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payroll period in the fiscal year. The VRWS agreement must begin on the

first day of a payroll period and end on the last day of a payroll period.

VRWS ending balances must be segregated for each fiscal year. The
employee and management may, by agreement, discontinue or modify the

VRWS agreement if the employee’s needs or circumstances change.
5. Time Records Maintenance

a. All VRWS schedules will be based on the crediting and debiting of VR
credits on the employee’s time card against a regular 37.5 or 40 hour

workweek.
b. VR credits earned during an agreement may be carried on the

employee’s time card past the end of the individual VRWS agreement and
past the end of the fiscal year but must be liquidated by the September 30th

following the end of the fiscal year in which the individual VRWS
agreement expires. VRWS ending balances must be segregated for each

fiscal year.
c. There is no requirement that existing paid leave credits (including

previously earned and banked VR credits) be exhausted prior to the
beginning of the new VRWS agreement. However, agencies should

encourage employees to use carried-over VR credits on a priority basis.
6. Advancing of VR Credits: Recovering a VR Credit Debit

a. To accommodate an employee whose VRWS agreement calls for an
extended absence during the agreement period, an agency may advance

VR credits in an amount not to exceed the number of hours for which the
employee is paid in one payroll period.

b. If an employee terminates his or her employment and has a VR debit,

the agency shall recover the debit from the employee’s lagged salary
payment for his or her last payroll period at work.
7. Coordination with Alternative Work Schedules

It is possible to coordinate VRWS agreements with Alternative Work

Schedule arrangements when desired by the employee and consistent with
operating needs. For example, a VRWS agreement may be combined with

four-day week scheduling for a 37.5 hour/ week employee by the employee
opting for a 10 percent reduction to produce a workweek of 3 days of 8.5

hours and 1 day of 8.25 hours. Such a schedule would generate savings for
the employee of commuting expenses, childcare costs, etc. An alternative

work schedule which applies to a single employee is considered to be an
individualized work schedule and does not require approval through the

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