A It's a good idea to have a holiday policy that requires employees to actually work the days before and after a holiday in order to qualify for holiday pay. Such policies effectively discourage employees from calling in sick the day before a holiday to create a four-day weekend. However, these policies must include an exception stating that employees will not be disqualified from receiving holiday pay due to absences occasioned by qualifying leave or an ADA disability.
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- No automatic FMLA leave for employer-caused condition
- No separate emotional distress claims if conduct is covered by IHRA
- Can FMLA absences count against an employee's attendance bonus?
- OK to transfer worker on FMLA intermittent leave, as long as compensation remains same
- Offer, don't force, light duty as option for FMLA leave