Guest jtobin Posted December 10, 1998 Posted December 10, 1998 At our company we accrue vacation pay each payroll. For new employees we have a 6 month waiting time until vacation can be taken. If an employee leaves before that 6 months, are they entitled to their accrued vacation, even though it is before the 6 month waiting time? Thanks.
Sheila K Posted December 12, 1998 Posted December 12, 1998 jtobin: We just had this discussion at work this week. It seems that the payroll person was paying the accrual to the ones leaving before 6 months. We have stopped this practice. If we won't let an employee use that accrued vacation time in the first six months, then we certainly won't pay them for it if they leave!!! Good luck... Sheila K Sheila K 8^)
Guest ginglarr Posted December 30, 1998 Posted December 30, 1998 My company gives employees an extra vacation day for each year they are employed over 10 years. Topping off at 5 extra days. Employees also receive 1.5 days per month of employment from Sept to June. If I layoff an employee in Dec. who has worked for the company for 15 years do I owe him 6 days vacation plus the 5 extra days?
Guest jane f Posted January 7, 1999 Posted January 7, 1999 I have worked for a high-tech company for the last 9 years. The working conditions were so stressful that, because I have health problems, I had to cut down to a minimum of 20 hours/wk. My paycheck is smaller, but this allows me to keep my much needed health insurance AND my health at the same time. I do not have any contract stating my employment is "prn" - I am a regular employee. They agreed to let me work from home where I have set up my own office, and notify me by phone, fax, or email what my next duties will be. Lately, however, they have not provided me with enough work (last week there was no work at all for me), and they insist I use my Personal Time Off/Vacation pay to fill the gap. I feel as though I am being forced to pay myself for their slack time/work-load mismanagement. By the way, I have always received excellent reviews. I know this isn't fair, but is it legal? I am worried they are trying to discourage me because of my health insurance needs and age (52). Any advice on this situation would be appreciated. Jane F.
Guest JGrieb Posted January 7, 1999 Posted January 7, 1999 I my company all employees earn vacation at the same rate. I would like to propose separate accrual rates for manager, supervisors and production workers. I am interested in knowing other companies' structures and the number of days earned per year by each employee group.
Guest clinician Posted January 20, 1999 Posted January 20, 1999 My department requires employess to do on-call time. ie. 5pm to 8am every other week, plus one weekend every 6wks. We used to be compensated with a week's vacation for this required on-call service. This week we have been notified that this benefit will be stopped. Do I have any way to block this administrative decision?
Guest tom Posted January 20, 1999 Posted January 20, 1999 I currently accrue vacation at 10 hours per month. I can carry a maximum of 240 hours, however any hours accrued over the maximum are forfeited. Is this legal? ------------------
Sheila K Posted January 21, 1999 Posted January 21, 1999 Tom: As long as your employer applies this rule to all employees equally it is perfectly legal. Employers do not even HAVE to give paid vacation time...it truly is a benefit. You may want to ask about implementing a program of sell-back for 50-75 cents on the dollar. This would allow you to benefit from the vacation time, even if you don't take the time off. Our company does this annually. We allow only 80 hours to carry over annually. The balance of the time must be paid out at 75%, donated to the donation bank (for employees with catastrophic illnesses or injuries) or transferred to their reserve sick bank (we use a PTO system). Good luck... Sheila K Sheila K 8^)
Guest JJoyce Posted May 4, 1999 Posted May 4, 1999 I manage a small business that has not until now needed a policy for accruing additional vacation, personal and sick leave. I would like to establish some guidelines that are attractive to my employees, but still fair business practices. Would anyone share the policies of their businesses and any of their reactions to those policies? Thank you. ------------------ JJoyce
Guest Pamela Posted May 13, 1999 Posted May 13, 1999 I have worked for a company for 12 yrs. After 10 yrs., a full time employee is given 4 weeks vacation a year. Each person is allowed to carry 1 week over to the next year. My employment anniversary is April 22, so now I have 5 weeks vacation time. My problem is that this company is folding. We will either close our doors completely, or be sold to another company. Our staff has been cut to a minimum and I am unable to use any of my vacation time. Am I entitled to be paid for this time since, through no fault of my own, I am unable to use it? We are a small business, so there were no contracts, nothing was signed. Is there anything that I can do to assure that I get paid for my unused vacation time? ------------------
Guest Jennifer W Posted May 14, 1999 Posted May 14, 1999 My company currently accrues vacation by anniversary date. We have talked about changing it to accruing it at the beginning of the year. What is the best way of going about this?
Guest Polly Foote Posted May 28, 1999 Posted May 28, 1999 My company currently AWARDS vacation on January 1 of each year based on an employee's service up to that point. We need to convert our vacation policy to an accrual basis based on anniversary date and have not come up with a comfortable solution yet. The main issue is, how do we convert our existing employees to an anniversary date/accrual system without cheating them out of vacation (i.e., vacation they would have had at 1/1 but now could receive in chunks up until their anniversary) without giving the farm away? Has anyone been through this type of conversion? I would appreciate any feedback you have. Thanks. :0)
Guest Lisa Satin Posted June 7, 1999 Posted June 7, 1999 My company is currently looking into changing it's vacation policy from one where your vacation is earned on your anniversay date of hire to an accrual method. Our problem, at what point in time do we start the accrual? We had talked about starting it with the new fiscal year, but have concern for those employees whose anniv. date fell prior to that date. Any suggestions would be appreciated.
Kirk Maldonado Posted June 8, 1999 Posted June 8, 1999 California law generally requires that employees accrue vacation benefits on a daily basis, and that the benefits are fully vested when earned. Kirk Maldonado
Guest Marcia Posted June 17, 1999 Posted June 17, 1999 At termination, we pay employees for vacation that has been earned but not taken. What happens if an employee has taken more vacation than they've earned prior to termination? Is it legal to deduct those days from their pay? What type of authorization is required (at least in the state of Illinois?) ------------------ dgarcia@realtors.org
Guest julsf Posted June 23, 1999 Posted June 23, 1999 My company is looking into offering "buying vacation time". Any information on how to administer this would be great.
Sheila K Posted June 24, 1999 Posted June 24, 1999 The only company I am familiar with that has this program is GTE. You might want to contact their HR department in Tampa, FL to find out how they administer this plan... Good luck. Sheila K. Sheila K 8^)
Guest Margaret Posted June 25, 1999 Posted June 25, 1999 At our hospital, our employees accrue their PTO monthly.. At the time of termination, our policy states that they would get 100% if they we at the hospital 3 years or more. For those there less than 3 years it is pro-rated by taking the total number of months employed divided by 36 months = a certain % rate times their PTO balance and that is what gets paid out to them.
Guest ksolt Posted July 30, 1999 Posted July 30, 1999 Our company(Brown & Company) is researching vacation and sick policies throughout financial institutions. We currently receive 6 sick days, 9 holidays and 10 vacation days the first five years, 15 vaca days years 5-10, 20 days years 10-15, etc plus one floater day a year. We are paid out for unused vacation and sick time at the end of the year but we don't allow employees to carry time forward. I am interested in gathering information about your company and it's vaca and sick policy. It will not be shared outside of our HR department and will be used for research only. Please include the name of your company and the type of industry.
Guest TinaB Posted August 4, 1999 Posted August 4, 1999 I'm looking into what other financial service companies offer sales commissioned employees as far as vacation. Is it the same as what administrative employees receive? If, not I'd really appreciate specific info as to the vacation policy for sales employees. Thanks.
Guest David Goulart Posted January 4, 2000 Posted January 4, 2000 We are in the process of setting up a vaction policy. Although we are not a Fortune 500 company we would like to mirror ourself after their policys/benefits/compensation as best we can. Does anyone know what the average vacation is for Fortune 500 companies and where I can locate bcakup on the web. Many sincere thanks in advance!
Guest CLKeown Posted January 5, 2000 Posted January 5, 2000 Marcia - If your vacation policy is written to include the caveat that you will deduct negative vacation/sick/personal leave balances from final payment, there is no reason why you cannot deduct those hours. One caution when you are deducting money from a final paycheck. You cannot withhold an employees entire final paycheck. It is my understanding that you must pay them an amount equivalent to minimum wage for the hours worked. I am not; however, certain if this is a federal labor mandate or if this is a state imposed law. You may want to check into that. CKeown
Guest Rich505 Posted February 7, 2000 Posted February 7, 2000 If an employee quits 6 weeks into the calander year is he entitled to his vacation in monetary compensation for that calender year. Our policy is one weeks vacation for the first five years and then two weeks vacation therafter. There is no written policy on vacation time ------------------
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