USC Subchapter II

USC Subchapter II
in effect

5 U.S.C. § 6321 Absence of veterans to attend funeral services

An employee in or under an Executive agency who is a veteran of a war, or of a campaign or expedition for which a campaign badge has been authorized, or a member of an honor or ceremonial group of an organization of those veterans, may be excused from duty without loss of pay or deduction from annual leave for the time necessary, not to exceed 4 hours in any one day, to enable him to participate as an active pallbearer or as a member of a firing squad or a guard of honor in a funeral ceremony for a member of the armed forces whose remains are returned from abroad for final interment in the United States.

5 U.S.C. § 6322 Leave for jury or witness service; official duty status for certain witness service

(a) An employee as defined by section 2105 of this title (except an individual whose pay is disbursed by the Secretary of the Senate or the Chief Administrative Officer of the House of Representatives) or an individual employed by the government of the District of Columbia is entitled to leave, without loss of, or reduction in, pay, leave to which he otherwise is entitled, credit for time or service, or performance of efficiency rating, during a period of absence with respect to which he is summoned, in connection with a judicial proceeding, by a court or authority responsible for the conduct of that proceeding, to serve—(1) as a juror; or (2) other than as provided in subsection (b) of this section, as a witness on behalf of any party in connection with any judicial proceeding to which the United States, the District of Columbia, or a State or local government is a party; in the District of Columbia, a State, territory, or possession of the United States including the Commonwealth of Puerto Rico or the Trust Territory of the Pacific Islands. For the purpose of this subsection, “judicial proceeding” means any action, suit, or other judicial proceeding, including any condemnation, preliminary, informational, or other proceeding of a judicial nature, but does not include an administrative proceeding. (b) An employee as defined by section 2105 of this title (except an individual whose pay is disbursed by the Secretary of the Senate or the Chief Administrative Officer of the House of Representatives) or an individual employed by the government of the District of Columbia is performing official duty during the period with respect to which he is summoned, or assigned by his agency, to—(1) testify or produce official records on behalf of the United States or the District of Columbia; or (2) testify in his official capacity or produce official records on behalf of a party other than the United States or the District of Columbia. (c) The Office of Personnel Management may prescribe regulations for the administration of this section.

5 U.S.C. § 6323 Military leave: Reserves, National Guard members, and certain members of the Space Force

(a)(1) Subject to paragraph (2) of this subsection, an employee as defined by section 2105 of this title or an individual employed by the government of the District of Columbia, permanent or temporary indefinite, is entitled to leave without loss in pay, time, or performance or efficiency rating for active duty, inactive-duty training (as defined in section 101 of title 37), funeral honors duty (as described in section 12503 of title 10 and section 115 of title 32), or engaging in field or coast defense training under sections 502–505 of title 32 as a Reserve of the armed forces, a member of the National Guard, or a member of the Space Force in space force active status (as defined in section 101(e)(1) of title 10) and not on sustained duty under section 20105 of title 10. Leave under this subsection accrues for an employee or individual at the rate of 20 days per fiscal year and, to the extent that it is not used in a fiscal year, accumulates for use in the succeeding fiscal year until it totals 20 days at the beginning of a fiscal year. (2) In the case of an employee or individual employed on a part-time career employment basis (as defined in section 3401(2) of this title), the rate at which leave accrues under this subsection shall be a percentage of the rate prescribed under paragraph (1) which is determined by dividing 40 into the number of hours in the regularly scheduled workweek of that employee or individual during that fiscal year. (3) The minimum charge for leave under this subsection is one hour, and additional charges are in multiples thereof. (b) Except as provided by section 5519 of this title, an employee as defined by section 2105 of this title or an individual employed by the government of the District of Columbia, permanent or temporary indefinite, who—(1) is a member of a Reserve component of the Armed Forces, as described in section 10101 of title 10, or the National Guard, as described in section 101 of title 32 or is a member of the Space Force in space force active status (as defined in section 101(e)(1) of title 10) and not on sustained duty under section 20105 of title 10; and (2)(A) performs, for the purpose of providing military aid to enforce the law or for the purpose of providing assistance to civil authorities in the protection or saving of life or property or the prevention of injury—(i) Federal service under section 331, 332, 333,11 See References in Text note below or 12406 of title 10, or other provision of law, as applicable, or (ii) full-time military service for his State, the District of Columbia, the Commonwealth of Puerto Rico, or a territory of the United States; or (B) performs full-time military service as a result of a call or order to active duty in support of a contingency operation as defined in section 101(a)(13) of title 10; is entitled, during and because of such service, to leave without loss of, or reduction in, pay, leave to which he otherwise is entitled, credit for time or service, or performance or efficiency rating. Leave granted by this subsection shall not exceed 22 workdays in a calendar year. Upon the request of an employee, the period for which an employee is absent to perform service described in paragraph (2) may be charged to the employee’s accrued annual leave or to compensatory time available to the employee instead of being charged as leave to which the employee is entitled under this subsection. The period of absence may not be charged to sick leave. (c) An employee as defined by section 2105 of this title or an individual employed by the government of the District of Columbia, who is a member of the National Guard of the District of Columbia, is entitled to leave without loss in pay or time for each day of a parade or encampment ordered or authorized under title 39, District of Columbia Code. This subsection covers each day of service the National Guard, or a portion thereof, is ordered to perform by the commanding general. (d)(1) A military reserve technician described in section 8401(30) 1 is entitled at such person’s request to leave without loss of, or reduction in, pay, leave to which such person is otherwise entitled, credit for time or service, or performance or efficiency rating for each day, not to exceed 44 workdays in a calendar year, in which such person is on active duty without pay, as authorized pursuant to section 12315 of title 10, under section 12301(b) or 12301(d) of title 10 for participation in operations outside the United States, its territories and possessions. (2) An employee who requests annual leave or compensatory time to which the employee is otherwise entitled, for a period during which the employee would have been entitled upon request to leave under this subsection, may be granted such annual leave or compensatory time without regard to this section or section 5519.

5 U.S.C. § 6324 Absence of certain police and firemen

(a) Sick leave may not be charged to the account of a member of the Metropolitan Police force or the Fire Department of the District of Columbia, the United States Park Police force, or the United States Secret Service Uniformed Division for an absence due to injury or illness resulting from the performance of duty. (b) The determination of whether an injury or illness resulted from the performance of duty shall be made under regulations prescribed by—(1) the District of Columbia Council for members of the Metropolitan Police force and the Fire Department of the District of Columbia; (2) the Secretary of the Interior for the United States Park Police force; and (3) the Secretary of Homeland Security for the United States Secret Service Uniformed Division. (c) This section shall not apply to members of the United States Secret Service Uniformed Division who are covered under chapter 84 for the purpose of retirement benefits.

5 U.S.C. § 6325 Absence resulting from hostile action abroad

Leave may not be charged to the account of an employee for absence, not to exceed one year, due to an injury— (1) incurred while serving abroad and resulting from war, insurgency, mob violence, or similar hostile action; and (2) not due to vicious habits, intemperance, or willful misconduct on the part of the employee. The preceding provisions of this section shall apply in the case of an alien employee referred to in section 6301(2)(viii) of this title with respect to any leave granted to such alien employee under section 6310 of this title or section 408 of the Foreign Service Act of 1980.

5 U.S.C. § 6326 Absence in connection with funerals of immediate relatives in the Armed Forces

(a) An employee of an executive agency or an individual employed by the government of the District of Columbia is entitled to not more than three days of leave without loss of, or reduction in, pay, leave to which he is otherwise entitled, credit for time or service, or performance or efficiency rating, to make arrangements for, or attend the funeral of, or memorial service for, an immediate relative who died as a result of wounds, disease, or injury incurred while serving as a member of the Armed Forces in a combat zone (as determined by the President in accordance with section 112 of the Internal Revenue Code). (b) The Office of Personnel Management is authorized to issue regulations for the administration of this section. (c) This section shall not be considered as affecting the authority of an Executive agency, except to the extent and under the conditions covered under this section, to grant administrative leave excusing an employee from work when it is in the public interest.

5 U.S.C. § 6327 Absence in connection with serving as a bone-marrow or organ donor

(a) An employee in or under an Executive agency is entitled to leave without loss of or reduction in pay, leave to which otherwise entitled, credit for time or service, or performance or efficiency rating, for the time necessary to permit such employee to serve as a bone-marrow or organ donor. (b) An employee may, in any calendar year, use—(1) not to exceed 7 days of leave under this section to serve as a bone-marrow donor; and (2) not to exceed 30 days of leave under this section to serve as an organ donor. (c) The Office of Personnel Management may prescribe regulations for the administration of this section.

5 U.S.C. § 6328 Absence in connection with funerals of fellow Federal law enforcement officers

A Federal law enforcement officer or a Federal firefighter may be excused from duty without loss of, or reduction in, pay or leave to which such officer is otherwise entitled, or credit for time or service, or performance or efficiency rating, to attend the funeral of a fellow Federal law enforcement officer or Federal firefighter, who was killed in the line of duty. When so excused from duty, attendance at such service shall for the purposes of section 1345(a) of title 31, be considered to be an official duty of the officer or firefighter.

5 U.S.C. § 6329 Disabled veteran leave

(a) During the 12-month period beginning on the first day of employment, any employee who is a veteran with a service-connected disability rated at 30 percent or more is entitled to leave, without loss or reduction in pay, for purposes of undergoing medical treatment for such disability for which sick leave could regularly be used. (b)(1) The leave credited to an employee under subsection (a) may not exceed 104 hours. (2) Any leave credited to an employee pursuant to subsection (a) that is not used during the 12-month period described in such subsection may not be carried over and shall be forfeited. (c)(1) In order to verify that leave credited to an employee pursuant to subsection (a) is used for treating a service-connected disability, such employee shall submit to the head of the employing agency certification, in such form and manner as the Director of the Office of Personnel Management may prescribe, that such employee used such leave for purposes of being furnished treatment for such disability by a health care provider. (2) In the case of an employee of an office of the legislative branch, the certification described in paragraph (1) shall be prescribed—(A) in the case of an employee of the House of Representatives, by the Committee on House Administration of the House of Representatives; (B) in the case of an employee of the Senate, by the Committee on Rules and Administration of the Senate; or (C) in the case of an employee of any other office of the legislative branch, by the head of the office. (d) In this section—(1) the term “employee” has the meaning given such term in section 2105, and includes—(A) an officer or employee of the United States Postal Service or the Postal Regulatory Commission; and (B) notwithstanding subsection (a) of section 7421 of title 38, an individual occupying a position listed in subsection (b) of such section; (2) the term “service-connected” has the meaning given such term in section 101(16) of title 38; and (3) the term “veteran” has the meaning given such term in section 101(2) of such title.

5 U.S.C. § 6329a Administrative leave

(a) Definitions.—In this section—(1) the term “administrative leave” means leave—(A) without loss of or reduction in—(i) pay; (ii) leave to which an employee is otherwise entitled under law; or (iii) credit for time or service; and (B) that is not authorized under any other provision of law; (2) the term “agency”—(A) means an Executive agency (as defined in section 105 of this title); (B) includes the Department of Veterans Affairs; and (C) does not include the Government Accountability Office; and (3) the term “employee”—(A) has the meaning given the term in section 2105; and (B) does not include an intermittent employee who does not have an established regular tour of duty during the administrative workweek. (b) Administrative Leave.—(1) In general.—During any calendar year, an agency may place an employee in administrative leave for a period of not more than a total of 10 work days. (2) Records.—An agency shall record administrative leave separately from leave authorized under any other provision of law. (c) Regulations.—(1) OPM regulations.—Not later than 270 calendar days after the date of enactment of this section, the Director of the Office of Personnel Management shall—(A) prescribe regulations to carry out this section; and (B) prescribe regulations that provide guidance to agencies regarding—(i) acceptable agency uses of administrative leave; and (ii) the proper recording of—(I) administrative leave; and (II) other leave authorized by law. (2) Agency action.—Not later than 270 calendar days after the date on which the Director of the Office of Personnel Management prescribes regulations under paragraph (1), each agency shall revise and implement the internal policies of the agency to meet the requirements of this section. (d) Relation to Other Laws.—Notwithstanding subsection (a) of section 7421 of title 38, this section shall apply to an employee described in subsection (b) of that section.

5 U.S.C. § 6329b Investigative leave and notice leave

(a) Definitions.—In this section—(1) the term “agency”—(A) means an Executive agency (as defined in section 105 of this title); (B) includes the Department of Veterans Affairs; and (C) does not include the Government Accountability Office; (2) the term “Chief Human Capital Officer” means—(A) the Chief Human Capital Officer of an agency designated or appointed under section 1401; or (B) the equivalent; (3) the term “committees of jurisdiction”, with respect to an agency, means each committee of the Senate or House of Representatives with jurisdiction over the agency; (4) the term “Director” means the Director of the Office of Personnel Management; (5) the term “employee”—(A) has the meaning given the term in section 2105; and (B) does not include—(i) an intermittent employee who does not have an established regular tour of duty during the administrative workweek; or (ii) the Inspector General of an agency; (6) the term “investigative entity” means—(A) an internal investigative unit of an agency granting investigative leave under this section; (B) the Office of Inspector General of an agency granting investigative leave under this section; (C) the Attorney General; and (D) the Office of Special Counsel; (7) the term “investigative leave” means leave—(A) without loss of or reduction in—(i) pay; (ii) leave to which an employee is otherwise entitled under law; or (iii) credit for time or service; (B) that is not authorized under any other provision of law; and (C) in which an employee who is the subject of an investigation is placed; (8) the term “notice leave” means leave—(A) without loss of or reduction in—(i) pay; (ii) leave to which an employee is otherwise entitled under law; or (iii) credit for time or service; (B) that is not authorized under any other provision of law; and (C) in which an employee who is in a notice period is placed; and (9) the term “notice period” means a period beginning on the date on which an employee is provided notice required under law of a proposed adverse action against the employee and ending on the date on which an agency may take the adverse action. (b) Leave for Employees Under Investigation or in a Notice Period.—(1) Authority.—An agency may, in accordance with paragraph (2), place an employee in—(A) investigative leave if the employee is the subject of an investigation; (B) notice leave if the employee is in a notice period; or (C) notice leave following a placement in investigative leave if, not later than the day after the last day of the period of investigative leave—(i) the agency proposes or initiates an adverse action against the employee; and (ii) the agency determines that the employee continues to meet 1 or more of the criteria described in paragraph (2)(A). (2) Requirements.—An agency may place an employee in leave under paragraph (1) only if the agency has—(A) made a determination with respect to the employee that the continued presence of the employee in the workplace during an investigation of the employee or while the employee is in a notice period, as applicable, may—(i) pose a threat to the employee or others; (ii) result in the destruction of evidence relevant to an investigation; (iii) result in loss of or damage to Government property; or (iv) otherwise jeopardize legitimate Government interests; (B) considered—(i) assigning the employee to duties in which the employee no longer poses a threat described in clauses (i) through (iv) of subparagraph (A); (ii) allowing the employee to take leave for which the employee is eligible; (iii) if the employee is absent from duty without approved leave, carrying the employee in absence without leave status; and (iv) for an employee subject to a notice period, curtailing the notice period if there is reasonable cause to believe the employee has committed a crime for which a sentence of imprisonment may be imposed; and (C) determined that none of the available options under clauses (i) through (iv) of subparagraph (B) is appropriate. (3) Duration of leave.—(A) Investigative leave.—Upon the expiration of the 10 work day period described in section 6329a(b)(1) with respect to an employee, and if an agency determines that an extended investigation of the employee is necessary, the agency may place the employee in investigative leave for a period of not more than 30 work days. (B) Notice leave.—Placement of an employee in notice leave shall be for a period not longer than the duration of the notice period. (4) Explanation of leave.—(A) In general.—If an agency places an employee in leave under this subsection, the agency shall provide the employee a written explanation of whether the employee was placed in investigative leave or notice leave. (B) Explanation.—The written notice under subparagraph (A) shall describe the limitations of the leave placement, including—(i) the applicable limitations under paragraph (3); and (ii) in the case of a placement in investigative leave, an explanation that, at the conclusion of the period of leave, the agency shall take an action under paragraph (5). (5) Agency action.—Not later than the day after the last day of a period of investigative leave for an employee under paragraph (1), an agency shall—(A) return the employee to regular duty status; (B) take 1 or more of the actions under clauses (i) through (iv) of paragraph (2)(B); (C) propose or initiate an adverse action against the employee as provided under law; or (D) extend the period of investigative leave under subsections (c) and (d). (6) Rule of construction.—Nothing in paragraph (5) shall be construed to prevent the continued investigation of an employee, except that the placement of an employee in investigative leave may not be extended for that purpose except as provided in subsections (c) and (d). (c) Initial Extension of Investigative Leave.—(1) In general.—Subject to paragraph (4), if the Chief Human Capital Officer of an agency, or the designee of the Chief Human Capital Officer, approves such an extension after consulting with the investigator responsible for conducting the investigation to which an employee is subject, the agency may extend the period of investigative leave for the employee under subsection (b) for not more than 30 work days. (2) Maximum number of extensions.—The total period of additional investigative leave for an employee under paragraph (1) may not exceed 90 work days. (3) Designation guidance.—Not later than 270 days after the date of enactment of this section, the Chief Human Capital Officers Council shall issue guidance to ensure that if the Chief Human Capital Officer of an agency delegates the authority to approve an extension under paragraph (1) to a designee, the designee is at a sufficiently high level within the agency to make an impartial and independent determination regarding the extension. (4) Extensions for OIG employees.—(A) Approval.—In the case of an employee of an Office of Inspector General—(i) the Inspector General or the designee of the Inspector General, rather than the Chief Human Capital Officer or the designee of the Chief Human Capital Officer, shall approve an extension of a period of investigative leave for the employee under paragraph (1); or (ii) at the request of the Inspector General, the head of the agency within which the Office of Inspector General is located shall designate an official of the agency to approve an extension of a period of investigative leave for the employee under paragraph (1). (B) Guidance.—Not later than 270 calendar days after the date of enactment of this section, the Council of the Inspectors General on Integrity and Efficiency shall issue guidance to ensure that if the Inspector General or the head of an agency, at the request of the Inspector General, delegates the authority to approve an extension under subparagraph (A) to a designee, the designee is at a sufficiently high level within the Office of Inspector General or the agency, as applicable, to make an impartial and independent determination regarding the extension. (d) Further Extension of Investigative Leave.—(1) Report.—After reaching the limit under subsection (c)(2) and if an investigative entity submits a certification under paragraph (2) of this subsection, an agency may further extend a period of investigative leave for an employee for periods of not more than 30 work days each if, not later than 5 business days after granting each further extension, the agency submits to the Committee on Homeland Security and Governmental Affairs of the Senate and the Committee on Oversight and Government Reform of the House of Representatives, along with any other committees of jurisdiction, a report containing—(A) the title, position, office or agency subcomponent, job series, pay grade, and salary of the employee; (B) a description of the duties of the employee; (C) the reason the employee was placed in investigative leave; (D) an explanation as to why—(i) the employee poses a threat described in clauses (i) through (iv) of subsection (b)(2)(A); and (ii) the agency is not able to reassign the employee to another position within the agency; (E) in the case of an employee required to telework under section 6502(c) during the investigation of the employee—(i) the reasons that the agency required the employee to telework under that section; and (ii) the duration of the teleworking requirement; (F) the status of the investigation of the employee; (G) the certification described in paragraph (2); and (H) in the case of a completed investigation of the employee—(i) the results of the investigation; and (ii) the reason that the employee remains in investigative leave. (2) Certification.—If, after an employee has reached the limit under subsection (c)(2), an investigative entity determines that additional time is needed to complete the investigation of the employee, the investigative entity shall—(A) certify to the appropriate agency that additional time is needed to complete the investigation of the employee; and (B) include in the certification an estimate of the amount of time that is necessary to complete the investigation of the employee. (3) No extensions after completion of investigation.—An agency may not further extend a period of investigative leave of an employee under paragraph (1) on or after the date that is 30 calendar days after the completion of the investigation of the employee by an investigative entity. (e) Consultation Guidance.—Not later than 270 calendar days after the date of enactment of this section, the Council of the Inspectors General on Integrity and Efficiency, in consultation with the Attorney General and the Special Counsel, shall issue guidance on best practices for consultation between an investigator and an agency on the need to place an employee in investigative leave during an investigation of the employee, including during a criminal investigation, because the continued presence of the employee in the workplace during the investigation may—(1) pose a threat to the employee or others; (2) result in the destruction of evidence relevant to an investigation; (3) result in loss of or damage to Government property; or (4) otherwise jeopardize legitimate Government interests. (f) Reporting and Records.—(1) In general.—An agency shall keep a record of the placement of an employee in investigative leave or notice leave by the agency, including—(A) the basis for the determination made under subsection (b)(2)(A); (B) an explanation of why an action under clauses (i) through (iv) of subsection (b)(2)(B) was not appropriate; (C) the length of the period of leave; (D) the amount of salary paid to the employee during the period of leave; (E) the reasons for authorizing the leave, including, if applicable, the recommendation made by an investigator under subsection (c)(1); (F) whether the employee is required to telework under section 6502(c) during the investigation, including the reasons for requiring the employee to telework; and (G) the action taken by the agency at the end of the period of leave, including, if applicable, the granting of any extension of a period of investigative leave under subsection (c) or (d). (2) Availability of records.—An agency shall make a record kept under paragraph (1) available—(A) to any committee of jurisdiction, upon request; (B) to the Office of Personnel Management; and (C) as otherwise required by law, including for the purposes of the Administrative Leave Act of 2016 and the amendments made by that Act. (g) Recourse to the Office of Special Counsel.—For purposes of subchapter II of chapter 12 and section 1221, placement on investigative leave under subsection (b) of this section for a period of not less than 70 work days shall be considered a personnel action under paragraph (8) or (9) of section 2302(b). (h) Regulations.—(1) OPM action.—Not later than 270 calendar days after the date of enactment of this section, the Director shall prescribe regulations to carry out this section, including guidance to agencies regarding—(A) acceptable purposes for the use of—(i) investigative leave; and (ii) notice leave; (B) the proper recording of—(i) the leave categories described in subparagraph (A); and (ii) other leave authorized by law; (C) baseline factors that an agency shall consider when making a determination that the continued presence of an employee in the workplace may—(i) pose a threat to the employee or others; (ii) result in the destruction of evidence relevant to an investigation; (iii) result in loss or damage to Government property; or (iv) otherwise jeopardize legitimate Government interests; and (D) procedures and criteria for the approval of an extension of a period of investigative leave under subsection (c) or (d). (2) Agency action.—Not later than 270 calendar days after the date on which the Director prescribes regulations under paragraph (1), each agency shall revise and implement the internal policies of the agency to meet the requirements of this section. (i) Relation to Other Laws.—Notwithstanding subsection (a) of section 7421 of title 38, this section shall apply to an employee described in subsection (b) of that section.

5 U.S.C. § 6329c Weather and safety leave

(a) Definitions.—In this section—(1) the term “agency”—(A) means an Executive agency (as defined in section 105 of this title); (B) includes the Department of Veterans Affairs; and (C) does not include the Government Accountability Office; and (2) the term “employee”—(A) has the meaning given the term in section 2105; and (B) does not include an intermittent employee who does not have an established regular tour of duty during the administrative workweek. (b) Leave for Weather and Safety Issues.—An agency may approve the provision of leave under this section to an employee or a group of employees without loss of or reduction in the pay of the employee or employees, leave to which the employee or employees are otherwise entitled, or credit to the employee or employees for time or service only if the employee or group of employees is prevented from safely traveling to or performing work at an approved location due to—(1) an act of God; (2) a terrorist attack; or (3) another condition that prevents the employee or group of employees from safely traveling to or performing work at an approved location. (c) Records.—An agency shall record leave provided under this section separately from leave authorized under any other provision of law. (d) Regulations.—Not later than 270 days after the date of enactment of this section, the Director of the Office of Personnel Management shall prescribe regulations to carry out this section, including—(1) guidance to agencies regarding the appropriate purposes for providing leave under this section; and (2) the proper recording of leave provided under this section. (e) Relation to Other Laws.—Notwithstanding subsection (a) of section 7421 of title 38, this section shall apply to an employee described in subsection (b) of that section.

5 U.S.C. § 6329d Parental bereavement leave

(a) Definitions.—In this section—(1) the terms “employee” and “son or daughter” have the meanings given those terms in section 6381; and (2) the term “paid leave” means, with respect to an employee, leave without loss of or reduction in—(A) pay; (B) leave to which the employee is otherwise entitled under law; or (C) credit for time or service. (b) Bereavement Leave.—(1) In general.—Subject to paragraphs (2) and (3), an employee shall be entitled to a total of 2 administrative workweeks of paid leave during any 12-month period because of the death of a son or daughter of the employee. (2) Limitation.—Leave under paragraph (1) may not be taken by an employee intermittently or on a reduced leave schedule unless the employee and the employing agency of the employee agree otherwise. (3) Notice.—In any case in which the necessity for leave under this subsection is foreseeable, the employee shall provide the employing agency with such notice as is reasonable and practicable.

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