ATS offers various types of leave to support employees and their families during important times in their lives.
Employees should reference the ATS Employee Handbook for more details.
If the Federal Government is closed due to unforeseen circumstances such as inclement weather or budgetary issues, the ATS leadership team will provide employees with an update on the availability of Administrative Leave.
Administrative Leave is advanced paid time off that must be paid back by working (billing) extra hours over a short period of time determined by each circumstance. If the Employee does not wish to use Admin Leave/Make Up time, then they are free to use PTO or LWOP for the lost hours due to the government shutdown or weather closure.
- Salaried professional employees can only use LWOP in 8 hour increments.
- Direct employees who are hourly, part-time, or otherwise non-exempt are not able to use Admin Leave.
See the Admin Leave Policy for full details.
ATS supports employees who are experiencing loss by providing bereavement leave.
In the event of the death of your current spouse, child, parent, legal guardian, brother, sister, grandparent, grandchild, mother-in-law, father-in-law, son-in-law, or daughter-in-law, employees may take up to three (3) consecutive scheduled workdays off with pay upon the approval of ATS.
Please notify your manager for approval of leave.
Employees that work over the standard hours in a pay period may elect to bank up to 40 hours of Compensatory Time (Comp Time) to be used for future time off. Employees may replenish the Comp Time bank as often as they are able but may not exceed 40 hours. Only Direct, Full-Time Exempt Employees (professionals and computer professionals) are eligible for this benefit. Non-exempt professionals and part-time/hourly employees are not eligible for comp time.
Employees can choose to allocate hours that exceed the standard hours in a pay period to become Comp Time. For instance, if the employee works 84 hours in a pay period with 80 standard hours, the employee can choose to ‘bank’ the 4 hours that exceed the 80 standard hours as Comp Time. Standard hours will vary per pay period; see the Payroll Calendar for details.
Employees must always have prior Customer and Program Manager approval to work more than the standard hours in a pay period. Comp Time rolls over from the previous calendar year and will be paid out upon employment separation.
See the Compensatory Time Policy for full details.
ATS recognizes the importance of supporting new parents as they balance work and family responsibilities. In compliance with the federal PUMP (Providing Urgent Maternal Protections) Act legislation, which amended the Fair Labor Standards Act (FLSA), we have established this Lactation Break Policy to ensure that employees who are nursing have adequate time and space for expressing breast milk during the workday for one year after the birth of their child.
This policy applies to all employees who have given birth within the past twelve months and wish to express breast milk for their infant child up to one year of age. ATS will provide a reasonable amount of lactation breaks as needed to accommodate an employee who wishes to express breast milk during the workday. If possible, this break time shall run concurrently with any break time already provided by law to the employee. However, if an employee’s break time provided by law is insufficient to accommodate their lactation needs, employees are eligible to receive paid time for a maximum of 120 hours within the initial year following childbirth. If an employee utilizes work break time for expressing breast milk, they must either: be fully relieved from duty or receive payment for the break time. Employees needing the relevant lactation time charge code should contact the Human Resources Department.
ATS will make every reasonable effort to provide employees with the use of a room or other location (other than a bathroom) close to the employees’ work area for employees to express milk in private. The room or location may include the place where the employee typically works if it otherwise meets the requirements of this policy and the location will be shielded from view and free from intrusion by coworkers and the public.
Employees who require the space or time needed for lactation breaks should communicate their needs to their supervisor or the Human Resources Department.
Employees with Top Secret clearance who do not elect benefits (medical, dental and vision) are eligible for “Leave in Lieu of Benefits” (LIL).
LIL is a separate accrual from Paid Time Off (PTO). It is an accrual of leave that is separate from PTO and it accrues at 1.67 hours per pay period (40 hours/24 pay periods). Employees MAY NOT use more LIL than what has accrued already.
Accrued LIL of benefits time off is not paid out upon termination of employment, so it is best for employees to use the balance throughout the year, and well before a resignation has been submitted.
ATS may grant an unpaid personal leave/LWOP of absence for unique or extraordinary reasons. Granting such leaves will depend upon the merits of each case; including, but not limited to, the effect the employee’s absence will have on the workload of other employees, the employee’s job performance, absenteeism, and the program’s ability to meet customers’ needs. Leave without pay carries no job protection benefits or guarantees of reinstatement. LWOP is charged when an employee must be absent and has exhausted all earned paid time off leave and other unpaid leave mandated by applicable law. LWOP may not be taken for less than a full day of work for salaried employees.
Please review the full policy in the Employee Handbook or check with the Human Resources Department for further information.
ATS supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty to their supervisor as soon as possible after receiving the notice to allow advance planning for an employee’s absence.
Employees will be paid for up to one week (40 hours) of jury duty service at their regular rate of pay. All employees may use any accrued time off if required to serve more than one week on a jury.
See the Employee Handbook for the full policy.
ATS observes all laws and regulations governing leaves of absence for military service, in accordance with the Uniformed Services Employment and Re-Employment Rights Act (USERRA) and applicable state/local law. Advance notice (thirty days if possible) of military service and a copy of service orders are requested and should be provided to Human Resources. ATS will pay a regular active full-time employee the difference between their regular ATS pay and their military pay for up to fifteen (15) days or 120 hours of Military Leave per calendar year or per leave period if the military leave extends into a different calendar year. The employee will submit his/her time under “Military Leave” and will be paid his/her regular ATS salary.
Employees with questions about military leave or who seek to take military leave should contact Human Resources.
ATS supports employees in the event of the birth or adoption of a child(ren). Parents may take up to two (2) weeks off with pay for Parental Leave (to be used within one year of the occurrence).
Parental leave can be taken in addition to the employee’s accrued PTO. Where applicable, parental paid leave will run concurrently with FMLA, and any other state leave.
Please notify your manager and your HR Generalist of any upcoming parental leave.
ATS will grant employees who are victims of crimes unpaid leave to be present at all criminal proceedings relating to the crime against the employee unless such leave will cause an undue hardship on the Company’s business. Employees requesting leave for a court appearance must notify Human Resources in advance of taking such leave and must provide Human Resources with documentation concerning the court proceeding unless advance notice is not feasible. If advance notice is not feasible, the employee must provide Human Resources with documentation concerning the court proceeding within a reasonable time after the leave has been taken.