by Meagan | May 14, 2026 | Business Tips, Earned Paid Leave
If at all possible, wait until the employee returns from vacation before telling them about these changes. Employees should be able to enjoy their time away and not be expected to check their email or other work messages. For nonexempt employees, time spent doing so...
by Meagan | Jan 28, 2026 | Employment Law, FMLA, Human Resources, Time & Attendance
Yes. If no paid leave laws apply and you don’t offer any paid time off, you can deduct from an exempt employee’s salary for leave designated as Family and Medical Leave Act (FMLA), even if that leave is taken intermittently. FMLA leave is one of the instances in which...
by rachael | Jul 24, 2022 | Human Resources, Time & Attendance
Answer from Kim, SPHR, AAM, CPIW: In most cases, yes. In general, you can offer the option of unpaid leave when an employee has used all of their paid leave time. A few things to keep in mind: In some situations, such as under the Family and Medical Leave Act, the...
by rachael | May 29, 2022 | Business Tips, Time & Attendance
Answer from Jenny, SPHR, SHRM-SCP: In general, yes. But you should have—and document—a legitimate business reason for doing so. Denying vacation requests will undoubtedly hurt morale, especially if it happens frequently, and low morale leads to higher rates of...
by hanna | May 4, 2021 | Earned Paid Leave, Employment Law, Human Resources, Time & Attendance
Answer from Kate, SHRM-CP: You can generally ask employees to provide more information when they indicate that their vacation or PTO request is for personal reasons, but we don’t recommend it. The specific reasons for the day off shouldn’t affect whether you grant the...
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