CLI has similar issues to many of the comments so far-- that it is hard for us to accommodate time off.  That being said, PTO is a significant employee benefit for us.   We give a lot each year and it can be accrued.  Before I get into it-- CLI really believes staff to be our essential asset.  We invest in staff more than anything else-- with health benefits, PTO, smartphones, and other perks.   You might not always get what you pay for, but I don't think that we can expect to consistently get mission-forward progress if we don't pay for that.  Either we make it better, or I guess I'm ok with not making it at all.  Even though we are paying out as much as we can afford in wages & benefits, we still can't find all the people we need.

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

homefarms450@gmail.com

 

 

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 Chief Executive Officer, CRSI Office: 937-653-1307 Mobile: 937-776-5515

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You are receiving this important information as a Member service of the Ohio Provider Resource Association. Unless messages and/or replies are specifically directed, each posting/response is sent to the entire listserv group, a large and diverse body. The views of individual listserv users do not necessarily reflect the views of the OPRA Board or Staff. To send a message to this listserv, please use the reply button. To reply only to the original sender, please respond to the email listed after -on behalf of- in the FROM line of the message header. Thank you.