ARTICLE 9
77. Part-time flexibles are compensated at a different rate for overtime than a full-time regular employee.
ARTICLE 10
78. If a Local Memorandum either specifically, or by percentage, provides for a certain number of employees off in choice and non-choice periods, management must grant leave when the slots are not filled.
79. Management may exclude vacation weeks from the leave chart in order to conduct counts and inspections.
80. Part-time flexible employees are credited at the beginning of the leave year for all annual leave to be earned that year.
81. Annual or sick leave must be used in minimum units of one hour.
82. Employees may have approved annual leave requests rescinded by the Postal Service in non-emergency situations.
83. Casual employees earn annual leave in the same manner as part-time flexible employees.
84. Disabled veterans who are employed by the Postal Service have additional protection relative to the use of sick leave and leave without pay.
85. It is inappropriate for an employee to bring documentation showing proof for incapacitation by anyone other than a licensed physician.
86. The Postal Service may not contact an employee's physician to obtain clarification or verification of a medical certificate.
87. If the Postal Service has requested medical certification they should approve sick leave pending the receipt of such from the employee.
88. Employees may be required under certain provisions to supply a separate statement for the reason of an absence in addition to Form 3971.
89. A non-scheduled day is counted in determining whether or not an employee has been sick in excess of three days per 513.362 of the Employee and Labor Relations Manual.
90. If a part-time flexible calls in sick they are guaranteed eight hours of sick leave for that particular day.
91. Local policies concerning call-in procedures for absences are for local management to determine.
93. Only sons/daughters and spouse qualify for the 80 hours of sick leave for dependent care.
94. Family Medical Leave may be used to took for day care for a new child under I year of age.
95. Employees may be required to provide additional medical proof of FMLA entitlements every 14 days.
96. Supervisors may call a carrier's doctor for additional information about an FMLA certificate.
97. Absences for FMLA purposes can be cited in discipline cases.
98. When a carrier and her husband both work for the Service and there is a child born, each are eligible for 12 weeks off.
99. A carrier's child has asthma. Once a month he/she takes the child to the doctor for treatment. This qualifies for FMLA.
100. Carriers can take FMLA leave for substance abuse treatment.
101. In-laws qualify for FMLA when they are living with the carrier.
102. No employee may take more than 15 days of military leave within a particular year.
103. Both full-time and part-time employees are eligible for military leave.
104. The Postal Service may require employees to report to work before their scheduled jury duty.
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