Time and Leave Administration Policy

Purpose

This Order issues and transmits the revised General Services Administration (GSA) Time and Leave Administration Policy.

Background

GSA’s Time and Leave Administration Order has traditionally included guidance and policies to implement Civil Service principles related to Chapter 55 (premium pay), Chapter 61 (work schedules) and Chapter 63 (leave administration) of Title 5, U.S. Code. This Order’s policies are also written to align to Civil Service regulations found within Part 550 (premium pay), Part 610 (work scheduling) and Part 630 (leave administration) of Title 5, Code of Federal Regulations. 

Scope and Applicability

This Order applies to:

1. All GSA employees, as defined in 5 U.S.C. 6301, are covered by this policy except for employees of the Office of Inspector General and the Civilian Board of Contract Appeals. See clarifying language below.
2. The Office of Inspector General (OIG) has independent personnel authority and will decide whether or not this Order applies to their organization. See Section 6 of the Inspector General Act of 1978, (5 U.S.C. App.3), as amended (Inspector General is authorized “to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers, and duties of the Office of Inspector General”) and GSA Order ADM 5450.39D CHGE 1 GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG]” and GSA determinations/delegations do not limit that authority). Similarly, GSA specifically recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management.
3. This Order only applies to employees of the Civilian Board of Contract Appeals (CBCA) to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act, and it does not conflict with other CBCA policies or with the CBCA’s mission.

Cancellation

This Order cancels and supersedes GSA Order HRM 6010.1B, Time and Leave Administration (March 15, 2023).

Nature of Revision

Compared to the prior version of this directive (i.e., HRM 6010.1B), the following has been changed:

1. New language has been incorporated into Chapter 2 of the Order, establishing national-wide “core hours” for all flexible schedule employees (bargaining and non-bargaining) (see Page 8);
2. New language has been inserted into Chapter 6 discussing annual leave service computation date credit for prior non-Federal employment and military service that would normally not be creditable (see Page 38);
3. The chapter on the Family and Medical Leave Act (Chapter 8) has been revised due to Section 1114 of the National Defense Authorization Act of 2024, Public Law 118-31, December 22, 2023, which has modified the law to permit service credit towards FMLA eligibility for active duty (under Title 10) in the major branches of the Armed Forces. These changes mean that military veterans are essentially automatically considered eligible for FMLA benefits (see Page 46);
4. Additional language has been inserted into Chapter 12 concerning “official time” for Equal Employment Opportunity (EEO) purposes (see Page 82);
5. The chapter on Leave Without Pay (Chapter 13) has been revised to incorporate the material required by the Biden Administration under Presidential Memorandum to agencies: “Memorandum on Supporting Access to Leave for Federal Employees,” dated February 2, 2023 (see Page 69);
6. The chapter on home leave (Chapter 17) is revised to include additional information on this authority (5 U.S.C. § 6305(a); and
7. New information is inserted to Chapter 20, concerning eligibility for paid holidays when in a pay status either the day before, or the day after, the calendar holiday (see Page 100).