August 8, 2020

Volume X, Number 221

August 07, 2020

Subscribe to Latest Legal News and Analysis

August 06, 2020

Subscribe to Latest Legal News and Analysis

August 05, 2020

Subscribe to Latest Legal News and Analysis

Back To School: Are Your Employees Entitled To Leave?

August means pool parties, family vacations and back to school preparations. Employers should remain mindful that employees may seek leave to attend school orientations and meetings as the summer break comes to a close. Naturally, employees may use PTO, vacation or other paid leave to attend to these tasks, but are they guaranteed this type of leave by law? 

Wisconsin employers are not required by law to provide leave for school-related activities, and the Wisconsin Family and Medical Leave Act would only cover such leave if it related to a child’s serious health condition and the care associated with that condition. Nevertheless, employers with multi-state operations should know that currently eleven states (and the District of Columbia) require or encourage employers to provide leave for school-related activities. Those states include: California, Illinois, Louisiana, Massachusetts, Minnesota, Nevada, North Carolina, Oregon, Rhode Island, Tennessee and Vermont. Each state’s law varies with respect to the types of leave covered and when the leave is paid or unpaid.

Employers who have questions about employee leave requests related to a child’s school activities should consult with legal counsel before denying those requests, especially if the employee resides or works in any of the jurisdictions listed above.

Copyright © 2020 Godfrey & Kahn S.C.National Law Review, Volume VIII, Number 221


About this Author

Margaret Kurlinski, Labor & Employment Attorney with Godfrey Kahn

Meg Kurlinski is an associate member of Godfrey & Kahn's Labor and Employment Practice Group. Meg assists clients with a variety of labor and employment matters, including the management of day-to-day employment matters, drafting and enforcing restrictive covenant agreements, administering family and medical leave laws, litigating federal and state discrimination claims, conducting unlawful harassment investigations, and drafting affirmative action plans.