6109.11_20
Page 1 of 3
FOREST SERVICE HANDBOOK
ROCKY MOUNTAIN RESEARCH STATION (RMRS)
FORT COLLINS, CO
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
Supplement No.: 6109.11-2008-1
Effective Date: February 15, 2008
Duration: This supplement is effective until superseded or removed.
Approved: GEORGE S. FOSTER
Station Director
Date Approved: 2/15/2008
Posting Instructions: Supplements are numbered consecutively by Handbook number and calendar
year. Print on blue paper and post by document name. This is new direction for the RMRS Station
(there was not a previous RM or INT supplement). Retain this transmittal sheet as the first page of this
document.
New Document(s):
6109.11_20
Superseded Document(s)
by Issuance Number and
Effective Date
(There was not a previous RMRS supplement)
3 Pages
--
Digest:
24 – Delegates authority to specific individuals to close an office or activity. Outlines guidelines that are
to be followed at all Station locations when employees are released on administrative leave.
RMRS SUPPLEMENT: 6109.11-2008-1
EFFECTIVE DATE: February 15, 2008
DURATION: This supplement is effective until superseded or removed
6109.11_20
Page 2 of 3
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE
24 - ADMINISTRATIVE RELEASE OF EMPLOYEES
Deputy Station Directors, Assistant Station Directors, Program Managers, and/or the local Director’s
Representative are delegated authority to close an office or activity when the circumstances warrant.
This may be due to several situations, including but not limited to inclement weather, unsafe or
unhealthful building conditions, or when utilities are temporarily turned off. The decision to close due to
weather conditions should be made after consulting with other Forest Service units or federal agencies
(i.e., Federal Executive Board) in the local area. The final decision, however, should be based on what
management decides is best for Station employees.
24.1 - Guidelines
Before making any decision to close an office or activity and grant administrative leave, those with
delegated authority must first ensure that the specific guidelines outlined in the parent text issued by the
Washington Office are followed. In addition, the following applies to all Station locations:
1. Each location shall develop a local plan that includes a way to notify affected employees and keep
them informed. The Union will be invited to participate in the development of local plans. These
plans may include a voice mail phone number employees may call where updated information will
be recorded, providing closure information to local radio stations, a list of local radio and TV
stations that announce closures, etc. Local plans can also include site specific instructions, such as
coordinating with school district closures. The local plans will be available online as well as paper
copy. A general reminder of this information should be shared with employees at least annually, and
as otherwise deemed necessary.
2. Each unit/location should maintain an “official-use-only” directory that includes home phone
numbers and addresses of employees. This directory should be provided only to supervisors or other
designated management officials and managed appropriately to maintain privacy. This personal
information shall be used only in the event of an emergency or for other official business.
3. If the decision is made to release employees on administrative leave, an e-mail message shall be sent
to all Station employees to notify them of the closure, as well as when the facility is expected to
reopen. The Washington Office shall also be notified when Station Headquarters is closed.
4. The amount of administrative leave used in connection with base time may not exceed the
established hours designated on the employee’s timesheet. For most full-time employees, this will
be a maximum of 8 hours daily.

Employees who are working in the office or flexiplace in the area of closure and dismissed
prior to regular closing hours should use transaction code 01 for the time actually worked. Use
code 66, Administrative Leave, from the time of dismissal (or later, if employee chooses to work
longer) until the end of the workday as designated on the timesheet (not to exceed established
daily hours).
RMRS SUPPLEMENT: 6109.11-2008-1
EFFECTIVE DATE: February 15, 2008
DURATION: This supplement is effective until superseded or removed
6109.11_20
Page 3 of 3
FSH 6109.11 – PAY ADMINISTRATION, ATTENDANCE AND LEAVE HANDBOOK
CHAPTER 20 – ATTENDANCE AND LEAVE

Employees who are on scheduled leave but were expected to return to work before the end
of the workday would use the appropriate leave code up to the time of dismissal and then use
code 66 to the end of their regular workday (not to exceed established daily hours).

Employees who intended to work but were unable to report to duty due to conditions would
use the appropriate leave code up to the time of dismissal and then use code 66 to the end of their
regular workday (not to exceed established daily hours). Employees must let their supervisor or
other designated management official know that they are unable to report to work. If employee is
unable to reach the appropriate official, voice mail or e-mail is acceptable.

Employees who are on scheduled leave would remain on leave and would not be authorized
administrative leave.
5. Supervisors are encouraged to allow unscheduled leave, use of flexiplace, or flexible scheduling
when weather (or other) conditions exist and administrative leave is not granted. Employees must
contact their supervisor or other designated management official in advance, or as early as is
practical, to confirm approval of leave, alternate work place, or alternate schedule.