FMLA / Benefit delima
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I have a scenario I would like anyone to weigh in on please. Let me know if you have ever encountered this situation and what you would render as a decision.
Problem:
Currently our facility utilizes a typical PTO benefit plan that encompasses sick/holiday/vaction time off. We have someone using intermittent FMLA leave, and has utlized 14 out of 30 PTO days due to the FMLA as well as 1 vacation already taken (6 of 14 days). The FMLA is for daughter. Our facility is unionized however the employee is non-union and is a "key-employee".
WIthin our union plan, employees can contribute "sick days" to other union employees who run out of sick leave for use during an approved leave and also can re-distribute (upon a voluntary termination/retirement) banked sick leave to other union employees.
There is now a non-union employee who wishes to donate some of their PTO time to the forementioned employee who has used roughly half of their PTO time up already. In other words, the non-union employee wants to apply the union "sick leave" procedure to transfre PTO time. Currenmtly there is no "non-union policy that allows for PTO transfer.
This is my thought, I would deny the request for a few reasons.
1. The PTO benefit plan is set up for individual employees as a personal benefit-not one to share.
2. Since there are key employees involved, time away from work is potentially more detrimental to the organization.
3. If you would mirror some kind of a transferring plan similar to the union plan, we have not yet met the same parameters, nor is their a policy for the transfer.
1.Has anyonehave an opinion on these types of plans where employees can re-distribute banked PTO or sick leave?
2. Do you favor this type of benefit for your employees / would you have a policy like this in your organization?
3. Would you deny the request?
Thanks!
Problem:
Currently our facility utilizes a typical PTO benefit plan that encompasses sick/holiday/vaction time off. We have someone using intermittent FMLA leave, and has utlized 14 out of 30 PTO days due to the FMLA as well as 1 vacation already taken (6 of 14 days). The FMLA is for daughter. Our facility is unionized however the employee is non-union and is a "key-employee".
WIthin our union plan, employees can contribute "sick days" to other union employees who run out of sick leave for use during an approved leave and also can re-distribute (upon a voluntary termination/retirement) banked sick leave to other union employees.
There is now a non-union employee who wishes to donate some of their PTO time to the forementioned employee who has used roughly half of their PTO time up already. In other words, the non-union employee wants to apply the union "sick leave" procedure to transfre PTO time. Currenmtly there is no "non-union policy that allows for PTO transfer.
This is my thought, I would deny the request for a few reasons.
1. The PTO benefit plan is set up for individual employees as a personal benefit-not one to share.
2. Since there are key employees involved, time away from work is potentially more detrimental to the organization.
3. If you would mirror some kind of a transferring plan similar to the union plan, we have not yet met the same parameters, nor is their a policy for the transfer.
1.Has anyonehave an opinion on these types of plans where employees can re-distribute banked PTO or sick leave?
2. Do you favor this type of benefit for your employees / would you have a policy like this in your organization?
3. Would you deny the request?
Thanks!
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