POLICY PROPOSAL FROM COMPTROLLER AND PERSONNEL DIRECTOR ON COMPENSATORY LEAVE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A000100190047-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: November 17, 2016
• Document Release Date: March 22, 2000
• Sequence Number: 47
• Publication Date: January 17, 1954
• Content Type: MF

Approved For Release 2000N6/13: CIARDP78A4718P-001001900471
SUBJECT s Policy Proposal. from Comptroller and Personnel Director
on Compensatory heave
1. The proposal to allow employees at their request to take compensa-
tory leave in lieu of overtime is difficult to justify on an Agency-wide
basis and yet is difficult to deny under extraordinary circumstances.
a. In the probably rare circumstances where there are cyclical
variations in workload to the point that employees are sometimes required
to work overtime and are idle at other times, it is wasteful to pay for the
overtime and deny compensatory leave when employees are idle.
b. The greatly reduced leave accruals afforded new Government
employees makes it extremely difficult for new employees to accrue a reason-
able backlog of leave. This is particularly significant for overseas em-
ployees who must acquire 30 calendar days of leave to qualify for home leave
travel at Government expense. In some cases an individual cannot meet
this requirement in a two-year tour of duty even though he takes no annual
leave in the field in the two years. This is neither realistic nor desirable
and doubtlessly a great deal of "basket leave" is taker to avoid impairment
of "home leave" travel rights.
c. A substantial accrued leave balance gives employees a sense of
security-is in fact a form of unemployment insurance. This is desirable
within controlled limits.
a. It is Congressional policy to reduce excessire leave accruals.
The proposed policy has been technically worded to avoid conflict with this
policy but would require careful detailed administration by the Agency to
avoid abuse which would defeat this policy.
b. It would require detailed reporting and recording of annual and
compensatory leave accruals and all leave taken. This may be expensive and
burdensome.
c. There may well be a question as to the legal right to cancel
accrued compensatory leave which an employee has built up in a period of
one to two years, but which he has been denied the opportunity to take.
Since he was originally entitled to overtime pay for such leave, there may
be a question as to whether he can be denied payment if the opportunit to
take the leave was subsequently denied him. '1
 h. Recommend referral to the Assistant Director for Personnel for
further study calling attention to the need to review the following:
a. The existence of widespread cycles in workload in the Agency.
The exists c of Such conditions determines whether overtime costs would
in fact be reduced and whether leave so accrued could be taken without over-
time on the part of others.
b. !ioa costly and time consuming will be the reporting, recording
and aAministretion of two types of leave?
c. Supervisors even now have a difficult time planning and schedul-
ing annual leave. To what extent will the scheduling of compensatory leave
be a prohibitive obstacle?
5. Alternatives: To authorize compensatory leave only in those isolated
areas or to activities or individuals whose workload is so clearly variable
to make compensatory leave a practical measure. Possibly all or most overseas
operations come in this category.
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