United StateS Office Of PerSOnnel ManageMent

Governmentwide Dismissal 

and Closure Procedures

OPM.GOV NOVEMBER 2018
A Message from the Director of the U.S. Office of Personnel Management 

The U.S. Office of Personnel Management (OPM) is modifying the Washington, DC, Area 

Dismissal and Closure Procedures to reflect a Governmentwide approach as a result of the 

Administrative Leave Act of 2016 (Act) (section 1138 of Public Law 114-328), and the 

regulations issued thereunder. The new Governmentwide Dismissal and Closure Procedures

(Procedures) provides for effective stewardship of taxpayer funds by offering agencies guidance 

on how to continue their important mission during emergency situations. 

Weather and Safety Leave 

On December 23, 2016, Congress enacted the Act, which provides OPM with the authority to 

regulate certain types of leave, including a new type of leave called “weather and safety leave,” 

previously granted as administrative leave or excused absence. OPM issued proposed 

regulations on July 13, 2017, and final regulations on April 10, 2018. (See 82 FR 32263 and 

83 FR 15291, respectively.) OPM’s regulations and Procedures make clear the circumstances in 

which weather and safety leave may be used. 

Telework Policies and Procedures 

Telework continues to play a significant role during emergency situations by enabling a greater 

number of Federal employees to work and supporting continuity of operations. Agencies should 

continue to promote and incorporate telework into their agency emergency planning so that 

employees will be able to telework effectively during emergency situations, thereby allowing the 

Federal Government to maintain productivity and support their agency mission. OPM’s weather 

and safety leave regulations emphasize the importance of telework in allowing employees to 

continue working during severe weather or other emergency situations. It is important to note 

that, as a result of the new Act, agencies will not be able to provide weather and safety leave to a 

telework program participant who is not prevented from working safely at an approved telework 

site during severe weather or other emergency situations. Generally, employees who are 

telework program participants will not receive weather and safety leave, since they are not 

usually prevented from performing work at an approved location due to a weather or other 

safety-related emergency. OPM regulations and these Procedures describe a few limited 

exceptions under which telework program participants may be granted weather and safety leave. 

In addition, given recent agency actions to improve cybersecurity practices, we strongly 

encourage agencies to take steps to foster appropriate preparation by telework-ready employees 

so they are able to effectively telework and have access to agency IT systems and networks, as 

may be necessary, should an emergency or weather condition so warrant. 

Importance of Following Operating Status Announcements and Communicating 

Expectations 

Federal agencies and employees must be prepared to respond immediately to an emergency 

situation. Operating status announcements are most effective if each employee understands what 

the announcement means and how to react. Therefore, agencies should take steps to familiarize 

each employee with the various operating status announcements. 

 
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Each agency should have in place specific procedures that are applied in conjunction with the 

various operating status announcements. Those specific agency procedures should address 

agency policies and procedures related to leave, telework, and work schedules. The agency 

procedures will help employees know what is expected of them when an operating status is 

changed. In addition, agencies should ensure that written telework agreements and collective 

bargaining agreements reflect correct application of statutory and regulatory requirements and 

these Procedures. 

Employees must understand which human resources flexibilities are available to them during 

each type of operating status, such as unscheduled telework, unscheduled leave, leave without 

pay, alternative work schedule day off, etc. In an emergency situation, timing is crucial. 

Employees must be able to act under their own agency’s procedures when unscheduled telework 

or unscheduled leave are options, or when teleworking during office closures. 

Washington, DC, Operating Status Announcements 

In the Washington, DC, area, OPM-issued operating status announcements apply to employees 

working in all Executive agencies with offices located inside the “Washington Capital Beltway.” 

In the event of an area-wide work disruption, agencies should avoid taking independent action 

because changes in the commuting hours of Federal employees can result in a dramatic 

disruption of the highway and mass transit systems. Following OPM’s operating status 

announcements and policies will allow for coordination with municipal and regional officials, 

and will reduce disruption of the highway and transit systems. This will both reduce traffic 

congestion and result in treating affected employees as consistently as possible. 

Announcements on the status of Government operations in the Washington, DC, area will be 

available at http://www.opm.gov/policy-data-oversight/snow-dismissal-procedures/currentstatus. Recorded messages on the operating status will also be provided by OPM’s Office of 

Communications on (202) 606-1900. 

Additionally, the OPM Alert mobile app allows employees to instantly view the current and 

active operating status for the Washington, DC, area and to sign up for optional push 

notifications when status changes occur. We encourage employees to access OPM’s Alert 

mobile app through http://www.opm.gov/policy-data-oversight/snow-dismissalprocedures/mobile-app for more information. 

Our OPM social media channels will also provide updates to the Washington, DC, area operating 

status and more information as needed. 

Operating Status Announcements in Other Locations 

Employees working in Federal agency offices located outside of the “Washington Capital 

Beltway” must follow the operating status announcements issued by the agency. Federal field 

office heads make workforce status decisions for their agencies’ employees and should report 

those workforce status decisions to their agencies’ headquarters. 
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Employees should always check their agencies’ operating status. The agency-issued operating 

status announcement should include procedures concerning telework, arrival and departure 

times, and leave requests. 

While Federal Executive Boards (FEBs) do not cover the entire United States, FEBs are 

currently located in 28 metropolitan areas that are major centers of Federal activity. In these 

areas, the FEB provides up-to-date, accurate and consistent information so Federal field office 

heads can make informed decisions on operating status announcements for their employees in 

those areas. FEBs consult with the General Services Administration, the Federal Protective 

Service, the National Weather Service, local public safety officials, and law enforcement 

officials to provide a recommendation to Federal field office heads on the operating status for 

their metropolitan area. While the FEB can provide a recommendation, each Federal field office 

head makes the operating status decision (announcement) for employees of the field office. 

Please visit https://www.feb.gov/board-locations/ for a list of the metropolitan areas where FEBs 

are located. 

Announcements on the status of Government operations outside the Washington, DC, area will 

be communicated to employees by each agency with offices in the affected area using the 

methods commonly employed by the agency for this purpose. 

Thank you for your cooperation and support as we continue to work together to both ensure the 

safety of our employees and the continuity of our Government. 

 Margaret M. Weichert 

Acting Director 
Governmentwide Dismissal and Closure Procedures 

TABLE OF CONTENTS 

 Page 

I. General Policies and Procedures ................................................................... 1

A. Weather and Safety Leave ................................................................................ 1

B. Telework ............................................................................................................. 2

C. Unscheduled Telework ...................................................................................... 2

D. Interaction of Weather and Safety Leave and Telework ............................... 3

E. Remote Employees ............................................................................................. 5

F. Emergency and Non-Emergency Employees................................................... 5

G. Interaction of Weather and Safety Leave and Emergency Employees ......... 6

H. Employees on Preapproved Leave (Paid or Unpaid) or Other Paid Time 

Off ........................................................................................................................ 6

I. Employees on Alternative Work Schedules ..................................................... 7

II. Operating Status Announcements ....................................................... 9

A. Governmentwide Application ........................................................................... 9

1. OPEN .......................................................................................................... 10

2. OPEN WITH OPTION FOR UNSCHEDULED LEAVE OR 

UNSCHEDULED TELEWORK ............................................................. 10

3. DELAYED ARRIVAL .............................................................................. 10

4. EARLY DEPARTURE .............................................................................. 12

5. OFFICE CLOSURE .................................................................................. 15

6. SHELTER-IN-PLACE .............................................................................. 17

B. Application to the Washington, DC, Area ..................................................... 18

III. Roles and Responsibilities .................................................................. 20

A. OPM Responsibilities....................................................................................... 20

B. Agency Responsibilities ................................................................................... 21

C. Employee Responsibilities ............................................................................... 22

Appendix: Announcements on the Status of Federal Government 

Operations ............................................................................................ 23

 
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I. General Policies and Procedures 

The Governmentwide Dismissal and Closure Procedures (Procedures) guide agencies in 

managing their employees in response to emergencies, severe weather conditions, natural 

disasters, and other incidents that cause disruptions of Government operations—consistent with 

applicable statutory and regulatory requirements. The policies and procedures apply when an 

authorized official determines that Federal employees are prevented from safely traveling to or 

safely performing work at an approved work location (5 U.S.C. 6329c(b)). The inability to 

safely travel to an approved work location may result in “closure” of a Federal office (i.e., closed 

to the public and non-emergency employees) for the full day or authorization of a delayed 

arrival. Authorization of early departure may be based on unsafe conditions at the work location 

or unsafe travel conditions affecting travel from the work location, both of which make it unsafe 

for the employee to continue to perform work at the location. For continuity of operations, it is 

critical for certain Government operations to continue functioning even when Federal offices are 

closed. 

A. Weather and Safety Leave

On December 23, 2016, Congress enacted the Administrative Leave Act of 2016 (Act) (section 

1138 of Public Law 114-328), which provides OPM with the authority to regulate certain types 

of leave, including a new type of leave called “weather and safety leave,” previously granted as 

administrative leave or excused absence. OPM issued proposed regulations on July 13, 2017, 

and final regulations on April 10, 2018. (See 82 FR 32263 and 83 FR 15291.) OPM’s 

regulations and Procedures make clear the circumstances in which weather and safety leave may 

be used. 

The Act created four new categories of leave: administrative leave (5 U.S.C. 6329a), 

investigative leave (5 U.S.C. 6329b), notice leave (5 U.S.C. 6329b), and weather and safety 

leave (5 U.S.C. 6329c). In particular, 5 U.S.C, 6329c(b) provides Federal agencies with the 

authority to— 

“approve the provision of leave under this section to an employee or a group of 

employees without loss of or reduction in the pay of the employee or employees, leave to 

which the employee or employees are otherwise entitled, or credit to the employee or 

employees for time or service only if the employee or group of employees is prevented 

from safely traveling to or performing work at an approved location due to–(1) an act of 

God; (2) a terrorist attack; or (3) another condition that prevents the employee or group of 

employees from safely traveling to or performing work at an approved location.” 

Since the Act requires weather and safety leave to be applied on a Governmentwide basis, OPM 

is issuing these Governmentwide Dismissal and Closure Procedures (applicable to all Federal 

agencies in all locations) and discontinuing the procedures focused solely on the Washington, 

DC, area. The Governmentwide Procedures incorporate this new type of leave. 

Operating status announcements issued by agencies must use the term “weather and safety 

leave” instead of administrative leave or excused absence when an agency is approving an 

absence without charge to leave or loss in pay due to severe weather and other qualifying 

emergency situations covered by 5 U.S.C. 6329c. 
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Agencies should work with the administrators of their timekeeping and payroll systems to 

modify those systems so that use of weather and safety leave is properly recorded and reported (5 

CFR 630.1607). Corresponding internal agency policies should also be updated, as appropriate, 

to ensure they are consistent with law, OPM regulations, and these Procedures. 

B. Telework 

The Federal Government uses telework, among other things, as a way to promote continuity of 

operations by allowing Federal employees to continue their work at an approved alternative 

worksite. A telework program participant means an eligible employee who voluntarily 

participates in an agency telework program and has an established arrangement with his or her 

agency under which the employee is approved to telework, including on a routine or situational 

basis. (A telework program participant may also be referred to as a “telework-ready” employee 

in this handbook.) 

Agencies should review their current telework policies and ensure that written agreements are in 

place for those employees who are telework program participants. Special attention should be 

paid to employees who telework only on an occasional, situational (ad hoc) basis so that they are 

prepared to telework during events or circumstances that disrupt or prevent commuting or 

reporting to the office. The key to the successful use of situational (ad hoc) telework is an 

effective telework program in which employees regularly practice teleworking. 

An employee who is approved to telework on a situational basis is considered to be continuously 

participating in a telework program even if there are extended periods during which the 

employee does not perform telework. 

Note 1: An employee’s participation in the telework program is voluntary; thus, an agency may 

not compel an employee to participate in the telework program, even if some or all of the duties 

of the position can be performed at an alternative location. At the same time, telework is not an 

employee entitlement, but a flexibility approved at an agency’s discretion.

In addition, given recent agency actions to improve cybersecurity practices, we strongly 

encourage agencies to take steps to prepare telework-ready employees to effectively telework 

and have access to agency IT systems and networks, as may be necessary, should emergency or 

weather conditions so warrant. 

Note 2: Agencies should carefully review their current telework agreements and make any 

necessary changes due to the introduction of weather and safety leave along with the 

requirements of the Act, OPM’s regulations, and these Procedures. 

C. Unscheduled Telework

OPM strongly encourages agencies to permit eligible telework-ready employees to telework

when an operating status announcement includes “unscheduled telework”—if such action would 

not unduly interfere with mission accomplishment. As required by the agency’s policies and 

procedures, and subject to any applicable collective bargaining requirements (as consistent with 

law), an employee must notify his or her supervisor of the intent to use unscheduled telework.
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In establishing policies for unscheduled telework, agencies should avoid creating unnecessary 

barriers for telework-ready employees when unscheduled telework is announced. Since the 

unscheduled telework option maintains productivity and continuity of operations, OPM strongly 

believes the best course of action is for agencies to be as accommodating as possible to teleworkready employees who wish to perform unscheduled telework. Employees must follow their own 

agency’s procedures when unscheduled telework is an option. 

Finally, agencies should remind employees who elect to perform unscheduled telework that they 

must have an appropriate amount of work to complete during the workday at home. If an 

employee does not have enough work, he or she must either take unscheduled leave for the entire 

workday or use a combination of unscheduled telework and unscheduled leave to account for 

hours not worked. 

D. Interaction of Weather and Safety Leave and Telework

OPM’s new weather and safety leave regulations represent a shift from previous guidance 

provided in the Washington, DC, Area, Dismissal and Closure Procedures issued in 2016. 

Previously, OPM guidance stated that only those employees with telework agreements 

containing express language requiring them to work during a closure situation could be denied 

administrative leave. Under OPM’s weather and safety leave regulations, all telework program 

participants will be ineligible for weather and safety leave when a closure is announced except in 

rare circumstances when one of the exceptions under 5 CFR 630.1605(a)(2) applies (discussed in 

section II.A below). Employees participating in a telework program must telework, take other 

leave (paid or unpaid) or paid time off (as approved by the agency), or a combination of both, 

unless an exception applies.

Exceptions an agency may consider: 

 Unexpected weather. An agency may provide weather and safety leave to a teleworkready employee who, in the agency’s judgment, could not have reasonably anticipated the 

severe weather or other emergency condition and therefore did not take home needed 

equipment or work. (For example, an area weather forecast changes dramatically during 

the weekend so an employee cannot reasonably be expected to telework on Monday.) 

 Unsafe telework site. An agency may provide weather and safety leave to a teleworkready employee who is prevented from safely working at the telework site (such as by

flooding or a roof collapse) as a result of the severe weather or other emergency event. In 

this case, the home or other approved telework site is also impacted in such a way 

that work cannot be safely performed. 

Note: Agencies will not be able to provide weather and safety leave (previously known as 

administrative leave or excused absence) to a telework program participant who is not prevented 

from working safely at an approved telework site. Such employees will not be provided weather 

and safety leave as they are not prevented from performing work at an approved location. (See 5 

U.S.C. 6329c(b) and 5 CFR 630.1605(a)(1).)
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Agencies should implement sound human capital policies and procedures regarding telework and 

the various weather and safety leave exceptions. Agencies have the discretion to make those 

exceptions consistent with the regulatory provisions for weather and safety leave. Those 

exceptions and the procedures under which an agency may provide weather and safety leave 

should be clearly communicated to agency employees. 

Since many employees telework at home, agencies should address in their telework policies 

potential situations that may prevent or impact an employee’s ability to effectively perform his or 

her duties at home. This includes policies regarding the conditions under which employees may 

telework during a Federal office closure, even if they have a young child or other person 

requiring the presence of a caregiver in the home. However, if these circumstances diminish an 

employee’s ability to perform their duties via telework during official hours of work, the 

employee may not be eligible to telework under these conditions (5 U.S.C. 6502(b)(1)). (It may 

be possible for an employee on a flexible work schedule to take unpaid breaks to attend to nonwork responsibilities, which could enable the employee to be fully productive during claimed 

hours of work. Or an employee could be allowed to take leave or other paid time off to cover 

non-work periods.) 

If an agency policy bars an employee from teleworking at his or her home when there is a child 

or elder care situation, then the home is not an approved location under the Act and OPM’s 

regulations. Therefore, if the employee is not permitted to telework under agency policies, and 

cannot safely travel to or perform work at the regular office location, an agency may grant 

weather and safety leave to the employee. 

Example 1: Brian is a Federal employee who is a telework program participant. Brian also has 

a 3-year old daughter who lives in his home. A major snowstorm hits the area causing Brian’s 

agency to announce a closure. Brian is unable to transport his daughter to a day care provider 

due to the weather conditions. Brian is prepared to telework but his agency bars employees 

from performing telework when children are in the home without supervision by another adult. 

Therefore, since Brian cannot safely travel to the worksite due to the closure and he cannot 

perform telework due to his agency’s policy, Brian’s agency may grant him weather and safety 

leave for the entire workday.

If an agency policy allows an employee to telework when a young child or other person requiring 

the presence of a caregiver is present in the home, any time spent providing care to such 

individuals would not be considered hours of work. Under this scenario, an employee would be 

expected to account for work and non-work hours during his or her tour of duty and take the 

appropriate leave (paid or unpaid) or other paid time off (e.g., previously earned credit hours or 

compensatory time off) to account for the time spent away from normal work-related duties. The 

employee should not be granted weather and safety leave for the non-work time that occurred 

during the employee’s tour of duty for the workday. 
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Example 2: Stacey is a Federal employee who is a telework program participant. She also has 

a 5-year old son who lives in her home. A major snowstorm causes Stacey’s agency to announce 

a closure. Stacey’s agency permits employees under limited circumstances to telework when 

children are in the home without supervision by another adult only when a closure is announced. 

However, employees may only count those hours during which actual agency work is performed. 

Any time Stacey spends providing care to her son may not be counted as hours of work. Stacey 

finds she can telework during the morning for 5 hours but needs to take leave in the afternoon to 

care for her son. Stacey may not be granted weather and safety leave and must take 3 hours of 

paid or unpaid leave or other paid time off. 

E. Remote Employees 

An employee whose home is considered the employee’s official worksite is generally not granted 

weather and safety leave when the employee’s parent office (i.e., the office where the employee 

would work but for the remote work arrangement) is closed, since the employee is able to safely 

perform work at an approved location. Weather and safety leave may be appropriate if the 

employee is unable to safely perform work at the employee’s home. Remote employees must 

follow their agency’s policies, procedures, and any applicable collective bargaining 

requirements, or contact their supervisors for further information and instructions. 

F. Emergency and Non-Emergency Employees

Emergency employees are employees who are expected to report to their worksite or begin 

teleworking (as permitted) on time unless otherwise directed by their agencies. OPM advises 

agencies to designate in advance those emergency employees who are critical to agency 

operations (including security and infrastructure) in dismissal or closure situations and who will 

be expected to work. OPM does not provide standard Governmentwide definitions of emergency 

employees due to the diversity in agency missions and employee occupations/skills, the variable 

nature of the emergencies, and weather and geographic conditions specific to duty locations. 

Each agency is in the best position to determine its own needs and is responsible for determining 

which employees are designated as emergency employees. Agency heads (or their designees, as 

applicable) should make such determinations based on the agency’s unique mission requirements 

and/or circumstances. Such designations should be communicated to the affected employees at 

least annually (preferably in writing and well in advance) so employees can be prepared to 

support and sustain agency operations. 

Note: Employees who are required to work on site (e.g., at the office) or telework during their 

regular tour of duty on a day when Federal offices are closed (or when other employees are 

authorized a delayed arrival or an early dismissal/departure) are not entitled to receive overtime 

pay, credit hours, or compensatory time off for performing work during their regularly 

scheduled non-overtime hours.

When Government operations are disrupted and offices are closed for an extended period of 

time, an agency may determine that changing circumstances require non-emergency employees 

to report for work. Consequently, each agency should establish a procedure for notifying and 

recalling these employees. OPM advises agencies to identify non-emergency employees who are 

expected to remain in contact with their agencies at all times during dismissal or closure 
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situations to maintain continuity readiness. Such employees may be called to work during 

emergencies dealing with national security, extended emergencies, or other unique situations. 

An agency should anticipate the emergency situations in which such employees will be expected 

to report for work at a regular worksite or alternative worksite and the circumstances under 

which employees will be permitted to telework, if the agency prefers, and should notify affected 

employees of this policy. Agencies may issue communication devices and other equipment to 

these employees to facilitate contact in emergency situations. 

G. Interaction of Weather and Safety Leave and Emergency Employees

Emergency employees are expected to report to or remain at their worksite unless otherwise 

directed by their agencies. Generally, emergency employees do not receive weather and safety 

leave. (See 5 CFR 630.1605(b).) During certain emergencies, an agency may determine that the 

circumstances have made traveling to or performing work at the worksite unsafe for emergency 

employees. In these situations, the agency may either require the emergency employee to work 

at another location or determine that circumstances justify providing weather and safety leave to 

emergency employees. 

If an employee who is required to work fails to report for work without adequate reason for his 

or her absence, the agency may place the employee on absence without leave (AWOL), and the 

employee may potentially be disciplined for AWOL by the agency. Each agency is responsible 

for determining whether the employee has adequate reasons for his or her absence.

H. Employees on Preapproved Leave (Paid or Unpaid) or Other Paid Time Off

OPM’s weather and safety leave regulations do not allow employees to receive weather and 

safety leave for hours during which those employees are on preapproved leave or other paid time 

off. (See 5 CFR 630.1606(c).) Periods of paid leave include annual and sick leave. Other paid 

time off includes credit hours, compensatory time off, and time off award hours. Agencies 

should not approve weather and safety leave for an employee, who in the agency’s judgment, 

requests to cancel his or her preapproved leave (paid or unpaid) or paid time off primarily for the 

purpose of obtaining weather and safety leave. If the employee was not expected to report to 

duty during a period for which weather and safety leave might otherwise have been authorized, 

there is generally no need for the agency to provide weather and safety leave to relieve the 

employee from his or her obligated workday (e.g., work hours). Supervisors may request 

sufficient information or documentation to show that granting weather and safety leave is 

appropriate—for example, documentation that the same weather/safety event caused cancellation 

of travel plans or of a doctor appointment. 

Example 1: Preapproved Annual Leave for Out-of-Area Trip Not Affected by Weather Event: 

Jon is a Federal employee who is scheduled to take annual leave for vacation covering February 

3-10. On February 4, a massive snowstorm hits the Washington, DC, area. OPM announces 

that Federal offices are closed on February 4-7. Upon return from vacation on February 10, 

Jon requests to have his annual leave replaced with weather and safety leave for February 4-7. 

Jon’s request is denied, since he was on preapproved leave and was not expected to perform 

work or travel to the approved worksite. Weather and safety leave may be granted only to 

employees who are prevented from safely traveling to or safely performing work at an approved 

work location due to a weather or other emergency event. 
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Example 2: Preapproved Annual Leave in Trip Cancellation Scenario: Rachel is a Federal 

employee stationed in New York City who is scheduled to take annual leave for a California 

vacation covering December 15-31. She is a telework program participant. On December 15, a 

major snowstorm hits the New York City area. Rachel’s agency announces that agency offices in 

New York City are closed on that day. Rachel’s flight to California on the morning of December 

15 is cancelled due to the snowstorm. Rachel requests to cancel her annual leave on December 

15, since the snowstorm caused her travel plans to change. Rachel is prepared to telework as 

provided under her agency’s telework agreement. Therefore, her annual leave is cancelled and 

Rachel performs work during the snowstorm. She is not provided weather and safety leave 

because she is able to work from her home. (Note: If Rachel was unprepared to telework 

because she was planning on being on annual leave for an extended period and expected to 

depart on December 15, the agency could find that, under the particular circumstances, it was 

reasonable for Rachel to have not brought her laptop computer home with her. In that case, the 

agency could provide weather and safety leave.)

Example 3: Preapproved Sick Leave Example: Ray is a Federal employee who works in the 

Washington, DC, area. He is scheduled to be on sick leave for the entire day for a scheduled 

outpatient procedure on February 5. Due to snowstorm, his office is closed on February 5. 

Because of the same snowstorm, Ray’s outpatient procedure is also cancelled. Ray requests to 

cancel his sick leave due to the cancellation of the outpatient procedure. His agency determines 

that Ray should be permitted to cancel his sick leave since the request for sick leave is no longer 

valid. Since Ray is unable to use his sick leave for the purposes intended and he is not a 

telework program participant, he may be granted weather and safety leave. 

Example 4: Preapproved Leave without Pay (LWOP) Example: Sally, a Federal employee 

who works in the Washington, DC, area, is on LWOP under the Family and Medical Leave Act 

(FMLA) from January 2 to March 30 for the birth of her child. Sally has a signed telework 

agreement in effect during her FMLA leave. OPM announces that Federal offices are closed on 

February 4-7 due to a massive snowstorm. Sally requests weather and safety leave for the 

February 4-7 closure. Sally’s request is denied, since she was on preapproved LWOP and not 

expected to perform work or to travel to an approved worksite. In other words, her choice to use 

LWOP—not the snowstorm—prevented her from working or having to travel to a worksite. 

I. Employees on Alternative Work Schedules

There are two types of Alternative Work Schedules (AWS): flexible work schedules (FWS) and 

compressed work schedules (CWS). Under a FWS program, an employee has an 80-hour 

biweekly basic work requirement that allows an employee to determine his or her own schedule 

within the limits set by the agency, while under a CWS program the work schedule is fixed with 

no flexibility. Both FWS and CWS programs may permit an employee to complete his or her 

basic work requirement in less than 10 workdays in a biweekly pay period, in which case the 

employee would be entitled to an AWS day off (i.e., FWS day off, CWS day off). For more 

information on AWS, please see OPM’s Handbook on Alternative Work Schedules at 

https://www.opm.gov/policy-data-oversight/pay-leave/referencematerials/handbooks/alternative-work-schedules/. 
8

Note: An employee is not entitled to an “in-lieu-of” AWS day off when a closure occurs on the 

scheduled AWS day off. The AWS day off must be treated the same as any other non-workday 

(Saturday and Sunday for most employees). 

Agencies should establish policies concerning weather and safety leave and alternative work 

schedules. In particular, agencies may establish policies that would allow an employee 

participating in the FWS program to move his or her FWS day off to cover a day when the 

employee would be otherwise expected to work (e.g., telework) or take leave that the employee 

has earned. This policy could be used when there is an announcement allowing unscheduled 

leave or unscheduled telework on a day on which an employee had been scheduled to work. 

Agency policies could allow an employee to change his or her FWS day off to be used on the 

day affected by the operating status announcement allowing use of unscheduled leave. The 

employee would have no work or leave requirement on the affected day, since it is now the FWS 

day off. The employee would now work a full workday on the day that had been scheduled to be 

the FWS day off. 

 

Similarly, if there is an announcement that agencies are closed, an affected employee who is a 

telework program participant would not receive weather and safety leave (unless a regulatory 

exception applies) and would be expected to either telework or use regular leave (or other paid 

time off). An agency policy could allow such an employee to change his or her FWS day off to 

the affected day to eliminate the requirement to use regular leave (or other paid time off) or 

telework. The employee would now work a full workday on the day that had been scheduled to 

be the FWS day off. 

Example 1: Ryleigh is a Federal employee working at the Department of Agriculture. She 

participates in her agency telework program and is on a flexible work schedule. Ryleigh 

typically has a regularly-scheduled FWS day off on the second Friday of each pay period. A 

winter storm occurs on the first Tuesday of the pay period. Ryleigh’s agency announces that her 

office is closed. She would be expected to either telework or take leave (paid or unpaid) or other 

paid time off as she is a telework program participant. However, agency policies allow Ryleigh 

to move her regularly-scheduled FWS day off from the second Friday to the affected day of the 

closure announcement (first Tuesday). She opts to request this and does not have to telework or 

take leave or other paid time off on Tuesday. Instead, her absence from work on the affected day 

(Tuesday) is covered by her FWS day off, and the second Friday of the pay period becomes a 

regular workday. 

However, agency policies should not permit an employee to switch his or her scheduled FWS 

day off to another workday when, in the agency’s judgment, the change is being requested 

primarily for the purpose of allowing the employee to receive weather and safety leave on the 

previously scheduled FWS day off. If an employee is not scheduled to work, weather and safety 

leave is not applicable because the day is a non-work day. 

 
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Example 2: Maria works for the Department of Transportation. She does not participate in the 

agency telework program but does have a flexible work schedule. Her regularly-scheduled FWS 

day off is on the second Monday of the pay period. A major storm hits the area on the second 

Monday of the pay period, and her agency announces her office is closed. Maria requests to 

switch her FWS day off to the next day (Tuesday). Her agency denies the request, since Maria 

was already scheduled to be off on Monday and, in the agency’s judgment, the requested change 

is primarily for the purpose of obtaining weather and safety leave. Also, Maria does not receive 

an “in-lieu-of” FWS day off. 

II. Operating Status Announcements 

This section provides policies and procedures that apply when OPM or an agency issues an 

operating status announcement. Operating status announcements are generally issued when 

weather or other emergency conditions prevent Federal employees from safely traveling to or 

safely performing work at an approved work location (5 U.S.C. 6329c(b)). The inability to 

safely travel to an approved work location may result in “closure” of a Federal office (i.e., closed 

to the public and non-emergency employees) for the full day or authorization of a delayed 

arrival. Authorization of early departure may be based on unsafe conditions at the work location 

or unsafe travel conditions affecting travel from the work location, both of which make it unsafe 

for the employee to continue to perform work at the location. Depending on the conditions that 

affect a workday, the various operating status announcements have different procedures and 

application to an employee’s workday. It is important that employees understand what each 

operating status announcement means and how it applies to them. 

It is critical for certain Federal Government operations to continue to function, even when 

Federal offices are closed. The successful use of these operating status announcements will 

allow for both the safety of Federal employees and continuity of operations. 

A. Governmentwide Application 

The operating status announcements described below (and listed in the Appendix) should 

generally be used Governmentwide during weather events and other emergencies. Agencies 

should work to familiarize their employees with these operating status announcements so 

employees are prepared to act. The operating status announcement should identify the affected 

geographic area. If the announcement affects only one agency or a selected group of agencies, 

that information should be part of the announcement. In the operating status announcements 

shown in the Appendix, we have placed “specified Federal offices in specified locations” in 

brackets as a placeholder. While an announcement heading may indicate there is an option for 

unscheduled leave or unscheduled telework, agencies retain the discretion to not allow the option 

of unscheduled leave or unscheduled telework for some or all employees due to mission 

requirements. An agency may exclude that option or limit its application, as appropriate. 
10

1. OPEN 

Federal agencies are OPEN. Employees are expected to report to their worksites or begin 

telework on time. Normal operating procedures are in effect. 

 

2. OPEN WITH OPTION FOR UNSCHEDULED LEAVE OR UNSCHEDULED 

TELEWORK 

Employees have the option to use unscheduled leave or unscheduled telework. Employees must 

notify their supervisor of their intent to use unscheduled leave or unscheduled telework (if the 

employee is a telework program participant). 

Example 1: Steve works for the Department of the Interior in Idaho. He is a participant in his 

agency’s telework program. A snowstorm hits that impacts his worksite. Steve’s agency 

announces that the agency is open with the option for “unscheduled telework or unscheduled 

leave.” Steve notifies his supervisor that he intends to perform unscheduled telework and starts 

to work at his normal start time.

In rare circumstances, an agency may find it necessary to require an employee to report to work 

on a day when an unscheduled leave/unscheduled telework operating status is made. 

Example 2: Jennifer works for the Department of State in Washington, DC, and participates in 

her agency’s telework program. Although Jennifer would normally be permitted to take 

unscheduled telework, she is required to work at an event that supports foreign area diplomats 

that are visiting the Washington, DC, area. Jennifer’s supervisor requires her to report to the 

office to work at the diplomatic event. Jennifer is not permitted to telework from home or take 

leave. Generally, this will not be a last-minute surprise, but a special work circumstance that 

both the supervisor and employee know about, discuss, and plan in advance. 

3. DELAYED ARRIVAL 

OPTION 3a: OPEN—XX HOUR(S) DELAYED ARRIVAL—WITH OPTION FOR 

UNSCHEDULED LEAVE OR UNSCHEDULED TELEWORK 

Employees should plan to arrive for work no more than XX hour(s) later than they would 

normally be expected to arrive. Employees who report to the regular worksite are granted 

weather and safety leave for the hours between the employee’s typical arrival time and the final 

reporting time, except that such leave is reduced if the employee arrives at work before the final 

reporting time. As an alternative, eligible employees may notify their supervisors that they are 

using the option of unscheduled leave or unscheduled telework instead of reporting to the regular 

worksite, in which case they will not receive weather and safety leave—and will be responsible 

for accounting for the entire workday by taking other leave (or paid time off), performing 

telework, or a combination. 

 
11

Example: Julie works for the Federal Trade Commission in Chicago, Illinois. She typically 

arrives at her worksite at 8:00 a.m. If a 2-hour delayed arrival policy is announced by the 

Federal Trade Commission in Chicago, she should arrive for work no later than 10:00 a.m. She 

will be granted weather and safety leave for up to 2 hours, but may arrive at her office earlier. 

The maximum amount of weather and safety leave that Julie may be provided under this 

announcement is 2 hours. 

OPTION 3b: OPEN—DELAYED ARRIVAL—EMPLOYEES MUST REPORT TO 

THEIR OFFICE NO LATER THAN XX:XX—WITH OPTION FOR 

UNSCHEDULED LEAVE OR UNSCHEDULED TELEWORK 

Employees should plan their commutes to arrive at the worksite by no later than the final 

reporting time in the announcement. Employees who report to the worksite are granted weather 

and safety leave for the hours between the employee’s typical arrival time and the final reporting 

time, except that such leave is reduced if the employee arrives at work before the final reporting 

time. (See Example below.) 

If employees choose to use unscheduled telework versus reporting to the worksite, they will not 

receive weather and safety leave for the delayed arrival period since they would not be affected 

by the conditions under which the announcement was made. In this scenario, weather and safety 

leave is provided only to those employees who report to the regular office location. 

Example 1: Elizabeth works for the Department of Agriculture while Doug works for the 

Department of Education. They both work in Iowa. Following a snowstorm, a delayed arrival is 

announced stating all employees must arrive no later than 11:00 a.m. The delayed arrival 

announcement also advised that employees have the option of unscheduled leave or unscheduled 

telework. Elizabeth typically arrives at her worksite at 7:00 a.m. She will be granted weather 

and safety leave for up to the number of hours during the period between her typical arrival time 

and the final reporting time specified in the announcement. Thus, the maximum amount of 

weather and safety leave that she may be provided under this announcement is 4 hours (the 

period of time between 7:00 a.m. and 11:00 a.m.). If Elizabeth actually arrives at work at 10:30 

a.m., she would only be granted 3.5 hours of weather and safety leave and would begin working 

at 10:30 a.m. Meanwhile, Doug, who participates in his agency’s telework program, notifies his 

supervisor that he will perform unscheduled telework on that same day. He begins work on time 

and works his regular tour of duty. He does not receive any weather and safety leave as he did 

not commute to his regular office location. Doug must telework for the entire workday, or, if he 

chooses to work less than a full workday, he must request leave (paid or unpaid) or other time 

off, or use some combination of telework and leave (or other time off). 

As discussed in Option 3a, employees who request unscheduled leave or other paid time off 

under a delayed arrival announcement will be charged leave or other paid time off for the entire 

period of their workday. Employees will not receive weather and safety leave for the number of 

hours that are provided to employees who commute into their worksite. 

 
12

Example 2: Jane works for the Department of Energy in Topeka, Kansas. Following an ice 

storm, a delayed arrival announcement is made by the Department of Energy in Topeka, Kansas, 

stating all employees must arrive no later than 2 hours past the employee’s normal arrival time. 

The delayed arrival announcement also advised that employees may request unscheduled leave 

(paid or unpaid) or other paid time off or unscheduled telework for the day. Jane notifies her 

supervisor that she would like to take unscheduled leave (in the form of annual leave) for the day 

and not commute to the worksite. Jane is charged annual leave for her entire work day and is 

not provided any weather and safety leave. 

Another option for Jane, who works under a flexible work schedule (FWS) that contains an FWS 

day off, would have been to request to move her FWS day off to cover this period of absence 

(rather than taking annual leave), if allowable under her agency’s internal FWS work scheduling 

policies and if the FWS day off had not already been taken during the pay period. 

4. EARLY DEPARTURE 

Because of a weather or other safety-related emergency, agencies may need to allow their 

employees to depart work before the end of the employee’s workday. There are several options 

for managing early departures. In two of the options below (4a and 4b), early departure is 

managed by staggering the departures based on when each employee’s workday would normally 

end. While the descriptions of these options reflect the default methods of staggering departures, 

agencies issuing operating status announcements in areas outside of Washington, DC, may 

choose to use a different method of staggering departures and adjust the operating status 

announcement accordingly. 

OPTION 4a: EARLY DEPARTURE - XX HOUR(S) STAGGERED RELEASE

Employees depart a set number of hours earlier than their normal departure times and will be 

granted weather and safety leave for the number of hours remaining in their workday, except as 

otherwise provided for telework program participants. 

Example 1: Kate works for the Internal Revenue Service in Syracuse, New York. She works 

from 9:00 a.m. until 5:30 p.m. each day and does not participate in her agency’s telework 

program. In anticipation of a major blizzard forecast to hit the region, a 3-hour staggered early 

departure is announced by the Internal Revenue Service in Syracuse, New York. Kate may leave 

work 3 hours earlier than normal (2:30 p.m.) and will receive weather and safety leave for the 

remainder of her workday

 
13

Example 2: Tanner works for the Department of Education in Minneapolis, Minnesota, from 

8:00 a.m. to 4:30 p.m. He does not participate in his agency’s telework program. Tanner 

attends a mid-day doctor appointment from 1:00 – 2:30 p.m. on Tuesday for which he is using 

preapproved sick leave. A snowstorm occurs during the workday on Tuesday impacting 

Minneapolis. The Department of Education in Minneapolis announces a 3-hour staggered early 

departure, which would normally result in a 1:30 p.m. departure for Tanner. Tanner was able to 

keep his doctor appointment as scheduled. Tanner will remain on preapproved sick leave 

between 1:00-2:30 p.m. even though an early departure has been announced. He will receive 

weather and safety leave for the remainder of his workday after the completion of his doctor 

appointment (2:30-4:30 p.m.). 

Telework program participants working in the office when an early departure is announced 

generally may receive weather and safety leave only for the amount of time required to commute 

home (excluding the period of time for an unpaid lunch break, if applicable). This means that 

telework program participants must complete the remaining time (if any) in their workday by 

either teleworking or taking leave (paid or unpaid) or other paid time off once they arrive home 

unless one of the exceptions under 5 CFR 630.1605(a)(2) applies. 

Example 3: Jon works for the Railroad Retirement Board in Chicago, Illinois. He currently 

participates in his agency’s telework program. The Chicago Federal Executive Board (FEB) 

recommends a 3-hour staggered early departure due to a major snowstorm approaching the 

area. The Railroad Retirement Board in Chicago agrees with the Chicago FEB’s 

recommendation and communicates the operating status announcement to its Railroad 

Retirement Board employees in Chicago. Jon normally works from 8:00 am to 4:30 p.m. and is 

currently working in the office. Jon may leave the Chicago office at 1:30 p.m. and commute 

home. Jon arrives home at 2:30 p.m. and completes the remainder of his workday via telework. 

He will receive weather and safety leave for the period it took for him to commute home (1:30-

2:30 p.m.). If Jon chooses not to complete the remainder of the workday once he arrives home, 

he must request unscheduled leave or other paid time off for the remainder of the day (from 

2:30-4:30 p.m.) or a combination of both leave or other paid time off and telework. 

If an employee arrives home after his or her workday has concluded, there are no hours 

remaining in the workday. Therefore, the employee would not be required or expected to work.

Employees who were already performing telework when an early departure announcement is 

made must continue to telework or take unscheduled leave or other paid time off, or a 

combination of both, for the remainder of their tour of duty unless one of the exceptions under 5 

CFR 630.1605(a)(2) applies.

Note: Employees who depart prior to their staggered early departure times may request to use 

unscheduled leave (paid or unpaid) or other paid time off and will not be granted weather and 

safety leave. A telework program participant may complete the remainder of his or her workday 

via telework, upon supervisory/management approval. An employee will be in an unscheduled 

leave (non-work) status during the commute time home when he or she chooses to leave prior to 

the scheduled departure time in the announcement. 

 
14

OPTION 4b: EARLY DEPARTURE - XX HOUR(S) STAGGERED RELEASE – ALL 

EMPLOYEES MUST DEPART NO LATER THAN XX:XX 

Employees depart a set number of hours earlier than their normal departure time and will be 

granted weather and safety leave for the number of hours remaining in their workday (i.e., daily 

tour of duty established for purposes of charging leave), except as otherwise provided for 

telework program participants. All employees are required to depart the office by the final 

departure time at which point the office is closed. 

Telework program participants working in the office when an early departure is announced may 

receive weather and safety leave only for the amount of time required to commute home 

(excluding the period of time for an unpaid lunch break, if applicable). This means that telework 

program participants must complete the remaining time in their workdays by either teleworking 

or taking other leave or paid time off once they arrive home unless one of the exceptions under 

5 CFR 630.1605(a)(2) applies. 

Employees who were already performing telework when an early departure announcement is 

made must continue to telework, take unscheduled leave or other paid time off, or a combination, 

for the remainder of their tour of duty unless one of the exceptions under 5 CFR 630.1605(a)(2) 

applies.

Example: Ashley works for the Federal Aviation Administration in Cleveland, Ohio. She works 

from 9:30 a.m. to 6:00 p.m. and does not participate in her agency’s telework program. A 

crippling ice storm is forecast to hit the Cleveland area with the major impact occurring after 

3:00 p.m. The Cleveland FEB recommends a 3-hour staggered early departure with all 

employees departing no later than 2:30 p.m. The Federal Aviation Administration in Cleveland, 

Ohio, agrees with the Cleveland FEB’s recommendation and communicates the operating status 

announcement to its Federal Aviation Administration employees in Cleveland. Ashley will 

depart at 2:30 p.m. as the final departure time occurs earlier than her staggered departure time 

(3:00 p.m.) would have. She will receive weather and safety leave for the remainder of her 

workday (3.5 hours) because she is not a telework program participant. 

OPTION 4c: IMMEDIATE EARLY DEPARTURE 

Employees working in the office must depart immediately and will receive weather and safety 

leave for the number of hours remaining in their workday, except as otherwise provided for 

telework program participants. Telework program participants working in the office may receive 

weather and safety leave only for the time it takes to commute home from the office (excluding 

the period of time for an unpaid lunch break, if applicable). This means that a telework program 

participant must complete the remaining time in the workday by either teleworking from home, 

requesting other leave or paid time off, or a combination of both. An employee already 

performing telework when an immediate departure announcement is made must continue to 

telework, request unscheduled leave or other paid time off, or a combination, for the remainder 

of his or her tour of duty and will not receive weather and safety leave unless one of the 

exceptions under 5 CFR 630.1605(a)(2) applies.
15

Example 1: An earthquake hits a Naval Base in San Diego, California, and the base 

commander believes it is necessary to close the building to check for structural damage. The 

base commander announces an immediate departure at 12:00 p.m. (noon) to ensure the safety of 

his workers. Jack typically works from 8:00 a.m. to 4:30 p.m. and participates in his agency’s 

telework program. He leaves the base at 12:00 p.m. (before having his unpaid lunch period, 

which must be taken between 11:30 a.m. and 1:30 p.m. under agency rules) and arrives home at 

12:30 p.m. Jack receives weather and safety leave for his 30-minute commute. He will complete 

the workday by taking his half-hour lunch period before 1:30 p.m. and by either teleworking or 

taking leave or other paid time off, or a combination of both, to cover the remainder of the 

workday. 

A telework program participant may be provided weather and safety leave for the remainder of 

the workday if, in the agency’s judgment, he or she could not have reasonably anticipated the 

severe weather or emergency and thus is not prepared to telework. (See 5 CFR 

630.1605(a)(2)(i).) 

Example 2: Linda works for the Internal Revenue Service in Indianapolis, Indiana, and is an 

agency telework program participant. A fire breaks out in her building during her lunch period 

while she is away from the office, and her agency announces an immediate departure for all 

employees working in the building. Linda is not permitted to reenter the building to retrieve her 

laptop, which is needed to telework for the remainder of her workday. Her agency determines 

that the facts warrant an allowed exception as she could not anticipate the fire. The agency 

provides Linda with weather and safety leave for the remainder of the workday under the 5 CFR 

630.1605(a)(2)(i) exception. 

5. OFFICE CLOSURE 

The office is closed for weather/safety reasons. In general, employees will be granted weather 

and safety leave for the number of hours they were scheduled to work unless they are (1) an 

emergency employee, (2) a telework program participant, (3) on official travel outside of the 

duty station, (4) on preapproved leave (paid or unpaid) or other time off, or (5) on an AWS day 

off or other non-workday. 

Exception for Weather and Safety Leave Telework Rule 

Under OPM’s regulations, telework program participants do not receive weather and safety leave 

when a closure is announced. Instead, they must telework for the entire workday, take other 

leave (paid or unpaid) or other time off, or use a combination of telework and leave or other paid 

time off unless one of the regulatory exceptions discussed further in this section applies. 

 
16

Example 1: No Weather and Safety Leave for Telework Program Participants: Bob works for 

the Department of Agriculture in Topeka, Kansas, and participates in his agency’s telework 

program. His office is closed due to a major blizzard on a Monday. Bob has a current, signed 

telework agreement that permits him to work from home one day per week. The telework 

agreement does not have specific language addressing weather and safety leave during an office 

closure. Bob’s home is not affected by the storm in a way that affects his ability to telework, and 

Bob has his equipment and work files. As required by the law and regulations governing 

weather and safety leave, Bob is not granted weather and safety leave, since he is not prevented 

from safely performing work at an approved location (i.e., Bob’s home). Instead, Bob must 

either telework for his entire workday, request leave (paid or unpaid) or other paid time off, or 

use a combination of telework and leave or other paid time off.

While the general rule prohibits weather and safety leave for telework program participants, 

OPM’s regulations do allow for certain exceptions. A telework program participant may be 

provided weather and safety leave if, in the agency’s judgment, he or she could not have 

reasonably anticipated the severe weather or emergency and thus is not prepared to telework. 

(See 5 CFR 630.1605(a)(2)(i).) 

 

Example 2: Exception to Weather and Safety – Telework Rule: Susan works for the 

Department of Homeland Security in North Carolina and participates in her agency’s telework 

program. She has a current, signed telework agreement that permits her to work from home one 

day per week. When Susan teleworks, she must bring her work laptop from her office to her 

home. The weather forecast on a Friday calls for mild temperatures and light rain the following 

Monday. Susan doesn’t plan to telework Monday, so she does not bring her laptop home. The 

weather forecast changes dramatically during the weekend and a large snowstorm hits the area. 

Susan’s office is closed Monday and, under the general rule barring weather and safety leave 

during a closure for employees participating in a telework program, she normally would not 

receive weather and safety leave. However, her agency determines that the facts warrant an 

allowed exception as the agency policy does not require employees to bring home necessary 

work and equipment, such as their laptops, on a daily basis. Susan could not reasonably 

anticipate the snowstorm in order to prepare to telework by bringing her laptop home. The 

agency provides Susan with weather and safety leave for the day under the 5 CFR 

630.1605(a)(2)(i) exception. 

Additionally, 5 CFR 630.1605(a)(2)(ii) provides another exception that permits agencies to 

provide weather and safety leave to a telework program participant if the employee is prepared to 

work at the telework site but is prevented from safely working there due to the severe weather or 

emergency situation. Agencies may consider exercising their authority to grant weather and 

safety leave to teleworking employees on a case-by-case basis (e.g., for 

electricity/infrastructure/connectivity issues). 

 
17

Example 3: Exception to Weather and Safety – Telework Rule: Ray works for the Department 

of the Interior in Maine and participates in his agency’s telework program. He has a current, 

signed telework agreement that permits him to work from home two days per week. His office is 

closed due to a major blizzard on a Friday. Ray intends to telework from home and has all the 

necessary equipment and materials to perform work. Unfortunately, the high winds from the 

blizzard resulted in a power outage to his home, and Ray is unable to work at his telework site. 

Ray’s agency determines that weather and safety leave would be appropriate under these 

circumstances since agency telework policies require electricity for a location to be an approved 

telework location. 

An agency can choose not to provide weather and safety leave under the 5 CFR 

630.1605(a)(2)(i) and (ii) exceptions when severe weather can reasonably be predicted and an 

employee has not taken the necessary steps to prepare for teleworking. 

Example 4: Telework Exception Not Applicable: Weather forecasts have been widely calling 

for a major snow event to occur on a Wednesday in New York. Marci’s agency has a policy that 

requires employees to be prepared to telework throughout the year by monitoring weather 

forecasts and bringing home computer equipment in response to any potential weather event. 

The snowstorm occurs Wednesday, closing the office. Marci is expected to telework but she 

cannot because she did not bring home her laptop and/or work assignments. Her agency 

chooses not to provide weather and safety leave to her because she failed to make the necessary 

preparations to telework. (See 5 CFR 630.1605(a)(3).) Marci must take leave (paid or unpaid) 

or other paid time off to account for her workday. 

As explained in section I.D., an agency’s telework policies regarding the performance of 

telework with children or other dependents in the home can affect whether weather and safety 

leave may be granted in a closure situation. See section I.D., including Examples 1 and 2. 

6. SHELTER-IN-PLACE 

Shelter-in-place procedures are conducted when employees (and visitors) must remain in the 

office or take immediate shelter in a readily accessible interior location to protect themselves. A 

shelter-in-place may be activated for a variety of reasons, which could include severe weather 

(e.g., tornadoes) or danger from exposure to outside contaminants in the event of a release into 

the atmosphere of hazardous materials such as radiological, biological, or chemical 

contaminants. It is anticipated that a shelter-in-place announcement would be extremely rare and 

likely would be in effect for a relatively short period of time. This operating status 

announcement is not intended to supersede any agency-specific shelter-in-place plans or 

procedures, and agencies retain the authority to act on their own without a shelter-in-place 

operating status announcement, as circumstances dictate. 

Employees should follow their agency’s emergency procedures for shelter-in-place 

announcements. Employees should remain in their designated safe area until they are notified by 

agency officials that they may return to their offices or leave their worksites. During a shelterin-place emergency, employees may be restricted to their agency’s premises for periods beyond 

their normal tour of duty because of events beyond the agency’s control. Unless employees are 

required to perform work, they will not be entitled to any additional pay for this extended period. 
18

The Comptroller General has ruled that periods of time during which an employee is required to 

remain at a work location are not considered compensable hours of work if the employee is 

detained for reasons that are not under the control of the agency or are not related to work 

requirements. (See Comptroller General opinion B-187181, October 17, 1977.) 

Employees performing telework are expected to continue working during the shelter-in-place 

unless affected by the emergency or otherwise notified by their agencies. 

B. Application to the Washington, DC, Area

OPM will continue to provide the operating status for all Federal Executive agencies in the 

Washington, DC, area. The currently approved operating status announcements are listed in the 

Appendix and may also be found at http://www.opm.gov/policy-data-oversight/snow-dismissalprocedures/current-status. 

Operating Status for the Washington, DC, Area 

OPM will continue to issue operating status announcements for employees in all Executive 

agencies with offices located inside the “Washington Capital Beltway” (the freeway that 

encircles the Nation’s capital). In addition, some agencies may decide to apply the same 

announcement procedures to facilities located in the portions of the counties and jurisdictions 

that are outside of the Capital Beltway, but adjacent to the District of Columbia (i.e., portions of 

Montgomery and Prince George’s Counties in Maryland; portions of Fairfax County (including 

the independent city of Fairfax surrounded by Fairfax County) and the independent city of 

Alexandria in Virginia). However, agencies may decide to develop separate plans for these 

facilities, since Federal offices in areas outside the Capital Beltway may be subject to different 

weather and traffic conditions than those inside the Beltway. In very rare circumstances, OPM 

may issue guidelines affecting agency facilities outside the Washington Capital Beltway. 

Note: OPM operating status announcements in the Washington, DC, area do not apply to 

employees of the legislative branch, judicial branch, U.S. Postal Service, the government of the 

District of Columbia, or private sector entities, including contractors. These entities may choose 

to implement and follow OPM’s announcements, but are not required to do so. 

Importance of Following OPM Announcements for Washington, DC, Area Emergencies 

In order to enhance safety and productivity, it is essential that covered Federal agencies and 

employees follow OPM operating status announcements for area-wide emergencies or special 

events that create a disruption in the Washington, DC, metropolitan area. The operating status 

announcements apply to employees working in all Executive agencies with offices located inside 

the “Washington Capital Beltway.” These policies are based on the principle that the Federal 

Government’s vital business must be carried out without compromising the safety of our 

employees and the general public. In the event of area-wide work disruptions, agencies should 

avoid independent action because changes in the commuting hours of Federal employees can 

result in dramatic disruption of the highway and mass transit systems. Following OPM’s 

announcements and policies will allow for coordination with municipal and regional officials, 
19

and will reduce disruption of the highway and transit systems. This will both reduce traffic 

congestion and ensure that affected employees are treated as consistently as practicable. 

Agency-Specific Announcements 

For agency-specific emergencies, OPM continues to believe that each agency is in the best 

position to determine the appropriate course of action. For example, power outages, building 

fires, or localized flooding could affect one or several facilities without requiring all agencies to 

take action. Agencies have the authority to release employees and/or close individual facilities 

on a localized, building-by-building basis. Each agency should have a method for 

communicating and updating operating status announcements to employees as part of the 

agency’s emergency procedures. This can include communications via email, phone, text 

messaging, or other electronic formats. 

Additional Operating Status Announcements for the Washington, DC, Area 

Over the years, the Washington, DC, area has experienced a wide variety of weather phenomena 

including historic amounts of snowfall, ice storms, earthquakes, and hurricanes. These events 

have shown us that no two emergencies are exactly alike. Therefore, as a general principle, 

agencies in the Washington, DC, area should be aware that OPM may need to issue a new or 

hybrid operating status announcement and should be prepared for OPM to do so at any time, 

depending on the particulars of the emergency, for the safety of employees, and the need for 

continuity of Government operations. OPM will always attempt to use the published operating 

status announcements found in the Appendix. 

Note: Announcements on the status of Government operations in the Washington, DC, area will 

be available at http://www.opm.gov/policy-data-oversight/snow-dismissal-procedures/currentstatus. Recorded messages on operating status in the Washington, DC, area also will be 

provided by OPM’s Office of Communications on (202) 606-1900. Additionally, the OPM Alert 

mobile app allows employees to instantly view the current and active operating status for the 

Washington, DC, area and to sign up for optional push notifications when status changes occur. 

Please visit http://www.opm.gov/policy-data-oversight/snow-dismissal-procedures/mobile-app

for more information. 

 
20

III. Roles and Responsibilities 

The following section provides the roles and responsibilities for OPM, agencies, and employees 

during severe weather and emergency situations. 

A. OPM Responsibilities

In addition to providing the Federal Government’s operating status in the Washington, DC, area, 

OPM has the authority to issue regulations and guidance on weather and safety leave. The 

following specifies OPM’s responsibilities both Governmentwide and in the Washington, DC, 

area. 

OPM’s Governmentwide responsibilities include:

 Issuance of regulations on weather and safety leave. OPM issues regulations that provide 

agencies with the authority and regulatory requirements for granting employees this type of 

leave (previously granted as excused absence (administrative leave)).

 

 Issuance of the Governmentwide Dismissal and Closure Procedures. OPM issues the 

Procedures for departments and agencies to use when preparing for an emergency or 

significant weather event that creates a disruption or impacts one or more Federal worksites. 

OPM’s Washington, DC, Area responsibilities include:

 Coordination and consultation with regional officials. OPM works directly with the 

Washington Metropolitan Council of Governments, including the DC government, municipal 

and regional officials, along with the Washington Metropolitan Area Transit Authority and 

other regional transportation officials regarding how to respond to severe weather, 

emergency situations, and other special events that cause disruptions in the Washington, DC, 

area. Please view our YouTube post at https://www.youtube.com/watch?v=rsiaC8MRF9g

for more information. 

 Communication of any change to the operating status. OPM communicates the Director’s 

final decision on the Federal Government’s operating status in the Washington, DC, area 

through media outlets, social media, the OPM website, and the OPM Alert mobile app to 

reach its customers—e.g., Chief Human Capital Officers, agencies, employees, and others 

interested in following OPM’s operating status announcements (e.g., private sector 

companies). 

 
21

B. Agency Responsibilities

Agencies must establish policies and procedures to be consistent with OPM’s weather and safety 

leave regulations and the Procedures. 

Agency responsibilities include: 

 Issuance of operating status announcements. Outside of the Washington, DC, area, agencies 

are responsible for issuing operating status announcements, as necessary. Those 

announcements should use the terminology set forth in this Governmentwide guidance. In 

the event of atypical circumstances, agencies may issue a new or hybrid operating status 

announcement to fit the particular situation, with full consideration of the objectives of 

keeping employees safe and fostering continuity of Government operations. Agencies should 

always attempt to use OPM’s published operating status announcements. 

 Communication of expectations. Operating status announcements are only effective if each 

employee understands what the announcement means and how to react. Employees must 

understand which human resources flexibilities are available to them during specific agency 

operating procedures, such as unscheduled telework, unscheduled leave, etc. In an 

emergency situation, timing is crucial. 

 Review and revision of telework agreements. Agencies should adjust telework agreements to 

reflect the new weather and safety leave law, regulations, and these Procedures and, where 

applicable, collective bargaining agreements. It is important to note that agencies cannot 

provide weather and safety leave to telework program participants who are not prevented 

from working safely at an approved telework site during severe weather or other emergency 

situations. Generally, a telework participant will be expected to telework when Federal 

offices are impacted by severe weather or an emergency situation. 

 Designation of emergency employees. At least annually, agencies should identify emergency 

employees (which may include Continuity of Operations [COOP] employees) and notify 

them in writing. The written notice should include the requirement that emergency 

employees report for work or remain at work (or work at home or report to an alternative 

worksite) when Government operations are disrupted. The notice should also include an 

explanation that announcements of unscheduled leave/unscheduled telework, delayed arrival, 

early or immediate departure, or Federal office closure do not apply to them unless they are 

instructed otherwise. Agencies must notify employees that, if they are required to report for 

work and fail to do so, they may be charged absence without leave (AWOL) for the period 

not worked and may potentially be disciplined for AWOL upon further determination by the 

agency. In unique situations, an agency may determine that circumstances justify providing 

emergency employees with weather and safety leave. Telework agreements should include 

standard provisions addressing employees who are emergency workers, including the 

requirement for emergency workers to report to work or to an approved alternative site when 

Government operations are disrupted. 

 Establishment of internal agency policies on requesting workplace flexibilities. Agencies 

should develop explicit procedures in advance detailing the workplace flexibilities that 

employees may use during emergencies. The procedures should specify how employees are 
22

to notify their supervisor promptly of their intent to use unscheduled leave or perform 

unscheduled telework prior to the start of the workday or as soon as practicable. Agencies 

should also develop similar procedures for employees to request unscheduled leave when 

announcing an early departure with either a staggered or final departure time or an immediate 

departure after the workday has already begun. Agencies must establish internal policies for 

employees regarding the use of unscheduled leave and flexible work schedules. This 

includes explicit policies on (1) the use of leave without pay, (2) the appropriateness of 

allowing an employee to change an FWS day off (see section I.I), and (3) the flexibility to 

rearrange starting and stopping times under a flexible work schedule—when an operating 

status announcement is made that allows for these workplace flexibilities to be used. 

Agencies should consult OPM’s Handbook on Alternative Work Schedules to determine the 

“normal arrival and departure times” of employees on flexible schedules. The handbook is 

available on OPM’s website at http://www.opm.gov/policy-data-oversight/payleave/reference-materials/handbooks/alternative-work-schedules. 

 Establishment of internal agency policies on shelter-in-place. Agencies should have shelterin-place plans developed to use during certain emergencies. These plans should be 

communicated clearly to their employees and tested periodically. 

 Tracking of weather and safety leave and telework. Agencies must develop systems to 

accurately track the number of hours that an employee teleworks and/or is provided weather 

and safety leave. 

C. Employee Responsibilities 

During an emergency situation or severe weather, employees will have to decide on a course of 

action based upon the workplace flexibilities provided under the operating status announcement 

made for the affected workday contained within the Procedures. 

Employee responsibilities include: 

 Familiarization with operating status announcements. Employees should review the various 

operating status announcements that are utilized and discuss with their immediate supervisor 

or manager, if necessary. 

 Preparation and planning. Employees should be prepared and plan ahead when conditions 

indicate severe weather is possible. For employees participating in a telework program, this 

includes taking any necessary equipment, such as laptops, home prior to a forecasted weather 

event. 

 Notification of supervisor/manager. Employees must notify their immediate 

supervisor/manager of their status for the workday when an operating status announcement is 

made. 

 Accurate reporting and accounting of work time. Employees must accurately report and 

account for the number of hours in their scheduled workday, through telework, leave (paid or 

unpaid), or a combination of both. 
23

Appendix: Announcements on the Status of Federal Government Operations 

STATUS OF FEDERAL GOVERNMENT OPERATIONS

The U.S. Office of Personnel Management (OPM) provides the following announcements 

which should be used Governmentwide to announce the operating status of an office, agency, 

or geographic area. In the case of announcements issued by OPM for offices located inside the 

“Washington Capital Beltway” area, all Federal Executive agencies are covered. For other 

announcements issued by agencies in other locations, responsible agency officials must identify 

the affected agency(ies) or office(s) and/or the affected geographic area. (See bracketed 

language regarding “specified Federal offices at specified locations.”) 

Note: As a general principle, agencies may issue a new or hybrid operating status 

announcement at any time, depending on the particulars of an emergency, for the safety of 

employees, and continuity of Government operations. Agencies should always attempt to 

use OPM’s published operating status announcements.

Announcement What Announcement Means

OPEN “[The specified Federal offices at specified locations are]

OPEN.”

Employees are expected to report to their worksites or 

begin telework on time. Normal operating procedures are 

in effect.

 
24

OPEN WITH OPTION FOR 

UNSCHEDULED LEAVE 

OR UNSCHEDULED 

TELEWORK 

“[The specified Federal offices at specified locations are]

OPEN and employees have the OPTION for 

UNSCHEDULED LEAVE OR UNSCHEDULED 

TELEWORK.” 

Non-Emergency Employees must notify their supervisor of 

their intent to use unscheduled leave or unscheduled 

telework. In accordance with their agency’s policies and 

procedures, subject to any applicable collective bargaining 

requirements (as consistent with law), non-emergency 

employees have the option to use:

(1) earned annual leave, compensatory time off, credit hours, 

or sick leave, as appropriate; 

(2) leave without pay; 

(3) their flexible work schedule day off or rearrange their 

work hours under flexible work schedules; or

(4) unscheduled telework.

Emergency Employees are expected to report to their 

worksites on time unless otherwise directed by their 

agencies.
25

OPEN – XX HOUR(S) 

DELAYED ARRIVAL–

WITH OPTION FOR 

UNSCHEDULED LEAVE 

OR UNSCHEDULED 

TELEWORK

“[The specified Federal offices at specified locations are] 

OPEN under XX HOUR(S) DELAYED ARRIVAL and 

employees have the OPTION FOR UNSCHEDULED 

LEAVE OR UNSCHEDULED TELEWORK. Employees 

should plan to arrive for work no more than XX hour(s) later 

than they would be expected to arrive.”

Non-Emergency Employees who report to the office will be 

granted weather and safety leave for up to XX hour(s) past 

their expected arrival time. In accordance with their 

agency’s policies and procedures (including required 

notification of the employee’s supervisor) and subject to any 

applicable collective bargaining requirements (as consistent 

with law), non-emergency employees have the option to use:

(1) earned annual leave, compensatory time off, credit hours, 

or sick leave, as appropriate; 

(2) leave without pay; 

(3) their flexible work schedule day off or rearrange their 

work hours under flexible work schedules; or

(4) unscheduled telework.

Emergency Employees are expected to report to their 

worksite on time unless otherwise directed by their agencies.

Telework Employees (i.e., employees who are participating 

in a telework program, including those who perform 

telework regularly and those who telework on an ad hoc 

basis) who choose not to report to the regular office must be 

prepared to telework, take unscheduled leave or other paid 

time off, or a combination—thereby accounting for the entire 

workday. In general, weather and safety leave is not 

available to telework employees who do not report to the 

regular office. Treatment of telework employees is subject 

to applicable law, regulations, agency policies and 

procedures, and any applicable collective bargaining 

requirements (as consistent with law).

Leave. In general, an employee on preapproved leave (paid 

or unpaid) or other paid time off (e.g., compensatory time 

off, credit hours)—including an employee who requests

unscheduled leave or other paid time off—should be charged 

leave or other paid time off and not receive weather and 

safety leave. 
26

OPEN – DELAYED 

ARRIVAL –EMPLOYEES 

MUST REPORT TO THEIR 

OFFICE NO LATER THAN 

XX:XX – WITH OPTION 

FOR UNSCHEDULED 

LEAVE OR 

UNSCHEDULED 

TELEWORK 

“[The specified Federal offices at specified locations are]

OPEN under a DELAYED ARRIVAL where employees 

must REPORT TO THEIR OFFICE NO LATER THAN 

XX:XX and have the OPTION FOR UNSCHEDULED 

LEAVE OR UNSCHEDULED TELEWORK.”

Non-Emergency Employees who report to the office will be 

granted weather and safety leave for the hours between the 

employee’s typical arrival time and the reporting time 

specified in the announcement, except that such leave is 

reduced if the employee arrives at work before the 

announced reporting time. In accordance with their agency’s 

policies and procedures (including required notification of 

the employee’s supervisor) and subject to any applicable 

collective bargaining requirements (as consistent with law), 

non-emergency employees have the option to use:

(1) earned annual leave, compensatory time off, credit hours, 

or sick leave, as appropriate; 

(2) leave without pay; 

(3) their flexible work schedule day off or rearrange their 

work hours under flexible work schedules; or

(4) unscheduled telework.

 

Emergency Employees are expected to report to their 

worksite on time unless otherwise directed by their agencies.

Telework Employees (i.e., employees who are participating 

in a telework program, including those who perform 

telework regularly and those who telework on an ad hoc 

basis) who choose not to report to the regular office must be 

prepared to telework, take unscheduled leave or other paid 

time off, or a combination—thereby accounting for the entire 

workday. In general, weather and safety leave is not 

available to telework employees who do not report to the 

regular office. Treatment of telework employees is subject 

to applicable law, regulations, agency policies and 

procedures, and any applicable collective bargaining 

requirements (as consistent with law).

Leave. In general, an employee on preapproved leave (paid 

or unpaid) or other paid time off (e.g., compensatory time 

off, credit hours)—including an employee who requested 

unscheduled leave or other paid time off—should be charged 

leave or other paid time off and not receive weather and 

safety leave. 
27

EARLY DEPARTURE - XX 

HOUR(S) STAGGERED 

RELEASE

“Employees of [specified Federal offices at specified 

locations] are authorized for early departure. Employees 

should depart XX HOUR(S) earlier than their normal 

departure times and may request UNSCHEDULED 

LEAVE to depart prior to their staggered departure times.” 

Non-emergency Employees at the Worksite:

Weather and Safety Leave. Non-emergency employees who 

are not telework program participants will be dismissed from 

their office XX hour(s) early relative to their normal 

departure times and will be granted weather and safety leave 

for the number of hours remaining in their workday. 

Telework Requirements. In general, non-emergency 

employees who are telework program participants will receive 

weather and safety leave only for the amount of time required 

to commute home. Once these employees arrive at home, they

must complete any remaining portion of the workday by 

teleworking, taking unscheduled leave (paid or unpaid) or 

other paid time off, or a combination.

Departure Prior to Early Departure Time. Non-emergency 

employees who depart prior to their staggered early departure 

times may request to use unscheduled leave (paid or unpaid) 

or other paid time off. Such employees will not be granted 

weather and safety leave for any part of the workday. A 

telework program participant who departs prior to the early 

departure time generally must account for the remaining hours 

in the tour of duty by teleworking, taking unscheduled leave 

(paid or unpaid) or other paid time off, or a combination. 

Emergency Employees are expected to remain at their worksite 

unless otherwise directed by their agencies.

Telework Employees (i.e., employees who are participating in a 

telework program, including those who perform telework 

regularly and those who telework on an ad hoc basis) already 

performing telework when an early departure is announced 

generally may not receive weather and safety leave. They must 

account for the entire workday by teleworking, taking unscheduled 

leave (paid or unpaid) or other paid time off, or a combination, in 

accordance with law, regulations, agency policies and procedures, 

and any applicable collective bargaining requirements (as 

consistent with law).

Leave. In general, an employee on preapproved leave (paid or 

unpaid) or other paid time off—including an employee who has 

requested unscheduled leave before an early departure is 

announced—should continue to be charged leave or other paid 

time off during the scheduled time and should not receive weather 

and safety leave.
28

EARLY DEPARTURE - XX 

HOUR(S) STAGGERED 

RELEASE– ALL 

EMPLOYEES MUST 

DEPART NO LATER THAN 

XX:XX 

“Employees of [specified Federal offices at specified locations] 

are authorized for early departure. Employees should depart XX 

HOUR(S) earlier than their normal departure time and may 

request UNSCHEDULED LEAVE to depart prior to their 

staggered departure time. All employees MUST DEPART at no 

later than XX:XX at which time Federal offices are CLOSED.” 

Non-emergency Employees at the Worksite:

Weather and Safety Leave. Non-emergency employees who 

are not telework program participants will be dismissed from 

their office XX hour(s) early relative to their normal 

departure time or at the final departure time (as applicable)

and will be granted weather and safety leave for the number of 

hours remaining in their workday.

Telework Requirements. In general, non-emergency 

employees who are telework program participants will receive 

weather and safety leave only for the amount of time required 

to commute home. Once these employees arrive at home, they

must complete any remaining portion of the workday by 

teleworking, taking unscheduled leave (paid or unpaid) or 

other paid time off, or a combination.

Departure Prior to Early Departure Time. Non-emergency

employees who depart prior to their staggered early departure 

time or the final departure time may request to use 

unscheduled leave (paid or unpaid) or other paid time off. 

Such employees will not be granted weather and safety leave

for any part of the workday. A telework program participant 

who departs prior to the early departure time generally must 

account for the remaining hours in the tour of duty by 

teleworking, taking unscheduled leave (paid or unpaid) or 

other paid time off, or a combination. 

Emergency Employees are expected to remain at their worksite 

unless otherwise directed by their agencies.

Telework Employees (i.e., employees who are participating in a 

telework program, including those who perform telework 

regularly and those who telework on an ad hoc basis) already 

performing telework when an early departure is announced 

generally may not receive weather and safety leave. They must 

account for the entire workday by teleworking, taking unscheduled 

leave (paid or unpaid) or other paid time off, or a combination, in 

accordance with law, regulations, agency policies and procedures, 

and any applicable collective bargaining requirements (as 

consistent with law).

Leave. In general, an employee on preapproved leave (paid or 

unpaid) or other paid time off—including an employee who has 

requested unscheduled leave before an early departure policy is 

announced—should continue to be charged leave or other paid 

time off during the scheduled time and should not receive weather 

and safety leave. 
29

IMMEDIATE EARLY 

DEPARTURE 

“[The specified Federal offices at specified locations] are 

CLOSED and on-site employees should depart

IMMEDIATELY.”

Non-emergency Employees at the Worksite:

Weather and Safety Leave. Non-emergency employees who 

are not telework program participants will be granted weather 

and safety leave for the number of hours remaining in their 

workday. 

Telework Requirement. In general, non-emergency employees 

who are telework program participants will receive weather and 

safety leave only for the amount of time required to commute 

home. Once these employees arrive at home, they must 

complete any remaining portion of the workday by teleworking, 

taking unscheduled leave (paid or unpaid) or other paid time off, 

or a combination.

Departure Prior to Immediate Departure Time. Nonemergency employees who depart prior to the immediate 

departure time may request to use unscheduled leave (paid or 

unpaid) or other paid time off. Such employees will not be 

granted weather and safety leave for any part of the workday. A 

telework program participant who departs prior to the early 

departure time generally must account for the remaining hours in 

the tour of duty by teleworking, taking unscheduled leave (paid 

or unpaid) or other paid time off, or a combination. 

Emergency Employees are expected to remain at their worksite 

unless otherwise directed by their agencies.

Telework Employees (i.e., employees who are participating in a 

telework program, including those who perform telework regularly 

and those who telework on an ad hoc basis) already performing 

telework when an immediate departure is announced generally may 

not receive weather and safety leave. They must account for the 

entire workday by teleworking, taking unscheduled leave (paid or 

unpaid) or other paid time off, or a combination, in accordance with 

law, regulations, agency policies and procedures, and any applicable 

collective bargaining requirements (as consistent with law).

Leave. In general, an employee on preapproved leave (paid or 

unpaid) or other paid time off—including an employee who has 

requested unscheduled leave before an immediate departure policy is 

announced—should continue to be charged leave or other paid time 

off during the scheduled time and should not receive weather and 

safety leave. 
30

OFFICE CLOSURE “[The specified Federal offices at the specified locations are] 

CLOSED. Emergency employees and telework employees 

continue to work.”

Non-emergency employees generally will be granted weather 

and safety leave for the number of hours they were scheduled 

to work. However, weather and safety leave will not be 

granted to employees who are:

 emergency employees who are required to report for 

duty;

 telework program participants (with certain narrow 

exceptions);

 on official travel outside of the duty station;

 on preapproved leave (paid or unpaid) or other paid 

time off; or

 on an Alternative Work Schedule (AWS) day off or 

other non-workday. 

Emergency Employees are expected to report to their worksite 

unless otherwise directed by their agencies.

Telework Employees (i.e., employees who are participating in 

a telework program, including those who perform telework 

regularly and those who telework on an ad hoc basis) generally 

may not receive weather and safety leave. They must account 

for the entire workday by teleworking, taking unscheduled 

leave (paid or unpaid) or other paid time off, or a combination, 

in accordance with law, regulations, agency policies and 

procedures, and any applicable collective bargaining 

requirements (as consistent with law).

Leave. In general, an employee on preapproved leave (paid or 

unpaid) or other paid time off should continue to be charged 

leave or other paid time off and should not receive weather and 

safety leave. 

 
31

SHELTER-IN-PLACE “[The specified Federal offices at specified locations] are 

under SHELTER-IN-PLACE procedures and are CLOSED

TO THE PUBLIC.”

Employees Located at Agency Worksite. All employees 

should follow their agency’s emergency procedures for shelterin-place. Employees should remain in their designated safe 

area until they are notified by agency officials that they may 

return to the office or leave the worksite.

Telework Employees performing telework (e.g., at home) are 

expected to continue working when there is a shelter-in-place 

incident at their regular office unless affected by the 

emergency or otherwise notified by their agencies.
U.S. Office of Personnel Management

Employee Services • Pay and Leave

1900 E Street, NW, Washington, DC 20415

OPM.GOV

ES/PL-03248-11/2018