The leave benefits on this page – refer to USPS bargaining employees.
Annual Leave Accrual – Full Time Employees.
Less than 3 years – 104 hours (13 days)
3-15 years – 160 hours (20 days)
15 years or more – 208 hours (26 days) .
Annual Leave Accrual – Part Time Employees..
Less than 3 years..104 hours, or 13 days per 26-period leave year or 4 hours for each bi-weekly pay period..1 hour for each unit of 20 hours pay in status…
3-15 years..160 hours, or 20 days per 26-period leave year or 6 hours for each full bi-weekly pay period, plus 4 hours in last pay period in leave year..1 hour for each unit of 13 hours in pay status…
15 years or more..208 hours, or 26 days per 26-period leave year or 8 hours for each full biweekly pay period..1 hour for each unit of 10 hours in pay status.
Annual Leave Carryover
Maximum Leave Carryover Amounts 440 Hours
Bargaining Unit Employees.
440 hours (55 days).
Postal Career Executive Service (PCES) Employees.
Greater of 560 hours or 16 days (128 hours)
560 hours (70 days)
The Postal Service Annual Leave Sharing Program (LSP) allows career and transitional postal employees to share leave by donating or receiving earned unused annual leave.
This leave may be shared as set forth in the Employee and Labor Relations Manual, this management instruction, and national bargaining unit agreements.
There are no guarantees as to the number of hours that will be donated to an eligible recipient.
Participation in this program is strictly voluntary.
SICK LEAVE INFORMATION
Sick Leave is provided for paid time off due to illness, injury, pregnancy, and medical examinations and treatment (including dental and optical). Sick leave is accrued and credited at the end of each bi-weekly pay period in which it is earned.
Sick Leave Accrual- Remember all Sick can that is unused my be added to retirement 100% to your total work time!
4 hours for each full biweekly pay period: 104 hours (13 days per year).
1 hour for each unit of 20 hours in pay status up to 104 hours (13 days year)
Observed Holidays – The following 10 days are observed as holidays by the U.S. Postal Service.
New Year’s Day – January 1
Martin Luther King, Jr.’s Birthday – 3rd Monday in January
Washington’s Birthday – 3rd Monday in February
Memorial Day – Last Monday in May
Independence Day – July 4
Labor Day – 1st Monday in September
Columbus Day – 2nd Monday in October
Veterans’ Day – November 11
Thanksgiving Day – 4th Thursday in November
Christmas Day – December 25
THE FAMILY AND MEDICAL LEAVE ACT (FMLA)
Entitles eligible employees to be absent for up to 12 workweeks per year.
- For the birth or adoption of a child.
- To care for a spouse, son, daughter, or parent with a serious health condition.
- When unable to work because of a serious health condition without loss of their job or health benefits.
The FMLA does not provide more annual or sick leave than that which is already provided to Postal Service employees.
Employees who have been employed by the Postal Service for at least one year and who have worked at least 1250 hours during the previous 12 months are eligible
FMLA – Advance Notice and Medical Certification
You may be required to provide advance leave notice and medical certification.
Taking leave may be denied if requirements are not met..
- You ordinarily must provide 30 days advance notice when the leave is “foreseeable.”
- The Postal Service may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer’s expense) and a fitness for duty report to return to work.
FMLA – Job and Benefits Protection
For the duration of FMLA leave, the employer must maintain the employee’s health coverage under any group health plan.
Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.
FMLA – Unlawful Acts by Employers
FMLA makes it unlawful for any employer to:
Interfere with, restrain, or deny the exercise of any right provided under FMLA.
Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA.
FMLA – ENFORCEMENT
The U.S. Department of Labor is authorized to investigate and resolve complaints of violations..
An eligible employee may bring a civil action against an employer for violations.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
FMLA – Certification of Health Care Provider
You can have your “serious health condition” classified under FMLA if certain conditions are met..
The advantage to you for FMLA classification is that leave taken for a “serious health condition” does not count against you for disciplinary purposes. .
You should have your health provider complete form WH-380 for a “serious health condition”. (Submit completed form WH-380 to your immediate supervisor.)
FMLA – Serious Health Conditions
Hospital Care – inpatient care (i.e., an overnight stay).
Absence Plus Treatment – a period of incapacity of more than three consecutive calendar days that also involves treatment of two or more times.
Pregnancy – or for prenatal care.
Chronic Conditions Requiring Treatments – requiring periodic treatments or for treatment of episodic events such as asthma, diabetes, epilepsy, etc.
Permanent/Long-term Conditions Requiring Supervision – permanent or ongoing incapacity due to a condition such as Alzheimer’s, a severe stroke, or the terminal stages of a disease.
Multiple Treatments (Non-Chronic Conditions) – for multiple treatments such as for cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).