use PTO first
mushroomHR
583 Posts
Management wants to change the way our employees currently use their PTO. Under the current policy employees do not have to use vacation time first before requesting time off with no pay. They do however have to use their personal days first before requesting time off with no pay.
The proposed revision to the policy is that employees will have to use all personal and vacation time (in full-day increments) first for all time off unless they are on STD or FML for their own serious health condition.
I see an administration problem with this. What if someone is off work for a few days and we make them use their PTO and pay them for it. The few days turn into a couple of weeks and the employee goes on STD and decides they don't want to use their PTO for the time away. We've already paid them for it--how can we take it back? Also, if someone is off work and given FML certification forms and we don't charge them PTO. The employee then doesn't return the certification from the doctor. They should have been charged PTO in this case but we didn't because we were waiting for the forms to be returned.
Perhaps I'm making too much of this but I think it will get to be an administrative nightmare on my part. I feel that it should be all or nothing; either use PTO for every instance or don't force the employee to use PTO before taking time off with no pay. I suggested they make employees use PTO first in all instances but allow them to keep five days in reserve if the employee uses STD. That was vetoed. Your opinions on this would be appreciated. Thanks.
The proposed revision to the policy is that employees will have to use all personal and vacation time (in full-day increments) first for all time off unless they are on STD or FML for their own serious health condition.
I see an administration problem with this. What if someone is off work for a few days and we make them use their PTO and pay them for it. The few days turn into a couple of weeks and the employee goes on STD and decides they don't want to use their PTO for the time away. We've already paid them for it--how can we take it back? Also, if someone is off work and given FML certification forms and we don't charge them PTO. The employee then doesn't return the certification from the doctor. They should have been charged PTO in this case but we didn't because we were waiting for the forms to be returned.
Perhaps I'm making too much of this but I think it will get to be an administrative nightmare on my part. I feel that it should be all or nothing; either use PTO for every instance or don't force the employee to use PTO before taking time off with no pay. I suggested they make employees use PTO first in all instances but allow them to keep five days in reserve if the employee uses STD. That was vetoed. Your opinions on this would be appreciated. Thanks.
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in fact, most liked it as it showed consistency throughout the work force and no favoritism.