Planning and organizing employee training for an entire year can be a challenge. That's why we're providing you with a simple worksheet to help you chart and organize the types of training classes that will be offered in a given year, the individuals who will attend those classes, their perceived skill level, and the timing of when they will attend training throughout the year.
Here are some simple instructions:
According to the 2012 ERC Non-Profit Benefits Survey, the non-profit sector in Northeast Ohio appears to be a bit ahead of the curve in terms structuring the paid time off offered to employees. The more flexible, all inclusive, “paid-time-off” or “PTO” banks are being used by 45% of the non-profit respondents, while other ERC surveys from earlier in 2012 have reported numbers closer to 30% or even lower. Although there is some variability in the samples from year to year, the Non-Profit Benefits survey shows a clear trend with the use of PTO banks hovering just under the 50% mark from 2009-2012.Read this article...
Many organizations struggle to on-board and engage new employees effectively which poses challenges in setting them up for success in their new roles. As a result, we've compiled a step-by-step guide to help you successfully on-board and engage your new-hires.Read this article...
The following is a Readlist with a ton of great articles on the subject of on-boarding. We encourage you read, save or share these articles!
Hiring a new employee can be challenging and time-consuming. ERC members have access to resources at every step to make the process efficient and effective:Read this article...
Do you need to adjust performance expectations under FMLA? Can regular attendance be considered an essential function of a job? Is telecommuting a reasonable accommodation? Is it okay to terminate an employee after they request FMLA? Several recent court cases provide answers to some of your most common questions about administering various employment laws.Read this article...
Performance reviews are important tools that managers can use to boost employee performance and productivity to higher levels, but often fall prey to some common mistakes. As your organization prepares to review employee performance in the coming months, we recommend avoiding these 5 pitfalls.Read this article...
Ever wonder how employers select a perfect match for a job? In our research, their secret lies in using certain hiring methods to select the right employees, specifically these four practices.Read this article...
Paid time off policies (PTO), managing absenteeism, and administering summer holidays like July 4th are always common issues for employers during the summer months. Here are 12 answers to common questions about PTO and summer holidays to help your organization navigate these challenges and create a competitive PTO plan.
No employer is required to pay for time off on holidays, but there are many holidays that employers choose to observe and pay employees. Similarly, there is no requirement that employers must provide PTO, but it's generally an HR essential to attract and retain good employees.
The average number of paid holidays offered by employers is 9-10. Usually organizations provide at least 5 paid holidays, however we've seen organizations provide as many as 15. Additionally, nearly 40% of employers offer at least one floating holiday each year, according to our most recent Paid Holiday Survey.
Generally-speaking, yes. It's a good practice to credit PTO if a paid holiday occurs over a vacation. For example, if employees take July 2nd through July 6th off work and July 4th is a paid holiday observed by your organization, this day would be credited back to the employee's vacation or PTO bank.
A main way that employers deal with this problem is to state in their attendance or paid time off policy that patterned absences such as before or after holidays or weekends are considered unexcused absences and may be subject to discipline. Employers can also require time off to be approved. The best way to prevent this from happening is to cover it in your policy and enforce it consistently.
PTO plans lump all time off into one bucket, versus separate buckets of time off for different types of leave like vacation, sick leave, and personal time (and typically excluding holidays, bereavement leave, jury duty, etc.). PTO plans allow employees to use days off for any reason and as a result tend to make the administrative process of managing and tracking time off easier. The focus of PTO is not on managing the reasons for the absence, but rather giving employees the freedom to use their time as they see fit. More employers are moving to PTO plans for these reasons.
The standard across most benefits surveys is providing 10 vacation days after at least 1 year of service, 15 vacation days after 5 years of service, 18 vacation days after 10 years of service, and 20 vacation days after 15 years of service. Maximum amounts of vacation days are typically between 20-25 days, but vary greatly by employer. If sick and personal days are also included (such as in PTO plans) the number of days provided typically increases by 3-5 days at each interval. Vacation or PTO time is generally based on anniversary hire date or calendar year.
Unlimited vacation time is becoming more popular, particularly among progressive employers and for salaried/exempt employees. There are many perks of unlimited vacation time if your culture is conducive to it. Not only does it eliminate the need to track time off and administer cumbersome details, but it gives employees more freedom to take personal time off and is an attractive benefit.
On the flip side, unlimited vacation time typically is difficult to administer with hourly workers and doesn't work effectively if your organization does not have the right employees on deck to responsibly handle this freedom or a culture that values results over hours worked. It also can make it difficult to monitor the reasons for employees' absences which can trigger your responsibilities under certain laws like ADA and FMLA.
New-hires typically receive between 5-10 days of vacation. In some companies, particularly those administering PTO plans which include sick and personal days, 10-15 days is more common. Allowing accrual and use of PTO to begin within the first 30 days of employment for new-hires versus after the traditional 90 day period is becoming a more common trend among employers.
PTO donation programs which allow employees to voluntarily transfer PTO hours to qualified employees experiencing either their own medical hardship or one in their immediate family, are becoming popular. When developing these programs, employers should:
The majority of employers have a use-it or lose-it policy where unused time off is forfeited at the end the end of the year, but many allow carry-over of unused time for future use. While allowing modest carry-over of vacation time from year to year is somewhat common, allowing too much accrued leave could potentially be a financial burden if it compounds over several years and you must pay out this leave when the employee terminates employment with the organization. It also may result in an extended leave because time is combined from one year to the next.
As a result, if carry-over days are allowed, it may be worthwhile to specify if days must be taken by a certain date, how many days can be carried over from year to year, and a maximum allowable time off period (i.e. 2 weeks).
Sometimes employers allow employees to "cash in" their accrued vacation hours at their full value or at a lesser cash value (such as 50% or 70%, if allowed according to state law). There are, however, extra payouts associated with this option and employers must determine if the payment will be calculated based on the employee's current base pay and/or base pay after pay enhancement, etc. This option is by no means common, but is a nice perk to offer employees as part of your PTO plan.
Finally, employers often inquire about if they need to pay out vacation time after an employee has been terminated. Accrued vacation or paid time off is normally paid to employees who leave the company voluntarily or involuntarily. Termination payments, however, are governed by state law. Here is Ohio's stance on payout of paid time off upon termination.
Join the thousands who receive ERC's weekly newsletter to stay current on topics including HR news, training your employees, building a great workplace, and more.