The answer to this question depends on the employer's written policy, and whether
this policy was communicated to the employee at the time of hiring.
For example, if an employer informs employees in writing at the
time of hiring that unused vacation leave will be lost or forfeited
upon termination, then an employee will not be able to claim it.
On the other hand, where the employer does not have a written
policy that limits the compensation for accrued leave to a terminated
employee, that employee is entitled to the cash value of whatever
unused earned vacation leave was left -- provided it was otherwise usable.
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