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Providing People Solutions |
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Providing People Solutions |
This question came to me recently (this week) and I was wrong (it can happen). Below is the correct answer from the Department of Labor:
If I am an employer, may I use the paid sick leave mandated under the EPSLA to satisfy paid leave entitlements that an employee may have under my paid leave policy?
No, unless your employee agrees. Paid sick leave under the EPSLA is in addition to your employee’s (including Federal Employees’) other leave entitlements. You may not require your employee to use provided or accrued paid vacation, personal, medical, or sick leave before the paid sick leave. You also may not require your employee to use such existing leave concurrently with the paid sick leave under the EPSLA. But if you and your employee agree, your employee may use preexisting leave entitlements to supplement the amount he or she receives from paid sick leave, up to the employee’s normal earnings. Note, however, that you are not entitled to a tax credit for any paid sick leave that is not required to be paid or exceeds the limits set forth under the EPSLA. You are free to amend your own policies to the extent consistent with applicable law.
You learn something new every day in the COVID world. HR Partners will keep you up-to-date on what you need to know. Questions? Concerns? Call HR Partners at 785-233-7860.
As part of our ongoing support of the Topeka Community, we would like to take this opportunity to shine a spotlight on Channel 27 News and their weekly Veteran Salute segment.
This week, Channel 27 highlighted John Dietrick's service in Vietnam. To read the full article or watch the full interview, click on the image below or click here.
We are thankful to John, and all our Veterans, for their service!
