Q. Can an employer deduct or count overtime hours from an employee’s
A. Yes, overtime hours not worked may be deducted from an employee’s FMLA entitlement leave under certain circumstances.
The regulations provide that “[i]f an employee would normally be required to work overtime, but is unable to do so because of an FMLA-qualifying reason that limits the employee’s ability to work overtime, the hours which the employee would have been required to work may be counted against the employee’s FMLA entitlement.” 29 C.F.R. § 825.205(c)
Voluntary overtime, however, may not be counted against the employee’s entitlement.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Good record-keeping, constant contact are key to successful FMLA administration
- Quitting time? Performance improvement plan not enough to justify discrimination lawsuit
- State Family Leave Law May Ban Moonlighting
- Supreme Court outlook: All quiet on employment-law front