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|Subject: Re: Emergency Fund||Date: 10/23/2013 10:55 PM|
|Author: ThyPeace||Number: 307393 of 310778|
You asked a number of questions about the federal leave system and how the furlough could affect leave. Summarizing, the question seems to be, “How can anyone possibly be unable to use their leave when there are 10 weeks left in the year?”
I could give facts and figures, and will start with a couple to give you context. But then I’m going to tell you a story. Because I think it’s easier to get a feel for things with a story. Facts first. Jeanwa posted a good link that discusses leave accrual in general. For the story I’m going to tell, the employees have worked for the government for more than 15 years and accrue annual leave at 8 hours per pay period, or 26 days per year – essentially 5 weeks of leave.
Federal employees are allowed to carry over 240 hours of leave each year. Many Federal employees prefer to carry that full amount as a buffer for unexpected emergencies. All of those who are affected by the current situation have already built up that buffer, meaning that any leave they earn this year, they must either use all of it, or lose any they haven’t used, or have the government “restore” the leave.
Leave restoral occurs when an employee had scheduled leave, but for reasons associated with critical operations in that area, was denied the leave by his or her supervisor. Although employees have the right to take their leave, supervisors also have a responsibility to ensure that all work is covered. So leave can (and is) denied when a critical skill set is needed, when there are simply not enough people around if one more person takes the day off, or when there are emergencies.
However, restored leave cannot be held for more than the following year. After that year, it is forfeited.
Now, let’s go back to last year and start my story. The summer of 2012 was hot. Really hot. In our area, it was 105 and very high humidity for nearly a week. Then there was a Derecho that caused extensive power outages -- in the middle of that extreme heat. The fallout from the Derecho in my workplace was dramatic. I can’t go into the details without telling you where I work and what I do, which I don’t particularly want to do. But let’s call that event Big Awful Darn Day #1. BAD Day #1 for short.
In my work, a BAD Day is a day when people and animals’ lives are at risk, or where there is significant risk of major damage to government property. BAD Day #1 was, according to my most experienced colleagues, the worst day they had seen in 30 or more years of work. Unbelievably, no one (except one of our employees, who needed a good set of stitches) got hurt and there was no major property damage. I am still astonished at that, and at the flat heroism and brilliant technical maneuvering that pulled it off.
So let’s talk about my colleague. Let’s call her MC (for my colleague). She is the technical genius behind getting us through BAD Day #1. She is also the heart and soul of our organization, and lives and breathes the place. On BAD Day #1, she figured out the problem, declared the emergency, made 200+ people appear at work on a Sunday morning, and proceeded to mitigate, delay, trick, and fight our systems to a standstill instead of a runaway train while others (my boss and 30 or so other colleagues) finally figured out and resolved the major technical problem that had caused all the trouble. She’s amazing.
Our boss relies on her very heavily. They have a straightforward deal. One or the other of them will ALWAYS be within one hour of work. At all times. Every day. Because of the potential for BAD Days.
The aftermath of BAD Day #1 was both immediate and long term. A lot of our employees worked two or three straight days then (as in, 48 to 72 straight hours) – and continued to work extremely intense schedules for the remainder of the year. MC had a straightforward reaction to BAD Day #1. From that moment and until it finally got cooler in the fall, she didn’t sleep for more than an hour at a time. She tried, you understand. But couldn’t. She wasn’t the only one who had a reaction like that. But this is her story, so I’ll focus on her. She didn’t dare take a day off while it was still hot. Lots of our folks didn’t.
Back to the question of leave usage. MC had taken a few days off here and there early in 2012, before BAD Day #1, but not enough to use up all her time. She scheduled several weeks of leave in November and December of 2012.
But… other things happened. Suddenly, MC’s leave is no longer viable –- and gets denied at the end of 2012. Now, the good thing is that the government will restore leave in situations like that, and all of the “use or lose” leave that she had scheduled was restored. And she started building the response team to allow her to take time off as she realized that just her and our boss were not enough people for the scope and frequency of problems we were facing.
But that wasn’t in place yet. So she came into 2013 with even more than the usual 240 hours carried over.
2013 has been somewhat less awful than 2012. Somewhat. In the spring, we had what I’ll call BAD Day #2. Here again, I can’t go into details, but a technical glitch, overlaps of work in two different places, and poor design combined into an emergency so severe that for a while the fire department had to pull its people out for a while because it was too hot for even them to work. (And no, it wasn’t a fire. At least, not exactly.) And you know, the fire department leaves after the immediate life-threatening emergency is over. Our guys don’t.
In that situation, which was only less bad than the first one in that it was much more localized, MC came in at her usual time at 5:30 Tuesday morning. BAD Day #2 started at 4pm. She was on site until Thursday morning. They declared a partial victory when they stabilized the systems at that point, created a watch, and sent everyone else home for 24 hours. Friday morning, they started again and stayed for another 24 hours, and got the situation to a place where no one was worried about an immediate failure. They kept the watch –