Since the employer does not have to pay vacation pay at all then no.
BUT
If you were promised holiday pay in writing in your employment contract it is owed and should be paid.
It is legal to withhold paying for accrued personal time off called PTO if an employee has been terminated. Termination of employment will cause an employee to lose vacation time and PTO time.
This may vary depending on the state you are in -BUT- unless you were terminated while still in a probationary status, you should be able to recover any un-used vacation time - sick time or "personal time, that was accrued but un-used up to the time you were terminated.
Yes, Vacation pay is an estimated liability, You do not know when the employee will take vacation or if the employee may have received a raise between now and then. You do know however that the employee will take vacation and that in itself is a liability expense.
No, an employee's vacation is taxed just like earning and therefore, it can not expired until it is used or paid to the employee.
The situation is a little complicated. Employers are required to abide by their explicit statements of policy regarding vacation pay. That is, if they say in your employment contract or employee handbook that they will pay out accrued vacation, then they have to. If they don't mention it, then they don't have to. If they have historically done so, you could probably argue that that constitutes established policy, even if it's not actually written down anywhere. But the bottom line is as long as they never do it and never say they will, Oklahoma law does not require them to.
An employment contract dictates the conditions of employment, such as salary, vacation, benefits, etc. An "at will" employee serves at the pleasure of the employer, meaning their employment can be terminated at any time, for any reason, or for no reason at all. The effect of an employment contract on an at-will employee would be to set salary, benefits and so on as long as the employee worked at that employer.
No mine. My suspensions specify that the employee is unpaid until I say different. Since management reserves the right to approve / disapprove vacation, we will not approve a vacation request until we decide the employee deserves it.
There is no legal requirement for vacation. It is entirely at the employer's discretion whether to provide or allow vacation time.
Vacation should be based on ordinary income. Expense reimbursement has nothing to do with vacation pay. An employee cannot receive per diem for days off (unless he is on-call, such as on weekends).
Kiawah Island, South Carolina is a place to vacation. It is a popular golf vacation destination.
The unpaid vacation time is due the employee upon termination because the employee has earned it. Depends upon the policy of the company. In the US vacation time does not have to be paid upon leaving. Some companies do, others don't. Some places may have laws regarding the payment.
Vacation pay is an unregulated gift from the employer. It may deny or change vacation rules at will, except based on employee race, sex, religion, age or other illegal basis.