Transition to Paid Time Off Plan from more traditional sick/vacation accruals bank
Our rather large CA nonprofit (580 employees) is seriously considering moving from separate sick/vacation banks to Paid Time Off for rollout in Jan 09. I am responsible for developing the white paper, guidelines, forms, etc. I would really appreciate any best practices, pitfalls or advice regarding this transition. We are also developing a leave share plan for inception at the same time. Thanks for any experiences you would like to share.