[vc_row][vc_column][vc_column_text]A workweek holiday is a great time for employees to reconnect with family and friends and return to work recharged. But human resources and payroll professionals sometimes err when trying to administer and account for FMLA leave taken during this time of year. Keep the following rules in mind when calculating leave around the holidays and you’ll be well-positioned to welcome in the New Year in compliance.
If an employee takes an entire workweek of FMLA leave during a week in which a paid holiday falls, the holiday counts against the employee’s FMLA leave entitlement. Under this scenario, an employee taking a full workweek of leave would relinquish one week from his or her leave entitlement, even when a holiday falls on a workday.
However, if an employee takes FMLA leave in increments of less than a full workweek and a holiday falls on a day in which the employee takes FMLA leave, the holiday will not count against the employee’s FMLA-leave entitlement unless the employee was otherwise scheduled and expected to work during the holiday.
If you have questions or concerns regarding compliance with the Family and Medical Leave Act, please contact any member of the KDDK Labor and Employment Law Practice Team.[/vc_column_text][/vc_column][/vc_row]