A1. The directive stops movement for 60 days, effective 13 March 2020, for all forms of official travel for uniformed personnel, civilian personnel and family members traveling to, from, or through Centers for Disease Control and Prevention (CDC) Travel Health Notices Level 3 (COVID-19) locations. This includes all forms of official travel including PCS, TDY, and government funded leave. For DoD uniformed members, this also includes personal leave and other non-official travel. Airmen traveling should carefully plan travel to ensure their scheduled flights do not transit through or originated in Level 3 designated locations.

A2. Airmen who have out-processed but not departed the local area will remain in place until Stop Movement is terminated. Airmen electing to proceed on their scheduled leave enroute to leave locations not impacted by Stop Movement may proceed with the understanding if Stop Movement is not terminated by the time their projected leave is over, the MPF Relocations Section, after consulting with AFPC, will provide additional guidance on a case-by-case basis. 

A3. Airmen who departed their last duty base and are enroute to their gaining base must immediately contact their chain of command and their losing MPF by whatever means available.  Airmen will not proceed until Stop Movement is lifted.  Airmen who do not desire to take leave enroute will receive further guidance from AFPC through their losing MPF.  At that time, Airmen will be placed in a TDY hold status. Airmen placed on TDY hold are not entitled to a rental vehicle, but are authorized TDY per diem. Airmen electing to proceed on their scheduled leave enroute to locations not impacted by Stop Movement may proceed with the understanding if Stop Movement is not terminated by the time their projected leave is over, the MPF Relocations Section, after consulting with AFPC, will provide additional guidance on a case-by-case basis, and to ensure Airmen are not inappropriately charged additional leave.

A4. Airmen projected TDY to a Stop Movement location will not proceed on TDY.  Airmen enroute or currently at a TDY location impacted by Stop Movement will remain in-place until further guidance or Stop Movement is terminated. 

A5. Airmen currently on leave in an impacted Stop Movement country will remain in-place and immediately notify their chain of command for further travel guidance.  Upon member returning to home station leave dates will be adjusted accordingly to ensure Airmen are not inappropriately charged additional leave.  

A6. Airmen at a Level 3 location will have their DEROS extended 60 days.  Airman requiring a RNLTD extension will be worked on a case by case basis.

A7. No. Effective 13 March 2020 and for the 60 days thereafter, concurrent official travel for family members of Military and Civilian Airmen is denied to or from or through CDC Countries with Travel Health Notices of Level 2 (COVID-19). This concurrent travel       guidance restricts family members from traveling concurrently with the Military or Civilian sponsor. 

A8. If Airmen have a hardship and desire to request a RNLTD or assignment diversion, they need to contact their respective MPF. The MPF will assist the Airman with the request, which requires commander endorsement.

A9. No. Airmen projected TDY to a Stop Movement location will not proceed on TDY.  Airmen enroute or currently at a TDY location impacted by Stop Movement will remain in-place until further guidance or Stop Movement is terminated. 

A10. Yes.  STOP MOVEMENT for PCS does not delay an Airman’s approved date of retirement or separation.  You should, however, talk to your commander to request permissive TDY and/or terminal leave to establish your actual departure date. 

A11. Military Airmen with a projected TDY or Leave to or from a Stop Movement location will not proceed. Airmen currently at a TDY location or on leave in an area impacted by Stop Movement will remain in-place until they receive further guidance or Stop Movement is terminated. Airmen currently assigned to a Level 3 (COVID-19) location and enroute to or from their TDY or leave cannot return to their Level 3 location until further guidance is available. Upon member returning to home station leave dates and duty status code will be adjusted accordingly to ensure Airmen are not inappropriately charged additional leave. 

A1. If you have already traveled to your new permanent duty station, or PDS, then you should in-process with the Civilian Personnel Office. However, if you have not started travelling, please contact your servicing Civilian Personnel Office and HR Staffer who provided you with your orders for assistance. 

A2. PCS movements will not be canceled, however, start dates/reporting to the locations will be delayed for 60 days. Individuals will be contacted by AFPC to discuss their situation. Guidance will also be sent to the Civilian Personnel Offices. If you are a current AF employee you may contact the local Civilian Personnel Office or AFPC HR Staffer. For all other applicants, please contact the HR Staffer who provided you with your orders for assistance.

A3. The GTCC cannot be used to prepay the costs of emergency healthcare. However, the DoD Component does have the flexibility to prepay the cost of emergency healthcare if the situation warrants it. Please reach out to your respective budget offices, as they will be able to properly advise you on how to apply DoD Component funds to prepay any medical needs. Furthermore, a federal employee who contracts the Coronavirus Disease – 2019, known as COVID-19, while in performance of their job duties would have full Federal Employees’ Compensation Act (FECA) coverage for related medical treatment and for wage loss or disability related to that condition or associated complications. However, under 20 C.F.R. § 10.303, exposure to COVID-19 alone does not constitute a work-related injury entitling an employee to medical treatment under the FECA. The employee must actually be diagnosed with COVID-19 to potentially be afforded coverage.

A4. Yes, an agency could authorize Weather and Safety leave to non-telework program participants whose office or base is closed. Telework program participants would be expected to continue working and may not receive weather and safety leave.

A5. To mitigate community transmission and protect vulnerable populations, DoD Components may be advised to implement social distancing strategies. Such strategies include the use of telework, teleconferences, and flexible work schedules (e.g., schedules that provide for flexible work days and/or work hours).

A6. Employees in these circumstances are not eligible for weather and safety leave. Employees under these circumstances must still account for work and non-work hours during his or her tour of duty and take appropriate leave (paid or unpaid) to account for time spent away from normal work-related duties (e.g., to care for a child or dependent). Employees who are not telework program participants may use annual leave or other paid time off, such as accrued compensatory time or credit hours. In locations where such programs have been approved for use, supervisors may authorize alternative work schedules (compressed or flexible work schedules) that provide for flexible work days and/or work hours.

A7. No. Sick leave would be used to cover such a period of sickness, as provided in 5 CFR 630.401(a)(2). Sick leave must be granted when an illness, such as COVID-19, prevents an employee from performing work.

A8. Yes. However, while sick leave may be advanced at an agency’s discretion, it is not an employee entitlement. The sick leave regulations allow an employee to be advanced sick leave for exposure to a quarantinable communicable disease, subject to the limitations below:
- 240 hours (30 days) may be advanced if the employee would jeopardize the health of others by his or her presence on the job because of exposure to a quarantinable communicable disease;
- 104 hours (13 days) may be advanced if the employee is providing care for a family member who would jeopardize the health of others by his or her presence in the community because of exposure to a quarantinable communicable disease.

A9. An employee, covered by a telework agreement, may request to telework with the permission of the supervisor. Supervisors may authorize telework to telework eligible employees to provide additional flexibility for employees. For employees who are not currently covered by a telework agreement, supervisors may also consider whether an employee has some portable duties (e.g., reading reports; analyzing documents and studies; preparing written letters, memorandums, reports and other correspondence; setting up conference calls, or other tasks that do not require the employee to be physically present), that would allow him/her to work on a situational basis. An ad-hoc telework agreement should be signed to cover the period the employee is permitted to work from the approved alternate location (e.g., home).

An employee may also request to take annual leave, advanced annual leave, other paid time off (e.g., earned compensatory time off, earned credit hours), or leave without pay. Weather and safety leave is not authorized in this scenario. The use of sick leave would be limited to circumstances where an employee has become symptomatic (ill) due to a quarantinable communicable disease, such as COVID-19.

A10. Federal employees that have spent time in certain countries or specific regions within countries that have been designated by the U.S. Department of State as Level 4 (Do Not Travel) due to COVID-19 are advised to stay at home and monitor their health for 14 days after returning to the U.S. Federal employees should seek medical advice if they get sick with fever, cough, or difficulty breathing.