- Who is incapacitated for the performance of his or her duties by physical or mental illness, injury, pregnancy, or childbirth;
- For a serious health condition of the employee or a family member;
- When the employee would, as determined by the health authorities having jurisdiction or by a health care provider, jeopardize the health of others by his or her presence on the job because of exposure to a communicable disease;
- For purposes relating to the adoption of a child; or
- For the care of a covered servicemember with a serious injury or illness, provided the employee is exercising his or her entitlement to FMLA leave to care for a covered servicemember.
Supervisors may advance up to 104 hours (13 days) of sick leave to a full-time employee -
- When he or she receives medical, dental or optical examination or treatment;
- To provide care for a family member who is incapacitated by a medical or mental condition or to attend to a family member receiving medical, dental, or optical examination or treatment;
- To provide care for a family member who would, as determined by the health authorities having jurisdiction or by a health care provider, jeopardize the health of others by that family member's presence in the community because of exposure to a communicable disease; or
- To make arrangements necessitated by the death of a family member or to attend the funeral of a family member. Part-time employees or employees on an uncommon tour of duty may be advanced sick leave on a prorated basis according to the number of hours regularly scheduled in an employee's workweek.
Supervisors should consider the employee's need and situation for requesting advanced sick leave, whether or not the advanced sick leave request falls under sick leave provisions in 5 CFR 630.401 (Granting Sick Leave), and whether or not the employee will be in a duty status long enough to repay the advanced sick leave.Advance sick leave should not be granted when it is known or if it appears likely that the employee will not return to duty long or enough to earn the leave. For example, advanced sick leave is not appropriate if the employee has applied for disability retirement. Employees separating from Federal service must repay any advanced sick leave unless the separation is caused by death, disability retirement, or a disability which prevents the employee from returning to duty or continuing in the service, and which is the basis of the separation as determined by the employing office on medical evidence acceptable to it (see 5 C.F.R. 630.209).
Supervisors should contact their servicing Civilian Personnel Advisory Center (CPAC) for additional guidance on advanced sick leave procedures.