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[quote=Anonymous]My agency has what is known as a liberal leave policy, so in general, you are entitled to use your leave so long as it does not disrupt agency operations.

I used to work in a division handling labor law issues.  Leave abuse (especially when dealing with an employee covered by a bargaining agreement) is a tricky area.  Some examples of the types of things that would get an employee flagged for leave abuse:

-Frequent use of annual leave not scheduled in advance.
-Calling out sick on a routine basis immediately before or after a federal holiday/weekend (without a known chronic medical condition)
-Failing to follow agency policies re: calling in to advise your manager you're using leave (pretty much going AWOL)
-Routinely going into negative leave balances (a certain amount of advanced leave is permitted, but not on a routine basis)

Basically, you have to be so egregious with your leave use, that it is inexcusable.  Otherwise, managers are not allowed to probe into your leave use unless you take 3 consecutive days of sick leave.

Employees who are flagged for leave abuse generally have a variety of other personnel issues from what I've experienced.  Productive employees do not get questioned too much about leave.[/quote]

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