- Jurisdiction
- Texas
We have a sales rep who gets incoming sales leads to her phone. During her maternity leave she would like to continue receiving and responding to those leads and making appointments. She is normally paid by the hour plus bonus for appointments that lead to a sale. She has asked if she will still get paid her bonus for sales, but my concern is that we also need to pay her for her time, and also NOT count her working time against her FMLA time. Her actual working time may only be a few minutes at a time sporadically throughout the day. Should we have her estimate her total working time per day? Any other suggestions?