Notification Timeline

HRLABOR

We are now considering requiring employees to use paid leave (vacation)when on FMLA leave. I know have had no luck w/regs on determining how much notice we must give before implementing change....any ideas on where to find this info?

Thanks in advance for your assistance

Don D

[font size="1" color="#FF0000"]LAST EDITED ON 11-14-03 AT 08:44PM (CST)[/font][br][br]There is no magic amount of notice that need be given. Simply write and disseminate a policy stating, for example: Effective November 22, 2003, an employee on an approved FMLA leave of absence will be required to concurrently exhaust accumulated vacation leave and sick leave, in that order (or in reverse order if you like). If an employee is absent for an approved leave due to the serious medical condition of a family member, accrued vacation leave will be taken concurrently. You already know that you cannot apply this in situations where your policy did not outline these conditions, or retroactively; however, you can implement it immediately upon publication of your revised rules.

mrsbowden

I agree with Don. Our policy says An employee on an approved FMLA leave for their own serious health condition all accrued paid sick leave must be utilized. If FMLA is granted for the birth of child or Family member serious health condition then all accrued paid sick leave and paid vacation leave must be utilized.