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Extended Time Off Overview

By Georgetown University Law Center Workplace Flexibility 2010

Abstract

Workplace Flexibility 2010 defines Extended Time Off (EXTO) as time taken off from work for a single reason that extends for more than five days but less than one year. EXTO may be brief in nature (e.g., a few weeks), when taken, for example, for a vacation, to recover from minor surgery, or to comply with a public health quarantine request. EXTO may also be longer in nature (e.g., a month or more), when taken, for example, for maternity/paternity purposes, for elder care, for military duty, or for a sabbatical from work. EXTO (either brief or prolonged) may be unpaid (e.g., when taken under the Family and Medical Leave Act (FMLA)) or paid (e.g., when taken under California’s paid family leave law or under an employer’s benefit plan). EXTO is distinguished from other extended absences from the workplace by two primary variables. With EXTO, an employee wants to and/or expects to be able to return to his/her original job; and an employee wants to and/or needs wage replacement during the time off

Topics: workplace flexibility, flexible work arrangements, extended time off, statistics, data, family medical leave act, Labor and Employment Law, Labor Relations, Public Policy
Publisher: Scholarship @ GEORGETOWN LAW
Year: 2008
OAI identifier: oai:scholarship.law.georgetown.edu:legal-1023
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