TITLE 5--ADMINISTRATIVE PERSONNEL
 
                CHAPTER I--OFFICE OF PERSONNEL MANAGEMENT
 
PART 630--ABSENCE AND LEAVE--Table of Contents
 
                   Subpart L--Family and Medical Leave
 
Sec. 630.1201  Purpose, applicability, and administration.

    Source: 58 FR 39602, July 23, 1993, unless otherwise noted.


    (a) Purpose. This subpart provides regulations to implement sections 
6381 through 6387 of title 5, United States Code. This subpart must be 
read together with those sections of law. Sections 6381 through 6387 of 
title 5, United States Code, provide a standard approach to providing 
family and medical leave to Federal employees by prescribing an 
entitlement to a total of 12 administrative workweeks of unpaid leave 
during any 12-month period for certain family and medical needs, as 
specified in Sec. 630.1203(a) of this part.
    (b) Applicability. (1) Except as otherwise provided in this 
paragraph, this subpart applies to any employee who--
    (i) Is defined as an ``employee'' under 5 U.S.C. 6301(2), excluding 
employees covered under paragraph (b)(2) of this section; and
    (ii) Has completed at least 12 months of service (not required to be 
12 recent or consecutive months) as--
    (A) An employee, as defined under 5 U.S.C. 6301(2), excluding any 
service as an employee under paragraph (b)(2) of this section;
    (B) An employee of the Veterans Health Administration appointed 
under title 38, United States Code, in occupations listed in 38 U.S.C. 
7401(1);
    (C) A ``teacher'' or an individual holding a ``teaching position,'' 
as defined in section 901 of title 20, United States Code; or
    (D) An employee identified in section 2105(c) of title 5, United 
States Code, who is paid from nonappropriated funds.
    (2) This subpart does not apply to--
    (i) An individual employed by the government of the District of 
Columbia;
    (ii) An employee serving under a temporary appointment with a time 
limitation of 1 year or less;
    (iii) An intermittent employee, as defined in 5 CFR 340.401(c); or
    (iv) Any employee covered by Title I or Title V of the Family and 
Medical Leave Act of 1993 (Pub. L. 103-3, February 5, 1993). The 
Department of Labor has issued regulations implementing Title I at 29 
CFR part 825.
    (3) For the purpose of applying sections 6381 through 6387 of title 
5, United States Code--
    (i) An employee of the Veterans Health Administration appointed 
under title 38, United States Code, in occupations listed in 38 U.S.C. 
7401(1) is be governed by the terms and conditions of regulations 
prescribed by the Secretary of Veterans Affairs;
    (ii) A ``teacher'' or an individual holding a ``teaching position,'' 
as defined in section 901 of title 20, United States Code, shall be 
governed by the terms and conditions of regulations prescribed by the 
Secretary of Defense; and
    (iii) An employee identified in section 2105(c) of title 5, United 
States Code, who is paid from nonappropriated funds shall be governed by 
the terms and conditions of regulations prescribed by the Secretary of 
Defense or the Secretary of Transportation, as appropriate.
    (4) The regulations prescribed by the Secretary of Veterans Affairs, 
Secretary of Defense, or Secretary of Transportation under paragraph 
(b)(3)of this section shall, to the extent appropriate, be consistent with the 
regulations prescribed in this subpart and the regulations prescribed by 
the Secretary of Labor to carry out Title I of the Family and Medical 
Leave Act of 1993 at 29 CFR part 825.
    (c) Administration. The head of an agency having employees subject 
to this subpart is responsible for the proper administration of this 
subpart.
[58 FR 39602, July 23, 1993, as amended at 61 FR 64451, Dec. 5, 1996;
65 FR 26486, May 8, 2000]
                   
Sec. 630.1202  Definitions.

    In this subpart:
    Accrued leave  has the meaning given that term in Sec. 630.201 of 
this part.
    Accumulated leave  has the meaning given that term in Sec. 630.201 of 
this part.
    Administrative workweek  has the meaning given that term in 
Sec. 610.102 of this chapter.
    Adoption  refers to a legal process in which an individual becomes 
the legal parent of another's child. The source of an adopted child--
e.g., whether from a licensed placement agency or otherwise--is not a 
factor in determining eligibility for leave under this subpart.
    Employee  means an individual to whom this subpart applies.
    Essential functions  means the fundamental job duties of the 
employee's position, as defined in 29 CFR 1630.2(n). An employee who 
must be absent from work to receive medical treatment for a serious 
health condition is considered to be unable to perform the essential 
functions of the position during the absence for treatment.
    Family and medical leave  means an employee's entitlement to 12 
administrative workweeks of unpaid leave for certain family and medical 
needs, as prescribed under sections 6381 through 6387 of title 5, United 
States Code.
    Foster care  means 24-hour care for children in substitution for, and 
away from, their parents or guardian. Such placement is made by or with 
the agreement of the State as a result of a voluntary agreement by the 
parent or guardian that the child be removed from the home, or pursuant 
to a judicial determination of the necessity for foster care, and 
involves agreement between the State and foster family to take the 
child. Although foster care may be with relatives of the child, State 
action is involved in the removal of the child from parental custody.

    Health care provider means
    (1) A licensed Doctor of Medicine or Doctor of Osteopathy or a 
physician who is serving on active duty in the uniformed services and is 
designated by the uniformed service to conduct examinations under this 
subpart;
    (2) Any health care provider recognized by the Federal Employees 
Health Benefits Program or who is licensed or certified under Federal or 
State law to provide the service in question;
    (3) A health care provider as defined in paragraph (2) of this 
definition who practices in a country other than the United States, who 
is authorized to practice in accordance with the laws of that country, 
and who is performing within the scope of his or her practice as defined 
under such law;
    (4) A Christian Science practitioner listed with the First Church of 
Christ, Scientist, in Boston, Massachusetts; or
    (5) A Native American, including an Eskimo, Aleut, and Native 
Hawaiian, who is recognized as a traditional healing practitioner by 
native traditional religious leaders who practices traditional healing 
methods as believed, expressed, and exercised in Indian religions of the 
American Indian, Eskimo, Aleut, and Native Hawaiians, consistent with 
Public Law 95-314, August 11, 1978 (92 Stat. 469), as amended by Public 
Law 103-344, October 6, 1994 (108 Stat. 3125).
    In loco parentis  refers to the situation of an individual who has 
day-to-day responsibility for the care and financial support of a child 
or, in the case of an employee, who had such responsibility for the 
employee when the employee was a child. A biological or legal 
relationship is not necessary.
    Incapacity  means the inability to work, attend school, or perform 
other regular daily activities because of a serious health condition or 
treatment for or recovery from a serious health condition.
    Intermittent leave or leave taken intermittently  means leave taken 
in separate blocks of time, rather than for one continuous period of 
time, and may include leave periods of 1 hour to several weeks.
Leave may be taken for a period of less than 1 hour if agency 
policy provides for a minimum charge for leave of less than 1 hour under 
Sec. 630.206(a).
    Leave without pay  means an absence from duty in a nonpay status. 
Leave without pay may be taken only for those hours of duty comprising 
an employee's basic workweek.
    Parent  means a biological parent or an individual who stands or 
stood in loco parentis to an employee when the employee was a son or 
daughter. This term does not include parents ``in law.''
    Reduced leave schedule  means a work schedule under which the usual 
number of hours of regularly scheduled work per workday or workweek of 
an employee is reduced. The number of hours by which the daily or weekly 
tour of duty is reduced are counted as leave for the purpose of this 
subpart.
    Regularly scheduled  has the meaning given that term in Sec. 610.102 
of this chapter.
    Regularly scheduled administrative work week  has the meaning given 
that term in Sec. 610.102 of this chapter.
    Serious health condition. (1) Serious health condition means an 
illness, injury, impairment, or physical or mental condition that 
involves--
    (i) Inpatient care (i.e., an overnight stay) in a hospital, hospice, 
or residential medical care facility, including any period of incapacity 
or any subsequent treatment in connection with such inpatient care; or
    (ii) Continuing treatment by a health care provider that includes 
(but is not limited to) examinations to determine if there is a serious 
health condition and evaluations of such conditions if the examinations 
or evaluations determine that a serious health condition exists. 
Continuing treatment by a health care provider may include one or more 
of the following--
    (A) A period of incapacity of more than 3 consecutive calendar days, 
including any subsequent treatment or period of incapacity relating to 
the same condition, that also involves--
    (1) Treatment two or more times by a health care provider, by a 
health care provider under the direct supervision of the affected 
individual's health care provider, or by a provider of health care 
services under orders of, or on referral by, a health care provider; or
    (2) Treatment by a health care provider on at least one occasion 
which results in a regimen of continuing treatment under the supervision 
of the health care provider (e.g., a course of prescription medication 
or therapy requiring special equipment to resolve or alleviate the 
health condition).
    (B) Any period of incapacity due to pregnancy or childbirth, or for 
prenatal care, even if the affected individual does not receive active 
treatment from a health care provider during the period of incapacity or 
the period of incapacity does not last more than 3 consecutive calendar 
days.
    (C) Any period of incapacity or treatment for such incapacity due to 
a chronic serious health condition that--
    (1) Requires periodic visits for treatment by a health care provider 
or by a health care provider under the direct supervision of the 
affected individual's health care provider,
    (2) Continues over an extended period of time (including recurring 
episodes of a single underlying condition); and
    (3) May cause episodic rather than a continuing period of incapacity 
(e.g., asthma, diabetes, epilepsy, etc.). The condition is covered even 
if the affected individual does not receive active treatment from a 
health care provider during the period of incapacity or the period of 
incapacity does not last more than 3 consecutive calendar days.
    (D) A period of incapacity which is permanent or long-term due to a 
condition for which treatment may not be effective. The affected 
individual must be under the continuing supervision of, but need not be 
receiving active treatment by, a health care provider (e.g., 
Alzheimer's, severe stroke, or terminal stages of a disease).
    (E) Any period of absence to receive multiple treatments (including 
any period of recovery) by a health care provider or by a provider of 
health care services under orders of, or on referral by, a health care 
provider, either for restorative surgery after an accident or other 
injury or for a condition that would likely result in a period of 
incapacity or more than 3 consecutive calendar days in the absence of 
medical intervention or treatment (e.g., chemotherapy/radiation for cancer, 
physical therapy for severe arthritis, dialysis for kidney disease).
    (2) (Serious health condition does not include routine physical, 
eye, or dental examinations; a regimen of continuing treatment that 
includes the taking of over-the-counter medications, bed-rest, exercise, 
and other similar activities that can be initiated without a visit to 
the health care provider; a condition for which cosmetic treatments are 
administered, unless inpatient hospital care is required or unless 
complications develop; or an absence because of an employee's use of an 
illegal substance, unless the employee is receiving treatment for 
substance abuse by a health care provider or by a provider of health 
care services on referral by a health care provider. Ordinarily, unless 
complications arise, the common cold, the flu, earaches, upset stomach, 
minor ulcers, headaches (other than migraines), routine dental or 
orthodontia problems, and periodontal disease are not serious health 
conditions. Allergies, restorative dental or plastic surgery after an 
injury, removal of cancerous growth, or mental illness resulting from 
stress may be serious health conditions only if such conditions require 
inpatient care or continuing treatment by a health care provider.)
    Son or daughter  means a biological, adopted, or foster child; a step 
child; a legal ward; or a child of a person standing in loco parentis 
who is--
    (1) Under 18 years of age; or
    (2) 18 years of age or older and incapable of self-care because of a 
mental or physical disability. A son or daughter incapable of self-care 
requires active assistance or supervision to provide daily self-care in 
three or more of the ``activities of daily living'' (ADL's) or 
``instrumental activities of daily living'' (IADL's). Activities of 
daily living include adaptive activities such as caring appropriately 
for one's grooming and hygiene, bathing, dressing, and eating. 
Instrumental activities of daily living include cooking, cleaning, 
shopping, taking public transportation, paying bills, maintaining a 
residence, using the telephones and directories, using a post office, 
etc. A ``physical or mental disability'' refers to a physical or mental 
impairment that substantially limits one or more of the major life 
activities of an individual as defined in 29 CFR 1630.2 (h), (i) and 
(j).
    Spouse  means an individual who is a husband or wife pursuant to a 
marriage that is a legal union between one man and one woman, including 
common law marriage between one man and one woman in States where it is 
recognized.
    Tour of duty  has the meaning given that term in Sec. 610.102 of this 
chapter.

[58 FR 39602, July 23, 1993, as amended at 60 FR 67287-67288, Dec. 29, 
1995; 61 FR 64451, Dec. 5, 1996; 65 FR 37240, June 13, 2000]
 
                    
Sec. 630.1203  Leave entitlement.

    (a) An employee shall be entitled to a total of 12 administrative 
workweeks of unpaid leave during any 12-month period for one or more of 
the following reasons:
    (1) The birth of a son or daughter of the employee and the care of 
such son or daughter;
    (2) The placement of a son or daughter with the employee for 
adoption or foster care;
    (3) The care of a spouse, son, daughter, or parent of the employee, 
if such spouse, son, daughter, or parent has a serious health condition; 
or
    (4) A serious health condition of the employee that makes the 
employee unable to perform any one or more of the essential functions of 
his or her position.
    (b) An employee must invoke his or her entitlement to family and 
medical leave under paragraph (a) of this section, subject to the 
notification and medical certification requirements in Secs. 630.1206 
and 630.1207. An employee may not retroactively invoke his or her 
entitlement to family and medical leave. However, if an employee and his 
or her personal representative are physically or mentally incapable of 
invoking the employee's entitlement to FMLA leave during the entire 
period in which the employee is absent from work for an FMLA-qualifying 
purpose under paragraph (a) of this section, the employee may 
retroactively invoke his or her entitlement to FMLA leave within 2 
workdays after returning to work. In such cases, the incapacity of the 
employee must be documented by a written medical certification from a 
health care provider. In addition, the employee must provide 
documentation acceptable to the agency explaining the inability 
of his or her personal representative to contact the agency and 
invoke the employee's entitlement to FMLA leave during the entire
period in which the employee was absent from work for 
an FMLA-qualifying purpose. An employee may take only the amount of 
family and medical leave that is necessary to manage the circumstances 
that prompted the need for leave under paragraph (a) of this section.
    (c) The 12-month period referred to in paragraph (a) of this section 
begins on the date an employee first takes leave for a family or medical 
need specified in paragraph (a) of this section and continues for 12 
months. An employee is not entitled to 12 additional workweeks of leave 
until the previous 12-month period ends and an event or situation occurs 
that entitles the employee to another period of family or medical leave. 
(This may include a continuation of a previous situation or 
circumstance.)
    (d) The entitlement to leave under paragraphs (a)(1) and (2) of this 
section shall expire at the end of the 12-month period beginning on the 
date of birth or placement. Leave for a birth or placement must be 
concluded within this 12-month period. Leave taken under paragraphs 
(a)(1) and (2) of this section, may begin prior to or on the actual date 
of birth or placement for adoption or foster care, and the 12-month 
period, referred to in paragraph (a) of this section begins on that 
date.
    (e) Leave under paragraph (a) of this section is available to full-
time and part-time employees. A total of 12 administrative workweeks 
will be made available equally for a full-time or part-time employee in 
direct proportion to the number of hours in the employee's regularly 
scheduled administrative workweek. The 12 administrative workweeks of 
leave will be calculated on an hourly basis and will equal 12 times the 
average number of hours in the employee's regularly scheduled 
administrative workweek. If the number of hours in an employee's 
workweek varies from week to week, a weekly average of the hours 
scheduled over the 12 weeks prior to the date leave commences shall be 
used as the basis for this calculation. Any holidays authorized under 5 
U.S.C. 6103 or by Executive order and nonworkdays established by Federal 
statute, Executive order, or administrative order that occur during the 
period in which the employee is on family and medical leave may not be 
counted toward the 12-week entitlement to family and medical leave.
    (f) If the number of hours in an employee's regularly scheduled 
administrative workweek is changed during the 12-month period of family 
and medical leave, the employee's entitlement to any remaining family 
and medical leave will be recalculated based on the number of hours in 
the employee's current regularly scheduled administrative workweek.
    (g) Each agency shall inform its employees of their entitlements and 
responsibilities under this subpart, including the requirements and 
obligations of employees.
    (h) An agency may not put an employee on family and medical leave 
and may not subtract leave from an employee's entitlement to leave under 
paragraph (a) of this section unless the agency has obtained 
confirmation from the employee of his or her intent to invoke 
entitlement to leave under paragraph (b) of this section. An employee's 
notice of his or her intent to take leave under Sec. 630.1206 may 
suffice as the employee's confirmation.

[58 FR 39602, July 23, 1993, as amended at 61 FR 64452, Dec. 5, 1996; 65 
FR 26486, May 8, 2000]

 
Sec. 630.1204  Intermittent leave or reduced leave schedule.

    (a) Leave under Sec. 630.1203(a) (1) or (2) of this part shall not 
be taken intermittently or on a reduced leave schedule unless the 
employee and the agency agree to do so.
    (b) Leave under Sec. 630.1203(a) (3) or (4) of this part may be 
taken intermittently or on a reduced leave schedule when medically 
necessary, subject to Secs. 630.1206 and 630.1207(b)(6) of this part.
    (c) If an employee takes leave under Sec. 630.1203(a) (3) or (4) of 
this part intermittently or on a reduced leave schedule that is 
foreseeable based on planned medical treatment or recovery from a 
serious health condition, the agency may place the employee temporarily 
in an available alternative position for which the employee is qualified 
and that can better accommodate recurring periods of leave. Upon 
returning from leave, the employee shall be entitled to be returned to 
his or her permanent position or an equivalent position, as provided in 
Sec. 630.1208(a) of this part.
    (d) For the purpose of applying paragraph (c) of this section, an 
alternative position need not consist of equivalent duties, but must be 
in the same commuting area and must provide--
    (1) An equivalent grade or pay level, including any applicable 
locality-based comparability payment under 5 U.S.C. 5304; special rate 
of pay for law enforcement officers or special pay adjustment for law 
enforcement officers under section 403 or 404 of the Federal Employees 
Pay Comparability Act of 1990 (Pub. L. 101-509), respectively; continued 
rate of pay under subpart G of part 531 of this chapter; or special 
salary rate under 5 U.S.C. 5305 or similar provision of law;
    (2) The same type of appointment, work schedule, status, and tenure; 
and
    (3) The same employment benefits made available to the employee in 
his or her previous position (e.g., life insurance, health benefits, 
retirement coverage, and leave accrual).
    (e) The agency shall determine the available alternative position 
that has equivalent pay and benefits consistent with Federal laws, 
including the Rehabilitation Act of 1973 (29 U.S.C. 701) and the 
Pregnancy Discrimination Act of 1978 (42 U.S.C. 2000e).
    (f) Only the amount of leave taken intermittently or on a reduced 
leave schedule, as these terms are defined in Sec. 630.1202, shall be 
subtracted from the total amount of leave available to the employee 
under Sec. 630.1203 (e) and (f).

[58 FR 39602, July 23, 1993, as amended at 61 FR 3544, Feb. 1, 1996; 61 
FR 64453, Dec. 5, 1996]

 
Sec. 630.1205  Substitution of paid leave.

    (a) Except as provided in paragraph (b) of this section, leave taken 
under Sec. 630.1203(a) of this part shall be leave without pay.
    (b) An employee may elect to substitute the following paid leave for 
any or all of the period of leave without pay to be taken under 
Sec. 630.1203(a)--
    (1) Accrued or accumulated annual or sick leave under subchapter I 
of chapter 63 of title 5, United States Code, consistent with current 
law and regulations governing the granting and use of annual or sick 
leave;
    (2) Advanced annual or sick leave approved under the same terms and 
conditions that apply to any other agency employee who requests advanced 
annual or sick leave; and
    (3) Leave made available to an employee under the Voluntary Leave 
Transfer Program or the Voluntary Leave Bank Program consistent with 
subparts I and J of part 630 of this chapter.
    (c) An agency may not deny an employee's right to substitute paid 
leave under paragraph (b) of this section for any or all of the period 
of leave without pay to be taken under Sec. 630.1203(a), consistent with 
current law and regulations.
    (d) An agency may not require an employee to substitute paid leave 
under paragraph (b) of this section for any or all of the period of 
leave without pay to be taken under Sec. 630.1203(a).
    (e) An employee shall notify the agency of his or her intent to 
substitute paid leave under paragraph (b) of this section for the period 
of leave without pay to be taken under Sec. 630.1203(a) prior to the 
date such paid leave commences. An employee may not retroactively 
substitute paid leave for leave without pay previously taken under 
Sec. 630.1203(a)

[58 FR 39602, July 23, 1993, as amended at 61 FR 64453, Dec. 5, 1996]
Sec. 630.1206  Notice of leave.

    (a) If leave taken under Sec. 630.1203(a) of this part is 
foreseeable based on an expected birth, placement for adoption or foster 
care, or planned medical treatment, the employee shall provide notice to 
the agency of his or her intention to take leave not less than 30 
calendar days before the date the leave is to begin. If the date of
birth or placement or planned medical treatment requires leave to 
begin within 30 calendar days, the employee shall provide such 
notice as is practicable.
    (b) If leave taken under Sec. 630.1203(a) (3) or (4) of this part is 
foreseeable based on planned medical treatment, the employee shall 
consult with the agency and make a reasonable effort to schedule medical 
treatment so as not to disrupt unduly the operations of the agency, 
subject to the approval of the health care provider. The agency may, for 
justifiable cause, request that an employee reschedule medical 
treatment, subject to the approval of the health care provider.
    (c) If the need for leave is not foreseeable--e.g., a medical 
emergency or the unexpected availability of a child for adoption or 
foster care, and the employee cannot provide 30 calendar days' notice of 
his or her need for leave, the employee shall provide notice within a 
reasonable period of time appropriate to the circumstances involved. If 
necessary, notice may be given by an employee's personal representative 
(e.g., a family member or other responsible party). If the need for 
leave is not foreseeable and the employee is unable, due to 
circumstances beyond his or her control, to provide notice of his or her 
need for leave, the leave may not be delayed or denied.
    (d) If the need for leave is foreseeable, and the employee fails to 
give 30 calendar days' notice with no reasonable excuse for the delay of 
notification, the agency may delay the taking of leave under 
Sec. 630.1203(a) of this part until at least 30 calendar days after the 
date the employee provides notice of his or her need for family and 
medical leave.
    (e) An agency may waive the notice requirements under paragraph (a) 
of this section and instead impose the agency's usual and customary 
policies or procedures for providing notification of leave. The agency's 
policies or procedures for providing notification of leave must not be 
more stringent than the requirements in this section. However, an agency 
may not deny an employee's entitlement to leave under Sec. 630.1203(a) 
of this part if the employee fails to follow such agency policies or 
procedures.
    (f) An agency may require that a request for leave under 
Sec. 630.1203(a) (1) and (2) be supported by evidence that is 
administratively acceptable to the agency.

[58 FR 39602, July 23, 1993, as amended at 59 FR 62274, Dec. 2, 1994; 61 
FR 64453, Dec. 5, 1996; 65 FR 26487, May 8, 2000]
 
Sec. 630.1207  Medical certification.

    (a) An agency may require that a request for leave under 
Sec. 630.1203(a) (3) or (4) be supported by written medical 
certification issued by the health care provider of the employee or the 
health care provider of the spouse, son, daughter, or parent of the 
employee, as appropriate. An agency may waive the requirement for an 
initial medical certificate in a subsequent 12-month period if the leave 
under Sec. 630.1203(a) (3) or (4) is for the same chronic or continuing 
condition.
    (b) The written medical certification shall include--
    (1) The date the serious health condition commenced;
    (2) The probable duration of the serious health condition or specify 
that the serious health condition is a chronic or continuing condition 
with an unknown duration and whether the patient is presently 
incapacitated and the likely duration and frequency of episodes of 
incapacity;
    (3) The appropriate medical facts within the knowledge of the health 
care provider regarding the serious health condition, including a 
general statement as to the incapacitation, examination, or treatment 
that may be required by a health care provider;
    (4) For the purpose of leave taken under Sec. 630.1203(a)(3) of this 
part--
    (i) A statement from the health care provider that the spouse, son, 
daughter, or parent of the employee requires psychological comfort and/
or physical care; needs assistance for basic medical, hygienic, 
nutritional, safety, or transportation needs or in making arrangements 
to meet such needs; and would benefit from the employee's care or 
presence; and
    (ii) A statement from the employee on the care he or she will 
provide and an estimate of the amount of time needed to care for
his or her spouse, son, daughter, or parent;
    (5) For the purpose of leave taken under Sec. 630.1203(a)(4), a 
statement that the employee is unable to perform one or more of the 
essential functions of his or her position or requires medical treatment 
for a serious health condition, based on written information provided by 
the agency on the essential functions of the employee's position or, if 
not provided, discussion with the employee about the essential functions 
of his or her position; and
    (6) In the case of certification for intermittent leave or leave on 
a reduced leave schedule under Sec. 630.1203(a) (3) or (4) for planned 
medical treatment, the dates (actual or estimates) on which such 
treatment is expected to be given, the duration of such treatment, and 
the period of recovery, if any, or specify that the serious health 
condition is a chronic or continuing condition with an unknown duration 
and whether the patient is presently incapacitated and the likely 
duration and frequency of episodes of incapacity.
    (c) The information on the medical certification shall relate only 
to the serious health condition for which the current need for family 
and medical leave exists. The agency may not require any personal or 
confidential information in the written medical certification other than 
that required by paragraph (b) of this section. If an employee submits a 
completed medical certification signed by the health care provider, the 
agency may not request new information from the health care provider. 
However, a health care provider representing the agency, including a 
health care provider employed by the agency or under administrative 
oversight of the agency, may contact the health care provider who 
completed the medical certification, with the employee's permission, for 
purposes of clarifying the medical certification.
    (d) If the agency doubts the validity of the original certification 
provided under paragraph (a) of this section, the agency may require, at 
the agency's expense, that the employee obtain the opinion of a second 
health care provider designated or approved by the agency concerning the 
information certified under paragraph (b) of this section. Any health 
care provider designated or approved by the agency shall not be employed 
by the agency or be under the administrative oversight of the agency on 
a regular basis unless the agency is located in an area where access to 
health care is extremely limited--e.g., a rural area or an overseas 
location where no more than one or two health care providers practice in 
the relevant specialty, or the only health care providers available are 
employed by the agency.
    (e) If the opinion of the second health care provider differs from 
the original certification provided under paragraph (a) of this section, 
the agency may require, at the agency's expense, that the employee 
obtain the opinion of a third health care provider designated or 
approved jointly by the agency and the employee concerning the 
information certified under paragraph (b) of this section. The opinion 
of the third health care provider shall be binding on the agency and the 
employee.
    (f) To remain entitled to family and medical leave under 
Sec. 630.1203(a) (3) or (4) of this part, an employee or the employee's 
spouse, son, daughter, or parent must comply with any requirement from 
an agency that he or she submit to examination (though not treatment) to 
obtain a second or third medical certification from a health care 
provider other than the individual's health care provider.
    (g) If the employee is unable to provide the requested medical 
certification before leave begins, or if the agency questions the 
validity of the original certification provided by the employee and the 
medical treatment requires the leave to begin, the agency shall grant 
provisional leave pending final written medical certification.
    (h) An employee must provide the written medical certification 
required by paragraphs (a), (d), (e), and (g) of this section, signed by 
the health care provider, no later than 15 calendar days after the date 
the agency requests such medical certification. If it is not practicable 
under the particular circumstances to provide the requested medical 
certification no later than 15 calendar days after the date requested by 
the agency despite the employee's diligent, good faith efforts, the 
employee must provide the medical certification within a reasonable 
period of time under the circumstances involved, but no later than 
30 calendar days after the date the agency requests such medical certification.
    (i) If, after the leave has commenced, the employee fails to provide 
the requested medical certification, the agency may--
    (1) Charge the employee as absent without leave (AWOL); or
    (2) Allow the employee to request that the provisional leave be 
charged as leave without pay or charged to the employee's annual and/or 
sick leave account, as appropriate.
    (j) At its own expense, an agency may require subsequent medical 
recertification on a periodic basis, but not more than once every 30 
calendar days, for leave taken for purposes relating to pregnancy, 
chronic conditions, or long-term conditions, as these terms are used in 
the definition of serious health condition in Sec. 630.1202. For leave 
taken for all other serious health conditions and including leave taken 
on an intermittent or reduced leave schedule, if the health care 
provider has specified on the medical certification a minimum duration 
of the period of incapacity, the agency may not request recertification 
until that period has passed. An agency may require subsequent medical 
recertification more frequently than every 30 calendar days, or more 
frequently than the minimum duration of the period of incapacity 
specified on the medical certification, if the employee requests that 
the original leave period be extended, the circumstances described in 
the original medical certification have changed significantly, or the 
agency receives information that casts doubt upon the continuing 
validity of the medical certification.
    (k) To ensure the security and confidentiality of any written 
medical certification under Secs. 630.1207 or 630.1208(h) of this part, 
the medical certification shall be subject to the provisions for 
safeguarding information about individuals under subpart A or part 293 
of this chapter.

[58 FR 39602, July 23, 193, as amended at 61 FR 64453, Dec. 5, 1996; 65 
FR 26487, May 8, 2000; 65 FR 38409, June 21, 2000]
 
Sec. 630.1208  Protection of employment and benefits.

    (a) Any employee who takes leave under Sec. 630.1203(a) of this part 
shall be entitled, upon return to the agency, to be returned to--
    (1) The same position held by the employee when the leave commenced; 
or
    (2) An equivalent position with equivalent benefits, pay, status, 
and other terms and conditions of employment.
    (b) For the purpose of applying paragraph (a)(2) of this section, an 
equivalent position must be in the same commuting area and must carry or 
provide at a minimum--
    (1) The same or substantially similar duties and responsibilities, 
which must entail substantially equivalent skill, effort, 
responsibility, and authority;
    (2) An equivalent grade or pay level, including any applicable 
locality-based comparability payment under 5 U.S.C. 5304; special rate 
of pay for law enforcement officers or special pay adjustment for law 
enforcement officers under section 403 or 404 of the Federal Employees 
Pay Comparability Act of 1990 (Pub. L. 101-509), respectively; continued 
rate of pay under subpart G of part 531 of this chapter; or special 
salary rate under 5 U.S.C. 5305 or similar provision of law;
    (3) The same type of appointment, work schedule, status, and tenure;
    (4) The same employment benefits made available to the employee in 
his or her previous position (e.g., life insurance, health benefits, 
retirement coverage, and leave accrual);
    (5) The same or equivalent opportunity for a within-grade increase, 
performance award, incentive award, or other similar discretionary and 
non-discretionary payments, consistent with applicable laws and 
regulations; however, the entitlement to be returned to an equivalent 
position does not extend to intangible or unmeasurable aspects of the 
job;
    (6) The same or equivalent opportunity for premium pay consistent
with applicable law and regulations under 5 CFR part 550, subpart A, or 
5 CFR part 551, subpart E; and
    (7) The same or equivalent opportunity for training or education 
benefits consistent with applicable laws and regulations, including any 
training that an employee may be required to complete to qualify for his 
or her previous position.
    (c) As a result of taking leave under Sec. 630.1203(a) of this part, 
an employee shall not suffer the loss of any employment benefit accrued 
prior to the date on which the leave commenced.
    (d) Except as otherwise provided by or under law, a restored 
employee shall not be entitled to--
    (1) The accrual of any employment benefits during any period of 
leave; or
    (2) Any right, benefit, or position of employment other than any 
right, benefit, or position to which the employee would have been 
entitled had the employee not taken the leave.
    (e) For the purpose of applying paragraph (d) of this section, the 
same entitlements and limitations in law and regulations that apply to 
the position, pay, benefits, status, and other terms and conditions of 
employment of an employee in a leave without pay status shall apply to 
any employee taking leave without pay under this part, except where 
different entitlements and limitations are specifically provided in this 
subpart.
    (f) An employee is not entitled to be returned to the same or 
equivalent position under paragraph (a) of this section if the employee 
would not otherwise have been employed in that position at the time the 
employee returns from leave.
    (g) An agency may not return an employee to an equivalent position 
where written notification has been provided that the equivalent 
position will be affected by a reduction in force if the employee's 
previous position is not affected by a reduction in force.
    (h) As a condition to returning an employee who takes leave under 
Sec. 630.1203(a)(4), an agency may establish a uniformly applied 
practice or policy that requires all similarly-situated employees (i.e., 
same occupation, same serious health condition) to obtain written 
medical certification from the health care provider of the employee that 
the employee is able to perform the essential functions of his or her 
position. An agency may delay the return of an employee until the 
medical certification is provided. The same conditions for verifying the 
adequacy of a medical certification in Sec. 630.1207(c) shall apply to 
the medical certification to return to work. No second or third opinion 
on the medical certification to return to work may be required. An 
agency may not require a medical certification to return to work during 
the period the employee takes leave intermittently or under a reduced 
leave schedule under Sec. 630.1204.
    (i) If an agency requires an employee to obtain written medical 
certification under paragraph (h) of this section before he or she 
returns to work, the agency shall notify the employee of this 
requirement before leave commences, or to the extent practicable in 
emergency medical situations, and pay the expenses for obtaining the 
written medical certification. An employee's refusal or failure to 
provide written medical certification under paragraph (h) of this 
section may be grounds for appropriate disciplinary or adverse action, 
as provided in part 752 of this chapter.
    (j) An agency may require an employee to report periodically to the 
agency on his or her status and intention to return to work. An agency's 
policy requiring such reports must take into account all of the relevant 
facts and circumstances of the employee's situation.
    (k) An employee's decision to invoke FMLA leave under 
Sec. 630.1203(a) does not prohibit an agency from proceeding with 
appropriate actions under part 432 or part 752 of this chapter.
    (l) An employee who does not comply with the notification 
requirements in Sec. 630.1206 and does not provide medical certification 
signed by the health care provider that includes all of the information 
required in Sec. 630.1207(b) is not entitled to family and medical 
leave.

[58 FR 39602, July 23, 1993, as amended at 61 FR 3544, Feb. 1, 1996; 61 
FR 64453, Dec. 5, 1996; 65 FR 26487, May 8, 2000]

 
Sec. 630.1209  Health benefits.

    An employee enrolled in a health benefits plan under the Federal 
Employees Health Benefits Program (established under chapter 89 of title 
5, United States Code) who is placed in a leave without pay status as a 
result of entitlement to leave under Sec. 630.1203(a) of this part may 
continue his or her health benefits enrollment while in the leave 
without pay status and arrange to pay the appropriate employee 
contributions into the Employees Health Benefits Fund (established under 
section 8909 of title 5, United States Code). The employee shall make 
such contributions consistent with 5 CFR 890.502.
Sec. 630.1210  Greater leave entitlements.

    (a) An agency shall comply with any collective bargaining agreement 
or any agency employment benefit program or plan that provides greater 
family or medical leave entitlements to employees than those provided 
under this subpart. Nothing in this subpart prevents an agency from 
amending such policies, provided the policies comply with the 
requirements of this subpart.
    (b) The entitlements established for employees under this subpart 
may not be diminished by any collective bargaining agreement or any 
employment benefit program or plan.
    (c) An agency may adopt leave policies more generous than those 
provided in this subpart, except that such policies may not provide 
entitlement to paid time off in an amount greater than that otherwise 
authorized by law or provide sick leaved in any situation in which sick 
leave would not normally be allowed by law or regulation.
    (d) The entitlements under sections 6381 through 6387 of title 5, 
United States Code, and this subpart do not modify or affect any Federal 
law prohibiting discrimination. If the entitlements under sections 6381 
through 6387 of title 5, United States Code, and this subpart conflict 
with any Federal law prohibiting discrimination, an agency must comply 
with whichever statute provides greater entitlements to employees.

[58 FR 39602, July 23, 1994, as amended at 61 FR 64454, Dec. 5, 1996]
 
Sec. 630.1211  Records and reports.

    (a) So that OPM can evaluate the use of family and medical leave by 
Federal employees and provide the Congress and others with information 
about the use of this entitlement, each agency shall maintain records on 
employees who take leave under this subpart and submit to OPM such 
records and reports as OPM may require.
    (b) At a minimum, each agency shall maintain the following 
information concerning each employee who takes leave under this subpart:
    (1) The employee's rate of basic pay, as defined in 5 CFR 550.103;
    (2) The occupational series for the employee's position;
    (3) The number of hours of leave taken under Sec. 630.1203(a), 
including any paid leave substituted for leave without pay under 
Sec. 630.1205(b); and
    (4) Whether leave was taken--
    (i) Under Sec. 630.1203(a) (1), (2) or (3) of this part; or
    (ii) Under Sec. 630.1203(a)(4) of this part.
    (c) When an employee transfers to a different agency, the losing 
agency shall provide the gaining agency with information on leave taken 
under Sec. 630.1203(a) of this part by the employee during the 12 months 
prior to the date of transfer. The losing agency shall provide the 
following information:
    (1) The beginning and ending dates of the employee's 12-month 
period, as determined under Sec. 630.1203(c) of this part; and
    (2) The number of hours of leave taken under Sec. 630.1203(a) of the 
part during the employee's 12-month period, as determined under 
Sec. 630.1203(c) of this part.

[58 FR 39602, July 23, 1993, as amended at 60 FR 67288, Dec. 29, 1995; 
61 FR 64454, Dec. 5, 1996]