PA HR Gal 17 Posts
We have an exempt employee who qualifies for FMLA and will need minimal time. Looking back on former posts, I see that we can dock for partial days. This exempt employee works many hours over her normal 7.5 hours per day regularly. If I send the notification letter that she is eligible, will we still track the initial time away or is it a mute point since she will be making up the time?
I would look at your history for how this has been done in the past. If this is a first, then you can decide now how it should go. If you pay, and then find it is being abused, you can always change your policy later.