Fluctuating Workweek Overtime Pay
kaylea
5 Posts
We are considering converting a small number of our employees to a Fluctuating Workweek for overtime pay purposes. Should this type of employee be granted vacation and sick days? If so, once they have exhausted all of these days, may they be subject to discipline under an absenteeism policy?
Comments
To better understand your question, it would help to understand why you think you might not grant vacation and sick days.
If you have an attendance policy, why wouldn't you enforce it?
So, by statute it is permissable to grant vacation and sick days and to mandate that absences be covered by either vacation or sick days. Any future absences (excluding FMLA) not covered by utilizing vacation or sick days will count as an absence under an absenteeism policy. Is this interpretation correct?
I haven't answered anything; I've requested additional information.
Generally speaking, vacation and sick days are not terribly tightly regulated in most places and the only thing you have to pay attention to is whether you can have a use it or lose it policy.
However, we don't know what state you are in and I'm still not really clear on what you are asking. It's not clear if you are referring to exempt or non-exempt employees. It's not clear what's motivating these questions so that I can understand the context better.