Marques, an associate in the New York office of Holland & Knight LLP, offered her PTO tips at a recent webinar sponsored by BLR® and HR Hero®.
- Make sure that all parts of the company are on the same page. Payroll, posted policies, and employment handbooks should all agree, says Marques.
- Make sure the payroll system can account for accruing PTO time.
- Avoid individually negotiating different benefits from the established policy. All peer employees should be getting roughly the same benefits. Sometimes new candidates negotiate that they want what they had at their old job, and the temptation is to say, OK, that’s fair, but try not to do that, Marques says.
- Make sure that supervisors are well-trained to address abuse of the PTO system before it gets out of control. Remember that they are not HR professionals; but they have to deal with these issues, says Marques.
- Be consistent to avoid claims of discrimination with sticky issues like religious holidays, disabilities, or other disparate treatment where employees can claim that they are being treated differently because of membership on protected categories, different child-caring responsibilities, age, etc.
Boundaries for Paid Time Off
Make sure your supervisors are aware of wage/hour issues concerning employees who are out on leave.
For example, says Marques, be careful about calling/ e-mailing workers who are on vacation. They may claim that they are due wages or they are due back the day off. (You might say, “I’m just sending this now, I don’t expect you to act on it until next week when you are back to work.”)
Also be aware of remote access, which can create similar problems, Marques says.
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State Leave Law Topics
Pay particular attention to state laws, says Marques. They may have provisions concerning such areas as:
- Time to vote
- Bone marrow donor
- Family medical leave
- Jury duty
- Military leave
- Sexual assault or domestic violence victim
Watch Out for Furloughs
Private employers need to be careful with exempt employees, says Marques. Under federal law, an employer may establish weeklong furlough periods in which no work is done by exempt employees for the entire week. However, these periods may not be a means to evade the minimum salary test.
Only under certain circumstances may long-term furlough plans that reduce exempt work schedules be lawful, and the minimum salary test must still be met for exempt workers, cautions Marques.
For hourly employees, watch for eligibility for unemployment on a weekly basis, says Marques.
Furloughs—just one more compensation challenge. Yes, wage/hour should be simple, but it’s just not. Complying with the Fair Labor Standards Act (FLSA) is one of the most confusing and challenging things comp managers have to do.
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Wage & Hour Compliance: Practical Solutions for HR features:
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Why are aggressive attorneys so eager to file claims on behalf of employees? Because there’s so much money to be made:
- $4.75 million: Hospital in Thousand Oaks, California, settles wage and hour lawsuit over miscalculated overtime pay and failing to compensate workers for missed meal and rest periods.
- $1.15 million: Las Vegas construction company to pay in back wages to 1,060 current and former employees.
- $976,327: New Mexico aerospace company settles with 900 employees who were routinely required to work through lunch breaks without compensation.
- $340,400: New Jersey convenience store to pay back wages and damages for violations of overtime and recordkeeping.
- $84,541: New York physical therapist agrees to pay 22 employees for minimum wage violations.
- $30,000: Texas chain of four gas stations to pay their six hourly employees, again for recordkeeping and overtime violations.
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