OPM has issued a Handbook on Workplace Flexibilities and Work-Life Programs for Elder Care that like one issued recently on flexibilities for childbirth, adoption and foster placement, mainly draws together scattered pre-existing policies while making clear the responsibilities of both managers and individual employees.
“This handbook provides guidance on the various leave and work schedule flexibilities for elder care, and also provides information on work-life programs available to employees providing care for an elderly family member, including examples of how the programs can work together to help employees better manage family and work responsibilities,” acting OPM director Beth Cobert says in the cover memo. “Promoting a culture in which managers and employees understand the workplace flexibilities and work-life programs available helps attract, empower, and retain a talented and productive workforce in the 21st century.”
The handbook stresses that agency management is responsible for complying with the law and OPM’s regulations and guidance. Those responsibilities include developing agency-specific policies dealing with the administration of leave and other workplace flexibilities and programs, including any discretionary benefits, in accordance with appropriate provisions of any applicable collective bargaining agreements.
Topics include policies on personal sick leave to care for a family member, use of advanced sick and annual leave and of donated leave, unpaid leave under the Family and Medical Leave Act including use of the leave in intermittent situations such as to accompany a parent to medical appointments, leave without pay, compensatory time off, alternative work schedules, telework, part-time work and others.
