United States Leave Laws and Holidays

Eligible employees can take up to 12 weeks of unpaid leave under the Parental Leave Act (PLA) for the birth, adoption, or placement of a child. This leave runs concurrently with the Family and Medical Leave Act (FMLA) if applicable.

Employees should provide 30 days' notice when the leave is foreseeable, such as an expected birth or adoption.

As long as the employee meets the eligibility requirements under the Parental Leave Act and provides proper notice, the employer must grant the leave. However, employers may require certification for certain situations.

Employers may allow additional unpaid leave beyond the 12-week limit, but it is not mandated by law. Employees should check with their employer regarding any extended leave policies.

Parental leave is a statutory entitlement and does not accrue over time. It is available as needed for qualifying events.

Parental leave must be used within the eligible period and does not carry over to future years. It is tied to specific life events such as childbirth or adoption.

Since parental leave is unpaid and not accrued like vacation leave, there is no payout for unused parental leave upon termination of employment.

Any unused portion of parental leave is forfeited and is not paid out at the end of the year.

If the employee qualifies for both FMLA and the Parental Leave Act, the leave periods run concurrently. Employees should verify their eligibility and coordinate with their employer for documentation and compliance.

Employees accrue annual leave based on their length of service, typically starting at a lower rate and increasing over time.

Employees must request annual leave in advance, with the notice period determined by employer policies.

Annual leave typically requires approval from management or the HR department, depending on the employer's internal policies.

Additional leave beyond the accrued quota may be granted under specific circumstances at the employer’s discretion.

Employees earn annual leave each month, with accrual rates increasing with tenure.

Carry over of unused annual leave is dependent on employer policy. Some employers allow it, while others have a 'use it or lose it' policy.

Upon termination, employees may receive payment for unused annual leave, depending on employer policy.

Unused leave is not typically paid out at the end of the year but may be carried over instead.

Any additional rules regarding annual leave are set forth by the employer and can vary significantly between different organizations.

Employees accrue sick leave at a standard rate per month, often a set number of hours per pay period.

Employees must notify their employer of their need for sick leave as soon as possible. Employers may require documentation.

Sick leave does not typically require prior approval, but employees are expected to follow company policy regarding notification.

Additional sick leave accrues naturally as the employee continues to work additional hours.

Sick leave accrues at a standard rate per pay period and may vary by employer.

Employees are allowed to carry over unused sick leave to the next year, but employers can cap the carryover at 40 hours.

Employees generally do not receive payment for unused sick leave upon termination.

Unused sick leave is not paid out at the end of the year but continues to accumulate.

Sick leave can be used for personal illness, care of a family member, closure of the employee's place of business due to public health emergency, and for absences related to domestic violence leave.

Employees are entitled to leave when serving on a jury.

Employees must inform their employer as soon as they receive a jury summons.

Employers must grant leave for jury duty and cannot deny the request.

Jury duty leave is provided as needed and does not have an additional quota system.

Jury duty leave is granted as needed and does not accrue over time.

Carry over of jury duty leave to the next year is not applicable.

Jury duty leave does not accumulate, so there is no payout upon termination.

Employees do not receive compensation for unused jury duty leave.

Employers are prohibited from retaliating against employees for serving on a jury.

West Virginia does not require employers to provide paid time off (PTO). However, many employers voluntarily offer PTO as part of their benefits package.

The notice period for using PTO is determined by the employer and specified in company policies or employee handbooks.

Employers may require employees to seek approval before taking PTO, with specific procedures outlined in company policies.

Employers can choose to offer additional PTO at their discretion or based on tenure, performance, or other criteria.

PTO accrual is based on employer policy, which may include earning PTO per pay period or through annual grants.

Employers may allow unused PTO to roll over to the next year or enforce a ‘use it or lose it’ policy.

West Virginia does not require employers to pay out unused PTO unless specified in an employment contract or policy.

Employers are not required to pay out unused PTO at the end of the year unless their policy states otherwise.

PTO rules, including eligibility and usage, are set by individual employers.

West Virginia does not mandate vacation leave, but many employers offer it as part of their benefits package.

Employers may require employees to provide advance notice before taking vacation leave, as outlined in company policy.

Employers have the right to approve or deny vacation leave based on business needs.

Employers may offer additional vacation days as incentives, rewards, or tenure-based increases.

Vacation leave may accrue over time or be granted annually, depending on employer policy.

Employers may allow vacation leave to carry over to the next year or enforce expiration rules.

West Virginia does not mandate payout for unused vacation leave unless stated in company policy.

Employers are not obligated to pay out unused vacation leave at year-end unless they choose to.

Employers set their own rules regarding vacation leave eligibility and usage.

Eligible employees may take up to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA).

Employees must provide at least 30 days’ notice before taking maternity leave unless circumstances make it impossible.

Approval is required, but employers cannot deny leave if the employee meets eligibility criteria.

Some employers offer additional paid or unpaid maternity leave beyond FMLA.

Maternity leave does not accrue; it is granted based on eligibility under FMLA or employer policy.

Maternity leave is a temporary benefit and does not carry over.

Maternity leave is not subject to payout upon termination.

There is no payout for unused maternity leave at the end of the year.

Some employers offer paid maternity leave or short-term disability coverage.

Eligible employees may take up to 12 weeks of unpaid leave under FMLA for the birth of a child.

Employees should provide at least 30 days’ notice before taking paternity leave unless unforeseen circumstances arise.

Approval is required, but eligible employees cannot be denied leave.

Some employers offer paid paternity leave beyond FMLA requirements.

Paternity leave does not accrue; it is provided based on eligibility under FMLA or employer policy.

Paternity leave is a temporary benefit and does not carry over.

Paternity leave is not subject to payout upon termination.

There is no payout for unused paternity leave at the end of the year.

Some employers offer paid paternity leave as part of their benefits package.

Eligible employees are entitled to up to 12 weeks of unpaid leave within a 12-month period for specific family and medical reasons, such as the birth or adoption of a child, or a serious health condition affecting the employee or an immediate family member.

Employees must provide at least 30 days' advance notice when the need for leave is foreseeable. If 30 days' notice is not possible, notice should be given as soon as practicable.

While employer approval is required, it cannot be unreasonably withheld if the employee meets eligibility criteria and provides appropriate notice.

Employers are not required to provide more than 12 weeks of FMLA leave; however, they may choose to offer additional leave at their discretion.

FMLA leave does not accrue; it is available as needed up to the 12-week limit within a 12-month period.

There is no carryover provision for unused FMLA leave; eligibility resets with each 12-month period.

FMLA leave is unpaid, so there is no payout for unused leave upon termination.

Since FMLA leave is unpaid, there is no end-of-year payout for unused leave.

During FMLA leave, employees are entitled to job protection and the continuation of group health insurance coverage under the same terms as if they had not taken leave.

West Virginia does not have a state law requiring employers to provide bereavement leave. Employers may offer bereavement leave at their discretion.

The notice period for bereavement leave is typically outlined in the employer's policies or employee handbook.

Employer approval for bereavement leave is generally required and should be obtained in accordance with company policies.

Employers may choose to offer additional bereavement leave beyond their standard policy, but it is not required by law.

Bereavement leave does not typically accrue; it is granted as needed per occurrence.

Bereavement leave is generally provided on an as-needed basis and does not carry over from year to year.

Since bereavement leave is usually granted per occurrence, there is no accumulation to payout upon termination.

There is no end-of-year payout for bereavement leave, as it is not typically accrued.

Specific provisions for bereavement leave, such as the amount of leave and eligible family members, are determined by individual employer policies.

Employees are entitled to unpaid leave for military service, including active duty, training, and other related obligations, in accordance with federal Uniformed Services Employment and Reemployment Rights Act (USERRA) guidelines.

Employees must provide advance notice of military service to their employer, unless military necessity prevents it or it is otherwise impossible or unreasonable.

Employer approval is not required for military leave; however, employees must provide advance notice as stipulated.

Military leave is provided as needed based on the duration of military service; there is no additional quota.

Military leave is granted based on service requirements and does not accrue over time.

Military leave is taken as needed and does not involve carryover provisions.

There is no payout for military leave upon termination, as it is not accrued or paid leave.

Military leave does not result in an end-of-year payout, as it is not accrued or paid leave.

Under USERRA, employees are entitled to reemployment in their civilian jobs upon return from military service, with benefits and seniority as if they had not been absent.

West Virginia law requires employers to provide employees with up to 3 hours of paid leave to vote on election days, as long as the employee does not have sufficient time outside of working hours to do so.

Employees must request voting leave at least three days before the election to be eligible for the paid leave.

Employers may require employees to provide advance notice and obtain approval for scheduling the voting leave to ensure minimal disruption to operations.

Employers are only required to provide up to 3 hours of paid voting leave. Any additional time off is at the employer’s discretion.

Voting leave is not accrued like vacation or PTO; it is granted as needed on election days.

Voting leave does not carry over since it is only applicable on designated election days.

There is no payout for unused voting leave upon termination since it is granted only on election days.

Unused voting leave is not paid out at the end of the year since it is provided only when elections occur.

Employers have the right to determine when during the workday the employee may take voting leave to ensure smooth business operations.