Doesn't look good. Source: http://www.employmentlawhandbook.com/leave-laws/vacation-leave-laws/vacation-leave-law-summaries/
From the website above:
In Georgia, employers are not required to provide employees with vacation benefits, either paid or unpaid. If an employer chooses to provide such benefits, it must comply with the terms of its established policy or employment contract.
An employer may lawfully establish a policy or enter into a contract denying employees payment for accrued vacation leave upon separation from employment. See Shannon v. Huntley’s Jiffy Store, Inc., 329 S.E.2d 208, 174 Ga. App. 125 (1985).
An employer may lawfully establish a policy or enter into a contract disqualifying employees from payment of accrued vacation upon separation from employment if they are terminated. See Ryvos v. St. Mary’s Hospital, 393 S.E.2d 739, 195 Ga. App. 474 (1990); Shannon v. Huntley’s Jiffy Store, Inc., 329 S.E.2d 208, 174 Ga. App. 125 (1985).
An employer may also lawfully establish a policy or enter into a contract disqualifying employees from payment of accrued vacation upon separation from employment if they fail to comply with specific requirements, such as giving two weeks notice or being employed as of a specific date of the year. See Amoco Fabrics & Fibers Co. v. Ray, 510 S.E.2d 591, 235 Ga. App. 821 (1998).
An employer is required to pay accrued vacation to an employee upon separation from employment if its policy or contract requires it. See Shannon v. Huntley’s Jiffy Store, Inc., 329 S.E.2d 208, 174 Ga. App. 125 (1985).
Georgia’s Legislature and its courts are silent regarding whether an employer must pay an employee for accrued vacation upon separation from employment if the policy or contract is silent regarding the matter. However, because of the contractual emphasis Georgia courts place on vacation policies, it is unlikely an employer would be obligated to pay an employee accrued vacation upon separation from employment if its policy or contract is silent regarding the matter, unless the employer has a practice of doing so.
From the website above:
In Georgia, employers are not required to provide employees with vacation benefits, either paid or unpaid. If an employer chooses to provide such benefits, it must comply with the terms of its established policy or employment contract.
An employer may lawfully establish a policy or enter into a contract denying employees payment for accrued vacation leave upon separation from employment. See Shannon v. Huntley’s Jiffy Store, Inc., 329 S.E.2d 208, 174 Ga. App. 125 (1985).
An employer may lawfully establish a policy or enter into a contract disqualifying employees from payment of accrued vacation upon separation from employment if they are terminated. See Ryvos v. St. Mary’s Hospital, 393 S.E.2d 739, 195 Ga. App. 474 (1990); Shannon v. Huntley’s Jiffy Store, Inc., 329 S.E.2d 208, 174 Ga. App. 125 (1985).
An employer may also lawfully establish a policy or enter into a contract disqualifying employees from payment of accrued vacation upon separation from employment if they fail to comply with specific requirements, such as giving two weeks notice or being employed as of a specific date of the year. See Amoco Fabrics & Fibers Co. v. Ray, 510 S.E.2d 591, 235 Ga. App. 821 (1998).
An employer is required to pay accrued vacation to an employee upon separation from employment if its policy or contract requires it. See Shannon v. Huntley’s Jiffy Store, Inc., 329 S.E.2d 208, 174 Ga. App. 125 (1985).
Georgia’s Legislature and its courts are silent regarding whether an employer must pay an employee for accrued vacation upon separation from employment if the policy or contract is silent regarding the matter. However, because of the contractual emphasis Georgia courts place on vacation policies, it is unlikely an employer would be obligated to pay an employee accrued vacation upon separation from employment if its policy or contract is silent regarding the matter, unless the employer has a practice of doing so.
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