendment to Sec. 630.401(b) would limit the
amount of accrued or accumulated sick leave available for this purpose
to 104 hours per leave year, unless the family member contracts the
communicable disease. Upon determination by health care officials that
the family member has contracted the disease, the employee is entitled
to use up to 12 weeks of sick leave in a leave year to care for a
family member with a serious health condition under Sec. 630.401(c).
Based on comments received from agencies related to OPM's existing
pandemic guidance, we are also proposing to change our regulations
under Sec. 630.402(a)(1)(iii) to permit agencies to advance a maximum
of 240 hours (30 days) of sick leave to an employee if it has been
determined by the health authorities having jurisdiction or by a health
care provider that the employee's presence on the job would jeopardize
the health of others because of exposure to a communicable disease.
Similarly, we propose under Sec. 630.402(a)(2)(iii) an advancement of
a maximum of 104 hours (13 days) of sick leave in a leave year to an
employee to provide care for a family member who would, as determined
by the health authorities having jurisdiction or by a health care
provider, jeopardize the health of others by that family member's
presence in the community because of exposure to a communicable
disease.
We believe these proposed regulatory changes are consistent with
the intent of Federal sick leave laws and would benefit agencies and
employees, especially in the event of a health crisis resulting in an
outbreak of pandemic influenza or another communicable disease.
Proposed Regulations on Advanced Sick Leave
OPM is also proposing to insert a new section at Sec. 630.402 that
reinstates a longstanding practice that is not in our current
regulations regarding the advancement of up to 104 hours (13 days) of
sick leave to provide general care for a family member and/or for
bereavement purposes. In this section, we are also proposing to specify
the amount of sick leave that may be advanced for other conditions
listed under Sec. 630.401(a).
OPM's proposed regulations at Sec. 630.402(a)(1) would permit an
agency to advance up to 240 hours (30 days) of sick leave to a full-
time employee (1) who is incapacitated for the performance of his or
her duties by physical or mental illness, injury, pregnancy, or
childbirth; (2) for a serious health condition of the employee or a
family member; (3) when the employee would, as determined by the health
authorities having jurisdiction or by a health care provider,
jeopardize the health of others by his or her presence on the job
because of exposure to a communicable disease; (4) for purposes
relating to the adoption of a child; or (5) for the care of a covered
servicemember with a serious injury or illness, provided the employee
has invoked FMLA in accordance with Sec. Sec. 630.1203(b) and
630.1204. We are also proposing under Sec. 630.402(a)(2) that an
agency may advance up to 104 hours (13 days) of sick leave to a full-
time employee when he or she (1) receives medical, dental, or optical
examination or treatment; (2) provides care for a family member who is
incapacitated by a medical or mental condition or attends to a family
member receiving medical, dental, or optical examination or treatment;
(3) provides care for a family member who would, as determined by the
health authorities having jurisdiction or by a health care provider,
jeopardize the health of others by that family member's presence in the
community because of exposure to a communicable disease; or (4) makes
arrangements necessitated by the death of a family member or attends
the funeral of a family member.
Under proposed Sec. 630.402(a), the maximum amount of sick leave
that may be advanced is 240 hours (30 days). Under proposed Sec.
630.402(b), an employee may not be indebted for more than 240 hours (30
days) at any point in time. For a part-time employee (or an employee on
an uncommon tour of duty), the maximum amount of sick leave an agency
may advance, and for which an employee may be indebted, must be
prorated according to the number of hours in the employee's regularly
scheduled administrative workweek.
Substitution of Sick Leave for Unpaid FMLA Leave To Care for a Covered
Servicemember
The NDAA also amended 5 U.S.C. 6382(d) to provide that an employee
may elect to substitute any of the employee's accrued or accumulated
annual or sick leave for any part of the 26-week period of unpaid FMLA
leave to care for a covered servicemember. We are proposing a new Sec.
630.403 in the sick leave regulations to implement this change, which
provides that the amount of sick leave that an employee may substitute
for unpaid FMLA leave when taking FMLA leave to care for a covered
servicemember may not exceed a total of 26 administrative workweeks in
a single 12-month period, or, for a part-time employee or an employee
with an uncommon tour of duty, a prorated amount of sick leave equal to
26 times the average number of hours in his or her scheduled tour of
duty each week.
Subpart L, Family and Medical Leave
Definitions
In Sec. 630.1202 of the proposed regulations, we added definitions
for active duty, contingency operation, covered servicemember, next of
kin of a covered servicemember, outpatient status, parent of a covered
servicemember, serious injury or illness, single 12-month period, and
son or daughter of a covered servicemember--all of which are new terms
applicable only to taking FMLA leave to care for a covered
servicemember.
Active duty is defined in law (5 U.S.C. 6381(7)) to mean duty under
a call or order to active duty under a provision of law referred to in
Sec. 101(a)(13)(B) of title 10. OPM's proposed regulations provide an
expanded version of this definition for clarity and to enhance the
reader's understanding.
Contingency operation is defined in law at 10 U.S.C. 101(a)(13). We
are proposing to adopt this statutory definition in our regulations to
mean a military operation that is designated by the Secretary of
Defense as an operation in which members of the Armed Forces are or may
become involved in military actions, operations, or hostilities against
an enemy of the United States or against an opposing military force; or
results in the call or order to, or retention on, active duty of
members of the uniformed services under section 688, 12301(a), 12302,
12304, 12305, or 12406 of title 10 of the United States Code, chapter
15 of title 10 of the United States Code, or any other provision of law
during a war or during a national emergency declared by the President
or Congress.
Covered servicemember is defined in law (5 U.S.C. 6381(8)) to mean
a member of the Armed Forces who is undergoing medical treatment,
recuperation, or therapy as an outpatient, or is otherwise on the
[[Page 43067]]
temporary disability retired list, for a serious injury or illness.
For the reasons outlined in our discussion of ``Who Is a Covered
Servicemember,'' we have altered the statutory definition slightly to
clarify that a covered servicemember must be a current member of the
Armed Forces, or a member on the temporary disability retired list, but
may not be a former member of the Armed Forces, National Guard, or
Reserve, or a member on the permanent disability retired list. The
proposed definition therefore reads: ``Covered servicemember means a
current member of the Armed Forces, including a member of the National
Guard or Reserves, who is undergoing medical treatment, recuperation,
or therapy, is otherwise in outpatient status, or is otherwise on the
temporary disability retired list, for a serious injury or illness
incurred in the line of duty on active duty, but does not include
former members of the Armed Forces, former members of the National
Guard and Reserves, and members on the permanent disability retired
list.''
Next of kin of a covered servicemember. The NDAA amendments provide
that a covered servicemember's ``next of kin'' is eligible to take FMLA
leave to care for the covered servicemember and defines the term next
of kin as the ``nearest blood relative'' of a covered servicemember (5
U.S.C. 6381(10)).
After consultation with appropriate stakeholders, DOL expanded the
definition of next of kin of a covered servicemember. We are adopting
the DOL definition with modifications to the appropriate citations to
our regulations.
Outpatient status is defined in law (5 U.S.C. 6381(9)), with
respect to a covered servicemember, to mean ``the status of a member of
the Armed Forces assigned to (A) a military medical treatment facility
as an outpatient; or (B) a unit established for the purpose of
providing command and control of members of the Armed Forces receiving
medical care as outpatients.'' We are adopting this statutory
definition of outpatient status in our proposed regulations.
Parent of a covered servicemember. Under FMLA, the terms ``parent''
and ``parent of a covered servicemember'' refer to different
circumstances for purposes of FMLA leave eligibility. Under 5 U.S.C.
6382(a)(1)(C), an employee is entitled to ``basic'' FMLA leave to care
for his or her parent if the parent has a serious health condition.
However, under 5 U.S.C. 6382(a)(3), in the context of leave to care for
a covered servicemember, the parent is the employee who has the
entitlement to take FMLA leave to care for a son or daughter. Since the
entitlement to leave is expressed differently in the two statutory
provisions, the definition of parent in the current regulations (which
is--``parent means a biological parent or an individual who stands or
stood in loco parentis to an employee when the employee was a son or
daughter. This term does not include parents `in law' '') does not
accurately describe the meaning of parent as it is used in the context
of leave to care for a covered servicemember. Accordingly, in Sec.
630.1202, we propose a separate definition of parent of a covered
servicemember to mean a ``covered servicemember's biological, adoptive,
step or foster father or mother, or any other individual who stands or
stood in loco parentis to the covered servicemember. This term does not
include parents-in-law.''
Based on the new definition of parent of a covered servicemember,
we also made a conforming change to the definition of in loco parentis
to add a reference to covered servicemembers so that the definition now
reads: ``In loco parentis refers to the situation of an individual who
has day-to-day responsibility for the care and financial support of a
child or, in the case of an employee or a covered servicemember, who
had such responsibility for the employee or the covered servicemember
when either was a child. A biological or legal relationship is not
necessary.''
Serious injury or illness is defined in law (5 U.S.C. 6381(11)), in
the case of a member of the Armed Forces, to mean an injury or illness
incurred by the member in the line of duty on active duty in the Armed
Forces that may render the member medically unfit to perform the duties
of the member's office, grade, rank, or rating. Consistent with the
approach taken by DOL in its final rule, we are changing the statutory
definition of serious injury or illness slightly in our proposed
regulations to use the term ``covered servicemember,'' so the
definition in the proposed regulations reads: ``Serious injury or
illness means an injury or illness incurred by a covered servicemember
in the line of duty on active duty that may render the servicemember
medically unfit to perform the duties of the servicemember's office,
grade, rank, or rating.''
Single 12-month period is described in DOL's final rule to mean the
period that ``begins on the first day the eligible employee takes FMLA
leave to care for a covered servicemember and ends 12 months after that
date.'' 29 CFR 825.127(c)(1). We are proposing a new definition:
``Single 12-month period means the period beginning on the first day
the employee takes FMLA leave to care for a covered servicemember with
a serious injury or illness and ending 12 months after that date in
accordance with section 630.1205(b) and (c)''.
Son or daughter of a covered servicemember. With respect to who may
take leave to care for a covered servicemember, the NDAA amends 5
U.S.C. 6382(a)(3) to provide that such leave is available to an
employee who is the ``spouse, son, daughter, parent, or next of kin of
a covered servicemember.'' Under the existing FMLA definition of son or
daughter (5 U.S.C. 6381(6)), a son or daughter must either be (A) under
18 years of age, or (B) 18 years of age or older and incapable of self-
care because of a mental or physical disability. Applying this
definition to the leave to care for a covered servicemember entitlement
would mean that most, if not all, adult children would not be permitted
to use this entitlement to take leave to care for a parent who is a
covered servicemember. This is so even though the same adult child
could take ``basic'' FMLA leave (i.e., leave under 5 U.S.C.
6382(a)(1)(C) and Sec. 630.1203(a)(3)) to care for his or her parent
who is a covered servicemember if the parent's serious injury or
illness also qualified as a serious health condition under the FMLA.
Since applying the current definition of son or daughter for purposes
of leave to care for a covered servicemember would severely undermine
the clear intent of the NDAA provisions, DOL created a new term, son or
daughter of a covered servicemember, for purposes of FMLA leave taken
to care for a covered servicemember. We concur with DOL's opinion that
such a result was not intended, and accordingly, Sec. 630.1201 of the
proposed rule establishes a separate definition of son or daughter of a
covered servicemember for the purpose of leave to care for a covered
servicemember, which is ``a covered servicemember's biological,
adopted, or foster child, stepchild, legal ward, or a child for whom
the covered servicemember stood in loco parentis, and who is of any
age.''
Entitlement to Leave To Care for a Covered Servicemember
Under the NDAA, section 6382(a) of title 5, U.S. Code, was amended
by adding a new section to entitle an employee who is the spouse, son,
daughter, parent, or next of kin of a covered servicemember to a total
of 26 administrative workweeks of leave during a 12-month period to
care for the covered servicemember. This leave is
[[Page 43068]]
available only during a single 12-month period.
We added proposed Sec. 630.1203(b) to describe an employee's
entitlement to use a total of 26 administrative workweeks of unpaid
leave during a single 12-month period to care for a covered
servicemember with a serious injury or illness if the employee is the
spouse, son, daughter, parent, or next of kin of a covered
servicemember. Consistent with DOL regulations, OPM is applying this
entitlement on a per-covered servicemember, per-serious injury or
illness basis, such that an employee may be entitled to take more than
one period of up to 26 administrative workweeks of leave if the leave
is to care for different covered servicemembers or to care for the same
covered servicemember with a subsequent serious injury or illness, as
long as no more than 26 administrative workweeks of leave is taken
within any single 12-month period as described in proposed Sec.
630.1205(b).
Per covered servicemember. An employee who has previously invoked
FMLA leave to care for a covered servicemember in a single 12-month
period may subsequently invoke FMLA leave in order to care for a
different covered servicemember in a different single 12-month period.
If the single 12-month periods applicable to the different covered
servicemembers do not overlap, the employee may take up to 26
administrative workweeks of leave during each single 12-month period.
If the single 12-month periods applicable to the different covered
servicemembers do overlap, the employee may take no more than 26
administrative workweeks of leave during any single 12-month period.
However, in no case may an employee take more than 26 administrative
workweeks of leave during any single 12-month period as described in
proposed Sec. 630.1205(b) and (c).
For example, on February 4, 2008, an employee invokes FMLA leave to
care for a covered servicemember (her son) who was injured in the line
of duty while on active duty. Since she first uses the leave on
February 4, 2008, the single 12-month period for her son's care begins
on February 4, 2008, and ends on February 3, 2009. She uses a total of
17 weeks out of the 26 week entitlement, between February 4 and May 30,
2008. On June 18, 2008, the employee's husband is seriously injured in
the line of duty while on active duty and qualifies as a covered
servicemember for FMLA purposes. The employee invokes her FMLA
entitlement to care for her husband but she is limited to no more than
9 weeks of FMLA leave to care for her husband between June 18, 2008,
and February 3, 2009, because of the limit of 26 weeks of leave in any
single 12-month period. If her husband continues to need care after the
single 12-month period ends for her son (February 3, 2009), the
employee may use an additional 17 weeks to care for her husband until
the single 12-month period entitlement for her husband expires on June
17, 2009.
Per serious injury or illness. An employee may take more than one
single 12-month period of up to 26 administrative workweeks of leave to
care for a covered servicemember with more than one serious injury or
illness only when the serious injury or illness is a subsequent serious
injury or illness, including a manifestation of a second serious injury
or illness at a later time. An employee may not take a subsequent
period of leave to care for a covered servicemember who experiences an
aggravation or complication of an earlier serious injury or illness. If
the different single 12-month periods applicable to the different
serious injuries or illnesses do not overlap, the employee may take up
to 26 administrative workweeks of leave during each single 12-month
period. If the single 12-month periods applicable to the different
serious injuries or illnesses do overlap, the employee may take no more
than 26 administrative workweeks of leave during any single 12-month
period. In no case may an employee take more than 26 administrative
workweeks of leave within any single 12-month period as described in
proposed Sec. 630.1205(b) and (c).
For example, on June 23, 2008, an employee has a daughter who is
seriously injured in the line of duty while on active duty by a road-
side bomb. The employee is entitled to use 26 weeks of FMLA leave to
care for his daughter, a covered servicemember. The single 12-month
period for the daughter's care begins on June 24, 2008, when the
employee first uses the leave, and ends on June 23, 2009. The employee
takes 16 weeks of FMLA leave to care for his daughter, and the daughter
recovers and returns to active duty before the end of the single 12-
month period. However, in July, 2009, the daughter is injured in the
line of duty while on active duty by a sniper. The employee is entitled
to use another 26 weeks of FMLA leave to care for his daughter because
the subsequent injury provides the employee with a new 26-week
entitlement, and the previous single 12-month period has expired.
In this same example, however, if the daughter's second injury by
sniper attack occurred in January of 2009 and the employee first took
leave to care for his daughter for that injury on January 7, 2009,
(i.e., the single 12-month periods overlapped) the employee is limited
to no more than 10 weeks of FMLA leave to care for his daughter between
January 7, 2009, and June 23, 2009, because of the limit of 26 weeks of
FMLA leave in any single 12-month period. An overlapping single 12-
month period begins with the employee's use of leave as of January 7,
2009, and runs until January 6, 2010. If the employee uses 10 weeks of
leave to care for his daughter between January 7, 2009, and June 23,
2009, he would then be able to use an additional 16 weeks of leave as
of June 24, 2009, until the expiration of the second single 12-month
period on January 6, 2010.
As DOL has expressed in its final regulations, applying this
entitlement on a per-injury, per-covered servicemember basis
acknowledges the reality that servicemembers are injured and treated
and then re-injured again on active duty. We would add that some
employees have multiple family members who are in the military and,
therefore, may have more than one family member who is injured in the
line of duty on active duty. Also, we believe there will be relatively
few instances in which an employee will have more than one covered
servicemember for whom he or she needs to provide care, or a covered
servicemember with a subsequent serious illness or injury. However, if
an employee is faced with such circumstances, he or she should have
access to FMLA leave to care for a covered servicemember.
Who Is a Covered Servicemember
In order for an employee to be entitled to take FMLA leave to care
for a servicemember, the NDAA amendments require that the servicemember
be a ``covered servicemember'' who is undergoing medical treatment,
recuperation, or therapy, otherwise in outpatient status, or on the
temporary disability retired list for a ``serious injury or illness''
that ``may render the member medically unfit to perform the duties of
the member's office, grade, rank, or rating.'' See definitions of
covered servicemember at 5 U.S.C. 6381(8), serious injury or illness at
5 U.S.C. 6381(11), and outpatient status at 5 U.S.C. 6381(9).
In light of the NDAA's focus on a covered servicemember's ability
to perform his or her military duties when determining whether the
servicemember has a ``serious injury or illness'' (i.e., a
determination must be made that the injury or illness ``may render the
[[Page 43069]]
member medically unfit to perform the duties of the member's office,
grade, rank, or rating''), DOL regulations specifically exclude a
serious injury or illness that manifests itself after the servicemember
has left military service. Consistent with DOL's regulations, we added
proposed Sec. 630.1203(b)(3) to provide that an employee may not take
leave under this paragraph to care for former members of the Armed
Forces, former members of the National Guard and Reserves, and members
on the permanent disability retired list.
Invoking FMLA Entitlement
We are proposing to reorganize the FMLA regulations in title 5 to
create a new Sec. 630.1204 describing the process for invoking the
FMLA entitlements, in which we are adding language to account for
amendments made by the NDAA. There are certain conditions that would
provide an employee an entitlement to both ``basic'' FMLA leave to care
for a family member with a serious health condition under Sec.
630.1203(a)(3) and FMLA leave to care for a covered servicemember under
Sec. 630.1203(b). This would be the case, for example, if an employee
had a spouse or parent who was a covered servicemember, because the
serious injury or illness of the covered servicemember would also fit
the definition of serious health condition. We address this situation
in proposed Sec. 630.1204, to which we are adding a new paragraph (c)
to clarify that when an employee invokes his or her entitlement to FMLA
leave for a circumstance that could qualify under Sec. 630.1203(a)(3)
(i.e. ``basic'' FMLA leave to care for a family member with a serious
health condition) or Sec. 630.1203(b) (i.e., FMLA leave to care for a
covered servicemember), the FMLA leave must be designated as being
taken under Sec. 630.1203(b). The higher 26-week entitlement applies
in this case. Leave to care for a covered servicemember is to be
applied on a per-covered servicemember, per-serious injury or illness
basis. If, after the single 12-month period for leave to care for a
covered servicemember is exhausted, the covered servicemember is still
in need of care, the employee may take FMLA leave for any necessary
subsequent care as ``basic'' FMLA leave to care for a family member
with a serious health condition under Sec. 630.1203(a)(3), subject to
all requirements relating to use of such leave.
Application of the 12-Month FMLA Periods
With the creation of the new entitlement for leave to care for a
covered servicemember, there are now two distinct 12-month periods
during which FMLA leave may be used. The 12-month period referred to in
Sec. 630.1203(a) begins on the date the employee first takes leave for
a family or medical need specified in Sec. 630.1203(a) and provides an
entitlement to 12 administrative workweeks of unpaid leave in a 12-
month period. The ``single 12-month period'' referred to in proposed
Sec. 630.1203(b) begins on the first day the employee takes FMLA leave
to care for a covered servicemember and provides up to 26
administrative workweeks of unpaid leave during a 12-month period.
Proposed Sec. 630.1205 is being added to explain the application of
the two 12-month periods and how they interact with each other.
Consistent with DOL regulations, we clarify in Sec. 630.1205(b)(1)
that any leave used under an employee's 12-week FMLA entitlement prior
to the first use of leave to care for a covered servicemember does not
count towards the ``single 12-month period'' under Sec. 630.1203(b).
For example, on February 25, 2008, an employee invokes her
entitlement to basic FMLA for the birth of her child. She is in her 8th
week of FMLA leave (April 17, 2008) when she receives word that her
husband was seriously hurt in the line of duty while on active duty. On
April 18, 2008, the employee invokes the 26-week FMLA leave entitlement
to care for her husband. She is entitled to use up to 26 weeks of FMLA
leave from April 18, 2008, to April 17, 2009, for this purpose. The
time period during which she used basic FMLA leave does not count
toward the 26-week entitlement during a single 12-month period. We note
that the employee is not required to invoke the 26-week leave
entitlement immediately. She may delay invoking the 26-week entitlement
until such time as she is needed to provide care for her husband. Once
the employee invokes her 26-week leave entitlement and begins to care
for her husband, the single 12-month period begins. In this example,
the employee may choose to exhaust her full 12-week basic FMLA
entitlement for the birth of a child first, and then invoke the 26-week
FMLA entitlement after her husband is released from the hospital and
returns home.
In another example, the employee's first use of FMLA leave is on
April 18, 2008, when she invokes the 26-week FMLA leave entitlement to
care for her husband who was seriously injured in the line of duty
while on active duty. She is entitled to use up to 26 weeks of FMLA
leave during the single 12-month period from April 18, 2008, to April
17, 2009. On November 25, 2008, the employee's daughter is diagnosed
with leukemia which entitles the employee to 12 weeks of ``basic'' FMLA
leave under current 5 CFR 630.1203(a)(3), and she invokes her
entitlement on this date. At this point, the employee has used a total
of 23 weeks of FMLA leave to care for a covered servicemember in order
to care for her husband and has 3 weeks of FMLA leave to care for her
husband or daughter between November 25, 2008, and April 17, 2009. On
April 18, 2009, the employee can use the remaining 9 weeks of ``basic''
FMLA leave to care for her daughter for additional care related to the
leukemia.
We state in paragraph (b)(2) that if an employee does not take all
of his or her 26 administrative workweeks of leave entitlement to care
for a covered servicemember during this single 12-month period, the
remaining part of his or her 26 administrative workweeks of leave
entitlement to care for the covered servicemember is forfeited. In
paragraph (b)(3), we explain that when an employee takes leave to care
for more than one covered servicemember or for a subsequent serious
injury or illness of the same covered servicemember, and the ``single
12-month periods'' corresponding to the different leave entitlements to
care for a covered servicemember overlap, the employee is limited to
taking no more than 26 administrative workweeks of leave in each single
12-month period.
Certification for Leave Taken To Care for a Covered Servicemember
Specific Requirements
The NDAA amended the FMLA certification requirements (5 U.S.C.
6383(f)) to permit an agency to require that a request for leave to
care for a covered servicemember ``be supported by a certification
issued at such time and such manner as the Office of Personnel
Management may by regulation prescribe.'' The NDAA amendments regarding
entitlement to FMLA leave to care for a covered servicemember contain
specific certification requirements that are unique to military
servicemembers. The certification requirements for a family member's
serious health condition under current Sec. 630.1207 do not adequately
address the certification requirements unique to military
[[Page 43070]]
servicemembers. Specifically, the NDAA provision defining covered
servicemember requires that the servicemember be (1) undergoing medical
treatment, recuperation, or therapy; (2) otherwise in outpatient
status; or (3) on the temporary disability retired list because of a
serious injury or illness. (5 U.S.C. 6381(8)) The NDAA provisions
further provide that a serious injury or illness means an injury or
illness incurred by the member in the line of duty on active duty in
the Armed Forces that may render the member medically unfit to perform
the duties of the member's office, grade, rank, or rating (5 U.S.C.
6381(11)). Therefore, we are proposing to create new Sec. 630.1211 on
medical and other certification for leave to care for a covered
servicemember that sets forth separate certification requirements for
leave to care for a covered servicemember.
This section provides that an agency may require certification that
provides information specific to the NDAA requirements for taking leave
to care for a covered servicemember, including: (1) Whether the covered
servicemember has incurred a serious injury or illness; (2) whether the
injury or illness may render the covered servicemember medically unfit
to perform the duties of the member's office, grade, rank, or rating;
(3) whether the injury or illness was incurred by the member in the
line of duty on active duty; (4) whether the covered servicemember is
undergoing medical treatment, recuperation, or therapy, is otherwise on
outpatient status, or is otherwise on the temporary disability retired
list; and (5) the family relationship of the employee to the covered
servicemember.
Besides the information specific to the NDAA requirements for
taking leave to care for a covered servicemember, this section also
provides that the certification for leave to care for a covered
servicemember should also contain certain other information. This
information includes: (1) The probable duration of the injury or
illness; (2) frequency and duration of leave required; and (3) if leave
is requested on an intermittent or reduced schedule basis, an estimate
of the frequency and duration of such leave. These provisions are
consistent, as appropriate, with the regulations promulgated by DOL in
its final rule.
Authorized Health Care Providers
Section 630.1211(a) of the proposed rule lists the health care
providers that may complete the medical certification form. As
described in the DOL regulations, DOL consulted with DOD and VA, and
learned that servicemembers with a serious injury or illness may
receive care from a number of different health care providers,
including DOD health care providers, VA health care providers, or DOD
TRICARE military health system authorized private health care
providers.\1\ Members of the National Guard and Reserves and members on
the temporary disability retired list are more likely to receive care
from DOD TRICARE authorized private health care providers, especially
if the servicemember resides in a rural or remote area. Consequently,
and consistent with the DOL final rule, Sec. 630.1211(a) provides that
any one of the following health care providers may complete the
certification: (1) A DOD health care provider; (2) a VA health care
provider; (3) a DOD TRICARE network authorized private health care
provider; or (4) a DOD non-network TRICARE authorized private health
care provider.
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\1\ TRICARE is the health care program serving active duty
service members, National Guard and Reserve members, retirees, their
families, survivors and certain former spouses worldwide. As a major
component of the Military Health System, TRICARE brings together the
health care resources of the uniformed services and supplements them
with networks of civilian health care professionals, institutions,
pharmacies, and suppliers to provide access to high-quality health
care services while maintaining the capability to support military
operations. To be eligible for TRICARE benefits, one must be
registered in the Defense Enrollment Eligibility Reporting System
(DEERS). See http://tricare.mil/mybenefit/home/overview/WhatIsTRICARE. The Military Health System is a partnership of
medical educators, medical researchers, and health care providers
and their support personnel worldwide. This DOD enterprise consists
of the Office of the Assistant Secretary of Defense for Health
Affairs; the medical departments of the Army, Navy, Marine Corps,
Air Force, Coast Guard, and Joint Chiefs of Staff; the Combatant
Command Surgeons; and TRICARE providers (including private sector
health care providers, hospitals, and pharmacies). See http:/
mhs.osd.mil/aboutMHS.aspx.
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Use of DOL Certification Form (WH-385)
Paragraph (b) of proposed Sec. 630.1211 provides the information
that is required from health care providers, and paragraph (c) provides
the information that is required from the employee and/or covered
servicemember. DOL has developed an optional form (Form WH-385) for
employees' use in obtaining certification that meets FMLA's
certification requirements for leave to care for a covered
servicemember. This form can be found at http://www.dol.gov/esa/whd/forms/WH-385.pdf and may be used by Federal agencies. The new form
includes two additional categories of internal DOD casualty assistance
designations used by DOD health care providers ((VSI) Very Seriously
Ill/Injured and (SI) Seriously Ill/Injured) that also meet the standard
of serious injury or illness.) Consistent with past practice, OPM is
not developing its own form, but encourages Federal agencies to use
DOL's Form WH-385 to ensure the correct information is gathered for
FMLA approval. (Federal agencies should also continue to use DOL's Form
WH-380 for ``basic'' FMLA leave certification, but not the new DOL
Forms WH-380-E or WH-380-F. The latter were generated by DOL as part of
its final FMLA regulations and are based on changes to DOL's FMLA
regulations which do not apply to our proposed regulations.)
Request for Military-Related Information
In the supplementary information accompanying DOL's final
regulations, DOL stated that, based on consultation with DOD, it was
DOL's understanding that every covered servicemember will have a DOD
representative who can serve as a point of contact for health care
providers should they need information regarding the military-related
determinations requested in the FMLA certification form. For example,
the most seriously injured or ill covered servicemembers (i.e., those
servicemembers with injuries DOD terms catastrophic or severe) will
have either a ``Federal Recovery Coordinator'' or ``Recovery Care
Coordinator'' assigned to assist the covered servicemember and his or
her family. Therefore, proposed Sec. 630.1211(b) provides that if the
authorized health care provider is unable to make certain military-
related determinations, the health care provider may complete the
certification form by relying on determinations from an authorized DOD
representative, such as a DOD recovery care coordinator.
No Recertification for Leave To Care for a Covered Servicemember
Proposed section 630.1211(d) specifies that (as is the case with
the certification process for leave taken to care for a family member
with a serious health condition) no information may be required beyond
that specified in this certification section. It also states that an
agency may seek authentication or clarification of the certification.
Since FMLA leave to care for a covered servicemember is a per-serious
injury or illness entitlement limited to a single 12-month period, we
do not believe that a recertification process, such as that provided
for under current 5 CFR 630.1207(j) for ``basic'' FMLA leave, is
necessary for leave to care for a covered servicemember. Also, since
several of
[[Page 43071]]
the amendments made by the NDAA contain specific requirements that are
unique to military servicemembers and that only the military can
determine (such as whether the serious injury or illness was incurred
in the line of duty on active duty), we believe that, consistent with
DOL regulations, it would be inappropriate to permit a second or third
opinion process such as that provided for ``basic'' FMLA leave under
current Sec. 630.1207(d) and (e). Therefore, Sec. 630.1211(d) also
states that second and third opinions and recertifications are not
permitted for leave to care for a covered servicemember.
Invitational Travel Orders (ITOs) or Invitational Travel Authorizations
(ITAs)
Proposed section 630.1211(e) provides that an agency requiring an
employee to submit a certification for leave to care for a covered
servicemember must accept the submission of ``invitational travel
orders'' (``ITOs'') or ``invitational travel authorizations''
(``ITAs'') issued for medical purposes as sufficient certification of
the employee's request for leave to care for a covered servicemember.
As described in DOL's regulations, based on consultation with DOD,
DOL believes, and we concur, that the issuance of such orders or
authorizations qualifies a servicemember as a covered servicemember for
purposes of the FMLA provisions governing leave to care for a covered
servicemember. The issuance of an ITO or ITA for medical purposes
permits the named family member of the injured or ill servicemember to
travel immediately to the servicemember's bedside, at DOD's expense.
These ITOs or ITAs for medical purposes are not routinely issued by
DOD, but rather only when the servicemember is, at minimum, seriously
injured or ill. In its regulations, DOL further indicated its
understanding that, in such cases, the ITO or ITA is issued to a
servicemember's family upon the direction of a DOD health care provider
and will state on its face that the travel order or authorization is
for ``medical purposes.''
We agree that permitting ITOs or ITAs to serve as sufficient
certification is appropriate in light of the fact that DOD has
determined that the injury or illness incurred by the servicemember is
serious enough to warrant the immediate presence of a family member at
the servicemember's bedside. Moreover, in many circumstances where ITOs
or ITAs are issued, it may be extremely difficult for an employee to
provide an agency an otherwise timely certification that complies with
the requirements of this section. This approach accommodates an
agency's right to obtain a sufficient certification from an employee in
order to verify the employee's entitlement to FMLA leave to care for a
covered servicemember.
Section 630.1211(e) further provides that an ITO or ITA issued to
any family member to join an injured or ill covered servicemember at
his or her bedside is sufficient certification regardless of whether
the employee is named in the ITO or ITA. These provisions are
consistent with those provided in DOL's final rule. Thus, for example,
a covered servicemember's son may submit an ITO issued to the covered
servicemember's spouse to support the son's request for FMLA leave to
care for the covered servicemember during the time period specified by
the ITO. DOD does not issue an ITO or ITA to every family member of an
injured or ill covered servicemember who might be eligible to take FMLA
leave to care for the covered servicemember. In some situations, the
servicemember may have additional family members who are eligible to
take FMLA leave to care for the covered servicemember, even if DOD has
not authorized an ITO for that person. For example, an ITO or ITA can
be issued to the spouse of a servicemember without also being issued to
a servicemember's parents, children, or siblings. We agree with DOL's
determination, as indicated in DOL's regulations, that all family
members of a covered servicemember who are eligible to take FMLA leave
to care for the covered servicemember should be able to rely on DOD's
issuance of an ITO or ITA as sufficient certification to support a
request for FMLA leave during the period covered by the ITO or ITA.
Given the seriousness of the injuries or illness incurred by a
covered servicemember whose family member receives an ITO or ITA, and
the immediate need for the family member at the covered servicemember's
bedside, our intention is to remove as many certification impediments
for the employee as possible for the duration of the order or
authorization. Accordingly, Sec. 630.1211(e)(1) further provides that
an ITO or ITA is sufficient certification for the duration of the time
specified in the ITO or ITA, and that during this time, an employee may
take leave to care for the covered servicemember in a continuous block
of time or on an intermittent basis. Section 630.1211(e)(2) states that
an employee who provides an ITO or ITA to support his or her request
for leave may not be required to provide any additional or separate
certification that leave taken on an intermittent basis during the
period of time specified in the ITO or ITA is medically necessary.
If an employee needs leave to care for a covered servicemember
beyond the expiration date specified in an ITO or ITA, paragraph (e)(3)
of Sec. 630.1211 permits an agency to request that the employee have
one of the authorized health care providers listed under Sec.
630.1211(a) furnish the required certification for the remainder of the
employee's necessary leave period. This is consistent with the approach
taken by DOL in its final rule. Permitting this additional
certification, if an agency chooses to request it, allows the agency to
obtain information about the employee's continued need for leave once
the ITO or ITA expires, including specific information regarding the
covered servicemember's injury or illness and its expected duration,
since the ITO or ITA will not provide the agency with such information
initially. As DOL stated in its final rule, once an ITO or ITA expires,
the employee will be in a better position to have an authorized health
care provider furnish a complete certification as to the
servicemember's medical condition and the employee's continuing need
for leave. Paragraphs (e)(4) and (e)(5) of Sec. 630.1211 state,
respectively, that when an employee supports his or her request for
leave with an ITO or ITA, a health care provider of the agency may seek
authentication and clarification of the ITO or ITA, but the agency may
not require a second and third opinion or use a recertification
process.
Further Certification Requirements
Paragraphs (f)-(i) of proposed Sec. 630.1211 parallel similar
provisions in the certification requirements for ``basic'' FMLA leave.
Paragraph (f) provides that the agency must grant provisional leave
pending final written certification if the employee cannot provide the
certification before leave begins, or if the agency questions the
validity of the original certification provided by the employee and the
medical treatment requires the leave to begin. Paragraph (g) states
that an employee must provide certification to the requesting agency
within 15 calendar days of the agency's request, unless it is not
practicable to do so under the particular circumstances, despite the
employee's diligent, good-faith efforts, in which case the employee
must provide the certification within a reasonable period of time, but
no later
[[Page 43072]]
than 30 calendar days after the agency's request. Paragraph (h) states
that if the employee fails to provide the requested certification after
the leave has commenced, the agency may charge the employee as absent
without leave (AWOL) or allow the employee to request that the
provisional leave be charged as leave without pay or to the employee's
annual and/or sick leave account. Paragraph (i) addresses the security
and confidentiality of this certification.
Qualifying Exigency Leave
The amendments made by the NDAA provided DOL with the authority to
establish ``qualifying exigency leave'' for employees covered by DOL's
regulations. See 29 CFR 825.126. This type of leave helps families of
members of the National Guard and Reserves manage family affairs when a
family member is on active duty. Qualifying exigencies for which
employees can use FMLA leave are: (1) Short-notice deployment; (2)
military events and related activities; (3) childcare and school
activities; (4) financial and legal arrangements; (5) counseling; (6)
rest and recuperation; (7) post-deployment activities; and (8)
additional activities not encompassed in the other categories that the
employer and employee agree qualify as exigencies and agree to the
timing and duration of the leave. The NDAA amendments did not provide
this benefit to Federal employees; therefore, it is not included in
OPM's proposed regulations. OPM requests comments on whether we should
pursue legislation to obtain this benefit for the Federal workforce.
OPM is publishing subpart L, Family and Medical Leave, in its
entirety because of the extent of the additions and the reorganization
of the text.
E.O. 12866, Regulatory Review
This rule has been reviewed by the Office of Management and Budget
in accordance with E.O. 12866.
Regulatory Flexibility Act
I certify that these regulations will not have a significant
economic impact on a substantial number of small entities because they
will apply only to Federal agencies and employees.
List of Subjects in 5 CFR 630
Government employees.
Office of Personnel Management.
John Berry,
Director.
Accordingly, OPM is proposing to amend 5 CFR part 630 as follows:
PART 630--ABSENCE AND LEAVE
1. The authority citation for part 630 continues to read as
follows:
Authority: 5 U.S.C. 6311; Sec. 630.205 also issued under Pub.
L. 108-411, 118 Stat 2312; Sec. 630.301 also issued under Pub. L.
103-356, 108 Stat. 3410 and Pub. L. 108-411, 118 Stat 2312; Sec.
630.303 also issued under 5 U.S.C. 6133(a); Sec. Sec. 630.306 and
630.308 also issued under 5 U.S.C. 6304(d)(3), Pub. L. 102-484, 106
Stat. 2722, and Pub. L. 103-337, 108 Stat. 2663; subpart D also
issued under Pub. L. 103-329, 108 Stat. 2423; Sec. 630.501 and
subpart F also issued under E.O. 11228, 30 FR 7739, 3 CFR, 1974
Comp., p. 163; subpart G also issued under 5 U.S.C. 6305; subpart H
also issued under 5 U.S.C. 6326; subpart I also issued under 5
U.S.C. 6332, Pub. L. 100-566, 102 Stat. 2834, and Pub. L. 103-103,
107 Stat. 1022; subpart J also issued under 5 U.S.C. 6362, Pub. L
100-566, and Pub. L. 103-103; subpart K also issued under Pub. L.
105-18, 111 Stat. 158; subpart L also issued under 5 U.S.C. 6387 and
Pub. L. 103-3, 107 Stat. 23; and subpart M also issued under 5
U.S.C. 6391 and Pub. L. 102-25, 105 Stat. 92.
* * * * *
2. In Sec. 630.401, remove paragraph (f) and revise paragraphs
(a)(3) and (b) to read as follows:
Sec. 630.401 Granting sick leave.
(a) * * *
(3) Provides care for a family member--
(i) Who is incapacitated by a medical or mental condition or
attends to a family member receiving medical, dental, or optical
examination or treatment;
(ii) With a serious health condition; or
(iii) Who would, as determined by the health authorities having
jurisdiction or by a health care provider, jeopardize the health of
others by that family member's presence in the community because of
exposure to a communicable disease;
* * * * *
(b) The amount of sick leave granted to an employee during any
leave year for the purposes described in paragraphs (a)(3)(i),
(a)(3)(iii), and (a)(4) of this section may not exceed a total of 104
hours (or, for a part-time employee or an employee with an uncommon
tour of duty, the number of hours of sick leave he or she normally
accrues during a leave year).
* * * * *
Sec. Sec. 630.402 through 630.406 [Redesignated as Sec. Sec. 630.404
through 630.408].
3a. Redesignate Sec. Sec. 630.402 through 630.406 as Sec. Sec.
630.404 through 630.408 respectively, and add new Sec. Sec. 630.402
and 630.403 to read as follows:
Sec. 630.402 Advancing sick leave.
(a) At the beginning of a leave year or at any time thereafter when
required by the exigencies of the situation, an agency may advance sick
leave in the amount of:
(1) Up to 240 hours to a full-time employee--
(i) Who is incapacitated for the performance of his or her duties
by physical or mental illness, injury, pregnancy, or childbirth;
(ii) For a serious health condition of the employee or a family
member;
(iii) When the employee would, as determined by the health
authorities having jurisdiction or by a health care provider,
jeopardize the health of others by his or her presence on the job
because of exposure to a communicable disease;
(iv) For purposes relating to the adoption of a child; or
(v) For the care of a covered servicemember with a serious injury
or illness, provided the employee is exercising his or her entitlement
under Sec. Sec. 630.1203(b) and 630.1204.
(2) Up to 104 hours to a full-time employee--
(i) When he or she receives medical, dental or optical examination
or treatment;
(ii) To provide care for a family member who is incapacitated by a
medical or mental condition or to attend to a family member receiving
medical, dental, or optical examination or treatment;
(iii) To provide care for a family member who would, as determined
by the health authorities having jurisdiction or by a health care
provider, jeopardize the health of others by that family member's
presence in the community because of exposure to a communicable
disease; or
(iv) To make arrangements necessitated by the death of a family
member or to attend the funeral of a family member.
(b) Two hundred forty hours is the maximum amount of advanced sick
leave an employee may have to his or her credit at any one time. For a
part-time employee (or an employee on an uncommon tour of duty), the
maximum amount of sick leave an agency may advance must be prorated
according to the number of hours in the employee's regularly scheduled
administrative workweek.
Sec. 630.403 Substitution of sick leave for unpaid family and medical
leave to care for a covered servicemember.
The amount of accumulated and accrued sick leave which an employee
may substitute for unpaid family and medical leave under Sec.
630.1203(b) may not exceed a total of 26 administrative workweeks in a
single 12-month period
[[Page 43073]]
(or, for a part-time employee or an employee with an uncommon tour of
duty, an amount of sick leave equal to 26 times the average number of
hours in his or her scheduled tour of duty each week).
3b. Revise paragraphs (b) and (c) of Sec. 630.502 to read as
follows:
Sec. 630.502 Sick leave recredit.
* * * * *
(b) Except as provided in Sec. 630.407 and in paragraph (c) of
this section, an employee who has had a break in service is entitled to
a recredit of sick leave (without regard to the date of his or her
separation), if he or she returns to Federal employment on or after
December 2, 1994, unless the sick leave was forfeited upon reemployment
in the Federal Government before December 2, 1994.
(c) Except as provided in Sec. 630.407, an employee of the
government of the District of Columbia who was first employed by the
government of the District of Columbia before October 1, 1987, who has
had a break in service is entitled to a recredit of sick leave (without
regard to the date of his or her separation), if he or she returns to
Federal employment on or after December 2, 1994, unless the sick leave
was forfeited upon reemployment in the Federal Government before
December 2, 1994.
* * * * *
4. Revise subpart L to read as follows:
Subpart L--Family and Medical Leave
630.1201 Purpose, applicability, and administration.
630.1202 Definitions.
630.1203 Leave entitlement.
630.1204 Invoking FMLA entitlement.
630.1205 Application of the 12-month FMLA periods.
630.1206 Non-standard workschedules and holidays.
630.1207 Intermittent leave or reduced leave schedule.
630.1208 Substitution of paid leave.
630.1209 Notice of leave.
630.1210 Medical certification for basic FMLA leave for serious
health condition of the employee or family member.
630.1211 Medical and other certification for leave to care for a
covered servicemember.
630.1212 Protection of employment and benefits.
630.1213 Health benefits.
630.1214 Greater leave entitlements.
630.1215 Records and reports.
Sec. 630.1201 Purpose, applicability, and administration.
(a) Purpose. This subpart provides regulations to implement
sections 6381 through 6387 of title 5, United States Code. This subpart
must be read together with those sections of law. Sections 6381 through
6387 of title 5, United States Code, provide a standard approach to
providing family and medical leave to Federal employees by prescribing
an entitlement to a total of 12 administrative workweeks of unpaid
leave during any 12-month period for certain family and medical needs,
as specified in Sec. 630.1203(a) of this part, and an entitlement to a
total of 26 administrative workweeks of unpaid leave during a single
12-month period to care for a covered servicemember with a serious
injury or illness, as specified in Sec. 630.1203(b) of this part.
(b) Applicability. (1) Except as otherwise provided in paragraph
(b)(2) of this section, this subpart applies to any employee who--
(i) Is defined as an ``employee'' under 5 U.S.C. 6301(2), excluding
employees covered under paragraph (b)(2) of this section; and
(ii) Has completed at least 12 months of service (not required to
be 12 recent or consecutive months) as--
(A) An employee, as defined under 5 U.S.C. 6301(2), excluding any
service as an employee under paragraph (b)(2) of this section;
(B) An employee of the Veterans Health Administration appointed
under title 38, United States Code, in occupations listed in 38 U.S.C.
7401(1);
(C) A ``teacher'' or an individual holding a ``teaching position,''
as defined in section 901 of title 20, United States Code; or
(D) An employee identified in section 2105(c) of title 5, United
States Code, who is paid from nonappropriated funds.
(2) This subpart does not apply to--
(i) An individual employed by the government of the District of
Columbia;
(ii) An employee serving under a temporary appointment with a time
limitation of 1 year or less;
(iii) An intermittent employee, as defined in 5 CFR 340.401(c); or
(iv) Any employee covered by Title I or Title V of the Family and
Medical Leave Act of 1993 (Pub. L. 103-3, February 5, 1993). The
Department of Labor has issued regulations implementing Title I at 29
CFR part 825.
(3) For the purpose of applying sections 6381 through 6387 of title
5, United States Code--
(i) An employee of the Veterans Health Administration appointed
under title 38, United States Code, in occupations listed in 38 U.S.C.
7401(1) is subject to regulations prescribed by the Secretary of
Veterans Affairs;
(ii) A ``teacher'' or an individual holding a ``teaching
position,'' as defined in section 901 of title 20, United States Code,
is subject to regulations prescribed by the Secretary of Defense; and
(iii) An employee identified in section 2105(c) of title 5, United
States Code, who is paid from nonappropriated funds is subject to
regulations prescribed by the Secretary of Defense or the Secretary of
Transportation, as appropriate.
(4) The regulations prescribed by the Secretary of Veterans
Affairs, Secretary of Defense, or Secretary of Transportation under
paragraph (b)(3) of this section must, to the extent appropriate, be
consistent with the regulations prescribed in this subpart and the
regulations prescribed by the Secretary of Labor to carry out Title I
of the Family and Medical Leave Act of 1993 at 29 CFR part 825.
(c) Administration. The head of an agency having employees subject
to this subpart is responsible for the proper administration of this
subpart.
Sec. 630.1202 Definitions.
In this subpart:
Accrued leave has the meaning given that term in Sec. 630.201 of
this part.
Accumulated leave has the meaning given that term in Sec. 630.201
of this part.
Active duty means duty under a call or order to active duty in
support of a contingency operation pursuant to:
(1) Section 688 of title 10 of the United States Code, which
authorizes ordering to active duty retired members of the Regular Armed
Forces and members of the Retired Reserve retired after 20 years for
length of service, and members of the Fleet Reserve or Fleet Marine
Corps Reserve;
(2) Section 12301(a) of title 10 of the United States Code, which
authorizes ordering all reserve component members to active duty in the
case of war or national emergency declared by Congress, or when
otherwise authorized by law;
(3) Section 12302 of title 10 of the United States Code, which
authorizes ordering any unit or unassigned member of the Ready Reserve
to active duty in time of national emergency declared by the President
after January 1, 1953, or when otherwise authorized by law;
(4) Section 12304 of title 10 of the United States Code, which
authorizes ordering any unit or unassigned member of the Selected
Reserve and certain members of the Individual Ready Reserve to active
duty;
(5) Section 12305 of title 10 of the United States Code, which
authorizes the suspension of promotion, retirement or separation rules
for certain Reserve components;
(6) Section 12406 of title 10 of the United States Code, which
authorizes
[[Page 43074]]
calling the National Guard into Federal service in certain
circumstances;
(7) Chapter 15 of title 10 of the United States Code, which
authorizes calling the National Guard and State militia into Federal
service in the case of insurrections and national emergencies; or
(8) Any other provision of law during a war or during a national
emergency declared by the President or Congress.
Administrative workweek has the meaning given that term in Sec.
610.102 of this chapter.
Adoption refers to a legal process in which an individual becomes
the legal parent of another's child. The source of an adopted child--
i.e., whether from a licensed placement agency or otherwise--is not a
factor in determining eligibility for leave under this subpart.
Contingency operation means a military operation that:
(1) Is designated by the Secretary of Defense as an operation in
which members of the Armed Forces are or may become involved in
military actions, operations, or hostilities against an enemy of the
United States or against an opposing military force; or
(2) Results in the call or order to, or retention on, active duty
of members of the uniformed services under section 688, 12301(a),
12302, 12304, 12305, or 12406 of title 10 of the United States Code,
chapter 15 of title 10 of the United States Code, or any other
provision of law during a war or during a national emergency declared
by the President or Congress.
Covered servicemember means a current member of the Armed Forces,
including a member of the National Guard or Reserves, who is undergoing
medical treatment, recuperation, or therapy, is otherwise in outpatient
status, or is otherwise on the temporary disability retired list, for a
serious injury or illness incurred in the line of duty on active duty,
but does not include former members of the Armed Forces, former members
of the National Guard and Reserves, and members on the permanent
disability retired list.
Employee means an individual to whom this subpart applies as
described under Sec. 630.1201(b).
Essential functions means the fundamental job duties of the
employee's position, as defined in 29 CFR 1630.2(n). An employee who
must be absent from work to receive medical treatment for a serious
health condition is considered to be unable to perform the essential
functions of the position during the absence for treatment.
Family and medical leave (or FMLA leave) means an employee's
entitlement to 12 or 26 administrative workweeks of unpaid leave for
certain family and medical needs, as prescribed under sections 6381
through 6387 of title 5, United States Code.
Foster care means 24-hour care for children in substitution for,
and away from, their parents or guardian. Such placement is made by or
with the agreement of the State as a result of a voluntary agreement by
the parent or guardian that the child be removed from the home, or
pursuant to a judicial determination of the necessity for foster care,
and involves agreement between the State and foster family to take the
child. Although foster care may be with relatives of the child, State
action is involved in the removal of the child from parental custody.
Health care provider means, for purposes of leave taken under Sec.
630.1203(a)(3) or (4)--
(1) A licensed Doctor of Medicine or Doctor of Osteopathy or a
physician who is serving on active duty in the uniformed services and
is designated by the uniformed service to conduct examinations under
this subpart;
(2) Any health care provider recognized by the Federal Employees
Health Benefits Program or who is licensed or certified under Federal
or State law to provide the service in question;
(3) A health care provider as defined in paragraph (2) of this
definition who practices in a country other than the United States, who
is authorized to practice in accordance with the laws of that country,
and who is performing within the scope of his or her practice as
defined under such law;
(4) A Christian Science practitioner listed with the First Church
of Christ, Scientist, in Boston, Massachusetts; or
(5) A Native American, including an Eskimo, Aleut, and Native
Hawaiian, who is recognized as a traditional healing practitioner by
native traditional religious leaders who practices traditional healing
methods as believed, expressed, and exercised in Indian religions of
the American Indian, Eskimo, Aleut, and Native Hawaiians, consistent
with Public Law 95-314, August 11, 1978 (92 Stat. 469), as amended by
Public Law 103-344, October 6, 1994 (108 Stat. 3125).
(6) For purposes of leave taken to care for a covered servicemember
under Sec. 630.1205(b), see the list of authorized health care
providers at Sec. 630.1211(a)(1) through (4).
In loco parentis refers to the situation of an individual who has
day-to-day responsibility for the care and financial support of a child
or, in the case of an employee or a covered servicemember, who had such
responsibility for the employee or the covered servicemember when
either was a child. A biological or legal relationship is not
necessary.
Incapacity means the inability to work, attend school, or perform
other regular daily activities because of a serious health condition or
treatment for or recovery from a serious health condition.
Intermittent leave or leave taken intermittently means leave taken
in separate blocks of time, rather than for one continuous period of
time, and may include leave periods of 1 hour to several weeks. Leave
may be taken for a period of less than 1 hour if agency policy provides
for a minimum charge for leave of less than 1 hour under Sec.
630.206(a).
Leave without pay means an absence from duty in a nonpay status.
Leave without pay may be taken only for those hours of duty comprising
an employee's basic workweek.
Next of kin of a covered servicemember means the nearest blood
relative other than the covered servicemember's spouse, parent, son, or
daughter, in the following order of priority:
(1) Blood relatives who have been granted legal custody of the
covered servicemember by court decree or statutory provisions;
(2) Brothers and sisters;
(3) Grandparents;
(4) Aunts and uncles; and
(5) First cousins, unless the covered servicemember has
specifically designated in writing another blood relative as his or her
nearest blood relative for purposes of leave taken under Sec.
630.1203(b). When such designation has been made, the designated
individual is deemed to be the covered servicemember's only next of
kin. When no such designation is made, and there are multiple family
members with the same level of relationship to the covered
servicemember, all such family members will be considered the covered
servicemember's next of kin and may take FMLA leave to provide care to
the covered servicemember, either consecutively or simultaneously.
Outpatient status means, with respect to a covered servicemember,
the status of a member of the Armed Forces assigned to--
(1) A military medical treatment facility as an outpatient; or
(2) A unit established for the purpose of providing command and
control of members of the Armed Forces receiving medical care as
outpatients.
Parent means a biological parent or an individual who stands or
stood in loco
[[Page 43075]]
parentis to an employee when the employee was a son or daughter. This
term does not include parents-in-law.
Parent of a covered servicemember means a covered servicemember's
biological, adoptive, step or foster father or mother, or any other
individual who stands or stood in loco parentis to the covered
servicemember. This term does not include parents-in-law.
Reduced leave schedule means a work schedule under which the usual
number of hours of regularly scheduled work per workday or workweek of
an employee is reduced. The number of hours by which the daily or
weekly tour of duty is reduced are counted as leave for the purpose of
this subpart.
Regularly scheduled work has the meaning given that term in Sec.
610.102 of this chapter.
Regularly scheduled administrative workweek has the meaning given
that term in Sec. 610.102 of this chapter.
Serious health condition. (1) Serious health condition means an
illness, injury, impairment, or physical or mental condition that
involves--
(i) Inpatient care (i.e., an overnight stay) in a hospital,
hospice, or residential medical care facility, including any period of
incapacity or any subsequent treatment in connection with such
inpatient care; or
(ii) Continuing treatment by a health care provider that includes
(but is not limited to) examinations to determine if there is a serious
health condition and evaluations of such conditions if the examinations
or evaluations determine that a serious health condition exists.
Continuing treatment by a health care provider may include one or more
of the following--
(A) A period of incapacity of more than 3 consecutive calendar
days, including any subsequent treatment or period of incapacity
relating to the same condition, that also involves--
(1) Treatment two or more times by a health care provider, by a
health care provider under the direct supervision of the affected
individual's health care provider, or by a provider of health care
services under orders of, or on referral by, a health care provider; or
(2) Treatment by a health care provider on at least one occasion
that results in a regimen of continuing treatment under the supervision
of the health care provider (e.g., a course of prescription medication
or therapy requiring special equipment to resolve or alleviate the
health condition).
(B) Any period of incapacity due to pregnancy or childbirth, or for
prenatal care, even if the affected individual does not receive active
treatment from a health care provider during the period of incapacity
or the period of incapacity does not last more than 3 consecutive
calendar days.
(C) Any period of incapacity or treatment for such incapacity due
to a chronic serious health condition that--
(1) Requires periodic visits for treatment by a health care
provider or by a health care provider under the direct supervision of
the affected individual's health care provider,
(2) Continues over an extended period of time (including recurring
episodes of a single underlying condition); and
(3) May cause episodic rather than a continuing period of
incapacity (e.g., asthma, diabetes, epilepsy, etc.). The condition is
covered even if the affected individual does not receive active
treatment from a health care provider during the period of incapacity
or the period of incapacity does not last more than 3 consecutive
calendar days.
(D) A period of incapacity that is permanent or long-term due to a
condition for which treatment may not be effective. The affected
individual must be under the continuing supervision of, but need not be
receiving active treatment by, a health care provider (e.g.,
Alzheimer's, severe stroke, or terminal stages of a disease).
(E) Any period of absence to receive multiple treatments (including
any period of recovery) by a health care provider or by a provider of
health care services under orders of, or on referral by, a health care
provider, either for restorative surgery after an accident or other
injury or for a condition that would likely result in a period of
incapacity of more than 3 consecutive calendar days in the absence of
medical intervention or treatment (e.g., chemotherapy/radiation for
cancer, physical therapy for severe arthritis, dialysis for kidney
disease).
(2) Serious health condition does not include routine physical,
eye, or dental examinations; a regimen of continuing treatment that
includes the taking of over-the-counter medications, bed-rest,
exercise, and other similar activities that can be initiated without a
visit to the health care provider; a condition for which cosmetic
treatments are administered, unless inpatient hospital care is required
or unless complications develop; or an absence because of an employee's
use of an illegal substance, unless the employee is receiving treatment
for substance abuse by a health care provider or by a provider of
health care services on referral by a health care provider. Ordinarily,
unless complications arise, the common cold, the flu, earaches, upset
stomach, minor ulcers, headaches (other than migraines), routine dental
or orthodontia problems, and periodontal disease are not serious health
conditions. Allergies, restorative dental or plastic surgery after an
injury, removal of a cancerous growth, or mental illness resulting from
stress may be serious health conditions only if such conditions require
inpatient care or continuing treatment by a health care provider.
Serious injury or illness means an injury or illness incurred by a
covered servicemember in the line of duty on active duty that may
render the servicemember medically unfit to perform the duties of the
servicemember's office, grade, rank, or rating.
Single 12-month period means the period beginning on the first day
the employee takes FMLA leave to care for a covered servicemember with
a serious injury or illness and ending 12 months after that date in
accordance with section 630.1205(b) and (c).
Son or daughter means a biological, adopted, or foster child; a
step child; a legal ward; or a child of a person standing in loco
parentis who is--
(1) Under 18 years of age; or
(2) 18 years of age or older and incapable of self-care because of
a mental or physical disability. A son or daughter incapable of self-
care requires active assistance or supervision to provide daily self-
care in three or more of the ``activities of daily living'' (ADLs) or
``instrumental activities of daily living'' (IADLs). Activities of
daily living include adaptive activities such as caring appropriately
for one's grooming and hygiene, bathing, dressing, and eating.
Instrumental activities of daily living include cooking, cleaning,
shopping, taking public transportation, paying bills, maintaining a
residence, using the telephones and directories, using a post office,
etc. A ``physical or mental disability'' refers to a physical or mental
impairment that substantially limits one or more of the major life
activities of an individual as defined in 29 CFR 1630.2 (h), (i) and
(j).
Son or daughter of a covered servicemember means a covered
servicemember's biological, adopted, or foster child, stepchild, legal
ward, or a child for whom the covered servicemember stood in loco
parentis, and who is of any age.
Spouse means an individual who is a husband or wife pursuant to a
marriage that is a legal union between one man and one woman, including
common law marriage between one man and one woman in States where it is
recognized.
Tour of duty has the meaning given that term in Sec. 610.102 of
this chapter.
[[Page 43076]]
Sec. 630.1203 Leave entitlement.
(a) 12-week entitlement for basic FMLA leave. An employee is
entitled to a total of 12 administrative workweeks of unpaid leave
during any 12-month period for one or more of the following reasons:
(1) The birth of a son or daughter of the employee and the care of
such son or daughter;
(2) The placement of a son or daughter with the employee for
adoption or foster care;
(3) The care of a spouse, son, daughter, or parent of the employee,
if such spouse, son, daughter, or parent has a serious health
condition; or
(4) A serious health condition of the employee that makes the
employee unable to perform any one or more of the essential functions
of his or her position.
(b) 26-week entitlement for FMLA leave to care for a covered
servicemember. (1) An employee is entitled to a total of 26
administrative workweeks of unpaid leave during a single 12-month
period to care for a covered servicemember with a serious injury or
illness if the employee is the spouse, son, daughter, parent, or next
of kin of a covered servicemember as defined in Sec. 630.1202.
(2) The leave entitlement described in this section is to be
applied on a per-covered servicemember, per-serious injury or illness
basis such that an employee may be entitled to take more than one
period of up to 26 administrative workweeks of leave if the leave is to
care for different covered servicemembers or to care for the same
covered servicemember with a subsequent serious injury or illness,
except that no more than 26 administrative workweeks of leave may be
taken within any single 12-month period as described in Sec.
630.1205(b).
(i) Per covered servicemember. Subject to Sec. 630.1205(b) and the
conditions in paragraphs (b)(2)(i)(A) through (C) of this section, an
employee may take more than one period of up to 26 administrative
workweeks of FMLA leave to care for more than one covered
servicemember.
(A) An employee who has previously invoked FMLA leave to care for a
covered servicemember in a single 12-month period may subsequently
invoke FMLA leave to care for a different covered servicemember in a
different single 12-month period.
(B) If the single 12-month periods applicable to the different
covered servicemembers do not overlap, the employee may take up to 26
administrative workweeks of leave during each single 12-month period.
If the single 12-month periods applicable to the different covered
servicemembers do overlap, the employee may take no more than 26
administrative workweeks of leave during any single 12-month period. In
no case may an employee take more than 26 administrative workweeks of
leave during any single 12-month period, as described in Sec.
630.1205(b) and (c).
(C) For purposes of applying paragraphs (b)(2)(i)(A) and (B) of
this section, the beginning of each period of leave to care for each
covered servicemember begins a new single 12-month period.
(ii) Per serious injury or illness. Subject to Sec. 630.1205(b)
and the conditions in paragraphs (b)(2)(ii)(A) through (C) of this
section, an employee may take more than one single 12-month period of
up to 26 administrative workweeks of leave to care for a covered
servicemember with more than one serious injury or illness only when
the serious injury or illness is a subsequent serious injury or
illness, including a manifestation of a second serious injury or
illness at a later time. An employee may not take a subsequent period
of leave to care for a covered servicemember who experiences an
aggravation or complication of an earlier serious injury or illness.
(A) An employee who has previously invoked FMLA leave to care for a
covered servicemember in a single 12-month period may subsequently
invoke FMLA leave to care for the same covered servicemember in a
different single 12-month period for a different serious injury or
illness.
(B) If the different single 12-month periods applicable to the
different serious injuries or illnesses do not overlap, the employee
may take up to 26 administrative workweeks of leave during each single
12-month period. If the different single 12-month periods applicable to
the different serious injuries or illnesses do overlap, the employee
may take no more than 26 administrative workweeks of leave during any
single 12-month period. In no case may an employee take more than 26
administrative workweeks of leave within any single 12-month period, as
described in Sec. 630.1205(b) and (c).
(C) For purposes of applying paragraphs (b)(2)(ii)(A) and (B) of
this section, the beginning of each period of leave to care for each
separate serious injury or illness begins a new single 12-month period.
(3) An employee may not take leave under this paragraph to care for
a former member of the Armed Forces, a former member of the National
Guard or Reserves, or a member on the permanent disability retired
list.
(c)(1) An employee may take only the amount of family and medical
leave that is necessary to manage the circumstances that prompted the
need for leave under paragraph (a) or (b) of this section.
(2) An employee's entitlement to the use of leave under paragraphs
(a) and (b) of this section is applied in accordance with Sec.
630.1205.
(d) Each agency must inform its employees of their entitlements and
responsibilities under this subpart, including the requirements and
obligations of employees.
Sec. 630.1204 Invoking FMLA entitlement.
(a) An employee must invoke his or her entitlement to family and
medical leave under Sec. 630.1203(a) or (b), subject to the
notification and medical certification requirements in Sec. Sec.
630.1209, 630.1210, or 630.1211.
(b) An employee may not retroactively invoke his or her entitlement
to family and medical leave. However, if an employee and his or her
personal representative are physically or mentally incapable of
invoking the employee's entitlement to FMLA leave during the entire
period in which the employee is absent from work for an FMLA-qualifying
purpose under Sec. 630.1203(a) or (b), the employee may retroactively
invoke his or her entitlement to FMLA leave within 2 workdays after
returning to work. In such cases, the incapacity of the employee must
be documented by a written medical certification from a health care
provider. In addition, the employee must provide documentation
acceptable to the agency, explaining the inability of his or her
personal representative to contact the agency and invoke the employee's
entitlement to FMLA leave during the entire period in which the
employee was absent from work for an FMLA-qualifying purpose.
(c) When an employee invokes his or her entitlement to FMLA leave
for a circumstance which could qualify under both Sec. 630.1203(a)(3)
and Sec. 630.1203(b), then the FMLA leave must be designated as being
taken under Sec. 630.1203(b). The higher 26-week entitlement applies
in this case. The single 12-month period starts upon first use of leave
for this purpose. Leave to care for a covered servicemember is to be
applied on a per-covered servicemember, per-serious injury or illness
basis, as described under Sec. 630.1203(b)(2). Once the single 12-
month period for leave to care for a covered servicemember is exhausted
in accordance with 630.1205(b), leave for
[[Page 43077]]
any necessary subsequent care may be taken under Sec. 630.1203(a)(3)
subject to all requirements relating to use of such leave.
(d) An agency may not place an employee on family and medical leave
and may not subtract leave from an employee's entitlement to leave
under Sec. 630.1203(a) or (b) unless the agency has obtained
confirmation from the employee or his or her personal representative of
the employee's intent to invoke his or her entitlement to leave under
paragraph (a) or (b) of this section. An employee's notice of his or
her intent to take leave under Sec. 630.1209 may suffice as the
employee's confirmation.
Sec. 630.1205 Application of the 12-month FMLA periods.
(a) 12-week entitlement for basic FMLA leave. The 12-month period
referred to in Sec. 630.1203(a) begins on the date an employee first
takes leave under this subpart for a family or medical need specified
in Sec. 630.1203(a) and continues for 12 months.
(1) An employee is not entitled to 12 additional administrative
workweeks of leave until the previous 12-month period ends and an event
or situation occurs that entitles the employee to another period of
family or medical leave. (This may include a continuation of a previous
situation or circumstance.)
(2) The entitlement to leave under Sec. 630.1203(a)(1) and (2)
expires at the end of the 12-month period beginning on the date of
birth or placement. Leave for a birth or placement must be concluded
within this 12-month period. Leave taken under Sec. 630.1203(a)(1) and
(2) may begin prior to, or on the actual date of, birth or placement
for adoption or foster care, and the 12-month period referred to in
Sec. 630.1203(a) begins on that date.
(b) 26-week entitlement for FMLA leave to care for a covered
servicemember. The single 12-month period described in Sec.
630.1203(b) begins on the first day the employee takes FMLA leave to
care for a covered servicemember and ends 12 months after that date.
(1) Any leave used under Sec. 630.1203(a) prior to the first use
under Sec. 630.1203(b) does not count towards the single 12-month
period under this paragraph.
(2) If an employee does not take all of his or her 26
administrative workweeks of leave entitlement to care for a covered
servicemember during this single 12-month period, the remaining part of
his or her 26 administrative workweeks of leave entitlement to care for
the covered servicemember is forfeited.
(3) When an employee takes leave to care for more than one covered
servicemember or for a subsequent serious injury or illness of the same
covered servicemember, and the single 12-month periods corresponding to
the different leave entitlements to care for a covered servicemember
overlap, the employee is limited to taking a combined total of no more
than 26 administrative workweeks of leave in each single 12-month
period.
(c) Limit of combined total of 26 weeks. During any single 12-month
period described in paragraph (b) of this section, an employee's FMLA
leave entitlement is limited to a combined total of 26 administrative
workweeks of FMLA leave for any reason under Sec. 630.1203 (a) and
(b).
Sec. 630.1206 Non-standard workschedules and holidays.
(a) Part-time and uncommon tours of duty. Leave under Sec.
630.1203(a) and (b) is available to full-time and part-time employees.
The appropriate total of administrative workweeks (12 if taken under
Sec. 630.1203(a), and 26 if taken under Sec. 630.1203(b)) will be
made available equally for a full-time or part-time employee in direct
proportion to the number of hours in the employee's regularly scheduled
administrative workweek. The appropriate number (i.e., 12 or 26) of
administrative workweeks of leave will be calculated on an hourly basis
and will equal 12 or 26 times the average number of hours in the
employee's regularly scheduled administrative workweek. If the number
of hours in an employee's administrative workweek varies from week to
week, a weekly average of the hours scheduled over the 12 or 26 weeks
prior to the date leave commences must be used as the basis for this
calculation.
(b) Holidays. Any holidays authorized under 5 U.S.C. 6103 or by
Executive order and nonworkdays established by Federal statute,
Executive order, or administrative order that occur during the period
in which the employee is on family and medical leave may not be counted
toward the employee's 12 or 26-week entitlement to family and medical
leave.
(c) Change in schedule. If the number of hours in an employee's
regularly scheduled administrative workweek is changed during the 12-
month period of family and medical leave, the employee's entitlement to
any remaining family and medical leave will be recalculated based on
the number of hours in the employee's current regularly scheduled
administrative workweek.
Sec. 630.1207 Intermittent leave or reduced leave schedule.
(a) Leave under Sec. 630.1203(a)(1) or (2) may not be taken
intermittently or on a reduced leave schedule unless the employee and
the agency agree to do so.
(b) Leave under Sec. 630.1203(a)(3) or (4) may be taken
intermittently or on a reduced leave schedule when medically necessary,
subject to Sec. Sec. 630.1209 and 630.1210(b)(6). Leave under Sec.
630.1203(b) may be taken intermittently or on a reduced leave schedule
when medically necessary, subject to Sec. Sec. 630.1209,
630.1211(b)(7) and (8) and 630.1211(e)(1) and (2).
(c) If an employee takes leave under Sec. 630.1203(a)(3) or (4) or
Sec. 630.1203(b) intermittently or on a reduced leave schedule that is
foreseeable based on planned medical treatment, recovery from a serious
health condition, or care of a covered servicemember, the agency may
place the employee temporarily in an available alternative position for
which the employee is qualified and that can better accommodate
recurring periods of leave. Upon returning from leave, the employee is
entitled to be returned to his or her permanent position or an
equivalent position, as provided in Sec. 630.1212(a).
(d) For the purpose of applying paragraph (c) of this section, an
alternative position need not consist of equivalent duties, but must be
in the same commuting area and must provide--
(1) An equivalent grade or pay level, including any applicable
locality payment under 5 CFR part 531, subpart F; special rate
supplement under 5 CFR part 530, subpart C; or similar payment or
supplement under other legal authority;
(2) The same type of appointment, work schedule, status, and
tenure; and
(3) The same employment benefits made available to the employee in
his or her previous position (e.g., life insurance, health benefits,
retirement coverage, and leave accrual).
(e) The agency must determine the available alternative position
that has equivalent pay and benefits consistent with Federal laws,
including the Rehabilitation Act of 1973 (29 U.S.C. 701) and the
Pregnancy Discrimination Act of 1978 (42 U.S.C. 2000e).
(f) Only the amount of leave taken intermittently or on a reduced
leave schedule, as these terms are defined in Sec. 630.1202 of this
part, may be subtracted from the total amount of leave available to the
employee under Sec. 630.1206 (a) and (c).
[[Page 43078]]
Sec. 630.1208 Substitution of paid leave.
(a) Except as provided in paragraph (b) of this section, leave
taken under Sec. 630.1203(a) or (b) must be leave without pay.
(b) An employee may elect to substitute the following paid leave
for any or all of the period of leave without pay to be taken under
Sec. 630.1203(a) or (b):
(1) Accrued or accumulated annual or sick leave under subchapter I
of chapter 63 of title 5, United States Code, consistent with current
law and regulations governing the granting and use of annual or sick
leave under subparts C and D of this part;
(2) Advanced annual leave under 5 U.S.C. 6302(d) or sick leave
under 5 U.S.C. 6307(d) and Sec. 630.402 approved under the same terms
and conditions that apply to any other agency employee who requests
advanced annual or sick leave; and
(3) Leave made available to an employee under the Voluntary Leave
Transfer Program or the Voluntary Leave Bank Program consistent with
subparts I and J of this part.
(c) An agency may not deny an employee's right to substitute paid
leave under paragraph (b) of this section for any or all of the period
of leave without pay to be taken under Sec. 630.1203(a) or (b),
consistent with current law and regulations.
(d) An agency may not require an employee to substitute paid leave
under paragraph (b) of this section for any or all of the period of
leave without pay to be taken under Sec. 630.1203(a) or (b).
(e) An employee must notify the agency of his or her intent to
substitute paid leave under paragraph (b) of this section for the
period of leave without pay to be taken under Sec. 630.1203(a) or (b)
prior to the date such paid leave commences. An employee may not
retroactively substitute paid leave for leave without pay previously
taken under Sec. 630.1203(a) or (b).
Sec. 630.1209 Notice of leave.
(a) If the need for leave taken under Sec. 630.1203(a) or (b) is
foreseeable based on an expected birth, placement for adoption or
foster care, planned medical treatment for the serious health condition
of employee or of a family member, or the planned medical treatment for
a serious injury or illness of a covered servicemember, the employee
must provide notice to the agency of his or her intention to take leave
not less than 30 calendar days before the date the leave is to begin.
If 30 calendar days notice is not practicable (e.g., due to lack of
knowledge of approximately when leave will be required to begin, a
change in circumstances, a medical emergency, or the date of birth or
placement or planned medical treatment requires leave to begin within
30 calendar days), the employee must provide such notice as soon as is
practicable.
(b) If the need for leave taken under Sec. 630.1203(a)(3) or (4)
or (b) is foreseeable based on planned medical treatment, the employee
must consult with the agency and make a reasonable effort to schedule
medical treatment so as not to disrupt unduly the operations of the
agency, subject to the approval of the health care provider. The agency
may, for justifiable cause, request that an employee reschedule medical
treatment, subject to the approval of the health care provider.
(c) If the need for leave taken under Sec. 630.1203(a) or (b) is
not foreseeable (e.g., a medical emergency, the serious injury of a
covered servicemember, or the unexpected availability of a child for
adoption or foster care), and the employee cannot provide 30 calendar
days' notice of his or her need for leave, the employee must provide
notice within a reasonable period of time appropriate to the
circumstances involved. If necessary, notice may be given by an
employee's personal representative (e.g., a family member or other
responsible party). If the need for leave is not foreseeable and the
employee is unable, due to circumstances beyond his or her control, to
provide notice of his or her need for leave, the leave may not be
delayed or denied.
(d) If the need for leave taken under Sec. 630.1203(a) or (b) is
foreseeable, and the employee fails to give 30 calendar days' notice
with no reasonable excuse for the delay of notification, the agency may
delay the taking of leave under Sec. 630.1203(a) or (b) until at least
30 calendar days after the date the employee provides notice of his or
her need for family and medical leave.
(e) An agency may waive the notice requirements under paragraph (a)
of this section and instead impose the agency's usual and customary
policies or procedures for providing notification of leave. The
agency's policies or procedures for providing notification of leave
must not be more stringent than the requirements in this section.
However, an agency may not deny an employee's entitlement to leave
under Sec. 630.1203(a) or (b) if the employee fails to follow such
agency policies or procedures.
(f) An agency may require that a request for leave under Sec.
630.1203(a)(1) and (2) be supported by evidence that is
administratively acceptable to the agency.
Sec. 630.1210 Medical certification for basic FMLA leave for serious
health condition of the employee or family member.
(a) An agency may require that a request for leave under Sec.
630.1203(a)(3) or (4) be supported by written medical certification
issued by the health care provider of the employee or the health care
provider of the spouse, son, daughter, or parent of the employee, as
appropriate. An agency may waive the requirement for an initial medical
certificate in a subsequent 12-month period if the leave under Sec.
630.1203(a)(3) or (4) is for the same chronic or continuing condition.
(b) The written medical certification must include--
(1) The date the serious health condition commenced;
(2) The probable duration of the serious health condition or a
statement that the serious health condition is a chronic or continuing
condition with an unknown duration, including whether the patient is
presently incapacitated and the likely duration and frequency of
episodes of incapacity;
(3) The appropriate medical facts within the knowledge of the
health care provider regarding the serious health condition, including
a general statement as to the incapacitation, examination, or treatment
that may be required by a health care provider;
(4) For the purpose of leave taken under Sec. 630.1203(a)(3)--
(i) A statement from the health care provider that the spouse, son,
daughter, or parent of the employee requires psychological comfort and/
or physical care; needs assistance for basic medical, hygienic,
nutritional, safety, or transportation needs or in making arrangements
to meet such needs; and would benefit from the employee's care or
presence; and
(ii) A statement from the employee on the care he or she will
provide and an estimate of the amount of time needed to care for his or
her spouse, son, daughter, or parent;
(5) For the purpose of leave taken under Sec. 630.1203(a)(4), a
statement that the employee is unable to perform one or more of the
essential functions of his or her position or requires medical
treatment for a serious health condition, based on written information
provided by the agency on the essential functions of the employee's
position or, if not provided, discussion with the employee about the
essential functions of his or her position; and
(6) In the case of certification for intermittent leave or leave on
a reduced
[[Page 43079]]
leave schedule under Sec. 630.1203(a)(3) or (4) for planned medical
treatment, the dates (actual or estimates) on which such treatment is
expected to be given, the duration of such treatment, and the period of
recovery, if any, or specify that the serious health condition is a
chronic or continuing condition with an unknown duration and whether
the patient is presently incapacitated and the likely duration and
frequency of episodes of incapacity.
(c) The information on the medical certification must relate only
to the serious health condition for which the current need for family
and medical leave exists. The agency may not require any personal or
confidential information in the written medical certification other
than that required by paragraph (b) of this section. If an employee
submits a completed medical certification signed by the health care
provider, the agency may not request new information from the health
care provider. However, a health care provider representing the agency,
including a health care provider employed by the agency or under
administrative oversight of the agency, may contact the health care
provider who completed the medical certification, with the employee's
permission, for purposes of clarifying the medical certification.
(d) If the agency doubts the validity of the original certification
provided under paragraph (a) of this section, the agency may require,
at the agency's expense, that the employee obtain the opinion of a
second health care provider designated or approved by the agency
concerning the information certified under paragraph (b) of this
section. Any health care provider designated or approved by the agency
may not be employed by the agency or be under the administrative
oversight of the agency on a regular basis unless the agency is located
in an area where access to health care is extremely limited--e.g., a
rural area or an overseas location where no more than one or two health
care providers practice in the relevant specialty, or the only health
care providers available are employed by the agency.
(e) If the opinion of the second health care provider differs from
the original certification provided under paragraph (a) of this
section, the agency may require, at the agency's expense, that the
employee obtain the opinion of a third health care provider designated
or approved jointly by the agency and the employee concerning the
information certified under paragraph (b) of this section. The opinion
of the third health care provider is binding on the agency and the
employee.
(f) To remain entitled to family and medical leave under Sec.
630.1203(a)(3) or (4), an employee or the employee's spouse, son,
daughter, or parent must comply with any requirement from an agency
that he or she submit to examination (though not treatment) to obtain a
second or third medical certification from a health care provider other
than the individual's health care provider.
(g) If the employee is unable to provide the requested medical
certification before leave begins, or if the agency questions the
validity of the original certification provided by the employee and the
medical treatment requires the leave to begin, the agency must grant
provisional leave pending final written medical certification.
(h) An employee must provide the written medical certification
required by paragraphs (a), (d), (e), and (g) of this section, signed
by the health care provider, no later than 15 calendar days after the
date the agency requests such medical certification. If it is not
practicable under the particular circumstances to provide the requested
medical certification no later than 15 calendar days after the date
requested by the agency despite the employee's diligent, good-faith
efforts, the employee must provide the medical certification within a
reasonable period of time under the circumstances involved, but no
later than 30 calendar days after the date the agency requests such
medical certification.
(i) If, after the leave has commenced, the employee fails to
provide the requested medical certification, the agency may--
(1) Charge the employee as absent without leave (AWOL); or
(2) Allow the employee to request that the provisional leave be
charged as leave without pay or charged to the employee's annual and/or
sick leave account, as appropriate.
(j) At its own expense, an agency may require subsequent medical
recertification on a periodic basis, but not more than once every 30
calendar days, for leave taken for purposes relating to pregnancy,
chronic conditions, or long-term conditions, as these terms are used in
the definition of serious health condition in Sec. 630.1202. For leave
taken for all other serious health conditions and including leave taken
on an intermittent or reduced leave schedule, if the health care
provider has specified on the medical certification a minimum duration
of the period of incapacity, the agency may not request recertification
until that period has passed. An agency may require subsequent medical
recertification more frequently than every 30 calendar days, or more
frequently than the minimum duration of the period of incapacity
specified on the medical certification, if the employee requests that
the original leave period be extended, the circumstances described in
the original medical certification have changed significantly, or the
agency receives information that casts doubt upon the continuing
validity of the medical certification.
(k) To ensure the security and confidentiality of any written
medical certification under Sec. Sec. 630.1210 or 630.1212(h), the
medical certification shall be subject to the provisions for
safeguarding information about individuals under subpart A or part 293
of this chapter.
Sec. 630.1211 Medical and other certification for leave to care for a
covered servicemember.
(a) An agency may require that a request for leave under Sec.
630.1203(b) be supported by a written medical certification issued by
an authorized health care provider of the covered servicemember. For
purposes of leave taken to care for a covered servicemember under Sec.
630.1203(b), any one of the following health care providers may
complete such a certification:
(1) A United States Department of Defense (DOD) health care
provider;
(2) A United States Department of Veterans Affairs (VA) health care
provider;
(3) A DOD TRICARE network authorized private health care provider;
or
(4) A DOD non-network TRICARE authorized private health care
provider.
(b) Required information from health care provider. An agency may
request that the health care provider provide any or all of the
information listed below. (If the authorized health care provider is
unable to make certain military-related determinations outlined below,
the authorized health care provider may rely on determinations from an
authorized DOD representative, such as a DOD recovery care
coordinator):
(1) The name, address, and appropriate contact information
(telephone number, fax number, and/or e-mail address) of the health
care provider, the type of medical practice, the medical specialty, and
which of the categories listed in paragraph (a) of this section
describes the health care provider;
[[Page 43080]]
(2) Whether the covered servicemember has incurred a serious injury
or illness;
(3) Whether the covered servicemember's serious injury or illness
was incurred in the line of duty on active duty;
(4) The approximate date on which the serious injury or illness
commenced, and its probable duration;
(5) A statement or description of appropriate medical facts
regarding the covered servicemember's health condition for which FMLA
leave is requested. The medical facts must be sufficient to support the
need for leave. Such medical facts must include information on whether
the serious injury or illness may render the covered servicemember
medically unfit to perform the duties of the covered servicemember's
office, grade, rank, or rating and whether the member is receiving
medical treatment, recuperation, or therapy;
(6) Information sufficient to establish that the covered
servicemember is in need of care, (i.e., requires psychological comfort
and/or physical care; needs assistance for basic medical, hygienic,
nutritional, safety, or transportation needs or in making arrangements
to meet such needs; and would benefit from the employee's care or
presence) and whether the covered servicemember will need care for a
single continuous period of time, including any time for treatment and
recovery, and an estimate as to the beginning and ending dates of this
period of time;
(7) If an employee requests leave on an intermittent or reduced
schedule basis for planned medical treatment appointments for the
covered servicemember, whether there is a medical necessity for the
covered servicemember to have such periodic care and an estimate of the
treatment schedule of such appointments; and
(8) If an employee requests leave on an intermittent or reduced
schedule basis to care for a covered servicemember other than for
planned medical treatment (e.g., episodic flare-ups of a medical
condition), whether there is a medical necessity for the covered
servicemember to have such periodic care, which can include assisting
in the covered servicemember's recovery, and an estimate of the
frequency and duration of the periodic care.
(c) Required information from employee and/or covered
servicemember. In addition to the information that may be required
under Sec. 630.1211(b), an agency may also require that such
certification set forth the following information provided by an
employee and/or covered servicemember:
(1) The name and address of the employing agency of the individual
requesting leave to care for a covered servicemember, the name of the
employee requesting such leave, and the name of the covered
servicemember for whom the employee is requesting leave to care;
(2) The relationship of the employee to the covered servicemember
for whom the employee is requesting leave to care;
(3) Whether the covered servicemember is a current member of the
Armed Forces or the National Guard or Reserves, and the covered
servicemember's military branch, rank, and current unit assignment;
(4) Whether the covered servicemember is assigned to a military
medical facility as an outpatient or to a unit established for the
purpose of providing command and control of members of the Armed Forces
receiving medical care as outpatients (such as a medical hold or
warrior transition unit), and the name of the medical treatment
facility or unit;
(5) Whether the covered servicemember is on the temporary
disability retired list; and
(6) A description of the care to be provided to the covered
servicemember and an estimate of the amount of leave needed by the
employee to provide the care.
(d) No information may be required beyond that specified in this
section. In all instances, the information on the certification must
relate only to the serious injury or illness for which the current need
for leave exists. An agency may seek authentication and/or
clarification of the certification. However, second and third opinions
such as those outlined in Sec. 630.1210(d) and (e) or recertifications
such as those outlined in Sec. 630.1210(j) are not permitted for leave
to care for a covered servicemember.
(e) An agency requiring an employee to submit a certification for
leave to care for a covered servicemember must accept as sufficient
certification ``invitational travel orders'' (ITOs) or ``invitational
travel authorizations'' (ITAs) issued to any family member to join an
injured or ill covered servicemember at his or her bedside. An ITO or
ITA is sufficient certification for an employee entitled to take FMLA
leave to care for a covered servicemember regardless of whether the
employee is named in the order or authorization.
(1) An ITO or ITA is sufficient certification for the duration of
time specified in the ITO or ITA. During that time period, an employee
may take leave to care for the covered servicemember in a continuous
block of time or on an intermittent basis.
(2) An employee who provides an ITO or ITA to support his or her
request for leave may not be required to provide any additional or
separate certification that leave taken on an intermittent basis during
the period of time specified in the ITO or ITA is medically necessary.
(3) If an employee will need leave to care for a covered
servicemember beyond the expiration date specified in an ITO or ITA, an
agency may request that the employee have one of the authorized health
care providers listed under Sec. 630.1211(a) complete the required
certification form as certification for the remainder of the employee's
necessary leave period.
(4) An agency may seek authentication and clarification of the ITO
or ITA.
(5) An agency may not use a second or third opinion process such as
those outlined in Sec. 630.1210(d) and (e), or the recertification
process such as that outlined in Sec. 630.1210(j), for the period of
time in which leave is supported by an ITO or ITA.
(f) If the employee is unable to provide the requested medical
certification before leave begins, or if the agency questions the
validity of the original certification provided by the employee and the
medical treatment requires the leave to begin, the agency must grant
provisional leave pending final written medical certification.
(g) An employee must provide the written medical certification
required by paragraphs (a), (b), and (f) of this section, signed by the
health care provider, no later than 15 calendar days after the date the
agency requests such medical certification. If it is not practicable
under the particular circumstances to provide the requested medical
certification no later than 15 calendar days after the date requested
by the agency despite the employee's diligent, good-faith efforts, the
employee must provide the medical certification within a reasonable
period of time under the circumstances involved, but no later than 30
calendar days after the date the agency requests such medical
certification.
(h) If, after the leave has commenced, the employee fails to
provide the requested medical certification, the agency may--
(1) Charge the employee as absent without leave (AWOL); or
(2) Allow the employee to request that the provisional leave be
charged as leave without pay or charged to the
[[Page 43081]]
employee's annual and/or sick leave account, as appropriate.
(i) To ensure the security and confidentiality of any written
medical certification under Sec. 630.1211, the medical certification
shall be subject to the provisions for safeguarding information about
individuals under subpart A of part 293 of this chapter.
Sec. 630.1212 Protection of employment and benefits.
(a) Any employee who takes leave under Sec. 630.1203(a) or (b) is
entitled, upon return to the agency, to be returned to--
(1) The same position held by the employee when the leave
commenced; or
(2) An equivalent position with equivalent benefits, pay, status,
and other terms and conditions of employment.
(b) For the purpose of applying paragraph (a)(2) of this section,
an equivalent position must be in the same commuting area and must
carry or provide at a minimum--
(1) The same or substantially similar duties and responsibilities,
which must entail substantially equivalent skill, effort,
responsibility, and authority;
(2) An equivalent grade or pay level, including any applicable
locality payment under 5 CFR part 531, subpart F; special rate
supplement under 5 CFR part 530, subpart C; or similar payment or
supplement under other legal authority;
(3) The same type of appointment, work schedule, status, and
tenure;
(4) The same employment benefits made available to the employee in
his or her previous position (e.g., life insurance, health benefits,
retirement coverage, and leave accrual);
(5) The same or equivalent opportunity for a within-grade increase,
performance award, incentive award, or other similar discretionary and
non-discretionary payments, consistent with applicable laws and
regulations; however, the entitlement to be returned to an equivalent
position does not extend to intangible or unmeasurable aspects of the
job;
(6) The same or equivalent opportunity for premium pay consistent
with applicable law and regulations under 5 CFR part 550, subpart A, or
5 CFR part 551, subpart E; and
(7) The same or equivalent opportunity for training or education
benefits, consistent with applicable laws and regulations, including
any training that an employee may be required to complete to qualify
for his or her previous position.
(c) As a result of taking leave under Sec. 630.1203(a) or (b), an
employee must not suffer the loss of any employment benefit accrued
prior to the date on which the leave commenced.
(d) Except as otherwise provided by or under law, a restored
employee is not entitled to--
(1) The accrual of any employment benefits during any period of
leave; or
(2) Any right, benefit, or position of employment other than any
right, benefit, or position to which the employee would have been
entitled had the employee not taken the leave.
(e) For the purpose of applying paragraph (d) of this section, the
same entitlements and limitations in law and regulations that apply to
the position, pay, benefits, status, and other terms and conditions of
employment of an employee in a leave without pay status apply to any
employee taking leave without pay under this part, except where
different entitlements and limitations are specifically provided in
this subpart.
(f) An employee is not entitled to be returned to the same or
equivalent position under paragraph (a) of this section if the employee
would not otherwise have been employed in that position at the time the
employee returns from leave.
(g) An agency may not return an employee to an equivalent position
where written notification has been provided that the equivalent
position will be affected by a reduction in force if the employee's
previous position is not affected by a reduction in force.
(h) As a condition of returning an employee who takes leave under
Sec. 630.1203(a)(4), an agency may establish a uniformly applied
practice or policy that requires all similarly-situated employees
(i.e., same occupation, same serious health condition) to obtain
written medical certification from the health care provider of the
employee that the employee is able to perform the essential functions
of his or her position. An agency may delay the return of an employee
until the medical certification is provided. The same conditions for
verifying the adequacy of a medical certification in Sec. 630.1210(c)
apply to the medical certification to return to work. No second or
third opinion on the medical certification to return to work may be
required. An agency may not require a medical certification to return
to work during the period the employee takes leave intermittently or
under a reduced leave schedule under Sec. 630.1207.
(i) If an agency requires an employee to obtain written medical
certification under paragraph (h) of this section before he or she
returns to work, the agency must notify the employee of this
requirement before leave commences or to the extent practicable in
emergency medical situations, and must pay the expenses for obtaining
the written medical certification. An employee's refusal or failure to
provide written medical certification under paragraph (h) of this
section may be grounds for appropriate disciplinary or adverse action,
as provided in part 752 of this chapter.
(j) An agency may require an employee to report periodically to the
agency on his or her status and intention to return to work. An
agency's policy requiring such reports must take into account all of
the relevant facts and circumstances of the employee's situation.
(k) An employee's decision to invoke FMLA leave under Sec. Sec.
630.1203(a) or (b) and 630.1204 does not prohibit an agency from
proceeding with appropriate actions under part 432 or part 752 of this
chapter.
(l) An employee who does not comply with the notification
requirements in Sec. 630.1209 and does not provide medical
certification signed by the health care provider that includes all of
the information required in Sec. Sec. 630.1210(b) and 630.1211(b) and
(c), as applicable, is not entitled to family and medical leave.
Sec. 630.1213 Health benefits.
An employee enrolled in a health benefits plan under the Federal
Employees Health Benefits Program (established under chapter 89 of
title 5, United States Code) who is placed in a leave-without-pay
status as a result of entitlement to leave under Sec. 630.1203(a) or
(b) may continue his or her health benefits enrollment while in the
leave-without-pay status and arrange to pay the appropriate employee
contributions into the Employees Health Benefits Fund (established
under section 8909 of title 5, United States Code). The employee must
make such contributions consistent with 5 CFR 890.502.
Sec. 630.1214 Greater leave entitlements.
(a) An agency must comply with any collective bargaining agreement
or any agency employment benefit program or plan that provides greater
family or medical leave entitlements to employees than those provided
under this subpart. Nothing in this subpart prevents an agency from
amending such policies, provided the policies comply with the
requirements of this subpart.
(b) The entitlements established for employees under this subpart
may not be diminished by any collective
[[Page 43082]]
bargaining agreement or any employment benefit program or plan.
(c) An agency may adopt leave policies more generous than those
provided in this subpart, except that such policies may not provide
entitlement to paid time off in an amount greater than that otherwise
authorized by law or provide sick leave in any situation in which sick
leave would not normally be allowed by law or regulation.
(d) The entitlements under sections 6381 through 6387 of title 5,
United States Code, and this subpart do not modify or affect any
Federal law prohibiting discrimination. If the entitlements under
sections 6381 through 6387 of title 5, United States Code, and this
subpart conflict with any Federal law prohibiting discrimination, an
agency must comply with whichever statute provides greater entitlements
to employees.
Sec. 630.1215 Records and reports.
(a) So that OPM can evaluate the use of family and medical leave by
Federal employees and provide the Congress and others with information
about the use of this entitlement, each agency must maintain records on
employees who take leave under this subpart and submit to OPM such
records and reports as OPM may require.
(b) At a minimum, each agency must maintain the following
information concerning each employee who takes leave under this
subpart:
(1) The employee's rate of basic pay, as defined in 5 CFR 550.103;
(2) The occupational series for the employee's position;
(3) The number of hours of leave taken under Sec. 630.1203(a) and
(b), including any paid leave substituted for leave without pay under
Sec. 630.1208(b); and
(4) Whether leave was taken--
(i) Under Sec. 630.1203(a)(1), (2), or (3);
(ii) Under Sec. 630.1203(a)(4); or
(iii) Under Sec. 630.1203(b).
(c) When an employee transfers to a different agency, the losing
agency must provide the gaining agency with information on leave taken
under Sec. 630.1203(a) or (b) by the employee during the 12 months
prior to the date of transfer. The losing agency must provide the
following information:
(1) The beginning and ending dates of the employee's 12-month
period, as determined under Sec. 630.1205(a) or (b); and
(2) The number of hours of leave taken under Sec. 630.1203(a) or
(b) during the employee's 12-month period or single 12-month period,
respectively, as determined under Sec. 630.1205(a) or (b),
respectively.
[FR Doc. E9-20610 Filed 8-25-09; 8:45 am]
BILLING CODE 6325-39-P