Miami-Dade Corrections And Rehabilitation Department DSOP 6-043 PDF

DEFINITIONS DSOP 6-043 “Employee Performance Evaluations” Longevity Pay Step Increase A pay increase granted to an employee who has performed satisfactorily and has continuously served for 5 years in the same classification at the maximum pay step of the salary ran...

DEFINITIONS DSOP 6-043 “Employee Performance Evaluations” Longevity Pay Step Increase A pay increase granted to an employee who has performed satisfactorily and has continuously served for 5 years in the same classification at the maximum pay step of the salary range. Exceptions exist for staff whose classification are in ranges or who are paid a flat hourly rate or are considered ineligible for longevity pay steps. Collective Bargaining Agreements may provide for different rights and procedures. Merit Increase A pay increase granted to an employee who achieves an overall performance rating of “Satisfactory” or higher. Performance Evaluation A formal assessment of an employee’s work performance. Rater The immediate supervisor responsible for monitoring and evaluating an employee’s work performance. Rater/Reviewer List A table that is generated every bid period that documents the reporting structure of each employee, which includes their rater and reviewer. Rating Period Period of time for which an employee’s performance is being evaluated. Reviewer The intermediate supervisor or a higher level supervisor responsible for reviewing an employee’s evaluation. Special Recognition Increase A pay increase granted to a full-time employee who has maintained an overall performance rating of “Outstanding” for at least 2 years.  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE EFFECTIVE DATE: August 31, 2012 SUPERSEDES: January 15, 1997 RESCINDED: March 27, 2017 MODIFICATIONS: All pages TABLE OF CONTENTS I. POLICY II. DEFINITIONS III. ADEQUATE STAFFING IV. VACATION REQUESTS A. Primary B. Secondary V. OTHER SCHEDULED LEAVE REQUESTS VI. APPROVALS A. Vacation B. Other Scheduled Leave VII. E-NOTIFY VIII. REQUESTS WITHOUT APPLICABLE ACCRUED LEAVE AVAILABLE A. Other Scheduled Leave B. Primary and Secondary Vacation Request IX. REQUEST TO CHANGE APPROVED LEAVE X. REQUEST THAT EXCEED AUTHORIZED LIMITS XI. MANDATORY USE OF ACCUMULATED ANNUAL LEAVE A. Exception to Maximum Annual Leave Allowed B. Paycheck Notification C. Use-It or Lose-It Time XII. FURLOUGH DAYS XIII. CROSS REFERENCES XIV. RELATED REFERENCES XV. ACCREDITATION STANDARDS XVI. REVOCATIONS I. POLICY It is the policy of the Miami-Dade Corrections and Rehabilitation Department (MDCR) to establish standardized guidelines for scheduling vacation and other scheduled leave. MDCR supervisory staff shall utilize a fair and consistent procedure for assessing and processing leave requests, while ensuring that requests are approved/disapproved in a manner that does not disrupt or compromise departmental operations or security. Employees shall have sufficient applicable accrued leave available at the time of request and prior to commencement of leave. Page 1 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE II. DEFINITIONS Creditable Pay Period Pay period during which an employee is in pay status for more than half the number of hours in his/her regular biweekly work schedule. For example, a full-time employee assigned to 80-hour pay periods must be in pay status for at least 40¼ hours to earn a creditable pay period. Exigent Circumstance An event that is beyond an employee’s control; e.g., sudden illness of family member, natural disaster, emergency, etc. “Use-it or Lose-it” time is not considered an exigent circumstance. Fiscal Year The accounting period for Miami-Dade County that begins on October 1st and ends on September 30th. Furlough Day Mandatory leave without pay in accordance with applicable collective bargaining agreement. Leave Year Period for maintaining an employee’s leave record that is comprised of 26 creditable pay periods. An employee’s leave year is associated with his/her date of hire, unless there are lost pay periods. Other Scheduled Leave Vacation requests that are submitted after the primary or secondary designated acceptance period or leave requests for various periods of time; e.g., 8 hours annual leave (8A), 64 hours holiday leave (64HJ), etc. Pay Period Miami-Dade County’s 14 calendar day payroll period. Vacation Leave requests that are submitted, within the designated acceptance period, for 1 workweek or longer; e.g., 40 hours annual leave (40A), 64 hours compensatory leave (64C), etc., excluding assigned days off. Page 2 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE Vacation (Primary) Leave period that an employee requests when he/she exercises his/her seniority. Vacation (Secondary) Leave period that an employee requests after primary vacation requests are finalized. Workweek The number of hours/days an employee is scheduled to work from Monday to Sunday; e.g., 8 hours per day, 5 days per week; 10 hours per day, 4 days per week; etc. The standard number of working hours for full-time employees during a standard workweek will normally be 40 hours. III. ADEQUATE STAFFING Adequate manpower resources must be consistently available for operational efficiency and to respond to emergencies. Therefore, supervisors of detention facilities, operational bureaus/units, etc.; e.g., Metro West Detention Center, Boot Camp Program, Intake and Release Bureau, Food Services Bureau, Monitored Release Unit, etc., shall prepare and manage their staffing schedules to allow a minimum of 10% of their workforce, by classification, to be approved for vacation or other scheduled leave at any given time. The only exception to the 10% rule shall be in the event a supervisor has exceeded the 10% as a result of “rounding up”. For example, the Women’s Detention Center has 22 Correctional Officers assigned to the Day Shift; 3 of those Correctional Officers shall be approved for vacation or other scheduled leave. The 3 approved slots are derived from calculating 10% of the 22 Correctional Officers assigned (2.2 Correctional Officers); the 2.2 shall be rounded up to the nearest whole number, 3. Supervisors of non-operational entities; e.g., Personnel Management Bureau (PMB), Training Bureau, etc., shall approve vacation and other scheduled leave requests in a manner that ensures an adequate staffing balance consistent with their respective operation. IV. VACATION REQUESTS Each request for vacation shall be submitted on a Vacation Request Form. The following processes shall be adhered to for primary and secondary vacation requests: A. PRIMARY Employees who occupy positions that are subject to the bid process shall submit their requests within 14 calendar days following the departmental bid rotation date. Page 3 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE Based upon operational requirements, this timeframe may not apply to employees who occupy classifications that are not subject to the bid process. Only 1 primary vacation request will be honored per fiscal year, regardless of the duration of the vacation. For example, an employee who used seniority for a primary vacation in January is not eligible to request another primary vacation until October (new fiscal year). B. SECONDARY Employees may submit multiple secondary vacation requests after the primary vacation request deadline; however, requests submitted within 14 calendar days following posting of primary vacations (designated acceptance period) shall be processed based on seniority in classification. V. OTHER SCHEDULED LEAVE REQUESTS Other scheduled leave requests shall be submitted on a Leave Request Form (for requests that are less than a workweek) or Vacation Request Form (for requests that are a workweek or longer). These requests shall be submitted no earlier than 1 month (not 30 days) prior to the date being requested. For example, if an employee is requesting March 20th off, the request shall be submitted no earlier than February 20th. In case of exigent circumstances or when deemed necessary, the Shift Supervisor may grant an exception to the 1 month timeframe; however, the approval shall be subject to adequate staffing requirements. VI. APPROVALS No employee, including supervisory staff, shall approve his/her own request for leave. Each Shift Supervisor/Commander shall maintain a Red Log Book (standard diary book/bound ledger) or appropriate tracking mechanism to reflect employee leave. Prior to approving a vacation or other scheduled leave request, a supervisor shall check the: A. MDCR Leave Balance Information Report to ensure that the employee has sufficient applicable accrued leave available at the time of request and prior to commencement of the leave; B. Red Log Book or appropriate tracking mechanism to verify that adequate manpower for the requested day(s); C. E-Notify system to determine if the employee has been scheduled for a court appointment/hearing; if scheduled, the leave shall be disapproved, unless an exigent circumstance exists. Page 4 of 11 MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE The following guidelines shall be adhered to for approval of vacation and other scheduled leave requests: A. VACATION The approving authority for requests that are submitted on a Vacation Request Form shall be a Correctional Lieutenant (if applicable) or higher level authority. Unless extenuating circumstance(s) dictate otherwise, the Facility/Bureau Supervisor shall ensure that primary and secondary vacation requests are approved only up to the effective date of the next facility/shift bid rotation for the respective classification, and requests are approved/disapproved within 14 calendar days. 1. Primary Primary vacation requests take precedence over secondary vacation and other scheduled leave requests. These requests shall be approved based on each employee’s seniority within his/her classification. 2. Secondary Secondary vacation requests shall be considered after primary vacations have been finalized. Secondary vacation requests submitted during the designated acceptance period shall be approved based on seniority and date availability. During each bid rotation, an employee’s secondary vacation request shall be processed sequentially; i.e., if the first choice is not available, the second choice will be processed. Specifically, each employee’s 1st secondary vacation request will be approved (if available) prior to considering the 2 nd secondary vacation request for the most senior employee. This procedure shall be followed for any subsequent secondary vacation requests; e.g., 3rd secondary vacation request, etc. Upon vacation approval, the approving authority shall record the vacation dates and initial each entry in the red log book. An employee whose vacation request is disapproved or changed must immediately be notified and receive a copy of the disapproved request. B. OTHER SCHEDULED LEAVE The approving authority for requests that are submitted on a Leave Request Form shall be a higher-ranking supervisor as designated by the Facility/Bureau Supervisor; e.g., Correctional Sergeant, etc. Other scheduled leave requests shall be processed after primary and secondary vacations (submitted during the designated acceptance periods) have been finalized. Additionally, the following guidelines shall apply: Page 5 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE 1. Other scheduled leave requests shall be approved based upon available slots in the Red Log Book, and the date and time the leave request was received by the staff authorized to receive requests; 2. If more than 1 employee submits a Leave Request Form at the same time for the same date(s) and only 1 slot is available, lots shall be drawn to determine the order for approval/disapproval. Upon approval of the request, the approving authority shall record the leave dates and initial each entry in the red log book. An employee whose other scheduled leave request is disapproved or changed must immediately be notified and receive a copy of the disapproved request. VII. E-NOTIFY Upon notification that a vacation or other scheduled leave request has been approved, the employee shall input the request into the e-Notify system prior to completion of the shift. Once entered into e-Notify, the respective supervisor will receive an email notification; therefore, each supervisor shall ensure that: A. The information of each current and transferred employee, under his/her command, is updated in the e-Notify system; and B. Prior to commencement of the supervisor’s own approved leave, an alternate supervisor is designated to receive and approve/disapprove leave requests in the e- Notify system. The e-Notify system will not allow an employee to enter a leave date when he/she is scheduled for a court appointment/hearing. If this occurs, the employee is to notify his/her supervisor immediately. If an employee is unable to attend any scheduled court appointment/hearing due to an exigent circumstance, the supervisor shall document the reason in the “Exception” area of the “Users Responsibility Screen” to indicate that the employee is unable to attend. VIII. REQUESTS WITHOUT APPLICABLE ACCRUED LEAVE AVAILABLE The following guidelines shall apply when an employee is requesting approval for other scheduled leave, primary or secondary vacation, without applicable accrued leave available: A. OTHER SCHEDULED LEAVE Effective immediately, the following guidelines shall apply to other scheduled leave requests: Page 6 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE 1. If the employee does not have sufficient applicable accrued leave available at the time of request, the request shall be disapproved; 2. If the employee has an exigent circumstance, he/she shall submit a detailed written justification, via chain of command, to the respective Division Chief for approval/disapproval prior to commencement of leave; 3. Absent the Division Chief’s approval, an employee who was previously approved for vacation or other scheduled leave and subsequently has less leave time available to cover the absence, shall return to work upon depleting all applicable leave balances. An employee who does not abide by this directive and fails to return to work shall be deemed absent without authorization, and be subject to the provisions of DSOP 6-016 “Unscheduled Absences.” B. PRIMARY AND SECONDARY VACATION REQUESTS Effective the October 2012 bid, the following guidelines shall apply to primary and secondary vacation requests that are submitted: 1. If the employee does not have sufficient applicable accrued leave available at the time of request, the request shall be disapproved; 2. If the employee has an exigent circumstance, he/she shall submit a detailed written justification, via chain of command, to the respective Division Chief for approval/disapproval prior to commencement of leave; 3. Absent the Division Chief’s approval, an employee who was previously approved for vacation or other scheduled leave and subsequently has less leave time available to cover the absence, shall return to work upon depleting all applicable leave balances. An employee who does not abide by this directive and fails to return to work shall be deemed absent without authorization, and be subject to the provisions of DSOP 6-016 “Unscheduled Absences.” IX. REQUEST TO CHANGE APPROVED LEAVE An employee may be permitted to change his/her vacation or other scheduled leave request only when approved requests from other employees are not affected and the shift’s (bureau, unit, etc.) ability to function effectively is not impeded. Additionally, the following guidelines shall be adhered to for requests to modify previously approved vacation or other scheduled leave: A. Once an employee’s vacation request (using seniority) is approved, he or she is considered to have exercised his/her seniority rights, whether or not the leave is taken; Page 7 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE B. A request to change or cancel a previously approved vacation shall only be made due to an exigent circumstance; C. An employee must obtain written authorization from the Facility/Bureau Supervisor at least 48 hours prior to changing or canceling a previously approved vacation or other scheduled leave. Any request submitted in less than 48 hours may be subject to disapproval; D. The Facility/Bureau Supervisor shall notify the employee of approval/disapproval in writing; E. The Facility/Bureau Supervisor shall determine if an employee’s request requires forfeiture of any previously approved leave period, based on the nature of the request. For example, an employee who was approved for 10 days of vacation, commences the vacation, returns to work after 5 days and works 1 day, may be prohibited from resuming the remaining vacation days. Additionally, an employee who interrupts his/her vacation or other scheduled leave by returning to work shall be prohibited from requesting leave time for any of the forfeited days for 48 hours from the time the leave was made available; These guidelines do not apply to cases where the employee was recalled to work by the Facility/Bureau Supervisor or designee. X. REQUEST THAT EXCEED AUTHORIZED LIMITS Requests for vacation or other scheduled leave that may exceed the authorized limit shall be processed as follows: A. The request shall be submitted to the respective supervisor with a written explanation detailing the exigent circumstance that exists; B. The supervisor shall: 1. Provide a recommendation for approval/disapproval, 2. Prepare an action memorandum that justifies the recommendation, and 3. Attach the following supporting documents to the employee’s request for the Facility/Bureau Supervisor’s approval/disapproval: a. Employee’s memorandum b. Action memorandum c. A copy of the Red Log Book page for the requested date(s) d. Employee’s attendance tracking log for the past 6 months, and Page 8 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE e. A staffing roster for the requested date(s), with projected coverage to meet the operational requirements of the facility/bureau/unit (if available) C. The Facility/Bureau Supervisor shall: 1. Review the request and supporting documents, 2. Approve/disapprove the request, and 3. Forward the request and supporting documents to the Division Chief for final approval/disapproval; D. The Division Chief shall review the request and supporting documents, and approve/disapprove the request, based on operational needs. XI. MANDATORY USE OF ACCUMULATED ANNUAL LEAVE In accordance with the Miami-Dade County Leave Manual, an employee may have no more than 500 accrued annual hours on his/her leave anniversary date. Accordingly, any annual leave hours in excess of the maximum allowed shall be forfeited at the end of the employee’s leave year. A. EXCEPTION TO MAXIMUM ANNUAL LEAVE ALLOWED Exceptions to the 500 maximum accumulated hours are as follows: 1. The annual leave balance of an employee who is on active military service on his/her leave anniversary date shall be preserved and not forfeited. It is incumbent upon PMB staff to inform each employee returning to full duty of available options. Specifically, upon the employee’s return from active duty service, PMB staff shall advise the employee that he/she may: a. Elect to use the excess annual leave time within 12 months from returning to work, or b. Request the payment option. An employee who elects to be paid for the excess time must obtain the Director’s approval within 30 business days of returning to full-duty; 2. As otherwise provided for in a collective bargaining agreement. B. PAYCHECK NOTIFICATION Miami-Dade County notifies each employee whose projected annual leave balance may exceed 500 hours at the end of his/her leave year. The notification, which includes number of annual hours that must be used, is provided on each affected Page 9 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE employee’s bi-weekly paycheck stub beginning with the 13th pay period of his/her leave year. C. USE-IT OR LOSE-IT TIME It is incumbent upon each employee to monitor his/her annual leave balance to prevent time forfeiture. Last minute requests to utilize Use-it or Lose-it Time may place a burden on the MDCR operations; therefore, requests for use-it or lose-it time should be submitted no later than 60 days prior to the employee’s leave anniversary date. An employee’s request that is not submitted by the aforementioned timeframe may be subject to disapproval. If an exigent circumstance exists, the employee shall submit a written request for approval/disapproval to the Deputy Director via chain of command. Given that leave requests are subject to disapproval, affected employees should use annual leave instead of other leaves that do not have to be used within a specific timeframe; e.g., compensatory, holiday, etc., to avoid possible forfeiture. XII. FURLOUGH DAYS Furlough days shall be taken in accordance with collective bargaining agreements. Employees who must forfeit “additional days” shall complete a Furlough Request Form at the beginning of each fiscal year. The form shall be submitted to the employee’s immediate supervisor for approval/disapproval. XIII. CROSS REFERENCES DSOP 6-008 “Personnel Assignment Plan Facility and Shift Bid System” DSOP 6-018 “Administrative Leave” DSOP 6-030 “Review of Staffing Requirements” DSOP 6-034 “Overtime Selection Process” DSOP 6-050 “Leave of Absence” XIV. RELATED REFERENCES American Federation of State, County and Municipal Employees, AFL-CIO General Employees, Local 199 Collective Bargaining Agreement Dade County Police Benevolent Association, Rank and File Unit Collective Bargaining Agreement Page 10 of 11  MIAMI-DADE CORRECTIONS AND REHABILITATION DEPARTMENT VOLUME: 6 DSOP: 6-045 YEAR: 2012 VERSION: 1 SUBJECT: VACATION AND OTHER SCHEDULED LEAVE Dade County Police Benevolent Association, Law Enforcement Supervisory Unit Collective Bargaining Agreement Government Supervisors Association of Florida, OPEIU Local 100 – Professional Employees Collective Bargaining Agreement Government Supervisors Association of Florida, OPEIU Local 100 – Supervisory Employees Collective Bargaining Agreement Human Resources Payroll and Information Management Division, Personnel/Payroll System Coding Miami-Dade County Leave Manual U.S. Department of Labor – Leave Benefits XV. STANDARDS ACA 2010 None & 2010 Supplement FCAC PTS 1.03M XVI. REVOCATIONS Procedural Directive D12-002 titled “Revisions to DSOP 6-045 Requests for Vacation and Other Leave” dated April 27, 2012 Procedural Directive D09-022 titled “Revisions to DSOP 6-045 Requests for Vacation and Other Leave” dated December 28, 2009 Procedural Directive D06-006 titled “Revisions to DSOP 6-045 Requests for Vacation and Other Leaves” dated June 6, 2006 Any language in a DSOP, Procedural Directive, Standard Operating Procedure, Post Order and/or written correspondence that conflicts with this policy is hereby revoked. FORMS/SUPPORTING DOCUMENTS Furlough Request Form Leave Request Form Vacation Request Form Page 11 of 11  022-007 Memoran durn Bmiiil' Date: May 17,2022 To: From: Subject: Procedural Directive: Revisions to DSOP 6-034 "Overtime Selection Procedures" and DSOP 6-045 "Vacation and Other Scheduled Leave"- Employee Day(s) Off Exchange Requests Effective immediately, sworn staff requesting a day off exchange and supervisory staff authorizing day(s) off exchanges shall adhere to the following: I. ELIGIBILITY MDCR allows day off exchanges between eligible employees covered by the Dade County Police Benevolent Association (PBA), Rank and File Unit Agreement, e.g., Correctional Officers, Correctional Corporals, and Correctional Sergeants. II. DEFINITIONS Authorizing Supervisor Supervisor authorized to staff a shift, e.g., Shift Supervisor, Shift Commander, or designated Corporal. Covering Employee The employee who agrees to exchange their assigned day off with another employee for an approved day to work, as identified in Workforce Telestaff. EX - Shift Trade Off PAR Code used by the initiating and covering employee, within the shift trade, on the day being taken off. On the day of exchange, the employee scheduled off will have an EX documented in Workforce Telestaff and ePAR. EW - Shift Trade Working PAR Code used by the initiating and covering employee, within the shift trade, on the day worked. On the day of exchange, the employee scheduled to work will have anEW documented in Workforce Telestaff and ePAR. Initiating Employee The employee taking the first approved trade day off, as identified in Workforce Telestaff. A defined, recurring period to which an employee is assigned to work. Workforce Telestaff Database used to track and approve employee day off exchanges, leave, and daily shift rosters. Ill. PROCEDURES Page 1 of 3 022-007 Procedural Directive: Employee Day(s) Off Exchange Requests The initiating employee shall enter their day(s) off exchange request electronically in Workforce Telestaff for approval or disapproval by the covering employee and authorizing supervisor, e.g., Shift Supervisor, Shift Commander, or designated Corporal. The approval procedure shall be as follows: A. ELIGIBILITY CRITERIA Employees may request one or both days off for exchange with another employee. The following criteria shall apply when requesting a day(s) off exchange. Both participating employees shall: 1. Have the same job classification; 2. Be assigned to the same unit of assignment, e.g., facility, specialty unit (as applicable); 3. Be assigned to the same shift; and 4. Submit their request one month in advance. B. APPROVAL GUIDELINES The authorizing supervisor shall ensure the following guidelines are met: 1. Day(s) exchanges are within the same biweekly pay period; 2. Verify for any staffing conflicts, e.g., training or suspension; 3. Employees are assigned to the same unit of assignment; and 4. No overtime will result from the exchange. An authorizing supervisor may disapprove any day(s) off exchange request for overall effectiveness and efficiency of the shift. IV. SUBMITTING DAY(S) OFF EXCHANGE REQUEST A. PARTICIPATING EMPLOYEES 1. Each participating employee shall accept the day(s) off exchange requests in Workforce Telestaff. 2. Once the exchange has been accepted by both employees, the request for approval will be forwarded automatically to the authorizing supervisor in Workforce Telestaff in pending status. 3. During the pending status, either participating employee may cancel the day(s) off exchange request in Workforce Telestaff. Refer to CRNET Library "Telestaff Leave Request!Day(s) Off Exchange Tutorial" for detailed instructions on submitting requests. B. AUTHORIZING SUPERVISOR The authorizing supervisor shall respond to requests daily, once the notification alert for approval is received in Workforce Telestaff: 1. Review the requests submitted by both employees; 2. Approve or disapprove the requests; 3. Enter the appropriate exchange code for approved employees into ePAR; Page 2 of3 022-007 Procedural Directive: Employee Day(s) Off Exchange Requests 4. Enter cancellation into Workforce Telestaff if the employee(s) request to cancel their request, after the request is in approved status. V. REPORTING FOR DUTY The covering employee shall report for duty on the approved working day(s) and shall be charged for any absence, partial absence, or tardiness. All unscheduled leave, partial absences, or tardiness shall be documented in accordance with DSOP 6-016 "Unscheduled Absences" and maintained in the employee's facility/bureau/unit file. Any instance of unauthorized absence may be subject to disciplinary action. VI. TRAINING The Workforce Telestaff training video: "Telestaff Leave Request/Day(s) Off Exchange Tutorial" is available to all employees on CRNET Library. Any language in a Departmental Standard Operating Procedure, Procedural Directive, Standard Operating Procedure, Post Order, lesson plan, curriculum, form, and/or written correspondence that conflicts with this policy is hereby revoked. Page 3 of 3