Here is a snip of our policy to give the idea of what we use. Come the new calendar year, each employee starts over with 2 full weeks. Staff may roll over only 40 hours into the next year. We also pay out vacation if employee left with notice. Depending on
length of employment with us, the PTO amount given on the calendar year will increase by a half of week.
Paid time off (PTO) will be granted to regular full-time employees at the beginning of each calendar year. A week of PTO is defined as the equivalent to the number of weekly hours scheduled. For example, if an employee works 35 hours in a week, each week
of PTO granted will be 35 hours. If an employee works 40 hours in a week, each week of PTO granted will be 40 hours.
New employees will receive PTO after 6 months of employment. Existing employees going from part-time to full-time will receive PTO after 6 months of being in full-time status. Employees in their first calendar year will receive 1 week PTO pro-rated for the
length of the year they will be working. For example, if an employee starts on January 1, they will be granted 1 week PTO, if an employee starts on July 1, they will receive ½ that amount.
Employees in their second through fifth calendar year of employment will receive 2 weeks PTO.
Employees in their sixth through tenth calendar year of employment will receive 2.5 weeks PTO.
Employees in their eleventh through fifteenth calendar year of employment will receive 3 weeks PTO.
From: opra_members@opra.simplelists.com <opra_members@opra.simplelists.com>
On Behalf Of The Home Farms
Sent: Wednesday, June 19, 2019 1:15 PM
To: Than Johnson <TJohnson@CRSI-OH.com>; Straley, Shannon <sstraley@marimorindustries.org>
Cc: Tim Menke <tmenke@lottserves.org>; Anita Allen <AAllen@opra.org>; opra_members@opra.simplelists.com
Subject: Re: Question for ListServ
I say “AMEN” to Than’s comments!
We are a small business, which I recognize allows us a bit more flexibility.
We allow vacation time to roll over . . . . indefinitely.
We also all staff to take any and all accrued vacation (and personal hours) as cash, at any time. They love this and it saves us finding staff to fill their absences.
I tell new staff to think of it as a “bank account.” Some use it as a “Christmas savings account.”
When they leave, they are paid any and all accrued vacation and personal time.
bev brubaker
The Home Farms
Preble County
From: Than Johnson
Sent: Wednesday, June 19, 2019 12:23 PM
To: Straley, Shannon
Cc: Tim Menke ; Anita Allen ;
opra_members@opra.simplelists.com
Subject: Re: Question for ListServ
In this day of workforce crisis,
it’s begs for consideration of policy changes. Many providers cannot approve vacation use because of staff shortage.
If management causes staff to lose earned vacation hours because of ‘non approval of vacation requests’ then staff dissatisfaction can lead to resignations that cause further erosion of available
staff, higher overtime , labor organizing potential, and quality challenges.
It may actually save funding by offering to pay staff their accrued vacation/pto hours (higher carryover limits also) rather than pay overtime for staff replacement of staff taking vacation???
A interesting discussion that has been front burner for many years but accentuated by a deep, extended workforce crisis.
Thanks
Than
Sent from my iPhone
|
Than Johnson |
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