This estimate reflects the coverage of most employees in the executive branch. Staff of certain executive agencies such as the U.S. Postal Service, the Postal Regulatory Commission, the Federal Reserve Board, the Federal Aviation Administration and the Transportation Safety Administration (TSA) are excluded because these agencies are not covered by the provisions of Title 5 of fmLA title (with the exception of TSA Screener staff, as discussed in this INFORMATION SUPPLEMENT). This hedging estimate includes approximately 95,000 employees of inopported fund instruments, are described in 5 U.C 2105 (i.e. exchanges and other facilities that perform activities of comfort, pleasure, satisfaction and mental and physical improvement of military personnel) at the Ministry of Defence and the Coast Guard, which fall under Title 5 of the FMLA convention on the basis of 5 U.S.C 2105 (c)).1). The estimate excludes employees of the President`s Executive Office, the Executive Residence in the White House and the official residence of the Vice President, since they are covered by FMLA regulations, which are less than 3 U.S. C 412. (see also 3 U.S.C. 401 (a) (2) -4).) (Note: in point 3.C. 412 (c), the provisions relating to the implementation of Title 3 of the FMLA Directive may be in line with the provisions of Title 5 of the Framework Directive on Television and Credit Services.) The estimate excludes approximately 100,000-150,000 workers with temporary appointments or temporary working hours, as these employees are excluded from coverage in accordance with the provisions of Title 5 of the FMLA.
3. A worker with a seasonal schedule may not be granted paid parental leave outside the season during the period set by the Agency – the period during which the worker must be dismissed from work and transferred to unpaid employee status. In considering these options, we have weighed the burden on superiors and staff, in contrast to the need to ensure that the corresponding funds are used properly and to prevent fraud. We realized that, in some cases, a supervisor may have personal knowledge of an employee`s situation and that paperwork would be required. In general, we believe that the risk of fraud is low, especially in cases of birth. We have established that the rules should not impose documents in all cases, but give agencies, as a necessary instrument, the power to require the presentation of documents and/or certifications of staff. We also determined that the employment agency should be responsible for determining which documents constitute sufficient evidence of the right to paid parental leave. The CBP must waive the work obligation when a worker is unable to return to the workplace due to the continuation, recurrence or onset of a serious illness (including mental health) of the worker or child who is newborn or housed, but only if the condition is related to birth or accommodation. However, the 1.9 million employees used to generate the us$900 million annual estimate were based on non-seasonal, full-time permanent employees in the government database managed by OPM and were not adapted on the basis of staff coverage in accordance with Title 5 of the FMLA regulations. It had about 100,000 FAA and TSA workers, with the exception of part-time and seasonal workers. In addition, some staff members covered by the Title 5 provisions are not included in the OPM database.