H
hrnewbie
Guest
From Nebraska! ( Go Big Red )
Our firm has never had a written sick leave policy, but as we've grown, it's becoming apparent that we should.
Vacation time is available only during the year it is granted. If unused at the end of the year, it goes away. (It would only add insult to injury if an employee were to quit AND ask for 6 weeks vacation pay to boot.) We'd like to structure our leave policy so that unused vacation time would accumulate as emergency leave time. That way, employees anticipating scheduled family leave might be able to build a reserve of paid time off, but we wouldn't have to pay them unused vacation should they depart.
Each year, all employeees would be granted 2 weeks vacation, 2 weeks sick leave. At the end of the year, any unused vacation would roll over into an emergency leave pool, though "unused" sick time would go away.
Are there any legal concerns in doing this? We haven't found any so far...
I'd appreciate any comments - legal or otherwise.
Our firm has never had a written sick leave policy, but as we've grown, it's becoming apparent that we should.
Vacation time is available only during the year it is granted. If unused at the end of the year, it goes away. (It would only add insult to injury if an employee were to quit AND ask for 6 weeks vacation pay to boot.) We'd like to structure our leave policy so that unused vacation time would accumulate as emergency leave time. That way, employees anticipating scheduled family leave might be able to build a reserve of paid time off, but we wouldn't have to pay them unused vacation should they depart.
Each year, all employeees would be granted 2 weeks vacation, 2 weeks sick leave. At the end of the year, any unused vacation would roll over into an emergency leave pool, though "unused" sick time would go away.
Are there any legal concerns in doing this? We haven't found any so far...
I'd appreciate any comments - legal or otherwise.