Leave for Reality Show

One of our employees just tried out for a reality show and was accepted.  He came and said that he doesn’t have enough vacation time to accommodate being on the show unless he is one of the first to be sent home.  Should we allow him unpaid leave if he moves along?  It’s such an unusual request and our other employees are all so excited about it, I think we would be viewed as “the bad guy” if we didn’t let him go.

 

Comments

  • 3 Comments sorted by Votes Date Added
  • One thing I'd be worried about is setting a precedent or unintentionally altering your leave policy by offering this employee special treatment...maybe you could tell him that he can reapply for his job when he's done, and you'll do your best to keep the position open?
  • This is an unusual situation. Certainly, the employee won't qualify for protected leave such as FMLA . So, the company has to follow its own policies related to unpaid, personal leaves of absence. Things to think about include the employee's status at the end of the leave, how to handle benefits during the leave, whether work can be covered during the leave or if a replacement will be required, etc. You might think about how the company would handle a situation where an employeeasks for unpaid leave so he or she can backpack around Europe for two months.

    Depending on the employee's job and the size of the company, it may be necessary to fill the job in the employee's absence. In this case, it is important to be clear with the individual about what he or she can expect after the leave is over. The employee will have to decide whether to take the leave or give up the reality show gig.

  • HR410-In the Houston Area there was recently a contestant on The Bachelor who made it pretty far in the show. She was a school teacher and was allowed to take off more time than available to her for the Reality Show. In turn, after the show was coming to an end, the Pricncipal who allowed the leave was forced to resign (else termination) for showing this preferential treatment to the employee. The teacher, Amber, did not lose her job however. You may want to see if you can find any information on this case and perhaps it will give you some insight to protect your company and yourself from any potential lawsuits. The other teachers, along with Amber were outraged because they felt that it brought good attention to their School District, however the board still made this decision. Have a GREAT day!
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