Exempt employees and intermitent leave

System

We do not require our exempt employees to use PTO for partial day absences; if they work at least half the day they are then paid for the full day without their PTO bank being docked. If they are on intermittent FMLA and leave early everyday should we make them use PTO to make up the hours they are missing. Our company policy is for employees to use all PTO first, then the remaining FMLA is unpaid. Not sure how to apply when intermittent leave is involved for an exempt employee.

NaeNae55

Our policy is like yours in that we do not charge exempt employees any PTO for partial days off, even if they only come in for an hour. However, in the case of FMLA our policy is to use all available leave before having leave without pay. So, if we had an exempt employee using intermittant fmla we would also charge their PTO bank accordingly.

Hope this helps.

mmurnahan

We have a similiar policy. For an exempt person, if they work 4 hours and leave work for personal reasons or illness then they are paid the entire day. But if they are on intermittent FMLA, any time away is coded as FMLA time and under our FMLA policy you must use accured PTO for FMLA hours.

We have had resistance of this policy with several of the exempt employees. And one employee even indicated that she just would not tell us when she was leaving for FMLA and then she would receive payment for the full day. She said that when she had an appointment for her chronic condition she would use another excuse for the absence and if she worked at least 4 hours that day, she would be paid the entire day and save her PTO.

NaeNae55

Sounds like this employee needs to be reminded of the importance of following company policies and procedures, and her supervisor should be advised of the situation as well!