STD + PTO = OK?
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Our company doesn't qualify for FMLA. We have an employee taking short term disability leave for maternity leave of 6 weeks. The policy provides for pymt of 66-2/3% of her salary. Can we compel her to use her PTO time during this period to bring her to 100% of her salary. Our reasoning is that we can't afford to have an employee out for 6 weeks then come back to take another 2 weeks off using her PTO. Also, is this money considered earned income for purposes of bonus and other benefits?
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