Q. When determining the amount of leave an employee has used, do holidays count against the 12-week entitlement under theor the California Family Rights Act (CFRA)?
A. Under federal and state law, holidays that fall during a leave normally do not provide more time off. According to the, “the fact that a holiday may occur within the week taken as has no effect; the week is counted as a week of FMLA leave.”
However, if for some reason the employer’s business activity has temporarily ceased and employees are not expected to report to work for one or more weeks (e.g., for maintenance shutdowns or seasonal closures), this time should not be counted against the employee’s leave entitlement. This is true even if the employee was on leave before the closure period began and after it ended.
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/3589/do-holidays-count-when-calculating-fmla-or-cfra-leave "
- Does the FMLA cover intermittent leave for in vitro fertilization?
- Handle absence problems correctly; learn ADA, FMLA interplay
- Require employees to show FMLA proof before their leave
- Small changes to returning worker's job are OK
- How not to handle FMLA leave: Bank learns the hard way that following the law isn't optional