Microsoft PowerPoint Addressing AWOL

Transcript

1 Addressing AWOL

2 What is AWOL? an absence from duty which has not been approved. Absence Without Leave: • AWOL is a non-pay status that covers

3 Why Address AWOL? can have a negative impact on an organization’s Employees’ failure to report to work as scheduled AWOL is misconduct! challenges for federal supervisors. ability to complete the mission. Attendance issues are among the most common • • •

4 he employee has been properly AWOL Facts denied An employee is absent from their assigned place of duty; The leave requested by t The absence was not authorized; and/or • • • •Remember, an employee is AWOL when: • An agency may discipline an employee who is • AWOL is an employee attendance issue. AWOL.

5 Federal Circuit. Protection Board and the The legal elements of AWOL decisions of the Merit Systems have been established through AWOL and Administrative Case Law

6 es for their Addressing Attendance employees to follow. • Establish written leave procedur • Address tardiness or leave abuse promptly. • Document! Supervisors should:

7 Recording AWOL for taking disciplinary action. hour – in accordance with the agencies’ payroll system. disciplinary action, however it could be the basis • AWOL can be recorded in fractions of an • Notating AWOL in and of itself is not a

8 schedule procedures for excused absences the circumstances of the case • Ensure employee is on notice of work • Ensure employee was notified of policy and • Determine appropriate discipline based on A Basic Approach to Unexcused Absences:

9 (2001) be found AWOL” *Buchanan v. Department of Energy 247 F.3d 1333 Where’s Waldo? absent from the work site to “an employee need not be but not at the specified work location. • Employee remains on agency premises,

10 But the bus was late- again! Williams v. Department of Health and Human * The responsibility of arriving to work on Services 29 M.S.P.R. 525 (1985) problems” accommodate an employee's transportation time is the employee’s! “An agency is under no obligation to •

11 that they are required to of restriction supervisor’s expectations regarding leave Leave Restriction Letters onsequences of not following the procedures pecific information about leave balances in the future The leave abuse C usage The period S follow and/or specific dates when employee has not followed proper procedure or the pattern of The leave procedures leave restriction letter is a non- • • • • • A conveys the following information: disciplinary letter to the employee that •

12 Charging AWOL documentation, the documentation is insufficient and the employee did not show up for work, OR or not submitted within the time frame provided and fails to do so, OR 1) The employee was instructed to report for duty 2) The requested leave was appropriately denied 3) The employee does not provide medical conditions are met: AWOL should be charged when the following

13 he Navy 73 M.S.P.R. 444 (1997) *Crutchfield v. Department of t standard. very nature, disrupts the efficiency of the service” Unauthorized absence, by its “ Efficiency of the Service between AWOL and the efficiency of the service MSPB has consistently held that there is a connection

14 ” required nexus sufficient to establish the *Williams v. Department of Army 24 M.S.P.R. 537 (1984) unauthorized absences generally is “The relationship between an AWOL Nexus the service is so direct that proof of employee's unauthorized absences and the efficiency of an employee’s duties. absences are directly related to the performance of The Board has determined that unauthorized •

15 of the procedures aware • The employee did not follow them • The employee was • There were proper leave procedures in place Charge ‘Failure to Follow’ Too! instructions’ as well, if you can prove the requested leave, charge ‘failure to follow following elements: • When an employee is AWOL and has not

16 approved AWOL! and may be limited by ≠ status and absence from duty. nonpay LWOP Leave without pay (LWOP) is an However, an employee who fails to provide previously approved LWOP changed to AWOL. leave in the first place! charge AWOL if the employee was granted the requested medical documentation may have supervisory discretion temporary agency internal policy. In general, management should not retroactively In most instances, granting LWOP is a matter of • • • •

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