Quote:
Originally Posted by RPKESQ
Vacation time is a benefit, not a legal requirement. Apart from the length of a working day and how many breaks during a day, she is SOL as far as legality is concerned. Even if it was listed as a benefit on the job description.
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I would imagine that this type of thing (labor law) will vary, state by state. Are you certain that this is what the law stipulates in California? (Not being argumentative--just noted that you don't list a California location.)
If vacation is considered a benefit, is it legal for an employer to revoke such benefit, even if it's in a mutually agreed upon contract? Isn't there some sort of breach of contract if the employer reneges on its contractual obligations?
I'd certainly not work for such a shady employer. Effectively, if you play by the employer's rules, there is no such benefit of vacation. There's certainly no respect for the employees.