The following article was first published on Shipman & Goodwin attorney Dan Schwartz’ Connecticut Employment Law Blog. It is reposted here with permission.
When blogs first came out, the author might put out a proverbial “Gone Fishing” message to let readers know that they’ve gone on vacation. But with the rise of scams, some of us (ahem) just announce vacations AFTER we already had them.
While I was away, I ended up pondering a few employment law issues and trying to make sense of it all without the press of work. I’ll have another post or two on some of those thoughts, but one such topic actually relates to vacation.
There was a time a while ago where employers would just give employees say two-three weeks off as vacation and call it a day. If someone needed to take a sick day, they could do that too.
Then sometime more recently, employers started just using the concept of “paid time off” to track all such time (though schools and some industries were notable exceptions). Some even started moving to “unlimited PTO” with the notion that so long as employees were performing their jobs, they could take time off (within reason, of course).
But with various states like Connecticut passing paid sick leave laws, the notion of PTO got to be more complicated again. For the first five days of time in Connecticut, most employers have had to follow the rules in place for the paid sick leave which meant things like no documentation.
And since that time could be used for a “...
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