Vacation Rollover - What does your company offer

[Guest Steelers]

Does your company offer a vacation rollover policy. If so, how many days can you roll over, do you have a cash payout option? If you have a use it or lose it policy, how is it perceived? Let me know!

[Sheila K]

We require that any time over 80 hours of accumulated vacation time be sold back at year end for current rate of pay. We are coming up on the third year of doing this, and it has been very popular.

Good luck.

Sheila K

[Guest Penn]

My current employer allows all vacation to carryforward to 3/31. If not used, it's lost.

My immediate prior employer allowed up to one week to be purchased if you had 3 or more years seniority, but no cashing in of vacation - use it or lose it. That policy had been in place for so long, ees didn't have a problem with it.

The er before that one allowed up to 5 days to be carried forward into the next calendar year to be used at any time during that calendar year.

[Guest Margaret]

We have a PTO program that allows employees to accrue hours per month based on position code and length of service. These hours are used for sick, vacation and holidays. Employees are able to have up to 2x their annual accrual in their bank at any given time.. On a quarterly basis, those employees that are over their "max" get cut back and lose PTO... We do also offer a cash-in program that employees elect on an annual basis as well as allow employees to use their PTO to pay for items like parking, united way donations, etc.

[Guest wzdmckr]

My employer currently has a PTO program in which you accrue a certain number of hours based on years of service. There are no payout options provided, and you can rollover up to a maximum of 15 days, and at no point in time can you have over 30 days accrued in your balance.

Here's my problem - all of this leave is ACCRUED as you work, however, when you resign, my employer only pays you 50% of the balance in your account. Is this legal, and do other companies do this?

D. Greene

Baltimore, MD

[mroberts]

This is kind of a general question. What prompts it? You're not going to get anything worth a lick asking a general question to people all around the country in industries of different type and size with 10 people responding.

[Guest wzdmckr]

My question is prompted by my company's policy on their PTO payout policy. I thought regulations existed that if your leave was accrual-based (ie, you do not receive anything upfront on day 1), that you were entitled to have everything paid out if you resigned.

I work for a small company, with about 50 employees, located in Baltimore, Maryland. I was inquiring so that I could find out if any type of regulation existed, whether at the Federal level or at the state level (Maryland) that addressed this issue. I specified that it was a PTO program since I believe PTO programs are handled differntly from programs that have separated out vacation & sick/personal leave.

Thanks,

D. Greene

Baltimore, MD

[mroberts]

Oops....sorry....I wasn't referring to you wzdmckr. I meant the original poster....Steelers. In response to your question, yes it is legal. California is the only state that I'm aware of that the employer is required to pay for accrued vacation time at all upon termination. The view on this is that any vacation time an employer gives you is a perk/benefit and the employer has the right to dictate the terms of it.

[Guest Cathie]

mroberts, Massachusetts, Illinois, Minnesota, Louisiana and Iowa, among others, also require the payout of accrued time at termination.

[mroberts]

Thanks Cathie.....I always notice CA come up, but never hear too much about the other states.