Dear [Employer's Name], I hope this letter finds you well. I am writing to formally request the reimbursement of my accrued vacation days following the termination of my employment with your company. According to the employment agreement and Puerto Rico labor laws, I am entitled to receive payment for the unused vacation days that I accumulated during my tenure at the organization. As per my records, I had accrued [number] vacation days, which I was unable to utilize before the termination of my employment on [termination date]. Based on the company policy and Puerto Rico labor laws, I am hereby demanding the reimbursement of the monetary value associated with these accrued vacation days. Under Puerto Rico law, employers are required to compensate employees for any accrued and unused vacation days at the time of their termination. The Puerto Rico Department of Labor has made it clear that employers must grant employees the right to utilize their vacation days and reimburse them accordingly upon separation from the company. I am confident that you will recognize my entitlement to the reimbursement of my accrued vacation days and process the payment accordingly. I kindly request that you promptly issue the reimbursement to me in the form of a certified check or direct deposit to my bank account within [reasonable time frame] as outlined in Puerto Rico labor laws. Should you fail to comply with this demand within the stipulated timeframe, I will have no choice but to pursue legal action to secure the reimbursement of my accrued vacation days, as provided for under Puerto Rico labor laws. I appreciate your immediate attention and cooperation in this matter. If you require any further documentation or information, please do not hesitate to reach out to me. I can be reached at [your contact information]. I trust that we can resolve this matter amicably and avoid any unnecessary legal proceedings. Thank you for your prompt attention to this matter. Sincerely, [Your Name] Keywords: Puerto Rico, sample letter, demand, reimbursement, accrued vacation, termination, employment, unpaid vacation, vacation days, payment, company policy, labor laws, separation, entitlement, certified check, direct deposit, legal action, cooperation, amicably, documentation.
Puerto Rico Sample Letter for Demand - Reimbursement of Accrued Vacation after Termination
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From an employment law perspective, this means federal statutes such as Title VII, FLSA, ADA, ADEA, FMLA, USERRA, OSHA, ERISA, COBRA, among others, apply to Puerto Rico. For stateside employers, that is the easy part.
No use-it-or-lose-it policies permitted. Under California law, vacation is treated the same as earned wages and vest as the employee performs work. Because vacation is earned proportionally as the employee works, policies requiring employees to lose vacation already earned is illegal under California law.
Pedro Pierluisi has sign into law the "Puerto Rico Minimum Wage Act." The new law supersedes the lower federal minimum wage beginning 2022 and creates the "Minimum Wage Review Board" to periodically review and potentially increase minimum wage every two years.
Under California law, unless otherwise stipulated by a collective bargaining agreement, whenever the employment relationship ends, for any reason whatsoever, and the employee has not used all of his or her earned and accrued vacation, the employer must pay the employee at his or her final rate of pay for all of his or
No use-it-or-lose-it policies permitted. Because vacation is earned proportionally as the employee works, any type of policy requiring employees to lose vacation that has already been earned is illegal under California law.
Puerto Rico's minimum wage increased from $7.25 to $8.50 effective January 1, 2022. Additional increases are scheduled to take effect on July 1, 2023, when it will be raised to $9.50, and on July 1, 2024, with a raise to $10.50.
Generally, you can use PTO whenever you want. Some companies have specific limits for time off (paid and unpaid) broken out into different categories such as sick time, personal time, and vacations. Other companies just grant employees a set amount of PTO to use anytime they are unable to work or don't want to work.
If you take your vacation days, even if it's not to go on a vacation, you're actually more productive when you are in the office, Salemi says. If you really need the cash, go ahead and cash out on days if you can't roll those days over, but you should think of those days as part of your compensation package.
Employment law in Puerto Rico is covered both by U.S. labor law and Puerto Rico's Constitution, which affirms the right of employees to choose their occupation, to have a reasonable minimum salary, a regular workday not exceeding eight hours, and to receive overtime compensation for work beyond eight hours.
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