U.S. Department of Commerce - Office of the Secretary U.S. Department of commerce seal


   
 

Home > News and Events

WebTA Guidance Due to Severe Snowstorms

Printable View

To:Employees in the Washington, DC Metropolitan Area (Except PTO)

The following provides pay and leave guidance for coding webTAs as a result of the severe snowstorms in the Washington, DC area.

Friday, February 5, 2010 – Unscheduled Leave and Early Dismissal Policies

In accordance with the unscheduled leave policy, full-time and part-time employees who were regularly scheduled to work on Friday and who could not report to duty were allowed to use annual leave or leave without pay (LWOP) without prior approval from their supervisors. Under this leave policy, employees were expected to report their intentions (with respect to taking leave) to their supervisors. If an employee failed to report for work and did not inform his/her supervisor of his/her plans to take leave, the employee may be charged with absence without leave (AWOL). The unscheduled leave policy does not apply to emergency employees who were expected to report to duty as scheduled.

For the early dismissal policy, full-time and part-time employees who were present at work in a duty status were excused from duty 4 hours prior to their normal departure time. For example, employees who were regularly scheduled to leave work at 5:00 p.m. were authorized to leave at 1:00 p.m. However, employees must have been present in a duty status to benefit from the early dismissal. This means that employees on previously approved leave or employees who did not report to duty under the unscheduled leave policy on Friday are to remain in their current status and are not entitled to the early dismissal.

Employees who reported for duty on Friday but left before their authorized early departure time (with supervisory approval) are not entitled to the early departure and are to be charged personal leave for the entire scheduled work day. Employees who were scheduled to report to work before their authorized dismissal time but did not, are to be charged personal leave or AWOL for the entire workday.

The early dismissal policy does not apply to emergency employees or employees in the following status: 1) on leave without pay pending disability; 2) in receipt of workers' compensation; 3) on military leave; 4) on suspension; or 5) in a nonpay status on the last hour of the workday immediately before they would have been excused from duty or the first hour of the workday immediately after the early dismissal.

In accordance with the Department’s telework policy, employees who were teleworking were also excused from work four hours early. Employees who were teleworking at an approved telecenter were to follow the dismissal policy of the telecenter.

Employees are to record the 4 hours of early dismissal as “Admin/Excused Absence” on their webTAs.

Monday through Thursday, February 8-11, 2010 – Closure Policy

In accordance with the closure policy, full-time and part-time employees who were regularly scheduled to work Monday through Thursday were excused from duty without charge to personal leave or loss of pay. This includes employees on approved scheduled leave (e.g., annual leave, sick leave, credit hours, compensatory time, etc.). The Department’s telework policy provides that employees on an approved written telework agreement are also excused from duty (without charge to personal leave or loss of pay) when the regular office is closed.

The closure policy does not apply to emergency employees or employees on LWOP, military leave, suspension, or in another non-pay status. These employees remain in their current status and are not entitled be to be paid for their absence when the agency is closed.

Employees, including those on flexible or compressed Alternative Work Schedules (AWS), are to be excused from duty for the number of hours they were regularly scheduled to work on Monday through Thursday. For example, an employee on a compressed or flexible 5-4/9 AWS whose regularly scheduled work day on Tuesday, Wednesday, and Thursday is 9 hours are to be excused for the full 9 hours. The number of hours of absence to be granted to employees on a Maxiflex AWS should be based on the employee's established basic work requirement in effect for the pay period covered by the closure policy.

Full time and part-time who were not scheduled to work on Tuesday, Wednesday, and Thursday are not entitled to an “in-lieu-of” day off due to the closure.

Employees are to record the number of hours of absence for Tuesday, Wednesday, and Thursday as “Hazardous Weather” on their webTAs.

Friday, February 12, 2010 – Unscheduled Leave and Delayed Arrival Policies

In accordance with the unscheduled leave policy, full-time and part-time employees who were regularly scheduled to work on Friday, February 12, 2010, and who could not report to duty were allowed to use annual leave or LWOP without prior approval from their supervisors. Under this leave policy, employees are expected to report their intentions (with respect to taking leave) to their supervisors. If an employee failed to report for work and did not inform his/her supervisor of his/her plans to take leave, the employee may be charged with AWOL. The unscheduled leave policy does not apply to emergency employees who were expected to report to duty as scheduled.

For the delayed arrival policy, full-time and part-time employees were expected to report to duty no more than 2 hours after their normal arrival time. For example, an employee who is regularly scheduled to arrive at work at 8:30 a.m. must arrive for work no later than 10:30 a.m. Employees who arrive at work later than the 2-hour delayed arrival time are to be charged annual leave or LWOP for the excess time. For example, an employee who arrives 3 hours later than his/her normal arrival time is to be charged annual leave or LWOP for the excess hour.

Employees on previously approved scheduled leave for the entire day remain in the same leave status and are not excused for the 2-hour delayed arrival.

The delayed arrival policy does not apply to emergency employees or employees in the following status: 1) on leave without pay pending disability; 2) in receipt of workers' compensation; 3) on military leave; 4) on suspension; or 5) in a nonpay status on the last hour of the workday immediately before they would have been excused from duty or the first hour of the workday immediately after the delayed arrival.

Employees are to record the 2 hours of delayed arrival as “Admin/Excused Absence” on their webTAs.

AWS Day Off and “In-lieu-of” Holiday

Employees who had an AWS day off during the period of closure or on an unscheduled leave day are not entitled to the closure (or an “in-lieu-of” day off) nor are they to be charged leave. The AWS day off is recorded as usual on the webTA; that is, no time worked or leave is charged for that day.

Employees whose AWS day is Monday, February 15, 2010, are entitled to an “in-lieu-of” holiday which is observed on the workday immediately prior to the holiday. In most cases, this is Friday, February 12, 2010. The “in-lieu-of holiday” is to be recorded as “Federal Holiday” on the webTA.

Employees should contact their servicing human resources office for additional information.