making up time

Do any of you allow your non-exempt employees to make up time if they have to leave work? We instituted a policy just this year that employees have to use PTO for absences, however supervisors are allowing employees to make up their time without using PTO. What do others do?


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  • We take what 's called a "reasonable" approach to this. We allow it if it can be done during regular business hours. It also depends on the position. A machine operator would find it difficult to make up time because someone else would be on the machine. We wouldn't allow that employee to stand there and watch. The missed time still counts against their attendance though.
  • We do not have a "policy" that allows ee's to just make up any time they missed. We leave it up to each Dept. Supervisor to determine if the work load is such that the ee really needs to put in additional time in order to complete their tasks.
  • This is discretionary with each department manager, but the general rule is that we make the decision based on whether it meets our business needs, not whether it meets the needs of the ee to avoid using up their leave. If ee's come to expect that they'll be able to make up missed time in almost all instances, they have -- in effect -- created their own flextime arrangement.
  • Unless this negatively impacts production/services, it is a nice and inexpensive way to help balance the employee's work life.

    As long as it is not abused, I would encourage this activity. It's most likely appreciated by the employee. And costs nearly nothing!
  • We have a formal flextime policy that allows our bargaining unit employees to make up their time during a workweek. There are guidelines to be followed as well as a specific process to get it approved. There are also limitations. We have been doing this for a number of years and, while it got out of hand for a while, have found that it works really well and it is truly a retention tool.

    As for our office staff, they work together to ensure the job duties are completed while still allowing for flexibility and making up time. We do not have a problem.
  • We allow employees to make up time as long as a supervisor will be here. Employees must get permission, explain the reason why they need to make up the time, and make sure a supervisor will be available. It got out of hand for awhile, but as long as it is monitored properly it works great for us. It also goes a long way towards making sure we make our deadlines.

    We are also flexible with this and overtime. In Kansas, only hours worked over 40 in a week need to be paid at time and a half. When an employee has scheduled vacation pay or is sick during the week and then they have to work Saturday, we allow them to choose if they want the Saturday hours to reduce the leave taken, or to get paid the extra hours at the regular rate. This is VERY helpful when we are having trouble meeting our deadlines. We have to watch sick pay more carefully, but that should be done anyway so it works out well for us.

  • Our union contract gives overtime after 8 hours each day, therefore, we do not let the union ees to make up for lost time. For non-union employees, we try as much as reasonably possible to allow the ee to make up the time. However, if they take more than 1/2 day off, they must use PTO.
  • LRIE: Within the same work week, a non-exempt can make up time lost due to some emergency in the same workweek. The problem you will have with this is the supervisor that is not forceful in his/her execution, and then gets to where ees are making up time this week for last week. That is a sin and will get your company in deep "kimshie" with wage and hourly folks. And guess what, your records will only prove that your company has paid in accordance with the normal operating procedures. The ee will have a record and testimony from other employees that will prove that the ee's pencil notes on office pads is the more valid record and the company looses. Say what, yep, the company looses everytime.

  • We are a manufacturing plant and do not allow make-up. We have a written policy to that effect.
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