Weird Situation

Rockie

This situation was uncovered when employee began using her FMLA for birth of a child.

It seems that this employee (salaried) reduced her work schedule to accomodate children, etc. Her work day is considerably less than that of her peers, but no one reduced her PTO accrual rate which is the same as her peers.

My question is....how much do you deduct from her PTO while she is out on FMLA? I would assume it would be safer to deduct hour for hour up to the 480 hour limit rather than count 12 weeks?

We will have to address cutting back her PTO accural based on what she normally works to be fair to the other employees in her same bracket.

What say you....oh wise ones?

marc

Rockie, you asked for advice from the wise, but until some of them show up, I will take a shot at it.

In our shop, we do have a couple of exempt positions that are based on 3/4 full time. These EEs only qualify for 360 hours of FMLA leave. We track this time by the hour, not by the week, however, you could do it by the week or by the day.

If the EE works roughly the same schedule every day, what does it matter if the day out on FML is tracked by the hour or by the day. Either should result in the same amount of FML time.

Don D

Yes, you can deduct from her leave balance on an hour for hour basis. You can also let the hours accumulate until the total equals 'one of her days', and then deduct one day from her balance. Whichever will be administratively simpler.

I'm with marc (small m). We're just standing in until someone who knows arrives.

lnelson

Don D & marc -

I think the 2 of you have just qualified. :DD

Lisa