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| Does anyone have an existing policy on responding to requests for time off that are exceed an employee's vacation accrual? Essentially an employee has asked for 6 weeks off this year and has scheduled the time off around the busy times for his department. The superivsor does not want to grant unpaid time off and is asking for peramaters for how much unpaid time off an employee can take. Currently we do not have a policy on requesting unpaid time off that is NOT related to FMLA. Is it advised to have a limit for unpaid time off unrelated to FMLA?
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To my understanding you do not have to grant employees time off if it is not protected by state or federal law. Of course there are rules if you choose to offer PTO.
My company does offer unpaid leave – “personal leave” which is in our handbook
PERSONAL LEAVE
There may come a time when the need for a leave of absence arises for strictly personal reasons. Leave for a personal reason is without pay. Normally, the maximum duration of personal leave is thirty (30) days. To be granted an authorized personal leave, you must be a regular full-time Company employee with one full year of service and you must obtain approval from your immediate supervisor or manager. The reason for the request, the ability of the department to manage the workload in your absence and the department’s work schedule will be taken into consideration in determining if your leave will be granted.
If your request for leave cannot be granted, you will be notified as to the reasons for the denial. You will not be paid for any Company paid holiday that occurs during your personal leave. While on personal unpaid leave the employee will not accrue benefits. If the employee qualifies the necessary COBRA documents will be completed. Employee on the Company’s medical insurance plan needs to pay the Company’s portion of the premium in addition to the employee’s portion of the premium in order to be on the medical plan while on a personal leave.
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| Since you stated that you do not have this in your handbook you must look at what you have done in the past for other employees. Being fair and not playing favoritism is very important in the work place. Plus it can keep you out of court!
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| Thank you D. Coltrin - your policy is a helpful example going forward. This employee has been granted the time off -unpaid- as a precedent for unpaid time off has already been set.
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