Re: FMLA - Exempt Employee
Not exactly.
It is legal for them to require that you use your sick and vacation leave as part of your FMLA. If they've been allowing you to only claim the unpaid part as FMLA up to now, they've been more lenient than the law requires them to be. It would be absolutely legal, if you took 10 hours for your husband's care and 5 hours of it was taken out of your vacation, for that to be considered 10 hours of FMLA.
But if you make up the time, as in, you work an additional 5 hours during the week, I don't believe that can be considered part of your FMLA time.
Mlane? LawResearcherMissy? Your thoughts?
Re: FMLA - Exempt Employee
If what I am reading is right, I agree with you cbg. The OP can make all the time she wants to for pay purposes, but if the OP is using 10 hours under the guise of FMLA, then it is 10 hours, not 5.
Re: FMLA - Exempt Employee
Quote:
Quoting
mlane58
If what I am reading is right, I agree with you cbg. The OP can make all the time she wants to for pay purposes, but if the OP is using 10 hours under the guise of FMLA, then it is 10 hours, not 5.
Thanks cbg and mlane. That was my opinion also. I don't have a problem with reporting 10 hours as FMLA. I do, however, have a problem having my pay docked for 5 hours if I've worked 50 hours that week.
MJ