Thirteen kinds of paid leave that are neither annual nor sick.

Fifteen days, or 120 hours, of paid military leave each fiscal year under 5 U.S.C. 6323(a), credited at the beginning of the fiscal year on 1 October. It covers active duty, active duty training, inactive duty training, funeral honors duty and field or coast defense training. Holidays and non-duty weekends do not count against the fifteen-day ceiling, and you may be charged military leave only for hours you would otherwise have worked and been paid for. The minimum charge is one hour.

Yes. Section 6323(b) provides an additional 22 workdays in a calendar year in two situations: military duty in support of civil authorities in the protection of life and property, and full-time military service under a call or order to active duty in support of a contingency operation as defined in 10 U.S.C. 101(a)(13). These are separate entitlements from the fifteen days, and an employee can use leave under more than one provision consecutively.

A limited amount does. The fifteen days are credited at the start of each fiscal year, and unused military leave under 6323(a) may be carried into the following year subject to a ceiling, so the effective maximum in any one year can exceed fifteen days. Because the mechanics vary by payroll provider and by work schedule, confirm your actual balance and carryover with your servicing human resources or payroll office rather than assuming the flat figure.

Yes. Court leave under 5 U.S.C. 6322 covers jury or witness service without loss of pay and without charge to your annual leave. The question people actually have is about the fees. The general position is that jury fees are remitted to the agency while genuine expense reimbursements such as mileage and parking may be kept, but the treatment differs between federal and state or local courts. Confirm with your agency before you cash anything.

A separate category of paid leave under 5 U.S.C. 6327, in addition to annual and sick leave. An employee may use up to 7 days of paid leave each calendar year to serve as a bone marrow donor, and up to 30 days each calendar year to serve as an organ donor. OPM has been clear that the purpose is to encourage donation rather than to benefit the employee: someone having their own bone marrow removed and stored for their own future treatment is not a donor and must use sick or annual leave instead.

Under 5 U.S.C. 5550a, an employee whose personal religious beliefs require abstention from work during certain periods may elect to work compensatory overtime hours to make up the time, rather than charging the absence to annual leave. The useful feature is that the compensatory hours may be worked before the absence as well as after it, so the time can be banked in advance of a known observance. Agencies must approve the request unless doing so would interfere with efficiently carrying out the agency's mission.

Subchapter II of chapter 63 also provides for absence of veterans to attend funeral services, absence resulting from hostile action abroad, funeral leave for immediate relatives in the Armed Forces, funeral leave for fellow federal law enforcement officers, disabled veteran leave, administrative leave, investigative and notice leave, weather and safety leave, and parental bereavement leave. Several of these were added comparatively recently, and agencies do not always publicise them well.

No. Entitlement generally extends to permanent appointments, term appointments, and temporary indefinite appointments of one year or more, as well as to part-time career employees working between 16 and 32 hours a week. Extensions of, or consecutive, temporary appointments that add up to more than a year do not by themselves create the entitlement, and intermittent employees are not entitled to military leave at all. Check your appointment type on your SF-50 before relying on it.