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Article
6
Family Leave and Dependent Care
Section
1. General
In recognition
of the need for a flexible and compassionate leave policy
to assist employees to blend their worklife and their family
responsibilities, and to promote a harmonious relationship
among their needs, Management will consider all reasonable
and timely requests from employees that meet the criteria
established for leave as provided for in the following Sections.
Further, because we recognize that balancing home and workplace
needs is important to the well-being of employees and therefore
the productivity of the Department, Management and Local 12
support DOL programs designed to assist employees in meeting
their family care needs. The intent of this Article is to
encourage the development of innovative and cost-effective
approaches to providing additional assistance in meeting employee
family care needs. The Department, to the extent permitted
by Government rules and regulations and budget, will support
these programs.
Section
2. Maternity, Paternity, and Child-Rearing Leave
a. Use
of Annual Leave or Leave Without Pay
An employee may be granted any combination of annual leave
or leave without pay, for a period up to two (2) years for
the purposes of pregnancy and for assisting or caring for
the minor children of the employee (including adopted children
or children in the custody of the employee) or the mother
of a male employee's newborn child while the mother is incapacitated
for maternity reasons.
b. Use of Sick Leave
A female employee may use sick leave to cover the time required
for physical examinations and to cover any period of incapacitation
due to pregnancy. Such sick leave may be used in combination
with annual leave and leave without pay.
Section
3. Family Leave
a. An
employee may be absent on annual leave or leave without
pay for purposes of aiding, assisting, or caring for family
members.
b. An employee requesting extended annual leave or leave
without pay shall provide Management a reasonable advance
notice which is commensurate with the extended period of
absence. All leave will be granted subject to mission requirements
of the Agency.
c. In the case of extended periods of absence, Management
will attempt to return the employee to the same job and
location. Employees on extended approved absences may be
recalled subject to the needs of the Agency mission.
Section
4. Adoptive Leave
Annual
leave, leave without pay, or sick leave, in accordance with
Office of Personnel Management (OPM) regulations, can be used
by an employee for those absences associated with their adoption
of children.
Section
5. Types of Dependent Care Programs
a. Dependent
care assistance may include, but is not limited to, the
following:
(1)
Child care and elder care referral services;
(2) Seminars, workshops, and exhibitions;
(3) Periodic newsletters and brochures;
(4) Family resource centers;
(5) Consultants to assist employees with dependent care
problems; and
(6) DOL cooperation with other Agencies regarding Dependent
Care Programs, including Infant and Child Care Centers.
b. Employees
are encouraged to take advantage of Dependent Care Programs.
New employees should be informed about the availability
of Dependent Care Programs during orientation.
Section
6. Local 12 Involvement
The Department
will keep Local 12 advised of the status of Departmental Dependent
Care Programs. Local 12 will be afforded the opportunity to
provide input on the operation of the Department's Dependent
Care Programs and to participate in task groups or committees
involved in developing and formulating such programs as appropriate.
Section
7. Definition of Family Member
For the
purposes of this Article, family member means the following
relatives of the employee:
a. Spouse
and parents thereof;
b. Children, including adopted children, and spouses thereof;
c. Parents;
d. Brothers and sisters, and spouses thereof; and
e. Any individual related by blood or affinity whose close
association with the employee is the equivalent of a family
relationship.
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