If a person is out sick and without comp hours available, will vacation cover that sick time?
Employees can use comp leave or vacation leave to cover a sick absence. They are not required to do so. By recording 9000, comp leave would be reduced first, and then vacation leave. Q: Can an agency decide what type of reporting to use or are they required to report according to the definitions listed in TM300? For example, will the system allow an agency to use Positive time/exception pay reporting for employees who are not subject to FSLA? For example, all employees subject to and not subject to FSLA enter all time and exceptions. A: All Subject employees must be Positive Time, because the State must pay them for all hours worked. Except for DOT, all employees are exception pay. We will pay the employee their base salary in the absence of any entries at all as long as they are active. The difference between Positive and Negative Time recording is an agency decision for their non-subject employees. Employees that are Negative Time must record their exceptions, like leave taken, but o
Related Questions
- How much vacation, personal and sick time am I entitled to as a full-time employee (40 hours per week) or part time employee (24 to 39 hours per week)?
- For purposes of overtime payment and keeping time records, how are vacation and sick leave hours handled?
- If a person is out sick and without comp hours available, will vacation cover that sick time?
