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The paid time off that employees may use when they are ill for a short period of time is called sick pay. This will give the employees a chance to recover in their respective houses without losing wages. Many companies have sick pay as a part of their HR policy and offer it to employees as a fringe benefit. Answered below are some of the most commonly asked questions about sick pay laws: What will happen if an individual who has reduced hours and has used up his/her sick days gets injured on the job?
There are no laws that specify the number of hours of work that an employer has to give his/her employees. The employer may decide on this depending on the amount of work. These days many companies are reducing the number of work hours and are also asking people to leave. However, if the person gets injured while on the job, it will be the employer’s responsibility to provide him/her with medical care and pay off his/her medical bills. Many states have made it compulsory for employers to have workers compensation insurance for this same purpose. Is there a specific period of time in the state of Arizona within which a terminated employee must be reimbursed for any business expenses?
In most situations, there is nothing in the state law of Arizona about business expenses. However, the individual may have to wait a reasonable amount of time to allow the employer to pay the expense. One way to determine the time would be by checking how much time the company would have taken to reimburse the individual when he/she was employed. The individual can also write to the employer asking him/her for the reimbursement and inform him/her that legal action will be taken in the individual is not paid on time. Can a person who is leaving the company be paid for the sick pay that he/she has remaining?
If the individual’s employment contract states that he/she should be paid for any sick pay that is remaining when he/she quits, then he/she may be paid. However, there is no policy that forces the employer to pay for the sick leave in the absence of a contract. An employee was overpaid by the company for vacation time. The employee has not quit the company. Can the employer, in such a situation, keep the employee’s sick pay to compensate for the extra vacation pay?
In most cases, the company may not be required to pay the employee any of the sick pay once he/she quits. Hence, that money may be used to reimburse the extra vacation pay. However, the company will have to give the employee the sick pay if he/she falls ill before the date of termination. No deductions may be made from the employee’s salary without written consent from the employee. However, the employee may be sued in a small claims court if he/she does not approve the deductions to compensate for the vacation time. Will a sick pay be valid only for the current year or will it rollover into the next year?
In most situations, the vacation time and holiday policy is set by the company itself. However, the sick pay may get carried over to the next year in most cases. The individual’s employment contract, the companies HR policy and other company documents may have more information regarding this. One may have many questions regarding company policies on sick pay and leaves. If one is in such a situation and does not know where to look for information, one may ask an employment lawyer for more information.
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