Employee Vacation Request Forms Help Managers Record Time Off Requests
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Employee Vacation Request Forms - Downloadable


Easily schedule employee vacation time with a printable vacation request

Schedule employee vacations easily and efficiently year-round with a Employee Vacation Request Form - Downloadable. A simple, calendar-style format provides a complete record of vacations and helps you avoid conflicts.

New! The Vacation Request includes more calendar space for reviewing employee vacation requests.


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  • Creates an easy, consistent system for company-wide use
  • Printable format gives you access to your vacation request minutes after checkout
  • Includes free Vacation Request Tip Sheet
  • Upon completion of your order, you can access your printable product from the Manage My Downloads section
    in your account
  • Please note that printable forms are not returnable

Product Specifications:

  • Adobe Acrobat 5.0 or later is required for Fill & Save eForms

DO listen for buzzwords. Employees who ask for time off may never mention “FMLA”, “USERRA” or other relevant laws by name, but they may say, “hospitalization”, “multiple doctor’s visits” or other words that indicate they may be legally entitled to the leave.

Don’t jump to conclusions. Excessive absenteeism or frequent requests for time off may be more than they seem at first glance — consider all the circumstances before making any decisions that may land you in legal hot water.

DO document absenteeism. If an employee’s frequent absenteeism is not protected under any of the relevant state or federal leave laws (or company policy), you’ll need backup if disciplinary action becomes necessary.

Don’t rely solely on your company’s time-off policy when determining whether to excuse an absence. Employees may be entitled to paid or unpaid leave beyond what company policy allows, under FMLA, ADA, USERRA or other relevant leave laws.

DO consult a human resources professional when employees request or use time off for legally protected reasons.He or she can give advice on how to process paperwork, track leave and administer benefits.

Don’t discuss details with other employees. Keep information on a need-to-know basis, because federal law protects confidential employee medical information.

DO file time-off requests in the employee’s personnel folder. Or, keep all requests in a binder for easy reference.

Don’t discriminate or retaliate against an employee who is legally entitled to leave.

DO familiarize yourself with local laws. Many states and cities provide additional rights and protections for certain employee absences from work.

Knowing about the following federal laws can help you determine whether you are required to grant time off:

Family and Medical Leave Act (FMLA) This act allows eligible employees to take up to 12 or 26 weeks of unpaid leave a year for both family and personal medical reasons. In most cases, employers must keep the same or an equivalent job open for the employee upon return. FMLA covers most businesses with 50 or more employees, in 20 or more workweeks — as well as all public agencies, regardless of the number of employees, including local, state and federal agencies.

The Americans with Disabilities Act (ADA) This act, which applies to private and state/local government employers with 15 or more employees, prohibits discrimination against qualified individuals with disabilities. Individuals are qualified if they have physical or mental disabilities that substantially limit one or more “major life activities.” Covered employers must make “reasonable accommodations” for qualified individuals, such as granting time off.

Uniformed Services Employment and Reemployment Rights Act (USERRA) This act, which protects eligible members of the uniformed military services from adverse employment decisions, requires employers to excuse covered employees for military service, such as active duty, inactive duty training, etc.

Other Protected Absences Title VII of the Civil Rights Act of 1964 requires that employers reasonably accommodate employees’ sincerelyheld religious beliefs or practices, which includes flexible scheduling. Many states and cities have laws providing additional employee rights and protections for certain absences fromwork. To be safe, watch for these laws before denying an employee time off from work to:

  • Attend a child’s school-related activities
  • Serve as a witness
  • Donate blood
  • Volunteer as a firefighter
  • Vote in an election