Improvements Are Needed When Documenting and Monitoring Employee Leave

The Human Capital Officer should ensure that the Internal Revenue Manual (IRM) and additional guidance available to employees and managers for requesting and approving Family and Medical Leave Act (FMLA) leave is clear and consistent

The Human Capital Officer should work with the business units to review the delivery methods of available training, guidance, and other resources to managers to ensure that managers comply with, and are aware of, the procedures for approving and administering leave options.

The Chief Privacy Officer, Privacy, Governmental Liaison, and Disclosure, should update its record management guidance to state that Family and Medical Leave Act (FMLA) leave records should be retained for all employees, including those who separate from service, for a minimum of three years after the leave was taken.

The Human Capital Officer should update the manager’s guidance for the Employee Performance File to be consistent with the revised records management guidance.

The Human Capital Officer should revise the Internal Revenue Manual (IRM) so that it is consistent with Office of Personnel Management (OPM) guidance and the Manager’s Guide to Penalty Determinations and clarifies the actions managers should take when employees are charged with Absence Without Leave (AWOL).