Big Dog wrote:One employer I worked for made the switch and purposely screwed over their employees by reducing the total number of PTO days (i.e. rather than 17 days total for sick/vacation as above, they changed it to 12 days PTO). A number of employees left because of that.
I hate to say it but if he did it purposely
he had it coming. My PPM reads; 1 week after one year, 2 weeks after two years, 3 weeks after four years, at 48 Hrs pay. i.e a bonus day for vacation. We also are flexible, which I think is the key, the vacation weeks (days) can be scheduled, one day at a time.
We have personal sick leave accruing at one day per month with a maximum of six days carrying over to subsequent years. I believe that this is fair and that the key elements here are that :
- 1. Everyone understands and does not abuse either system.
- 2. That the employee will not be penalized for being sick and that there is a potential reward for being well in the carry over (not being penalized for being well and being able to be extremely sick without losing excessive pay)
We also have the following holidays off:
Thanksgiving - 8 hours: Christmas Eve - 8 hours: Christmas Day - 8 hours: New Years Eve - 8 hours: New Years Day - 8 hours: Memorial Day - 8 hours: Fourth of July - 8 hours: Labor Day - 8 hours: Birthday - 4 hours:
In further being flexible, I had one employee whose husband worked for UPS with five weeks of vacation. She was able to schedule additional unpaid
vacation to co-incide with his. Again being flexible is the key.