[Material Transmitted:]{.underline}

Department of Health and Human Services (HHS) Instruction 610-2,
Temporary Closing of Workplaces and Treatment of Absences, dated May 30,
2008.

[Material Superseded:]{.underline}

HHS Instruction 610-2, Temporary Closing of Workplaces and Treatment of
Absences, dated February 27, 1997.

[Background:]{.underline}

This Instruction has been superseded to bring it into compliance with
the current law and regulations pertaining to Hours of Duty and Absence
and Leave. This policy update removes all subject policy pertaining to
inside the Washington Capital Beltway since the subject is covered
separately under the Washington, DC Dismissal and Closure Procedures;
clarifies employees who are covered under this policy; and establishes
policy and procedures regarding roles and responsibilities of ASAM, OHR,
OPDIV Heads, operating Human Resources organizations, and HHS employees.

In addition, the instruction highlights designation procedures and
crucial functions of emergency and mission-critical emergency employees;
updates changes in the policies on absences based on temporary closures
due to an emergency or administrative situation; and updates changes to
leave to address the unique situations arising from AWS and telework
schedules.

This issuance is effective immediately. Implementation under this
issuance must be carried out in accordance with applicable laws,
regulations, bargaining agreements, and Departmental policy.

Antonia T. Harris

Deputy Assistant Secretary for Human Resources

INSTRUCTION 610-2

**SUBJECT: TEMPORARY CLOSING OF WORKPLACES AND TREATMENT OF ABSENCES**

610-2-00 Purpose

610-2-10 References

610-2-20 Definitions

610-2-30 Coverage and Exclusions

610-2-40 Responsibilities

610-2-50 Emergency and Mission Critical Emergency Employees

610-2-60 General Provisions

610-2-70 Excused Absences and Charges to Leave

610-2-80 Reporting and Accountability

Exhibit A Treatment of Absences and Charges to Leave

Exhibit B Additional Provisions for Alternate Work Schedule (AWS)
Employees

**610-2-00 PURPOSE**

This Instruction sets forth the Department of Health and Human Services
(HHS) policy and procedures on dismissals, temporary closing of work
places, and the treatment of absences during these closings in
accordance with references (A) through (F).

The policies and procedures apply to situations that prevent significant
numbers of HHS employees from reporting for work on time or which
require HHS entities to close all or part of their activities, i.e.,
severe weather conditions, natural disasters; incidents causing
disruptions to Department operations (power and/or water outages,
disruption of public transportation, etc.); and other emergencies
(terrorist attacks, exposure to biohazards, continuity of operations,
etc.).

**610-2-10 REFERENCES**

A. 5 USC § 61, Hours of Work

B. 5 USC § 63, Leave

C. 5 CFR, Part 610, Hours of Duty

D. 5 CFR, Part 630, Absence and Leave

E. U.S. Office of Personnel Management (USOPM), Washington, D.C., Area
Dismissal or Closure Procedures, December 2007

F. USOPM Handbook on Pay and Leave Benefits for Federal Employees
Affected by Severe Weather Conditions or Other Emergency Situations,
July 2007

**610-2-20 DEFINITIONS**

For purposes of this Instruction, the following terms have the meanings
indicated:

A.  [Delayed Arrival]{.underline} Permits non-emergency employees to be
    granted excused absence (administrative leave) for a specified
    number of hours past their normal arrival time at work. For example,
    if non-emergency employees are authorized to report for work two (2)
    hours past their normal arrival time of 7:00 a.m., employees should
    plan their commute in order to arrive at the work site by 9:00 a.m.
    An employee who arrives later than 9:00 a.m. will be charged annual
    leave for the excess time, unless a specific exception is granted.
    Individuals designated as emergency employees are expected to report
    to work on time.

B.  [Early Dismissal]{.underline} Permits non-emergency employees to be
    granted excused absence for the number of hours remaining in their
    workday beyond their designated early dismissal time. Non-emergency
    employees are dismissed relative to their designated departure times
    from work. If a 3-hour early dismissal is authorized as a result of
    inclement weather, non-emergency employees who would normally leave
    work at 5:00 p.m. would be authorized to leave at 2:00 p.m.
    Individuals designated as emergency or mission critical employees
    are expected to remain at work until their scheduled times of
    departure, unless directed otherwise.

C.  [Alternative Work Schedules (AWS)]{.underline} Pertain to employees
    who work a fixed compressed work schedule or a flexible work
    schedule. For purposes of this Instruction, this definition also
    includes flexitime and all other variations. For employees on
    gliding schedules, delayed arrival would typically be based on the
    employee\'s most typical or frequent arrival time at work. Early
    dismissal would be based on the time the employee had planned to
    leave work on the day in which the early dismissal is authorized if
    the employee had been able to work a full day.

D.  [Administrative Order]{.underline} An order issued by an authorized
    official during brief (not to exceed 3 consecutive days) emergency
    situations that excuses non-emergency employees from work without
    charge to leave or loss of pay. Employees designated as emergency or
    mission critical are generally not relieved from duty during an
    emergency. An Administrative Order is not appropriate in situations
    of extensive duration or periods of suspended operations where leave
    could be scheduled, employees furloughed or assigned other work.

E.  [Administrative Situations]{.underline} May involve severe weather
    conditions, natural disaster, power outages, major equipment
    failures impacting major operations or services (e.g., electricity,
    heat, air conditioning) or unforeseen circumstances (e.g., fire,
    broken water main, bomb threat) that require relieving employees
    temporarily from duty at one or more HHS facilities.

F.  [Disabled Employees]{.underline} Under the Rehabilitation Act, a
    disabled person is defined as someone who has a physical or mental
    impairment which prevents them from performing major life activities
    without assistance, including care taking functions such as bathing,
    clothing, or other manual tasks. The disability may be permanent or
    temporary. The Rehabilitation Act prohibits discrimination on the
    basis of disability in programs conducted by Federal agencies, in
    programs receiving Federal financial assistance, in Federal
    employment, and in the employment practices of Federal contractors.

G.  [Emergency Employees]{.underline} A general category of individuals
    who have been designated by management as critical to agency
    operations during a dismissal, closure, or other emergency situation
    (i.e. response/continuity of operations plans). Emergency employees
    may be members of other groups (e.g. Continuity of Operations
    Emergency Relocation Group) or have other designations (e.g. Mission
    Critical Emergency Employees).

H.  [Emergency Situations]{.underline} May result in commuting delays,
    prevent employees in significant numbers from reporting to work, or
    necessitate the closing of several Federal activities in the same
    geographical area (e.g., heavy snow, severe icing conditions,
    floods, earthquakes, hurricanes, air pollution, power failures,
    interruption of public transportation, acts of terror, etc.).

I.  [Fixed Work Schedule]{.underline} A work schedule that is fixed with
    a designated time of arrival and departure.

J.  [Gliding]{.underline} [Schedule]{.underline} A type of flexible work
    schedule in which a full-time employee has a basic work requirement
    of 8 hours in each day and 40 hours in each week, may select a
    starting and stopping time each day, and may change starting and
    stopping times daily within the established flexible hours.

K.  [Mission Critical Emergency Employees]{.underline} Emergency
    employees (e.g., continuity of operations or emergency relocation
    group personnel) who have been designated by management as critical
    to agency operations, who are expected to remain at the worksite
    during a dismissal or closure unless directed otherwise. Mission
    critical emergency employees may be required to remain in contact
    and accessible to management during an emergency or closure.

L.  [Temporary Closing]{.underline} The closing, in whole or in part, of
    a work place and the excusing of employees\' absence for short
    periods of time because of an emergency or administrative situation.

M.  [Telework Employee]{.underline} An employee who is officially
    authorized to work at an alternate work site, either at home or at
    an authorized "telecommuting" facility.

N.  [Unscheduled Leave Policy]{.underline} A policy announced by OPM or
    other appropriate management official which allows non-emergency
    employees, who are unable to report for work, to request unscheduled
    leave for their entire scheduled workday. Employees must notify
    their supervisors of their intent to take unscheduled leave.

**610-2-30 COVERAGE AND EXCLUSIONS**

A.  The provisions of this Instruction apply to all HHS employees who
    are subject to the leave provisions under Subchapter 1, Chapter 63
    of Title 5, U.S. Code, with the exception of private sector
    employees and contractors. HHS employees inside the Washington, D.C.
    Capital Beltway are subject to the Washington, D.C., Area Dismissal
    or Closure Procedures of the U.S. Office of Personnel Management
    (OPM) and this Instruction. These procedures are posted on the
    internet at <http://www.opm.gov/oca/compmemo/dismissal.pdf>. Heads
    of Operating Divisions, or designees outside of the Washington, D.C.
    area, are authorized to develop local dismissal or closure policies
    and procedures consistent with this Instruction and OPM
    requirements.

B.  When the provisions of a negotiated labor/management agreement
    differ from the provisions of this Instruction, the agreement takes
    precedence for those employees covered by a negotiated
    labor/management agreement.

**610-2-40 RESPONSIBILITIES**

A.  Assistant Secretary for Administration and Management (ASAM) or
    his/her designee is responsible for:

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1.  Serving as liaison with OPM on the Washington, D.C., Area Dismissal
    or Closure Procedures, or any other matter relating to the closure
    of HHS facilities.

2.  Approving Administrative Orders proposed by Operating Division
    (OPDIV) Heads that relieve employees from duty without charge to
    leave in excess of three (3) consecutive work days in a single
    period of excused absence.

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B.  Assistant Secretary for Administration and Management (ASAM), Office
    of Human Resources (OHR) is responsible for:

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1.  Updating and maintaining this policy.

2.  Providing guidance to operating Human Resources organizations
    (OHROs) regarding the temporary closure of work places and the
    treatment of absences when temporary closures occur.

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C.  OPDIV Heads are responsible for:

    1.  Making decisions and issuing administrative orders on the
        closure of work places outside the Washington, D.C. area for
        emergency or administrative reasons within the parameters
        outlined in this Instruction. This authority may be redelegated
        to the head of a local facility or entity, as necessary (e.g.,
        Regional Director, District Director, Area Director, etc.)

    2.  Complying with OPM's Dismissal or Closure Procedures for
        emergency or administrative reasons for work places within the
        Washington D.C. area and supplementing those procedures as
        necessary to accomplish mission objectives.

    3.  Developing and implementing a local closure or dismissal
        procedures that may be necessary to supplement the Washington,
        D.C., Area Dismissal or Closure Procedures or this Instruction.

    4.  Designating an official to serve as liaison with any local
        Federal Executive Board (FEB). In locations with several Federal
        installations, an FEB or similar association of Federal agencies
        may develop specific procedures to assure equitable treatment of
        all Federal employees in the area. In such cases, the
        chairperson of the association usually issues administrative
        orders through the media or through a central notification
        medium such as the one used by OPM for the Washington, D.C.
        area.

    5.  Consulting with other HHS organizations, as required.
        Occasionally, there may be a widespread situation affecting
        several HHS work places with no central heads of HHS
        installations located in close proximity to assure consistency.
        In those cases, heads of HHS work places (e.g., OPDIV Heads or
        their designees located in a given commuting area) are expected
        to consult with local transportation, media, Federal Executive
        Boards and Federal Executive Associations to develop local plans
        to ensure that affected employees [are]{.underline} treated as
        consistently as possible.

    6.  Designating emergency and mission critical emergency employees
        as deemed appropriate, based on mission requirements, who are
        expected to report to work regardless of any administrative
        closure or dismissal, and ensuring that the employees are
        notified of their designation as emergency or mission critical
        emergency employees at least annually, as well as prior to an
        announced closure or dismissal. Mission critical emergency
        employees must be notified of the emergency situations in which
        they are expected to report for work or remain at work and said
        policy must be in writing.

    7.  Ensuring that the applicable closure or dismissal procedures are
        disseminated annually and are made available to all OPDIV
        employees

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D.  Operating Human Resources Organizations are responsible for
    providing advice and guidance to managers within their serviced
    organizations as necessary on the interpretation of the closure or
    dismissal procedures and the rules pertaining to leave and excused
    absence during a closure or dismissal.

E.  HHS Employees are responsible for:

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1.  Monitoring appropriate media for administrative closure or dismissal
    announcements for their area.

2.  Taking reasonable steps (e.g., leaving home early or using public
    transportation rather than a personal car) to minimize the potential
    effects of inclement weather or other emergencies on the ability to
    report for work.

3.  Notifying their immediate supervisors or other appropriate
    management official(s) of their intentions to take unscheduled leave
    when an unscheduled leave policy has been announced. While
    non-emergency employees are not required to obtain supervisory
    approval when an unscheduled leave policy is in effect, employees
    are required to notify supervisors of their intentions to take
    leave.

**610-2-50 EMERGENCY AND MISSION CRITICAL EMERGENCY EMPLOYEES**

A.  Employees who are officially designated as "emergency" or "mission
    critical emergency" are expected to report for duty or remain on
    duty in the event of a closure, dismissal, or unscheduled leave
    announcement, unless specifically directed otherwise.

B.  There are no standard definitions or categories of positions that
    must be designated as emergency or mission critical emergency. Each
    OPDIV is authorized to designate those employees judged to be
    essential to continue operations in a dismissal, closure or
    emergency situation. The designation of emergency employees should
    be part of an OPDIV's published emergency response or Continuity Of
    Operations Plan (COOP).

C.  Employees who are designated as emergency or mission critical
    emergency should be notified of such designation in writing in
    advance of any requirement to report for duty in an administrative
    or emergency situation.

D.  Emergency or mission critical emergency employees are expected to
    report for duty on time and remain at work during a closure or
    dismissal unless directed otherwise. Emergency or mission critical
    emergency employees may be excused by OPDIV Head or his/her designee
    when it is determined that circumstances justify excused absence.
    However, mission critical emergency employees may have a further
    requirement to remain in contact with management during an emergency
    for instructions to report for work should the need arise.

E.  Employees who are required to work during their regular tour of duty
    when the workplace is closed or when other employees are allowed to
    arrive late or leave early are not entitled to receive overtime pay,
    credit hours, or compensatory time for performing work during their
    regularly scheduled hours of duty. If an emergency or mission
    critical emergency employee, who is required to work, fails to
    report for duty without adequate reason, he/she may be placed in an
    absence without leave (AWOL) status. In such circumstances, AWOL may
    serve as grounds for progressive disciplinary action.

**610-2-60 GENERAL PROVISIONS**

A.  If there is no announcement, HHS employees are to assume that their
    work place is open each scheduled tour of duty regardless of any
    conditions that may develop. Employees are also to assume that they
    are expected to report for duty on time and remain throughout their
    scheduled tour of duty unless they are on previously approved leave.
    Employees working on shifts are to operate on these same assumptions
    unless they are notified that their specific shifts are affected.

B.  All employees are expected to report to work and depart from work at
    their regularly scheduled times in spite of weather conditions and
    traffic and transportation disruptions, unless an Administrative
    Order or dismissal is issued by an authorized official. Each
    employee is expected to take whatever steps are necessary (e.g.,
    leaving home early or using public transportation rather than a
    personal car) to cope with disruptive conditions.

C.  The authority to close the work place is to be used sparingly and
    only for short periods of time [not to exceed three (3) consecutive
    work days]{.underline}. If it becomes necessary to exceed the
    3-consecutive day limitation, approval must be obtained from the
    ASAM or his/her designee.

D.  Management officials must exercise sound judgment in determining
    when to close, how long to remain closed, and how much excused
    absence to approve. Although the use of an unscheduled leave policy
    is encouraged during emergency situations, management may need to
    make exceptions to general procedures as circumstances warrant.

E.  Annually, OPDIV Heads or their designees must advise all employees
    under their jurisdiction how closings will be handled due to severe
    weather conditions or other emergencies. Annual notices should
    include the following:

1\. What constitutes an official announcement;

2\. When possible, which television and radio stations will issue
official announcements;

3\. What hours constitute the fixed work schedule;

4\. How shifts will be handled;

5\. How employees working AWS hours are affected;

6\. Usual wording of announcements and what that wording means;

7\. Anything else that will help employees know what to do when such
situations occur.

F.  Administrative Orders may be issued orally but must be confirmed in
    writing to provide documentation and to justify excusing absences.

G.  When an Administrative Order is issued that authorizes a delayed
    arrival, non-emergency employees are expected to report for work in
    accordance with the Administrative Order. Tardiness in excess of the
    authorized excused absence is generally charged to annual leave,
    compensatory time or credit hours earned.

H.  In emergency situations, supervisors should be sensitive to the
    needs of disabled employees. For example, snow removal equipment may
    make travel by mobility-impaired individuals even more difficult by
    creating insurmountable snow drifts at walkways. Employees with the
    same disability may have different needs, and an employee's needs
    may vary on different occasions, even under similar weather and
    environmental conditions.

I.  Management must identify in writing individuals who are designated
    as mission critical emergency employees, and the conditions under
    which they are considered to be mission critical emergency employees
    and advise them of their status on an annual basis. If management
    determines that a situation requires nonemergency personnel to
    report to or remain at work, OPDIV Heads or their designees must
    establish procedures for notifying affected employees.

J.  Occasionally, some individual employees may face special family
    situations that will not be covered by an announcement in the media
    or on OPM\'s web site (e.g., when employees are expected to report
    to work, but the schools opened late or are closed). Management
    should notify employees of procedures to be followed when this
    occurs and should be flexible in approving excused absence or leave
    as appropriate, based on each unique situation.

**610-2-70 EXCUSED ABSENCES AND CHARGES TO LEAVE**

A.  OPDIV heads or their designees are authorized to approve
    Administrative Orders for brief absences that do not exceed
    [three (3) consecutive days]{.underline} consistent with OPM
    requirements and this Instruction. They are likewise authorized to
    approve brief absences, that do not involve group dismissals or
    closures \[generally up to [one (1) work day]{.underline}\], on a
    case by case basis when deemed appropriate.

B.  In general, when it is necessary for an official to issue an
    Administrative Order to close the work place temporarily,
    nonemergency employee absences are excused. Exhibit A describes a
    variety of specific situations and their effect on charges to leave.
    Officials must recognize that when they issue an Administrative
    Order authorizing an unscheduled leave policy during a temporary
    emergency, they are authorizing all employees, except those
    designated as emergency or mission critical emergency employees, to
    take annual leave or LWOP without prior approval from their
    supervisors. While employees must notify their supervisors of their
    intentions to take unscheduled leave, supervisors may not deny that
    leave once an administrative order has been issued. Therefore,
    authorized officials should be cautious in issuing administrative
    orders that permit the taking of annual leave or LWOP during
    temporary emergency situations.

C.  Employees on telework arrangements, who either work at home or at an
    alternate telework site, are generally required to remain in a duty
    status during a dismissal or closure at the official duty station.
    This requirement must be documented in the employee's telework
    agreement. However, an employee on telework may be excused during an
    emergency if the emergency adversely affects the employee's ability
    to perform assigned work e.g., disruption of electricity, loss of
    heat, job requires close and constant contact with employees at the
    official worksite, etc. However, telework employees who are required
    to work during their regular tour of duty when the workplace is
    closed or when others are allowed to arrive late or leave early are
    not entitled to receive overtime pay, credit hours, or compensatory
    time for performing work during their regularly scheduled hours.

    80. **REPORTING AND ACCOUNTABILITY**

OPDIV Heads are responsible for maintaining records containing the names
of employees designated as emergency and mission critical emergency
employees, copies of written notification to employees informing them of
their designation, and the OPDIV's expectations during a dismissal or
closure. In addition, records shall be maintained on all closures or
dismissals, to include copies of Administrative Orders, timekeeping
records documenting excused absences, and any other pertinent
information.

**Exhibit A - TREATMENT OF ABSENCES AND CHARGES TO LEAVE**

When the work place is closed temporarily because of an emergency or an
administrative situation, the table below shows how to charge leave or
excuse absences.

I. If an early dismissal policy is announced during work hours\...

+-----------------------------------+-----------------------------------+
| **AND the employee is\...**       | **THEN the absence is charged     |
|                                   | to\...**                          |
+-----------------------------------+-----------------------------------+
| at work at the time of dismissal. | excused absence, even if the      |
|                                   | employee was scheduled to take    |
|                                   | leave later in the day.           |
+-----------------------------------+-----------------------------------+
| on approved leave but is expected | The approved leave up to the time |
| to return to work after the       | of dismissal and excused absence  |
| announcement of an early          | following the employee\'s         |
| dismissal policy but before his   | authorized departure time, even   |
| or her authorized departure time. | if the employee is scheduled to   |
|                                   | take leave later in the day.      |
|                                   |                                   |
|                                   | Example: Employee usually works   |
|                                   | 8:30 a.m. to 5:00 p.m., takes 4   |
|                                   | hours of annual leave from 8:30   |
|                                   | a.m. to 12:30 p.m. A storm closes |
|                                   | the work place at 11:30 a.m.      |
|                                   |                                   |
|                                   | The employee is charged 3 (not 4) |
|                                   | hours of annual leave from 8:30   |
|                                   | a.m. to 11:30 a.m. and excused    |
|                                   | absence from 11:30 a.m. to 5:00   |
|                                   | p.m.                              |
+-----------------------------------+-----------------------------------+
| is scheduled to report to work    | annual leave, sick leave, LWOP,   |
| before the dismissal but fails to | or AWOL, as appropriate, for the  |
| do so.                            | entire work day.                  |
+-----------------------------------+-----------------------------------+
| at work when the closing time is  | leave or LWOP only from the time  |
| announced and goes on approved    | the employee left until the       |
| leave before the time is set for  | announced dismissal time and      |
| dismissal.                        | excused absence for the rest of   |
|                                   | the day.                          |
|                                   |                                   |
|                                   | Example A: Employee usually works |
|                                   | from 8:30 a.m. to 5:00 p.m. and   |
|                                   | is told at 9:30 a.m. that the     |
|                                   | work place will close at 11:30    |
|                                   | a.m. Employee requests and goes   |
|                                   | on approved annual leave from     |
|                                   | 10:30 a.m. to 11:30 a.m. and is   |
|                                   | on excused absence for the rest   |
|                                   | of the day.                       |
+-----------------------------------+-----------------------------------+
| at work and leaves before         | leave, LWOP, or AWOL for the rest |
| official word of the pending      | of the day.                       |
| dismissal is received.            |                                   |
|                                   | Example: Employee works from 8:30 |
|                                   | a.m. to 5:00 p.m., and decides to |
|                                   | leave work at 9:30 a.m. on        |
|                                   | approved leave, LWOP, or          |
|                                   | unapproved leave. The dismissal   |
|                                   | order is received by the agency   |
|                                   | after the employee has left. The  |
|                                   | employee is charged annual leave, |
|                                   | LWOP or AWOL status for the rest  |
|                                   | of the day from 9:30 a.m.         |
+-----------------------------------+-----------------------------------+
| on approved leave when official   | the leave or AWS credit hours the |
| dismissal is announced and is     | employee is already on. Example:  |
| expected to be on leave for the   | Employee is on annual leave all   |
| rest of the day anyway (this      | of the pay period. A storm closes |
| includes employees on AWS day     | the work place early on Tuesday.  |
| off).                             | The employee is charged annual    |
|                                   | leave.                            |
+-----------------------------------+-----------------------------------+

II\. If the emergency situation arises during non-work hours and forces
the work place to close for the entire day\...

+------------------------------+---------------------------------------+
| **AND the employee is\...**  | **THEN the absence is charged         |
|                              | to\...**                              |
+------------------------------+---------------------------------------+
| scheduled to work on that    | excused absence. Example: Employee is |
| day.                         | scheduled to work on Friday. Due to a |
|                              | storm on Thursday night, the work     |
| (This includes employees who | place is closed all day Friday. The   |
| arrive at work to discover   | absence is excused.                   |
| the work place is closed.)   |                                       |
+------------------------------+---------------------------------------+
| on previously authorized     | excused absence. Example: Employee is |
| paid leave (such as sick     | on sick leave when the work place     |
| leave, annual leave, or      | closes for the entire day. The        |
| credit hours, etc.)          | employee\'s absence is charged to     |
|                              | excused absence (not sick leave).     |
+------------------------------+---------------------------------------+
| on AWS day off.              | No absence is charged, since the      |
|                              | employee was not scheduled to report  |
|                              | to work.                              |
+------------------------------+---------------------------------------+
| on either LWOP or AWOL both  | LWOP or AWOL, depending on whether    |
| the day before and the day   | the employee is on LWOP or AWOL.      |
| after the day the work place |                                       |
| closes.                      |                                       |
+------------------------------+---------------------------------------+

III\. If the emergency situation arises prior to or early in the work
day and delayed arrival is authorized\...

  ------------------------------- ---------------------------------------
  **AND the employee is\...**     **THEN the absence is charged to\...**

  already at work.                Not charged, if the dismissal occurs
                                  before the employee is scheduled to
                                  begin work or excused absence is
                                  authorized for the period of time
                                  covered by the delayed arrival.

  en route or still at home.      excused absence authorized by the
                                  administrative order or approved by
                                  leave approving official.

  on approved leave.              leave the employee is already on.
  ------------------------------- ---------------------------------------

**Exhibit B - ADDITIONAL PROVISIONS FOR ALTERNATE WORK SCHEDULE (AWS)
EMPLOYEES**

Employees on AWS are subject to the absence and leave provisions covered
in the preceding Exhibit A of this Instruction. They are also subject to
the following provisions:

A.  Early Dismissal

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1.  When an early work dismissal policy is authorized for a specific
    time, AWS employees are dismissed at the end of their tour of duty
    or at the specific time, whichever is earlier.

2.  When an early work dismissal policy is authorized for a specific
    number of hours, AWS employees are excused for the number of hours
    authorized by the announcement or Administrative Order before the
    end of the workday as ordered.

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B.  Delayed Arrival

    1.  Tardiness of employees on compressed work schedules is excused
        based on the number of hours of administrative leave authorized
        by the applicable announcement, Administrative Order or OPDIV
        head.

    2.  Tardiness of AWS employees who are required to revert to a fixed
        schedule during emergencies is treated consistent with that of
        employees in the same organization who are on a fixed work
        schedule.

    3.  Employees on flexible work schedules who start work before the
        excused tardiness is authorized to work their regular
        tour-of-duty, do not receive extra compensation or credit hours
        for being on duty earlier than other employees whose tardiness
        is excused.

C: Tour of Duty Defines Official Hours of Operation

1.  Employees on flexible work schedules who start work before the
    Official hours of Operation (i.e. 8:00 am to 4:30 pm), are not
    required to remain at the duty site longer than their regular tour
    of duty (8, 9, 10 hours/day) simply to meet the end of the
    non-flexible work schedule traditional Official Hours of Operations.

2.  Employees on flexible work schedules, who are required to remain on
    duty after meeting their regular tour of duty hours are eligible for
    Credit Hours or other appropriate premium pay.

D. Closure

1.  AWS employees whose tour-of-duty commences before the closure of the
    work place is announced and who reported to work and complete their
    tour of duty prior to the time of the closure announcement return
    home and do not receive compensation or credit hours for having come
    to work.

2.  Employees on a compressed work schedule who are in a scheduled
    non-work day status on a day the work place is closed are not
    entitled to another day off, any compensation, or credit hours for
    the closure day.