Although I am unable to reach Yvonne Bryant, my understanding is that good ole Tommie our so called manager had forms for her to complete and which Joe has asked for under a Public Records law…If there are forms Tommie devised, my gut tells me that good ole Tommie probably does not intend to pay Ms. Bryant leave which is required in our personnel manual. So, this is my warning. If good ole Tommie did not provide Ms. Bryant with each leave up to the 240 hours or each leave required at the time she received her paycheck, she has an ACTION against the Town of White Springs under Federal Law including discrimination since all other employees were paid their leave whether they resigned or were terminated..
I am providing this warning to the Town because Good ole Tommie HAS NO HR EXPERIENCE and he has done poorly with any and all employees except our volunteers from what I have seen and is a liability to the Town of White Springs. Karin for the blog.
Florida Labor Laws
The labor laws in Florida do not require companies to offer vacation time to employees. It is up to each individual company to determine its own policies regarding vacation time.
The Town of White Springs provides employees or should provide employee a copy of the Town’s Policies and procedures per the “Personnel Policy and Procedures Manual. Since these policies state a specific amount of days for vacation and they are not provided, the employee may be able to take legal ACTION to enforce the Town to fulfill its obligations. This also applies to sick leave.
Florida law defines wages to include “all remuneration for employment, including commissions, bonuses, back pay awards, and the cash value of all remuneration paid in any medium other than cash.” Because the statute does not explicitly include vacation time in this definition, employers may generally enforce “use it or lose it” policies, and some employment contracts may not provide for forfeit of unused vacation upon termination.
Yet the Town of White Springs under its procedure manual states Employees who separate from the Town shall be paid for all accrued sick leave up to 240 hours. No payment will be made on sick leave accrued above 240 hours even though that has not been the case with Hutcherson or Rodequinz.
Existing employees who have accrued in excess of 240 hours of sick leave at the date of the adoption of this policy shall negotiate with the Town on a case by case basis to reach an agreement considering possible buy out of excess sick leave or other resolution. This is what Hutcherson did at the time Townsend was manager and Kennon was our attorney.
Annual leave (Vacation time, etc.) also may be accumulated as stated under E. But may not exceed thirty (30) days or two hundred forty (240) hours unless in approved in writing by the Town Manager.
While Florida doesn’t have any vacation labor laws, it is one of the states that require employers to pay unused vacation upon termination if the company’s policies allow vacation time to accrue. The same rules apply to paid holidays and sick leave. They are not mandated by the state, but can be enforced if it is company policy. Federal law applies only if employees were discriminated against by the company’s failure to not apply the same rules to all personnel. Which may be the case in White Springs if Ms. Bryant had not been paid her sick and vacation leave as others definitely had.
When you leave your job, regardless of whether you have resigned or have been terminated, you are entitled to be paid for the hours you have worked. However, for Florida employees, you do not have to be paid the day of your separation
While Florida doesn’t have any vacation labor laws, it is one of the states that require employers to pay unused vacation upon termination if the company’s policies allow vacation time to accrue. The same rules apply to paid holidays and sick leave