her 1 day & said the other 9 days paid time off will go towards the time off she needed to recover last winter, and that she would only get 1 day pay. Her FMLA was approved .Can this be legal?Any advice would greatly be appreciated. She was looking forward to her 10 days paid vacation this week. Can't do much with 1 day paid vacation! THANKS!!!
2006-06-26 20:23:36 · 7 answers · asked by anna t 1 in Business & Finance ➔ Careers & Employment
You need to check what her company policy is. Does she have PTO and Sick Days, or are they all rolled up in one? If they are indeed two different days you will have to contact corporate. If they will not do anything about it, write your local congressmen, and your attorney general for your state. Then send a copy of both letters to the corporate offices and let them know that you are serious about this.
2006-06-26 20:30:29 · answer #1 · answered by Lynda C 3 · 1⤊ 1⤋
Last year did she get paid for more days off than she had coming for 2005? Under FMLA, a company is allowed to require an employee to take their paid days off before cutting over to unpaid, and is also allowed to define the "year" where the employee is allowed 12 weeks off under FMLA as a calendar year or a "rolling year" so last September would be in there. But if this is 2006 vacation, and she didn't get extra paid days off last year, no, doesn't make sense. If she got 9 extra paid days last year above what she had coming for 2005, the 9 days could be considered as borrowed from 2006.
Paid days, vacation, sick or otherwise, are a matter of company policy, not law. Does your mom have a policy manual from her employer?
2006-07-10 08:57:27 · answer #2 · answered by Anonymous · 0⤊ 0⤋
Family leave only protects your job and position not any pay.
Your paid time off is dependent on your mother's companies policies.
However, some companies will upfront vacation and sick days, to an employee who they want to retain.
I Suggest she comes to them with a helping atmosphere and ask if they may be willing to give her some"unearned vacation or sick time" and let her work this off. It cost companies money to replace personel so they may work with her.
I am not sure what you mean by last winter, but it appears she thought she was entitled to more days than she had.
Good Luck!!!
2006-07-10 11:22:09 · answer #3 · answered by Rada S 5 · 0⤊ 0⤋
FMLA only guarantees that the employer will give you the time off when you need it and not dismiss you. It does not give you vacation, leave, PTO, sick leave etc. that hasn't been earned. I do agree that it was tacky for the employer to wait until now to tell your mother, but good manners cannot be regulated.
2006-07-10 11:24:29 · answer #4 · answered by Anonymous · 0⤊ 0⤋
The agency isn't obligated through regulation to provide you the accumulated holiday time. that is as a lot as them (HR branch, proprietor, boss, etc.). more advantageous specially, i imagine you're wanting to provide 2 weeks observe, yet jointly take those 2 weeks off. it really is wonderful in the experience that they comply with it. do not even if take 2 weeks holiday, then call them the day you're meant to be back at artwork and say you purchased yet another pastime. Burning bridges is not in any respect a sturdy element.
2016-10-13 21:08:55 · answer #5 · answered by ? 4 · 0⤊ 0⤋
She should be entitled to disability insurance. Have her check with personel office.
2006-07-10 11:01:46 · answer #6 · answered by The Mick "7" 7 · 0⤊ 0⤋
http://www.dol.gov/esa/regs/statutes/whd/fmla.htm
2006-07-09 05:39:32 · answer #7 · answered by me 5 · 0⤊ 0⤋