Can an employer force an exempt employee to use PTO or dock their pay for time to attend physical therapy appointments (2-3 per week) due to an approved FMLA event? In this case, the remote employee is attending therapy before normal “scheduled” work hours but, she has to start late.
HR advised she must take PTO or be docked pay even though she makes up all time daily. And, this employee normally works well over forty hours every week (easily documented).
As a manager, I am concerned this is breaching the employee’s exempt status and sets a precedent