Vacation=time worked for OT

Our current policy for the payment of overtime to nonexempt employees states that holidays, vacation, jury duty, military leave count as time worked for the payment of overtime. We realize this is over and above the "40 actual hrs worked requirement" under FSLA and intend to continue this practice with one exception - deleting vacation from that group. In our opinion, the other reasons for absence are not voluntary, thereby the justification. Vacation, however,is. I realize we can do what we want on this, but I'm wondering how others handle it.


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