Can an employer adopt a vacation policy which provides that unused days at the end of the year are lost (rather than being carried over or paid?)

Answer: Yes. Once paid time off is made available for an employee's use, any unused balance must be paid to the employee upon separation from employment. Unused sick leave does not have to be paid as long as it is kept in a separate balance from vacation.

You are only qualified if you have a seven-day layoff between the Impact Date and Expiration Date of the certification. To determine what those dates are see the list of Certifications. If your last layoff was a quit or a discharge, but you had a seven-day layoff within those dates, contact your local TAA Representative for help.

No/yes. No. Employers are not required to pay unused sick time. Yes. Employers, however, must pay accrued and unused vacation pay.

Most private pension plans are covered by the federal Employee Retirement Income Security Act (ERISA), not by state law. The Employee Benefits Security Administration (EBSA) of the U.S. Department of Labor is responsible for regulations in this area. Call (617) 569-9600 or visit the EBSA website at http://www.dol.gov/ebsa.

Answer: A separated employee's wages become due and payable at the regular payday(s) established in advance by the employer for the period(s) worked by the employee. In other words, payroll should simply follow its normal course.

Yes, both actions are possible. A department is not expected to continue to employ a FWS student whose work performance is unsatisfactory nor is a FWS student expected to keep a job he/she does not want. These situations can create disadvantages for both the employer and employee.

If you have been employed by SofTec for one year, all hours of unused vacation time will be paid to you at your hourly rate.

No. Unused Sick can be held by the employee until they separate. After that it remains available for 5 yrs if the employee returns to state service. For VSL, the employee may retain 40 hours of sick leave. The rest is returned to the donors.  Advanced Sick Leave expires at the end of a calendar year. Someone who works a night shift, premium-eligible, stays over one hour. How do we code the extra hour? If we substitute a schedule, it will be for all the hours worked that day.

Generally, you can either pay the outstanding balance in full or you will receive an IRS Form 1099 at the end of the year for the outstanding balance which is subject to regular federal and state taxes, and a 10% penalty if you are not 59�½.

If the answer is negative, the answer is simple. But if you have been fired, you need to be prepared to the answer the follow up questions that my come up. If the termination was for reason beyond your control narrate it. If not do not try justifying yourself. If you had a fault, admit it and convince the interview that you have corrected it.

Your employer does not have to pay you unless he/she had provided you with a written statement agreeing to pay for earned, but unused time. If you feel that you meet the terms and conditions provided in the employer's written statement of benefits, but did not receive payment, you may complete a wage claim form.

Yes, if you are eligible to receive payment for your accrued sick or vacation leave, you or your survivor can elect to use the time for both eligibility and computation of your pension benefit, provided that no pension payments are received for any month during which the vacation and/or sick leave is being used. Service so credited may be used to establish eligibility for a service, disability, survivor or vested pension.

It depends on the collective bargaining unit you're in. Some units have a waiting period of six continuous months on pay status and some require completion of the probationary period. Unrepresented employees do not have a waiting period and can use vacation as soon as it has been earned. Check your policy or contract for specific rules on waiting periods. It depends on the collective bargaining unit you're in.

No. There is no limit on the amount of credit you can receive. You are entitled to one additional month of pension service credit for each 22 days of unused sick leave. Additionally you may use up to 6 months of your unused sick leave credit towards meeting the Pension Plan's vesting requirements (10 years or 30 years). Yes.

When your job ends, for any reason other than gross misconduct, you may be able to purchase exactly the same benefits you have while employed, through a COBRA policy. COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) is the federal law that requires employers with more than 20 employees to extend group health insurance coverage between 18 and 36 months depending on the type of qualifying event.

The reason for separation from the "most recent employer" determines if an individual can qualify for unemployment benefits. Many factors are considered when determining eligibility for benefits, consequently each determination is made on a case by case basis. However, in general terms it is possible to quit employment and still be eligible for benefits if the reason for quitting is attributable to the employer.

Upon completion of each year of service, an employee is entitled to at least two weeks vacation with pay.

There's a 6-month service commitment. If you decide to end your service before six months we'll charge you a $29.95 quit fee to cover the cost of the cooler. However, you do get to keep your cooler.