Q. Can an employer deduct or count overtime hours from an employee’s
A. We have never encountered an employer that requires employees to work 12-hour days, seven days per week for consecutive months. If you’re not exaggerating, you may have a serious problem.
Addressing your specific question, eligible employees can take 12 weeks ofduring a 12-month period. That means employees who are gone for an entire week should be charged one week of FMLA time, without regard to whether that week falls during your busy season. With respect to employees taking FMLA intermittently or on a reduced leave schedule, only the amount of leave actually taken can be counted toward the person’s 12-week allotment of FMLA leave.
For example, if an employee who works five days a week takes off one day, the employee would use 1/5 of a week of FMLA leave. Similarly, if an employee works six-hour days (rather than 12) under a reduced leave schedule during your busy season, the employee would use a half-week of FMLA leave each calendar week.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/1653/can-you-deduct-overtime-from-bank-of-fmla-hours "
- If you violate FMLA, prepare to pay employee's attorneys' fees, too
- USERRA: Know your duty to returning disabled soldiers
- New FMLA regulations clarify definitions, improve certification rules
- Laying off employee who's out on FMLA leave? Better be prepared to back up the rationale
- Can you set work-time minimums for exempt staff?