Recent content by HRforme

Generally, yes.... but it might be best to have an unpaid personal time policy that interacts with any required state or federal paid or unpaid leave. (depending on your employer's size). In the end seniority/ length of service can be used to make decisions, but you need to stay consistent.

It is very possible that something was signed at the time the course was taken - is he absolutely sure? In not and anything IS deducted, I'd ask them for a copy of whatever they have that they say he signed. But I'm not seeing anything here ...

Yeah, I was just referencing the very broad comment of MnM.....where they stated every employee was entitled... Sorry should have quoted what I was specifically responding to!

I know nothing about this specific state, but there are many states and localities that have NO sick leave laws beyond FMLA, which the OP would not be eligible for anyway.....

Doing good....moved back to TX and still with a small nonprofit.....that's why this sounds a bit familiar..... and might be different than the for profit or larger employers...

I could see this happening in a non-profit, but agree with others that if the CEO wants you gone, there is going to be little you can do. But I also who is "we"? What position are you in? and not all ""unprocedurally and unfairly" is against any laws or even policies?