(a) Appropriate use of enforced leave.  Enforced leave is defined as absences necessary:

• (1) when an employee experiences an extreme personal disaster, such as a tornado or home fire;
• (2) when a relative of the employee or a resident in the employee's household requires the employee's care because of illness, injury, or incapacitation. Relative is defined in this Section as wife, husband, children, parents, stepparents, parents-in-law, grandchildren, grandparents, brothers, sisters, stepchildren, brothers-in-law, sisters-in-law, sons-in-law, daughters-in-law, aunts, uncles, nieces, nephews, first cousins, or foster relationship; or
• (3) in the case of the death of a relative or a resident in the employee's household.  Enforced leave to attend the funeral of a:
• (A) member of the employee's immediate family or household must not exceed ten working days in the payroll year; however, the employee may request annual leave for any additional time off.  Immediate family in this paragraph means parents, spouse, children, or siblings; or
• (B) relative other than a member of the employee's immediate family or household is limited to the time for such attendance plus reasonable travel time; however, the employee may request annual leave for any additional time off.

(b) Computation of enforced leave.  Enforced leave is charged against an eligible employee's accumulated sick leave.  Enforced leave may not exceed ten working days, 80 hours, in any payroll year, December 16 through December 15.  Enforced leave may not exceed the accrued sick leave balance.

(c) Procedure for approval of enforced leave.  Requests for enforced leave are entered and processed in the same manner as requests for sick leave using Form 10AD001E, Request for Approval of Leave.  Approval of enforced leave may be denied when the supervisor has facts to show the employee is abusing enforced leave privileges, or when the employee has failed to satisfy a request to provide evidence that the enforced leave was necessary.