Does the law guarantee paid time off?
A. No. The FMLA only requires unpaid leave. However, the law permits an employee to elect, or the employer to require the employee, to use accrued paid leave, such as vacation or sick leave, for some or all of the FMLA leave period. When paid leave is substituted for unpaid FMLA leave, it may be counted against the 12-week FMLA leave entitlement if the employee is properly notified of the designation when the leave begins.
No. The FMLA only requires unpaid leave. However, the City requires employees to exhaust all accumulated compensatory time and shared leave before taking family and medical leave without pay. Employees may use accrued paid leave such as vacation and sick leave (if applicable) for some or all of the FMLA leave period.
No. The FMLA only requires unpaid leave. However, the law permits an employee to elect, or the employer to require the employee, to use accrued paid leave, such as vacation or sick leave, for some or all of the FMLA leave period. When paid leave is substituted for unpaid FMLA leave, it may be counted against the 12-week (or 26 week servicemember care) FMLA leave entitlement if the employee is properly notified of the designation when the leave begins. For more on FMLA compliance, see J. J. Keller’s FMLA Revealed: Understanding Leave Requirements manual.
No. The FMLA only requires unpaid leave. However, the law permits an employee to elect, or the employer to require the employee, to use accrued paid leave, such as vacation or sick leave, for some or all of the FMLA leave period. When paid leave is substituted for unpaid FMLA leave, it may be counted against the 12-week FMLA leave entitlement if the employee is properly notified of the designation when the leave begins.
