There are no federal or regional laws that prohibit your organization from recovering the PTO`s daylight saving time from its employee, so that without a collective agreement or other agreement that prohibits you from doing so, you may be able to ask your organization to reimburse the time. However, as a political matter, since you do not advise the employee that this would be necessary if she were on vacation, you can grant her paid leave. Keep in mind that if you wish to claim a refund and make deductions on the employee`s salary, you must meet all of the government`s deduction requirements that may include (depending on the state in which you work) the employee`s specific agreement on deductions and that deductions may not result in the employee being below the minimum wage. Dated: ______Hilfsmittel and services are available on request for people with disabilities. Customers who are deaf, hard of hearing or have poor speech-language speech can contact Relay Texas: 800-735-2989 (TTY) and 711 (Voice). Equal opportunity is the law. The requested page is not available. We apologize for the inconvenience and would like to help you find the information you need. Thank you for your request to an employer who wants to recover the payment for an involuntary extension of the PTO period. (A) repay the remaining outstanding balance if I am no longer employed by the company; and (B) allow the company to deduct any amount I owe from my last pay cheque and/or future commission checks that may come back to me after the termination of my employment relationship.

With respect to your OTP policy, you are right to try to apply your policy consistently, and if you wish to grant your employee additional paid leave, it could have an impact on your future policy if you voluntarily granted the additional paid leave or if you have granted additional paid leave to other employees. In other words, it appears that your organization may not have intended to provide staff with the additional paid leave, as it also wants the time to be reimbursed. So you probably didn`t create a new policy by giving this employee the extra paid leave if you were still debating how you should manage the OTP available to her. A better approach now is to review the PTO Directive and determine how you will respond in future cases when an employee has consumed his ORP but needs an additional break. Most employers do not provide additional paid leave before they are taken and require workers to take the leave as unpaid. Texas Workforce Commission Values: Community, Responsibility, Innovation, Responsibility, Commitment to Excellence and Partnership.