using benefit pay

kars29 · April 2003

It's been brought to may attention by a superior that if an employee is scheduled for a 40 hour work week and comes in short (ie 38 hours), when doing payroll I would have to pull 2 hours from their vacation/sick/personal pay (if available) to make up to 40 hours and that an employee can not take unpaid time until they have exhausted their benefits. Is this an Ohio employment law or does it sound like a company policy?

LindaS · April 2003

It sounds like a company policy. Are you talking about exempt or non-exempt employees? At my previous employer, if a non-exempt employee was "short" on their hours the time they were short was automatically deducted from their PTO bank until all paid time off was used up. Once it was used, the time missed (with the exception of FMLA) was tracked and excessive absences were dealt with on a disciplinary level. This was NOT the way it was handled for exempt employees, however.

HRPeg · April 2003

Our company does the same thing as far as taking from PTO bank. It is our policy, not a law, however. We do not do this for exempt employees (unless it is FMLA) as that is illegal. We also do not allow ee's to use PTO time to cover tardies.

jimlegal · April 2003

Agree with other posts, sounds like a policy not law.

using benefit pay

Comments