exists, and that the employee will be capable of subsequently returning to work and fulfilling the full scope of his/her job.
6. There is no expectation that the employee will not remain employed after his/her return to duty long enough to repay the advance of sick leave.
7. The employee does not have a current letter of warning or disciplinary action properly proposed or effected for abuse of sick leave.
Section 5--Unanticipated Use of Leave
If the use of annual leave or sick leave cannot be anticipated, the request for approval shall be called in within one (1) hour after the start of the employee's normal tour of duty, or core time when flextime is in effect, or as soon as possible thereafter. Contact will be made with the employee's immediate supervisor or other designated official. In the event the employee does not report during the reporting period, the supervisor will not record the leave status until the end of the scheduled shift, except for the need to process timecards. If the employee's leave status has not been clarified by the end of the shift, the absence may be charged to AWOL. This will not preclude a later change in leave status for good and sufficient reasons.
Section 6--Leave Balances
A. Employees will not be denied leave usage solely because of their leave balances.
B. Employees will not be denied overtime or credit hours solely because of their leave balances.
Section 7--Leave Without Pay
A. With the exception of the Family Leave Act, leave without pay (LWOP) is not a right which accrues to an employee and may not be demanded by an employee. Refer to LOU on family leave dated July 22, 1993. Employees will be allowed to request LWOP in the same manner as they request annual leave. Requests for LWOP will be given serious consideration. Denials of written requests for LWOP will be provided to the employee on the SF-71.
B. An employee may be granted leave without pay to engage in Union activities on the national, district or local level, to work in programs sponsored by the Union or the AFL-CIO, upon written request by the appropriate Union office. Such requests will be referred to the appropriate management official and will normally be approved. Such employees shall continue to accrue benefits in accordance with applicable OPM regulations. Leave without pay for this purpose is limited to one (1) year, but may be extended or renewed upon proper application.