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.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Not sure employee is eligible for FMLA leave? Play it safe and assume she is
- Give lots of notice before changing FMLA rules
- Employee can't fully return from FMLA? Explore accommodations before firing
- Remind managers: FMLA carries personal liability risk