When a company offers vacation, they have to decide on an accrual rate to use. There are a few options. Employers can offer vacation time off to match their pay periods, hand it out once a year, or provide it on an hours worked basis. The rates all have their pros and cons and one may not be the right choice for each company or each employee.
Category: Accruals & Time Off
When an employer drafts a time off policy, they have several choices to make: How much time off to give each year, which accrual rate to use, whether to implement a probationary period, and whether to use an accruals cap. When deciding on an accruals cap, some employers choose to clear all of their employee’s time off at the end of the year, rather than just putting a limit on the amount of time employees can earn. Employers don’t always realize it but this type of policy can cause conflicts in work flow and employee engagement.
Time off is, traditionally, a benefit employees earn just for working at the company. Whether employees earn time off by the hour, day, week, month, or year, it’s dolled out based on the time they put in. But times they are-a-changing and time off is increasingly given to employees for other reasons, such as non-monetary bonuses or rewards for good behavior.
We all look forward to a break from work — a vacation that lets us relax and rejuvenate. However, in America paid time off is a privilege. There are no laws mandating that employers allow a certain amount of time off per year. What’s more, a study found that 51% of Americans do not take all their eligible time off and 61% work while they’re on vacation.
Chances are, your company offers sick leave to full time employees, since nearly 80% of full-timers get some sort of sick benefit. But if you don’t, there are a few reasons you might want to consider it.
First, it makes it easier to deal with the legalities of exempt employee salary deductions (more on that in a moment). Second, the office is just healthier when there aren’t sick people wandering the halls. It may seem counter intuitive, but paying an employee to stay home when they’re sick benefits you and your company a great deal.
There has been a lot happening in California with regard to employee benefits lately. Last week it was a state-wide minimum wage hike and this week, in San Francisco, it’s six weeks of fully paid leave for new parents. The San Francisco Board of Supervisors voted unanimously on Tuesday in favor of the measure.
Absenteeism excuses can run the gamut from legitimate to inexcusable. While hearing these excuses from chronically late or absent employees can get tiresome, you must treat each case individually and with care. It’s not always immediately evident which excuses are legit and which are not.
When employees no-call, no-show, for example, you shouldn’t just assume that they decided to quit their job, even if you’re in a high-turnover field. Accidents happen and you never know when one might actually happen to your employee.
Labor Day can be more of a hassle than it’s worth for anyone driving to or from a big city. Navigating into and out of it can take hours and for what? To pay higher gas prices and higher hotel rates? To visit a crowded outdoor destination like a lake or campground and experience none of the quiet, tranquility of nature? The cacophony of vacationers roars over the scurry of chipmunks and the wind in the trees. Who really wants that?
The California paid sick leave requirement is here! While you should have been preparing for the new law since January, the law officially goes into effect today.
Starting today, employees in California who have worked more than 30 days are required to begin earning at least 24 hours of sick time per year, regardless of whether they work part time or full time.
Effective July 1st, 2015, employers in California must offer their employees paid sick leave. This applies to all employers, regardless of size or number of employees.
The law sets guidelines about accruals and usage. This is not intended to interfere with a company’s current policy but to provide a minimum sick leave requirement to establish a sick leave policy for companies that didn’t already have one.
Continue reading The New California Paid Sick Leave Law