We have some employees who would like to have their unused sick/vacation leave deposited into their 401(k) plan.
If we do not have a use-it-or-lose-it policy , is there a problem?
We allow employees to carry-over some vacation and sick time. Also, I had read something about it being futile in certain states like CA which
has specific rules vesting al vacation pay?
Also, I understand since treated like an employer nonelective contribution is subject to benefits, rights & features testing?
For anyone who has implemented this, I'd like your input.We have 1/2 dozen bargainning units with varying leave policies.
Thanks