PDO and FMLA
NaeNae55
3,243 Posts
I have not seen this question before, so I hope someone out there knows the answer.
I have an employee who is on intermittant FMLA (she is expecting in September). This employee was warned about taking too much time off last November, so we want to be extra careful about how we are handling this.
We allow employees who need to take time off the ability to come in early or work late to make up the time and not use thier PDO bank. This is all provided a supervisor will be willing and available to be here too and the workload is sufficiently heavy.
Last week our FMLA employee took 2-1/2 hours to go see her doctor. She made up 1/4 hour the day before. So, she has used 2-1/4 hours of her PDO bank. Can we still charge her 2-1/2 hours for FMLA, or do we have to match the 2-1/4 hours?
Our written employee policies do not address this and it has never come up before.
What say you forumite gurus?
I have an employee who is on intermittant FMLA (she is expecting in September). This employee was warned about taking too much time off last November, so we want to be extra careful about how we are handling this.
We allow employees who need to take time off the ability to come in early or work late to make up the time and not use thier PDO bank. This is all provided a supervisor will be willing and available to be here too and the workload is sufficiently heavy.
Last week our FMLA employee took 2-1/2 hours to go see her doctor. She made up 1/4 hour the day before. So, she has used 2-1/4 hours of her PDO bank. Can we still charge her 2-1/2 hours for FMLA, or do we have to match the 2-1/4 hours?
Our written employee policies do not address this and it has never come up before.
What say you forumite gurus?
Comments
Thanks for your help Don.
If you're trying to get her to use up as much leave time as possible now so that she'll have a less time after the baby is born...then you need to look at revising your policies to prevent this in the future.