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I have a veterinarian who works for our office. He is paid a salary of $60,000 a yr and works part time hours. No benefits other than 3 days of paid sick leave and 3 1/2 weeks of paid vacation time. Because we are a one vet practice and we can't operate without him, vacation is planned out a year ahead and agreed upon by the whole staff. The business closes entirely these days.
Our vet has experienced some sick days over the last 3 months and used all his up plus was out another 5 days in this last pay period, one of them we had to close and the other 4 we paid a relief vet to come in and work for us so we could get our scheduled patients taken care of before our now week long vacation time.
Question is, do we have to pay him for the days we was sick beyond the 3 contracted sick days just because he is salary? He is under the understand he isn't going to get paid for those days, but I want to make sure as payroll is due tomorrow exactly what the law is when it comes to salaried employees. This is placing a huge hard ship on our non profit business to have to pay him and also pay the contracted wages of a relief veterinarian (3times his rate). If we close then I have 5 other employees I have to worry about too, they are hourly and have families.
Location: East of Seattle since 1992, 615' Elevation, Zone 8b - originally from SF Bay Area
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Salaried means pay for the body of work, not the hours worked. As a salaried employee I am expected to come early and stay late as needed to get the work done but then I need not use PTO or sick leave for appointments
or to leave early for personal reasons. On the other hand, whole days off for illness are another matter. If you are given a certain number of sick days and use them up, you should not get paid. Your problem is that he might have a contract, which specifies the particulars on this. Without reading and understanding it you could get into trouble. It may also be a matter of state law which can vary depending on where you are. I'd talk to the peeople that process your payroll, whoever you send in the hours to.
I am the executive director of the business and the contract says 3 sick/personal days. Our payroll person is an ex tax consultant with not alot of payroll law experience. She isn't sure what exactly we should do. And this guy would be one to take it to court if we guessed wrong.
I am the executive director of the business and the contract says 3 sick/personal days. Our payroll person is an ex tax consultant with not alot of payroll law experience. She isn't sure what exactly we should do. And this guy would be one to take it to court if we guessed wrong.
It sounds like you're going to have to find out the particular labor laws in your state.
Maybe you can go to a web site in your state or consult a lawyer.
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