Can an employer deduct from pay for being sick?
914849
If you would have been normally paid for the hours, but you were sick instead, the pay for the hours you were supposed to work would be deducted.
82211
Yes, but only after they return to work. Cannot use sickness as a reason, but can create a reason at a later date. Sad but true.
787477
The deductible is the amount that you would pay out of pocket before the insurance comany pays. You should check your plan benefits since the deductible usually applies to services that are received out of network, it ususally doesn't apply to in network services.\nThe $250 withheld from your pay is yor share of the health insurance premium paid each month. This amount should be treated as a pre-tax benefit. If it isn't ask your employer to install a flexible spending plan so that it can be treated as pre-tax income.
372817
Don't deduct food and drinks consumed while working.  That's a big red flag.  Only if you are entertaining for business purposes (wooing clients, for example) can you deduct food, and then it's strictly limited.
598153
Of course the law related to this issue, if there is any, would depend on which jurisdiction (state or country) you are in.  \n\nBut I'm not sure exactly what you are seeking.  Probation means that they are monitoring you.  They haven't cut your pay or anything.  What the company is saying is that your sick time is excessive.  I don't imagine they are saying anything about the truth or falsehood of your situation.  They're just saying that this much sick time isn't acceptable for them.  I don't know why you think this is strange.  No one can afford to keep paying people who aren't there, no matter how good their excuses are.\n\nThis doesn't appear to be a 'rights' issue to me, but one of asking for compassion.  Explain to your employer how much time you put in without pay, and try to make the case for why you shouldn't be on probation.  But I'd encourage you to think the issue through from their perspective first.  You seem to only be focused on your own needs, and with that attitude, you'll never be able to work out a working relationship that will work for both of you.\n\nBest of luck to you.
440144
Yes, they can. Sometimes one employee earns more if they opt out of using the company medical benefits and such when another employee doesn't opt out. Essentially, the company is paying out the same for both employees, only one employee sees the added money on their paycheck while the other employee, using the medical benefits, doesn't.
561134
No, it is not right.  Sick time is a benefit that you should be able to use.  If it is a routine appointment (i.e. - physical, etc), they might ask you to reschedule if they are short staffed but sometimes that cannot be done because it could take months to get a new appointment.  Employers can ask for a doctor's note to verify that you actually had a doctor's appointment though to ensure sick time is not being used for vacation.\n\nTalk to your HR staff to find out the specific rules/procedures for sick time.  You may be able to fight this.
1136378
Technically yes, but I don't know about your case.  It will depend on the disability insurance contract your employer has with its insurannce provider.  In most cases, the benefit is "integrated" with any other income the insuree is receiving.  Integrating means that dollar for dollar, any income you receive reduces your disability payment.  Income can include PTO, sick leave, holiday pay, other insurance payments like Workmen's Comp.\n\nBasically, let's say your disability pays you $400 a week, and you get $300 a week from Workmen's Comp.  Your disability benefit for that week will be $100 (before tax). That's how "integrating" works.\n\nSource:  I'm on medical leave, and my company's insurance contract specifies that I had to use all my available PTO pay and the disability insurance company integrated that, so for my first 3.5 weeks, I didn't get a penny from the insurance company.  Only after I had exhausted my PTO and had no income did I begin to receive full disability benefit payments.\n\nP.S.  If your injury or illness is expected to require a prolonged absence from work, or a reduced work schedule etc, then you should inquire to your HR about FMLA leave. (Family Medical Leave Act).\n\nFMLA provides protection for the worker on medical or family leave.  You probably need to check out your status. Start by asking your Human Resources rep, or your employer if there is no HR dept.\n\nHere are a few links to FMLA and labor sites you may find helpful.\n\nhttp://www.dol.gov/elaws/esa/fmla/s1.asp\n(this is the federal FMLA website)\n\nhttp://www.laborlawtalk.com/forumdisplay.php?f=15\n(LaborLawTalk.com is an excellent forum for any labor\nquestions/issues.)\n\nAlso check with your state agencies.
232425
If you are talking about the milage it takes for you to commute back and forth to you job, you cannot deduct the milage.  If you have to do that traveling in the course of your employment, and you're not reimbursed by your employer, then it can be deducted.\n\n(Maybe the accounting student should study more)
633044
Sorry but you are in breach of your contract (assuming it says you give a months notice) unless by mutual agreement.\n\nIt is not clear if they are only paying you for the final 1 week or making a deduction over and above that.  If you only worked 1 week and that is what they paid you for then that is reasonable.  \n\nIf they are making a higher deduction then this is probably inappropriate and you could most likely make a successful claim against them - unfortunately this is something that requires you to get specific legal advice including sight of your contract of employment.  Be aware though they could counterclaim for breach of contract!\n\nHope this helps
598549
If you are using this for a business purpose and can justify that to the IRS, and your employer does not reimburse this expense, then yes, you may deduct it, subject to the 2% floor (2% of your adjusted gross income)for miscellaneous itemized deductions.
880297
As long as you are employed by that company you are on PAYE scheme which deduct tax and NI on a monthly or weekly basis from your wages.
824644
I'm not sure what you are asking, but I think you are asking if the $10 taken from your pay each time for your share of the health insurance cost can be reimbursed from the FSA account you are contributing to. I would say no if I am right because the $10 is being treated as pre-tax and you are not eligible to get a reimbursement from an FSA for something that you are paying on a pre-tax basis.
1105925
It depends on your employer's policy.  In some businesses, unused sick days can be carried forward into the next year.  In other businesses, if you don't use your sick days, you lose them.  Human Resources where you work would be the best place to ask.
175181
Yes, if you were injured and unable to work and not compensated by your employer.\n\nAlso, if you weren't employed but hired someone to do your household chores you could claim that cost.
827570
If you have a copy of the note from your doctor and you have something in writing from your employer (like an employee handbook) that says you get sick pay, you are entitled to it.  Further, in California, if you do not get paid within 72 hours of leaving your employment, you continue to get a "penalty" of 8 times your hourly wage per day for every day up to 30 days after you leave.  I just got $7,800.00 yesterday at my hearing.\n\nI suggest you go to your local Labor Commissioners office (look on their website) and file a complaint (it's a simple one-page form).  You'll get a hearing date in the mail within a couple weeks which will tell you when your "conference" is.  \n\nGood Luck!
217897
Not only do they have to pay you (in full or partial in most cases) but more importantly they have to by law continue to provide your health care benefits (or the portion they usually contribute to them) This is very costly in addition they either are not getting needed work done, or have to pay for an additional person (temp employee or coworker w/ overtime) which further drives up cost of an employee being on sick leave. In many cases they have to hold your position for 3 mos (according to family leave act signed to law by Pres Clinton.) There are however, benefits to society & employers also by providing this leave, but that was not your question :)