General

An agency may determine that an employee may be in evacuation status on an intermittent basis. In other words, an agency may issue an evacuation order that does not require the employee to perform work from home continuously. Instead, an employee may work at the regular worksite on some days and work from home as an evacuated employee on other days. This approach allows agencies to limit the number of employees reporting to the regular worksite, which supports physical distancing consistent with an agency’s COVID-19 workplace safety plan. For example, an agency may establish rotating cohorts of employees with different schedules for working from home. On days the employee works from home, the employee is considered to be in evacuation pay status and subject to the evacuation pay rules.

On a day when an employee is in evacuation status, the employee may be in any of the following secondary statuses during his or her tour of duty:

• working (away from the regular worksite);
• absence on a holiday (holiday time off);
• applicable personal leave or other paid time off status, if there is work to perform but the employee requests to be excused from duty (e.g., sick leave, annual leave, LWOP, compensatory time off in lieu of overtime, credit hours, etc.);
• excused absence under evacuation pay authority, if there is work to perform but the agency determines there are compelling reasons to excuse the employee for limited periods (e.g., caregiving situation); or
• weather and safety leave, if there is no work to perform.