R9 Mark Twain FSM 61.. - USDA Forest Service

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                                        FOREST SERVICE MANUAL
                                        MARK TWAIN NF (REGION 9)
                                              ROLLA, MO

                        FSM 6100 – PERSONNEL MANAGEMENT

                         CHAPTER 60 – ATTENDANCE & LEAVE

Supplement No.: R9 Mark Twain 6100-2005-2

Effective Date: March 22, 2005

Duration: This supplement is effective until superseded or removed.

Approved: RONNIE RAUM                                        Date Approved: 03/22/2005
          Title of Approving Official

Posting Instructions: Supplements are numbered consecutively by Handbook number and
calendar year. Post by document; remove the entire document and replace it with this
supplement. Retain this transmittal as the first page(s) of this document. The last supplement to
this Handbook was 6100-2005-1.

New Document                      R9 Mark Twain 6100-2005-2                           4 Pages

Superseded Document(s)           None                                                 0 Pages
(Supplement Number and
Effective Date)

Digest: In order by code, summarize the main additions, revisions, or removal of direction
incorporated in this supplement.

6161 – Establish the Mark Twain National Forest’s Dependent Care policy in directive format
R9 MARK TWAIN SUPPLEMENT 6100-2005-2                                            6160
EFFECTIVE DATE: 03/22/2005                                                      Page 2 of 4
DURATION: Effective until superseded or removed

                                   FSM 6100 – PERSONNEL MANAGEMENT
                                  CHAPTER 60 – ATTENDANCE AND LEAVE


Employees may bring individuals they are responsible for into the workplace under certain
conditions as defined to meet dependent care needs. These guidelines are applicable only to
infants and youths under the direct care of Forest Service employees who are identified as the
legal guardian.. Preferred alternatives for dependent care include 24-hour maxiflex, annual
leave, and sick leave, work at home, leave without pay, job sharing, job swap, childcare
providers, and part-time employment.

Parental responsibility and supervisor judgment is expected. Generally toddlers (age 1-3) are not
appropriate unless an isolated workspace is available.

Emergency situations for a reason for the child to be in the work environment include the sudden
cancellation of childcare, school, or other childcare arrangements. Having a sick child is not
defined as an emergency. Sick children should remain at home. An emergency should last no
longer than two days. The employee’s immediate supervisor should be made aware of the
situation. No written agreement is needed.

Non-emergency situations that occur frequently or for extended periods will require a written
agreement between the employee and their supervisor. The employee’s supervisor, and the next
staff or line officer will approve this agreement (Exhibit A). Qualifying situations include, but
are not limited to, newborn babies accompanying their parent; before or after school (waiting for

The parent/employee is expected to be fully responsible for the supervision and control of their
child. An employee should bring no more than two children in the office at once for extended
periods. While working in the confines of the office, the child(ren) are the parent’s
responsibility. Alternative sites will be considered to ensure that the child will be in a place of
minimum disruption. It is recommended that young children be in the parent’s immediate
supervision. Emphasis must be placed on safety and potential liability. Complete an analysis of
the employee’s job, work area, and equipment using Job Hazard Analysis Form (FS 6700-7), and
take action to eliminate identified hazards.

Nonassumption of Liability Clause. The Forest Service does not assume liability for accidental
injury of children in the workplace. The employee must take full and complete responsibility for
the health, safety, and security of the child. Employee waives all claims to Forest Service
liability. Employee is fully responsible for damage and destruction to Forest Service property by
their child at the worksite.

If office disruptions occur the co-workers are encouraged to address concerns to: 1. parent, 2.
parent’s supervisor, and 3. line/staff officer immediately for resolution. If there is a problem and
corrective action does not resolve the problem, the approved agreement may be terminated. The
R9 MARK TWAIN SUPPLEMENT 6100-2005-2                                             6160
EFFECTIVE DATE: 03/22/2005                                                       Page 3 of 4
DURATION: Effective until superseded or removed

                                   FSM 6100 – PERSONNEL MANAGEMENT
                                  CHAPTER 60 – ATTENDANCE AND LEAVE

employee will be given a one week notice of the termination unless the disruption is so severe
that immediate action must be taken to end disruption in the work place.

Children should be dressed appropriately. Parents will feed and change children’s
clothing/diapers in designated areas where they will not impinge on the sensitivity of other

Employees will maintain their established tour of duty. Employee and supervisor shall be
accountable for accuracy of time and attendance reporting. Time spent with the child away from
job duties will not be reported as worked.

Employees will not take infants to field sites or transport infants in a government vehicle.

Employees visiting other units will adhere to the local dependent care policy.

The needs of the Forest Service to conduct business in an efficient manner must be the primary
consideration in acting on a request to provide infant care in the workplace.
R9 MARK TWAIN SUPPLEMENT 6100-2005-2                                          6160
EFFECTIVE DATE: 03/22/2005                                                    Page 4 of 4
DURATION: Effective until superseded or removed

                                   FSM 6100 – PERSONNEL MANAGEMENT
                                  CHAPTER 60 – ATTENDANCE AND LEAVE

                                                  Exhibit A

 File Code:    6160                                           Date:   *
 Route To:

   Subject:    Dependent Care Agreement

       To: (Employee Name)
I am approving your request to provide child care in the office while accomplishing your
assigned work. The primary reason for this agreement is to minimize disruption of the office
environment and to allow you to provide the necessary care for (child’s name) while at work.
1. Working hours and schedules: The workload requirements of your section require that you
work as close to full time as possible (32-40 hours per week). Your supervisor must approve
work schedules, which are as, flexible as possible, considering the work to be accomplished,
priorities, and timeframes. You should communicate your schedule priorities, and timeframes.
You should communicate your schedule needs and changes to your supervisor a required.
Occasional work at home may be acceptable; this must be approved on an individual basis by
your supervisor, depending on the nature of the work.
2. Use of Leave: When home care is required, and flexible scheduling may not fulfill needs
within a pay period, you must use annual leave, compensatory time, credit hours or leave with
3. Location of care at the office: While working in the confines of the office, (child’s name)
should be in your care at all times.
4. Office disruptions or co-worker conflicts: In the event that problem occurs or concerns
develop, I ask that you and your supervisor meet as soon as practical to discuss and resolve them.
If the concerns cannot be resolves, then this agreement may be terminated.
5. Transportation: Transporting a child, in a government-owned vehicle or persona owned
vehicle, while on official duty is not authorized.
6. Safety: Infants will be permitted in an office environment only. Infants may not accompany
employees to field work sites or on official travel, unless specifically authorized on a case-by-
case basis.
Your supervisor must discuss with you safety concerns or potential safety hazards which may
exist. These need to be documented and recommendations for elimination of the hazard must be
developed and documented.
I understand that you need to have (child’s name) with you at work and may continue up to the
time he/she reaches 6 months of age.

Forest Supervisor

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