Salaried suspension

Leslie

I have a salaried employee who is on the second to last leg of our attendance policy...meaning a one week suspension without pay. If I were to suspend her next week, what would happen to her paid holiday?

Dutch2

Seems to that the answer lies within the question. Is she being suspended, according to your company policies, with our without pay?

Whirlwind

Leslie, I'm in the public sector, but under our policy she would lose the holiday. An employee has to be in a paid status (working or on paid leave) during their last shift before a holiday) to earn the holiday.

pork1

Leslie: First you need to identify to us is the employee salaried exempt or salaried non-exempt. If he/she is salaried exempt there is nothing to do, the weekly pay check will handle the holiday. If non-exempt you must go to your company policy and follow your own rules. In our company the employee would not be entitled to holiday pay because they did not work on both the day before or the day after, and there was no authorized excuse for not being at work either before or after.

PORK

Don D

If she's suspended without pay, she should be suspended without pay for the holiday as well, otherwise, its a reward. In the event you have some policy that precludes your not paying someone on a scheduled holiday, then extend the suspension to include the following Monday.

dchr9203

Depends on your policy. Ours states employee must be in an active paid status day before and day after, and specifically excludes LWOP status except for approved FMLA.

Don D

Those types of policies will not comply with federal law regarding exempt employees.