West Hollywood has two types of protected leave, each of which follows its own accrual schedule: Uncompensated Leave (what’s the point?) where you can take unpaid time off without getting fired; Compensated Leave that you can take for whatever reason you damned well please. Compensated Leave (CL) can fall under your combined/vacation policy, but it accrues much faster and has a higher limit than state sick time.  Which means that people can accrue up to 4.8 weeks of time off

Every law tells a story. Something happened to make the legislature need to put a law in writing. This labor poster from Georgia is no exception. And the story it tells is pretty grim.

When someone is paid for a day they didn't work, it MUST be entered into payroll as some kind of Paid Time Off type. Otherwise, there's no way to pay it. Most of the uncommon leave types don't allow negative balances in payroll systems. So if your time off isn't allocated to another bucket, it can't get paid. The discrepancy could even block payroll and prevent everyone from getting paid.

Hourly workers often accrue time off based on the time actually worked, which may or may not be under their control.

I spoke to someone last week who was confused about how to administer her company’s sick leave policy. This HR person (or should I say “truancy officer”?) was essentially blocking people from using their time and then deleting it before they could. That’s not how that works.