FMLA for Maternity Leave

Traceyd

We have always made it a policy that an employee use all accrued time during their FMLA. However, management is suggesting we allow an employee who is out on FMLA due to maternity leave to reserve up to 3 vacation days to use after they return to work from FMLA. Is this ok to allow? And, if so, do I need to include this exception in our policy? I would appreciate your advise. Thank you!

sonny

What is good for the goose is good for the gander. Unless you are willing to do this for everyone, I would not advise it. Why treat maternity leave any differently?

ACU Frank

In this case, Sonny, I think it should read "what is good for the gander is good for the goose". hahahaha

I agree - this is a bad place to make a policy exception, and I don't often say that.

Sharon McKnight SPHR

Uh-oh, I'm about to agree with Frank! :-O

Sharon

FunHRBanker

Does your PTO policy allow for unpaid vacation time? If so, I'd chalk those 3 days up to that. That's what we would do.

Big Thom

Ask your management if they want to sit in your desk from now on and answer all those requests you get for exceptions to all the policies?
Just say "NO!!!!"

Traceyd

I appreciate all your comments. We have are a small business with a very lenient (sp.) management which is good when you are an employee, but horible when you're the HR Mgr trying to set policies and consistencies. I will plead my case that its a bad idea.