Vacation accrual during leave of absence

CSummers

I am looking for information on whether or not we are required to continue an associate's accrual for vacation and sick leave while an associate is on a FMLA leave of absence and also workers'compensation leave.
I would be interested in hearing what other companies are doing.

Don D

[font size="1" color="#FF0000"]LAST EDITED ON 05-07-03 AT 10:01AM (CST)[/font][p]The FMLA regulations do not require you to do either. Company policy dictates in both instances. Whatever your policy states that you will do in the case of non-FMLA situations is all you must do in the case of FMLA, no less, no more. Caution: If I'm absent for an extended trip of 3 months and you allow my vacation and sick leave to continue to accrue, as if I were not gone; then, if I take FMLA and you treat me differently and do not allow it to continue, you have violated the law.

edit - Comp laws are all state laws and I'm sure the same applies. You would not be wise to carve out negative exceptions for people on FMLA or Comp.

JudyRoy

We are a non-profit. We accrue leave while an employee is on paid leave. Once the leave becomes unpaid, they no longer accrue vacation or sick leave.

System

We too are a non-profit and our agency does the same as Judy's company. I also agree with DonD.

kmaries

We do not require that they use PTO, but we allow employees to elect 8 hours of PTO per week off for leave. If they elect to do that, the employee will continue to accrue PTO thru out.

We have a lot of long term employees that accrue close to a rate of 16 hours per payroll(bi-weekly), so often it evens out. In addition, if they elect to use the 8 hours, they can continue to pay their insurance deductions while on leave. Employees like doing that instead of getting hit hard with doubled deductions!

Good luck!
K