6109.11_20
Page 1 of 14
FOREST SERVICE HANDBOOK
ALASKA REGION (REGION 10)
JUNEAU, ALASKA
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
Supplement No.: R-10 6109.11-2006-1
Effective Date: June 9, 2006
Duration: This supplement is effective until superseded or removed.
Approved: /s/ Mary Anne Young (for)
DENNIS E. BSCHOR
Regional Forester
Date Approved: 05/18/2006
Posting Instructions: Supplements are numbered consecutively by Handbook number and
calendar year. Post by document; remove the entire document and replace it with this
supplement. Retain this transmittal as the first page(s) of this document. The last supplement to
this Handbook was 6109.11-98-2 to chapter 20.
New Document
6109.11_20
14 Pages
Superseded Document(s) by
Issuance Number and
Effective Date
6109.11,20-25 (6109.11-98-1, 12/18/1998)
6109.11,20-25 Exhibits (6109.11-98-2,
12/18/98)
9 Pages
6 Pages
Digest:
Incorporates 22 – Exhibit 01, Flexible Workplace Agreement, and 25 – Exhibit 01, Sample –
Dependent in the Workplace Agreement formerly issued as a separate document.
This supplement converts the format and style of this chapter to the new FSM template using the
agency’s current corporate word processing software.
Although some minor typographical and technical errors have been corrected, this supplement
contains no changes to substantive direction.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 2 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
22 - ESTABLISHMENT OF WORK SCHEDULES
"Flexiplace" was established in response to Federal workforce needs and is easily adaptable with
current technology. This supplement provides updated policy and operating guidelines for the
Flexiplace Program for the Alaska Region. The affected unit will establish the parameters and
monitor the effectiveness of the agreement. Any conflicts shall be resolved within the unit.
1. Conditions Under Which Flexiplace Agreements May be Established. Participation in
the program is voluntary. All employees have the opportunity to request participation.
a. Management has the right to approve or disapprove a request for a flexiplace
agreement, and to remove an individual employee from the program when
performance declines or the agreement ceases to be a benefit to the unit.
b. Approval to participate should be granted only when there is a need for the
employee and a benefit to the unit.
c. Employees working at home shall receive the same benefits, status, promotional
opportunities, and rights as other employees.
d. Work performed at the alternative work site must be part of the employee's normal
duties. Duties other than those described in the official position description or work
plan will be discussed with the supervisor and work terms/standards shall be
established in writing prior to the employee's starting day at the alternate site. Attach
the standards to the work agreement.
e. Tours of duty must include some work time in the office on a scheduled basis
unless there are physical limitations which preclude it.
f. Hours of duty at the alternative work site must be scheduled. Although the latitude
for scheduling is much greater than at the office, existing rules on hours of duty and
scheduling work apply to alternative work sites. Core hour requirements for
alternative work schedules may be waived for the time that will be worked at home.
g. If the work duties require the employee to have access to records subject to the
Privacy Act, no agreement shall be approved until the supervisor has determined
there are appropriate administrative, technical, and physical safeguards to ensure the
security and confidentiality of the records at the alternate work site. As a general
rule, one of a kind hardcopy material should not leave the office with an employee for
use at an alternate work site.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 3 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
h. The employee and supervisor must sign a work agreement similar to the sample
shown in 22 - Exhibit 01.
i. Overtime, taken as either paid time or compensatory leave, shall be earned only
when ordered by the supervisor. Supervisor and employee are encouraged to
develop arrangements under which credit hours may be earned.
j. The government has the right to inspect the alternative work site to ensure proper
maintenance of Government-owned property and safety standards.
k. No agreement shall be authorized for less than a full pay period. All agreements
will start at the beginning of a pay period and cease at the end of a pay period.
2. Authority to Approve or Disapprove a Flexible Workplace Agreement, and Authority
to Cancel an Existing Agreement. Regional Office Staff Directors, Forest Supervisors, and
District Rangers are delegated authority.
3. Documentation/Records Maintenance. Provide a copy of the signed agreement and
attachments. Send to:
a. Property Management Officer for retention in employee's accountable property
record.
b. Human Resources for retention in employee's official pay record for time
accounting.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 4 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
22 - Exhibit 01
Sample - Flexible Workplace Agreement
The following constitutes an agreement between:
Employee name/title:
Jane Doe, Personnel Specialist
Supervisor/title:
Authorizing official/title: Fredson Meyer, Director of Human Resources
Duration of Agreement:
Start Pay Period/Year: 01/99
End Pay Period/Year: 04/99
Flexible worksite physical location:
Address: 2000 First Place
City/State: Juneau, Alaska
1. The assignment shall be to perform the duties outlined in the current position description or to perform the
following special duties:
Special duties are not required.
2. Tour of Duty: Part Time
Work schedule at the alternative worksite is: Tues, Wed, Fri, 9:00 - 3:00
Work schedule at the unit is: Monday & Thursday, 8:00 - 4:30
Note: Days in the office mutually agreed upon by supervisor and employee may vary by pay period.
3. The employee's time and attendance will be recorded as performing duties at the official duty station.
4. When leave is taken, the employee will notify the supervisor in accordance with established office procedures as
though s/he were at the primary site.
5. When the employee works overtime which has been ordered and approved in advance, s/he will be compensated
in accordance with applicable laws and regulations. The employee will not work overtime without being ordered to
do so. Supervisor and employee are encouraged to develop arrangements under which credit hours may be earned.
6. Employee will be issued Government equipment in accordance with the procedures located in Forest Service
property regulations. The Forest Service has the responsibility to obtain services for and maintain Governmentowned equipment, including telephone lines for official use.
Employee shall report any property damage or maintenance needs. All equipment will be returned to the Forest
Service site upon termination of the Flexible Workplace Agreement.
Accountable Property
Item
Lap Top
Property No.
R10-04839
Condition
Good
7. The Government retains the right to inspect the alternative work site to ensure proper maintenance of
Government-owned property and safety standards.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 5 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
22 - Exhibit 01--Continued
8. The Government will not be liable for damages to employee's property during the course of the employee
performing official duties or while using Government equipment in the employee's residence, except to the extent
the Government is held liable by Federal Tort Claims Act.
9. The Government will not be responsible for operational, maintenance, or any other costs associated with the use
of the employee's alternative work site. An exception is appropriate for official long distance telephone calls which
may be charged to the employee's personal telephone account. GSA regulation, 41 CFR 101.7, provide for
reimbursement on SF-1164 with supervisor's approval. Generally, it is recommended an employee secure a
Government calling card for this purpose.
10. The employee is covered under the Federal Employee's Compensation Act if injured in the course of actually
performing duties at the official duty station, including the alternative work site. Employee will notify the
supervisor as soon as possible in the event of injury.
11. The employee will safeguard from unauthorized disclosure all Government/agency records and will comply
with the Privacy Act requirements set forth in the Privacy Act of 1974, Public Law 93-579, Title 5 U.S.C., codified
at section 552a.
12. All assigned work will be completed according to the mutually agreed upon work procedures, and in accordance
with the guidelines, standards, and procedures stated in the employee's position description, program of work, and
performance standards.
13. The employee's productivity will be evaluated on criteria and milestones determined by the supervisor and
attached to the agreement.
14. This agreement may be terminated by the employee at any time. Management may terminate the agreement if
the employee's performance declines or if the agreement ceases to benefit the unit.
/s/ Jane Doe, Personnel Specialist
Employee Signature/Title
12/10/98
Date
/s/ Fredson S. Meyer, Director of Human Resources
Authorizing Signature/Title
12/10/98
Date
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 6 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
22.2 - Alternative Work Schedules
This section covers both flexible work schedules and compressed work schedules. The basic
work requirement is the number of hours, excluding overtime hours an employee is required to
work or to account for by charging leave, credit hours, excused absence, holiday hours,
compensatory time off, or time off as an award.
Forest Supervisors and Staff Directors are delegated the authority to approve Alternative Work
Schedules (AWS) for employees of their respective organizations. The AWS tours include
flexible and compressed work schedules as described in this handbook, FSM 6160, 22 - Exhibit
01, and the Master Agreement between the Forest Service and the National Federation of Federal
Employees.
1. Flexible Work Schedule. A work schedule which:
a. a full time employee has an 80-hour biweekly basic work requirement which
allows the employee to determine his/her own schedule within the limits set by the
agency; and
b. a part time employee has a biweekly basic work requirement of less than 80 hours
which allows the employee to determine his/her own schedule within the limits set by
the agency.
2. Compressed Work Schedule. A work schedule which:
a. a full time employee is required to work 80 hours in a pay period. The work must
be scheduled for fewer than 10 days in the pay period.
b. a part time employee works fewer than 80 hours in a pay period. At a minimum
must work the number of hours specified on the personnel action. The work must be
scheduled for fewer than 10 days in the pay period.
22.21c - Core Time Bands
The time periods during the workday, workweek, or pay period that are within the tour of duty
during which an employee covered by a flexible work schedule is required by the agency to be
present for work.
22.21d - Core Time Deviation
A supervisor may permit an employee to be absent during core hours.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 7 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
22.22 - Variable Day, Variable Week, and Maxiflex Schedule Guidelines
22.22a - Scheduled Tour of Duty
Guidelines specific to Region 10 are:
1. The Regional Office, Forest Supervisor's offices, Ranger District offices, and the
Monument offices will be open to the public for business Monday through Friday. Normal
business hours are 8 a.m. to 5 p.m. With adequate justification, deviations may be approved by
the Regional Forester.
2. Core hours for the flexible tours are 9 a.m. to 3 p.m.
3. Lunch periods will be 30 minutes, 45 minutes, or 60 minutes and will be scheduled
within the hours of 11 a.m. and 1 p.m.
4. Work schedules will not be established prior to 6 a.m. or extend beyond 6 p.m.
Exceptions may be granted based on work requirements by Forest Supervisors for their Units or
by the Deputy Regional Forester, Operations for the Regional Office.
For administrative purposes, employees will establish an 8 hour daily and weekly tour of duty in
the PAYCHECK header. It will encompass the days of the week and the hours of the day during
which you are expected to be at work. (Example: Monday - Friday, 7:30 - 4:00)
5. Normally, the 4/10 compressed tour will not be used in offices. Use of the 4/10 tour
should be rare and closely monitored to ensure it is efficient and in the best interest of the Forest
Service and the public.
6. Employees on variable week and maxiflex schedules may be compensated at base rate
(Transaction Code 01) for work and travel between 6 a.m. and 6 p.m., up to 11½ hours per day.
Other flexible timeband policies may be negotiated at no lower than the Regional Office or
Forest levels. Employees must comply with Regional Office or Forest policy. Compensation for
travel may not exceed 80 hours for the pay period.
22.22c - Core Time Bands
The time periods during the workday, workweek, or pay period that are within the tour of duty
during which an employee covered by a flexible work schedule is required by the agency to be
present for work.
22.22d - Core Time Deviation
A supervisor may permit an employee to be absent during core hours.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 8 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
22.22e - Scheduled Work Requirement
3. Credit Hours. Supervisors and employees are encouraged to develop arrangements
under which credit hours may be earned and used. Credit hours will not be earned for travel time
since travel in connection with government work is not voluntary in nature.
Full time employees on variable week or maxiflex alternative work schedules may earn up to 24
credit hours in a pay period and carry them over to the next pay period. The maximum number
of credit hours at the end of any pay period is 24. Part time employees may earn and carryover
up to one-fourth of their established tour. (Example: A part time employee's tour is 40 hours for
the pay period. A part time employee may earn and carry over to the next pay period maximum
10 credit hours.)
Employees may earn and use credit hours on a daily basis. However, to simplify data entry
process, employees are encouraged to record credit hours earned (TC29) at the point they exceed
80 hours. As an example, an employee works 9 hours each day of the pay period.
This is how it appears when the clock hours are recorded on a daily basis.
Week
1
TC
01
29
Mon
8
1
Tues
8
1
Wed
8
1
Thur
8
1
Fri
8
1
2
01
29
8
1
8
1
8
1
8
1
8
1
Total
40
5
40
5
This is how it appears when recorded at the end of the pay period, resulting in fewer entries per
day.
Week
1
TC
01
Mon
9
Tues
9
Wed
9
Thur
9
2
01
29
9
9
9
8
1
Fri
9
9
Total
45
35
10
a. Variable Day employees shall not carry credit hours over to the next week.
Establish core hours for 5 days each week.
b. Variable Week employees establish core hours for 5 days each week.
c. Maxiflex employees establish core hours for minimum 3 days each week.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 9 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
22.22g - Night Pay
Night pay is equal to 10 percent of the employee's basic rate. An employee is entitled to night
pay for any non-overtime work performed between 6 p.m. and 6 a.m. when it is scheduled in the
tour of duty. An employee who does not have night hours scheduled and elects to work during
the night period is not entitled to night differential. Night Differential applies to full-time and
part-time employees.
22.22h - Sunday Pay.
1. A full-time employee who performs regularly scheduled non-overtime work, a part of
which is performed on Sunday, is entitled to Sunday premium pay (25 percent of base rate) for
the entire daily tour of duty, not to exceed 8 hours. Part-time employees are not entitled to
Sunday pay.
2. A full-time employee is entitled to Sunday premium pay for the entire daily tour of
duty, up to 8 hours, when 'electing to work' any flexible hours on a Sunday. However, an agency
may preclude employees from working flexible hours on a Sunday.
As an agency, we have not precluded employees from working on Sunday. It is management's
responsibility to determine whether an employee may 'elect' to work on Sunday. Since the needs
of the units vary, it is a decision which is left to the appropriate local management level.
25.22 - Administrative Discretion.
8. Change of Official Station.
a. When two family members are transferring as Forest Service employees, each
employee is eligible to use up to a maximum of 80 hours administrative leave.
(1) Pre-moving and post-moving arrangements include, but are not limited to,
locating quarters at new duty location, dealing with realtors, handling bank accounts,
utilities, obtaining car registration and driver's licenses, establishing school and day
care facilities, and so forth.
(2) Travel during normal work hours, when averaging 300 miles per day during the
official transfer period is charged to work time (TC01). Neither administrative leave,
nor work time are allowed for the purpose of traveling to relocate the family at a time
other than the normal transfer period. This is charged to other leave.
(3) Administrative leave is not allowed for the required presence of the transferring
employee, who is listed on the GBL, when the packing and unpacking, and the
loading and unloading are performed by a commercial packer. This is charged to
regular work time (TC01) as the employee is acting in behalf of the government. In
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 10 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
the event that dual transferring employees both remain on the premises, only one may
charge work time. The other will charge annual leave.
(4) Administrative leave is not allowed for the purpose of personally performing
packing and unpacking. This function is charged to other leave.
14. Dependents in the Workplace. Dependents of employees are allowed in the office or
other workplace on an infrequent or temporary basis provided it does not interfere with Forest
Service business and the dependent's safety, health, and security are assured. For more than
infrequent or temporary periods, an agreement is required. The affected staff shall establish and
monitor the agreement. Any conflicts shall be resolved within the unit.
The following alternatives are also available when consistent with job assignments and
performance requirements: 1) Leave; 2) Flexible work schedules used to the maximum extent
possible; 3) Part-time tours and job sharing; and 4) Work-At-Home.
a. Infants in the Workplace. Employee must submit a written request to bring an infant
to work. See 25.22 - Exhibit 01 for a sample request that the employee completes with
the supervisor.
The request must include proposed conditions and be submitted to the first-line supervisor for
review and concurrence. Regional Office Staff Director, Forest Supervisor, District Ranger must
approve the request at the unit. All employees will be given equal consideration.
Approving official must return approved authorization or written denial within ten work days
after submission. Reason for denial must be identified.
Employee and supervisor must review authorization and assess work situation two weeks after
beginning date and then monthly. Document the reviews. Co-workers impacted by the infant
being in the workplace will be given an opportunity to comment at review time. Authorization
will be terminated by the approving official if problems are identified and cannot be resolved.
Employee will receive a minimum one-week notice of the termination unless the problem is so
severe that immediate action is necessary.
(1) Duration of Authorization. An infant over six months of age should not be in the
workplace on a continuing basis.
(2) Description of Physical Setting. Where the child will be cared for, location for
nursing, what equipment will be brought into the workplace for the child by the
employee, what arrangements will be made or special equipment furnished by the
Forest Service (computer hookup, phone or desk arrangements, and so forth).
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 11 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
(3) Safety. Complete an analysis of the employee's job, work area, and equipment
using Job Hazard Analysis Form FS-6700-7, and take action to eliminate identified
hazards. The analysis must consider air quality, toxins in the area, emergency
evacuation plans, disposal of waste, and so forth. The employee must provide a
container which meets requirements for disposal of human waste and/or medical
waste as needed.
(4) Doctor's Statement. If the infant has special needs, provide a statement from the
child's physician identifying those needs and how they must be accommodated.
(5) Nonassumption of Liability Clause. The Forest Service does not assume liability
for accidental injury of dependents in the workplace. The employee must take full
and complete responsibility for the health, safety, and security of the child. Employee
waives all claims to Forest Service liability. Employee is fully responsible for
damage and destruction to Forest Service property by a child at the worksite.
(6) Disruption. Describe plans for minimizing disruption of co-workers. Employee
must take action to avoid disturbing other employees in work area (such as closing
office door, temporarily moving to another work space, or leaving workplace.)
Employee must use appropriate leave or credit time if it becomes necessary for the
employee to leave the workplace before completing scheduled tour of duty.
Discourage other employees from visiting the infant during work hours in order to
minimize disruptions to the parent as well as to nearby co-workers.
(7) Recording Time. Employee and supervisor shall be accountable for accuracy of
time and attendance reporting. Other than normal break periods, any time over 5
minutes spent attending to the child will result in that period being excluded from
work time. The excludable time must be charged in minimum 15 minute increments.
(8) Transportation. Dependents may not be transported in government vehicle.
(9) Additional Concerns. If applicable.
(10) Termination Clause. States the circumstances under which the agreement may
be terminated.
b. Other Dependents in the Workplace.
(1) Children. May be in the workplace on a temporary emergency basis for
situations such as cancellation of regular childcare or school closure until other
arrangements can be made. An authorization is not required in these instances.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 12 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
(2) Adult Dependents. May come into the workplace for a period of time consistant
with unit work needs, employee duties, and performance requirements. Minimum
requirements for requests are the same as those addressed under item 14.a. Infants in
the Workplace.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 13 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
25.22 - Exhibit 01
Sample - Dependent in the Workplace Agreement
The following constitutes an agreement between:
Employee Name/Title:
Supervisor Name/Title:
Unit:
Operations
Name of Dependent:
Jane Doe, Clerk Typist
Smokey Bear, Administrative Assistant
Johnny Doe
This agreement establishes conditions and creates an environment which allows a parent/guardian to accommodate a
dependent in the workplace while facilitating the worker's accomplishment of duties and minimizes disruption of the
unit. All co-workers will be informed of the agreement. Co-workers may convey concerns to the immediate
supervisor. In case of office disruption or co-worker conflict based on dependent care activities, other arrangements
may be necessary. Identify those arrangements under Item f.
a. Duration of Authorization: This agreement remains in effect for the period from August 28, 1998 through
December 4, 1998.
The agreement will be reviewed after the first two weeks and monthly thereafter. Employee is responsible for
having alternate dependent care in place when the agreement ends.
b. Description of Physical Setting/Location of Care: Federal Bldg., Room 2, within employee's normal work area.
Child's sleeping/play area confined to designated space in the unit. Breastfeeding will occur in a private area.
c. Safety. Form FS-6700-7 is required to be completed and attached: Employee is providing safety approved
container for diapers.
d. Physician's Statement. This is required when dependent has special needs which are identified and must be
accommodated: N/A
e. Nonassumption of Liability. The Forest Service does not assume liability for accidental injury of dependents in
the workplace. Employee waives all claims to Forest Service liability. Employee is fully responsible for damage
and destruction to Forest Service property by a dependent at the worksite.
f. Office Disruptions or Coworker Conflicts. If workplace is disrupted by Johnny, Jane will temporarily move to
another area or leave the workplace, depending on circumstances. Leave will be charged appropriately.
g. Recording of Time While Engaged in Child Care Activities. Employee will charge a minimum of 15 minutes
leave or credit hours any time s/he is performing childcare for a period of 5 minutes or more.
h. Transportation. Dependents may not be transported in a Government vehicle.
i. Additional Items of Concern.
R-10 SUPPLEMENT 6109.11-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
6109.11_20
Page 14 of 14
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
25.22 - Exhibit 01--Continued
j. Termination Clause. Employee has the right to terminate this agreement at any time. Management has the right
to terminate the agreement if employee performance becomes unacceptable or if unit needs are not being met (for
example, complaints and/or disruptions to co-workers or public). Employee will be given minimum one-week
notice if management terminates this agreement unless the problem is so severe that immediate action must be
taken. The decision to terminate will be made by the approving official.
/s/ Jane Doe
Signature, Requesting Employee
Request Approved:
Request Denied:
Reasons for Denial:
August 21, 1998
Date
X
/s/ Smokey Bear, Administrative Assistant
Signature/Title Supervisor
August 21, 1998
Date
/s/ Woodsy Owl, Deputy Regional Forester, Operations
Signature/Title Authorizing Officer
August 21, 1998
Date
Review 1:
September 14, 1998
Jane's performance has not suffered while she's had her son in the office. There have only been a couple minor
disturbances. Jane took Johnny to another area for brief periods and resolved the problem. Generally, coworkers
do not find it disruptive to have Johnny here. The work agreement is satisfactory to all employees in the unit.
Review 2:
October 14, 1998
Johnny has become a positive addition to our unit. Disruptions are infrequent and Jane continues to perform
satisfactorily. Employees in the unit are satisfied with the work arrangement.
Review 3:
November 16, 1998
Disruptions are infrequent and Jane continues to perform satisfactorily. Employees in the unit are satisfied with the
work arrangement.
Review 4:
December 7, 1998
The staff concurs the work agreement was a positive experience for the employee, the child, and for them. The
agreement is terminated according to the terms and date established.