DTRA employees are offered many different leave programs, like the Voluntary Leave Transfer Program (VLTP), the Family and Medical Leave Act, Family Friendly Leave, and Advanced Annual and Sick Leave, when absence is necessary for medical and emergency situations,
VLTP allows a civilian employee to apply and solicit for leave donations to cover a verified medical emergency in order to avoid loss of pay when an employee does not have paid leave to cover the absence. The donated annual leave goes directly to the annual leave account of the employee experiencing a medical emergency.
Under the Family and Medical Leave Act of 1993, most Federal employees are entitled to a total of 12 work weeks of unpaid leave during any 12-month period for the following purposes:
- The birth of a child of the employee and the care of such child.
- The placement of a child with the employee for adoption or foster care.
- The care of spouse, child, or parent of the employee who has a serious health condition.
- A serious health condition of the employee that makes the employee unable to perform the essential functions of his or her position.
There are two types of family friendly leave: sick leave for family care or bereavement purposes and sick leave to care for a family member with a serious health condition. The differences between the two are explained below:
1. Sick Leave for Family Care or Bereavement Purposes
Most Federal employees may use a total of 104 hours, or 13 days, of sick leave each year to:
- Provide care for a family member who is incapacitated as a result of physical or mental illness, injury, pregnancy, or childbirth;
- Provide care for a family member as a result of medical, dental, or optical examination or treatment; or
- Make arrangements necessitated by the death of a family member or attend the funeral of a family member.
2. Sick Leave to Care for a Family Member with a Serious Health Condition
Most Federal employees may use a total of 12 administrative work weeks of sick leave each leave year to care for a family member with a serious health condition. If an employee previously used any portion of the 13 days of sick leave for general family care or bereavement purposes in a leave year, that amount must be subtracted from the 12-week entitlement. If an employee has already used 12 weeks of sick leave to care for a family member with a serious health condition, he or she cannot use an additional 13 days in the same leave year for general family care purposes.
Advanced Annual Leave - Annual leave may be advanced up to the amount the employee would accrue during the remainder of the leave year.
Advanced Sick Leave - An employee with a serious illness or disability may be advanced up to 240 hours of sick leave.