Used to move a permanent or probationary employee to a formally approved leave of absence with pay.
An employee may be placed on a Paid Leave of Absence only during periods when the employee would otherwise be scheduled to work. If the employee is not scheduled to work (10-month position, or 10-month employee occupying a fiscal year position), the employee must be placed on Short WBrk/OPS for the non-work period.
Once the leave dates have been confirmed, the employee must be informed as soon as possible of all effects that stem from being on this type of leave.
The agreed upon plan must be in writing.
The effective date is normally the close of business on the calendar day preceding the effective date of the leave of absence.
The maximum length of a Paid Leave of Absence may vary and is based upon the respective agreement (e.g. Y1, Y2). If the initial leave of absence is extended, process a Data Chg/LOA, for each subsequent period of extension.
An employee must be reinstated before being placed on any other type of leave, including NDI or IDL.
If the Paid Leave of Absence is effective mid-month and the employee has dock days prior to the effective date of the leave, refer to the appropriate Time and Labor documentation for processing instructions.
Use Return-LOA/PDL to return an employee from any of these leaves.