- 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 (13 days per 26-period leave year)
- 3-15 years: 160 hours (20 days per 26-period leave year)
- 15 years or more: 208 hours (26 days per 26-period leave year)
- Annual Leave Carryover
- Maximum Carryover Amounts
- Bargaining Unit Employees: 440 hours (55 days)
- Postal Career Executive Service (PCES) Employees: Greater of 560 hours or 16 days (128 hours)
- EAS Employees: 560 hours (70 days)
- Maximum Carryover Amounts
- Leave Sharing: Postal Service Annual Leave Sharing Program (LSP) allows employees to share annual leave by donating or receiving it. This is strictly voluntary and there are no guarantees.
SICK LEAVE INFORMATION:
- Sick Leave is provided for illness, injury, pregnancy, medical exams, and treatment.
- Full-Time Employees: 4 hours for each bi-weekly pay period, 104 hours (13 days per year)
- Part-Time Employees: 1 hour for each unit of 20 hours in pay status, up to 104 hours (13 days per year)
HOLIDAY LEAVE:
- Observed Holidays: 10 days observed by the U.S. Postal Service
- New Year’s Day, MLK Jr. Birthday, Washington’s Birthday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day, Christmas Day
FAMILY AND MEDICAL LEAVE ACT (FMLA):
- Entitles eligible employees to up to 12 weeks off per year for the birth or adoption of a child, to care for a family member with a serious health condition, or for their own serious health condition.
- Employees must have worked for the Postal Service for at least 1 year and 1250 hours in the past 12 months to be eligible.
- Advance Notice and Medical Certification may be required.
- The employer must maintain the employee’s health coverage and restore the employee to their original position upon return.
- It is illegal for the employer to interfere with the employee’s FMLA rights or discriminate against them.
- The U.S. Department of Labor enforces FMLA violations and employees can bring a civil action against the employer.