Many business owners in the moving industry or any industry deal with legal issues that they may be unsure of regarding employee entitlements. In part one of this series, we showed some situations that favored the employer. In part two, we will look at a couple situations where legal implications may come into play for employers. In the following two cases, caution may need to be taken when employees ask for these entitlements.
Vacation Days – We all know that employees tend to take vacation time during the summer. Who wouldn’t when the days are warm and sunny? In the moving industry, summer is a peak season for business, and an employee asking for 2 weeks of summer vacation can be detrimental to your business. However, employees do not have the right to demand vacation at a certain time of year. Employers can deny a vacation request based on the needs of the business. However, employers must use caution when denying vacation requests for other reasons. For instance, denying a woman of her vacation time after returning from pregnancy leave because she’s been away from work for too long. This could result in legal consequences.
Paid Family Leave – An employee may ask for Paid Family Leave due to the birth of his baby. If he is asking for this right based off of California’s Paid Family Leave program, the employer has the right to deny this claim. This insurance program is meant to offer paid time-off for an employee when he or she needs time to bond or care for an ill family member, and this cost is covered by payroll deductions. However, baby bonding leave may be covered under the California Family Rights Act or the federal Family and Medical Leave Act.
Of course, if you are an employer still wondering about legal entitlement issues, always seek legal counseling. Your own state’s Chamber of Commerce may help in determining if there are programs that affect employee entitlements.
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