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Travel to a Duty Point or Designated Headquarters While on Personal or Compensatory Leave

Travel to a Duty Point While on personal or compensatory leave

A state employee who is on leave may be required by an agency to leave a location outside of the employee’s designated headquarters to travel to a duty point that is also outside of headquarters. The employee may be reimbursed for the travel expenses incurred. The reimbursable expenses are limited to the amount of travel expenses that would have been incurred if the employee had traveled from his or her headquarters directly to the duty point.

Note: The expenses are only reimbursable if the travel to the duty point is from a location other than the employee’s residence, and the employee could not have reasonably anticipated that the business travel would be necessary before going on leave outside of his or her headquarters.

Return to a Designated Headquarters While on Personal or Compensatory Leave

A state employee who is on leave may be required by an agency to leave a location outside of his or her headquarters to return to that headquarters. The employee may be reimbursed for the travel expenses incurred while returning to the designated headquarters. If the employee resumes the leave, he or she may also be reimbursed for expenses incurred while traveling back to the location where he or she was staying on leave or to the proper location on the employee’s itinerary

Note: The expenses are only reimbursable if the travel to the headquarters is from a location other than the employee’s residence and the employee could not have reasonably anticipated that the business travel would be necessary before going on leave outside of the employee’s headquarters, per Texas Government Code, Section 660.012(a).

Example

Ron, a state employee on vacation in New Mexico with his family, is called back to his state office in Dallas by his supervisor during an emergency situation at the agency. He travels from New Mexico to Dallas and completes the state duties required by his supervisor, then returns to New Mexico for the remainder of his vacation. Ron may be reimbursed for reasonable travel costs incurred to get him to Dallas to conduct his business and then back to New Mexico to complete his vacation.