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  • My interpretation of the regulations are different than what you are stating.  Let me see if I can explain.   See 29 CFR 825.107  Beginning on Page 47   The regulations do not say yo…
  • My response was a little short in explaining required use of PTO.  Thanks for pointing that out.  You can require use of PTO if your require it's use for other leaves and it follows your regular leave policy on using PTO.  i.e we allow the useof vac…
  • Whether or not you allow or require the use of PTO with FMLA is subject to your policy.  Our policy requires that employees use PTO concurrent with FMLA.  You do not have to require it.  However, if you do you must have that requirement as part of y…
  • You can reduce their wages proportionately to the reduction in hours.  Instead of paying them $1,000 per week you can pay them $800.    The $800 would be payable whether they worked the full 32-hours or not - just like before.    I wouldn't call i…
  • I'll adjust a bit what the other poster said.  If this is time that we fall under bonding you can disallow intermittent leave.  However, if you want to allow intermittent or reduced leave you can--you juts do not have to.
  • Yes, an employee has to have worked 1,250 hours in the 12-month preceeding the date of leave.  
  • It is not 12 weeks per event. When you use a set calendar method for determining FMLA you can run into this problem of employees being off for as much as 24 weeks at one time or within a short period of time. Example: FMLA Calendar 1-10-01 to 1-9…
  • I think you need to be governed by your plan documents. Our health insurance states you have to work 17 hours at week and be employed for 3 months. Our 401(k) states 1000 hours, age 21 and 3 months of employment. If he is being paid like any othe…
  • I'm not sure why I remember this, but I have heard that it is too broad of a category. Why???? I know that we have changed ours to read "all other departmental duties as may be necessary."