HOME LEAVE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00755R000100090013-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 2
• Document Creation Date: November 11, 2016
• Document Release Date: September 11, 1998
• Sequence Number: 13
• Publication Date: March 1, 1950
• Content Type: MEMO

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I March 3.950
TO t EXECUTIVE OFFICER
FROM t CHIEF, SPECIAL SUPPORT STAFF
SUBJECT s Home Leave
RE 111160, dated 7 December 1949
dated 4 January 1950 (not dispatched)
1. At myrequest a new study of the Home Leave
problem and its corrollary - Station Leave - has been made
by the Finance and Employees Divisions of SW. A summary of
their analyses and reememendations followst
2. Ceder the present Leave System an employee of
this Agency earns 26 work-days of leave per annum, or a total
of 52 for a 24-month tour of duty overseas. To be eligible
for Home Leave an employee must have sufficient leave accumulated
to carry him in a leave statue for one calendar month. This is
approximately equivalent to 22 work-days of leave. Allowing for
22 days leave to be used for HOme Leave still makes available
30 workdays of leave which may be taken at the station during
a two-year tour; and this, of course, is assuming that the
employes had no leave accumulated upon arrival at his station.
Thirty work-days of leave are equivalent to 6 calendar wets of
leave, or 3 woks per year. From the discussion in RSDA-460
this is not a violent discrepancy from the leave pattern of
State employees.
3. However, if conditions were such that our employees
could take fell advantage of a more liberal Leave System, it
appears that there say be some discrepancy between CIA and Foreign
Service personnel. Specifically, if we correctly interpret the
Foreign Service Regulations, it appears that over a two-year
period (during which Home Leave is granted) a Foreign Service
employee would earn approximately 14 working days or nearly. 3
calendar weeks more leave than would a CIA employee. However
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an analysis of the lame accounts of approximately 100 employees
assigned to 10 different foreign field stations in various geo-
graphical areas indicates that the majority of foreign field
employees do not take full advantage of annual leave available
to then under our present system. We have been advieed that
the principle reason for this is the necessity an the part of
most of our employees to work relatively long hours (at least
as compared with Foreign Service personnel), and the lack of
sufficient relief personnel to warrant extended local leave by
most of our emplaYesso
4. IMOD comments on the amount of overtime being
performed at the station. If overtime is a regular thing and
of any great amount, it is difficult to understand has any more
leave could be taken even if authorised or provided by a different
leave viten. If, however, the overtime Is only at periods of
peak work loads and is, therefore, intermittent, compensatory time
would be accumulated and could be used for leave purposes in the
area.
5, Assuming that the leave taken is all that our employees
can afford to take in terms of the work at the station, it appears
that the only solution to providing more leave mould be a reduction
in work load or an increase in peru. 1. At the preeent employee
level an increase in approurimateLy employees at a cost of approxi-FOIAb3b
stately annually would be required to grant 14 additional
days of leave to foreign field personnel. Regardless of the cost
the possibility of obtaining appropriate cover for such additional
personnel for leave purposes does not appear likely at this time.
In specific locations where cltentic conditions necessitate extra
alone,' for health reasons as for instance in the ease of IMa 25X1 A6a
solution may be that now practiced at that station - namely, sending
personnel to more favorable locations for short periods of temporary
duty.
6. Prom the foregoing analysis it appears that no specific
blanket recommendation can be made. The only solution must to that
of *cutting the pattern to fit the cloth!' at each station as local
conditions require or make possible. If appropriate arrangements
oan be the
most d perps 5s.i auTTsfl,r a
in order that work loads can be met while leave is being takenby
one or more employees at the station. 25X1C4a
25X1A9a
Chief
Special Support Staff
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