No federal or state law requires employers to provide paid or unpaid vacation time for their employees. However, if employers choose to offer a vacation leave, paid or unpaid, to their employees it must comply with applicable state law or employment contract.
Jury Duty Leave
An employer cannot discharge or penalize an employee for:
- Serving as a juror
- Attending any civil or criminal proceeding as a witness pursuant to a summons.
Employees on jury duty or serving as witnesses must be considered active employees during their service for purposes of determining seniority, fringe benefits, vacation, and other rights, privileges and benefits of employment.
No federal or state law require an employer to provide the employee with paid or unpaid bereavement leave or with any time off to organize or attend a close family member’s funeral.
Vermont does not have a law that requires an employer to grant its employee leave, paid or unpaid, to vote.
In addition to the Uniformed Services Employment and Reemployment Rights Act of 1994, Vermont law provides leave and job protections for reserve training and military duty. Members of the reserve component of the Armed Forces or National Guard are entitled to 15 days of leave in any calendar year to engage in military drills, training or other temporary duties. Leave may be paid or unpaid, at the employer’s discretion. Employees must notify their employers of the need for leave 30 days prior to the date of departure or as soon as practicable after being called into service. Upon return, the employee must be reinstated to his or her position with the same status, pay and seniority, including seniority that accrued during the period of military leave. The employee may not lose any sick leave, vacation time, bonuses, promotion and other benefits because of a military leave. Certain health benefits continuation requirements apply to Vermont National Guard members called to active duty, for up to 30 days.