Overview: Employers must be careful in administering and managing the various forms of an employee's time off from work. Some forms of time off may be legally required of certain employers - such as Family and Medical Leave Act (FMLA) leave. Other forms of time off - such as paid time off (PTO) or bereavement leave - may be voluntarily offered by the employer. Employers must always consider what types of leave they are required to offer by law and in accordance with their policies - and in what situations. Most importantly, employers must apply all policies in a consistent and uniform manner.
When an employer creates leave policies or documents relating to time off, the employer should consider which employees will be eligible for the particular leaves (e.g., part-time versus full-time), the terms of the specific leave and the process for requesting leave. Employers should consider offering some form of time off, such as paid time off, to allow their employees to get some down time, which will assist the employer in employee recruitment and retention efforts.
Whether time off is legally required or voluntarily provided, all forms of time off (or leave) should be carefully tracked and documented. Supervisors and managers should be trained on the various forms of time off so they know how to apply the policies or practices properly and know when to reach out to HR. Larger multistate employers may consider adopting uniform time off policies across all states to ease administrative burdens and to create a more unified company culture.
Trends: Paid time off is generally not required by federal law. However, some states (e.g., California, Connecticut, Oregon and Massachusetts) and several municipalities (e.g., Newark, Trenton, New York City, Philadelphia and Seattle) require paid sick leave for eligible employees. Similar legislation is spreading in other jurisdictions.
Author: Melissa S. Burdorf, JD, Legal Editor
XpertHR offers many tools and resources to help an employer address and manage back to school issues.
Updated to include the forthcoming Massachusetts Pregnant Workers Fairness Act.
Updated to include amendments broadening military leave protections, effective August 1, 2017.
Updated to include amendments to National Guard members' reinstatement rights, effective July 21, 2017.
Updated to include the state Civil Air Patrol leave law, effective July 1, 2017.
Updated to include forthcoming amendments to the Oregon Sick Time Law.
Updated to incorporate the state pregnancy accommodation law, effective July 23, 2017, and under review in relation to the forthcoming state paid family leave benefits law.
Updated to include an amendment to the Hawaii Family Leave Law regarding covered family members, effective July 10, 2017.
Updated to include forthcoming amendments to the Connecticut Fair Employment Practices Act regarding pregnancy discrimination and accommodation.
HR guidance on administering and managing employees' time off from work.