Deducts from bonuses for use of sick leave- a violation of FMLA?
cstorms
6 Posts
A company has instituted a policy where any employees who use sick leave, even for bonafide purposes as stated in the Employee Handbook, lose 1/2 of their quarterly bonus. The quarterly bonus's are based on company profitability and have been historically given to all employees employed for the quarter. The new policy was set to discourage use of sick leave that saps profitability. However, parents with sick children, people recovering from surgery or with Dr's excuses still lose half of their bonuses. Is this a violation of FMLA?
Comments
Margaret Morford
theHRedge
The other question I have on it is this- since employer has a paid sick leave program, and does not acknowledge whether a use of sick leave is FMLA leave or not, what triggers whether it is FMLA- the purpose of the sick time taken??? I read the regs more on this, but haven't got the finer points down. Thanks. Also, this is in Oregon State- don't know how it was noted as Florida on my original submission.
If your policy forces employees to use sick leave, vacation time, etc. then it works like this:
Employee has 2 weeks vacation and 1 week of sick leave. He/she is granted 12 weeks of FMLA. The employee gets 12 weeks of leave, 3 weeks of which are paid and 9 weeks of which are unpaid. They return from FMLA leave with no accrued time in their vacation or sick leave banks. Don't confuse the issue of whether an employee gets paid for the leave (sick pay, personal time, PTO, etc.) with the issue of whether you have to give them the leave time. Hope that helps. Call me if you have questions about my answer.
Margaret Morford
theHRedge
615-371-8200