Employee Paid Time

It is apparent that paid time off can offer many benefits to employees and employers aside from just simply reducing occurrences of unscheduled time off, likewise, a paid-time-off (PTO) policy has other benefits such as PTO, makes employees more productive, increases retention rates, makes the company more attractive to new hires, and helps prevent people from feeling guilty about taking time off. All in all, incorporating PTO can appear as a frightening challenge, although the process will differ for every company (Heathfield, 2016).

For example, legislating paid sick days opens the door to abuse by employees. Some employees may use these days as vacation without notifying their employer or a specific reason for their absence. This will often leave employers scrambling to find replacements for absent workers, which can put some small businesses in trouble. Abuse of these paid sick days translates into loss of money for businesses and higher costs for consumers.

PTO time will allow employees more flexibility when it comes to vacation time, emergencies, and even schedules events that require the individual to miss work. These twelve days will help the employee’s better plan his/ her vacation and other scheduled commitments and drastically reduce the number of unscheduled days off since all the days in one category instead of only allowing five sick days and seven vacation days. However, there will still be some days that the employees cannot request off in advance, but this policy would allow the employee a certain time period to tell the employer they cannot make it to work on a given day. By offering this type of time off structure, it will help the employer more time to plan and prepare for the staff shortage in a more efficient manner. Also, paid time off helps the employer and employee not have to differentiate what is acceptable and applicable to a holiday and sick day and it will help motivate the employees to not use a sick day unless he/ she is actually sick (Hulett, 2007). Therefore, if an employee is rarely sick, then that employee will have more vacation time to use

Paid time off (PTO) is the employer pools sick days, vacation days, and personal days that allows the employees to utilize upon need. this policy pertains mainly in USA as such no legal requirement for minimum number of paid vacation days. the PTO works best in the culture and accountable employee’s environment existing. US companies determine the amount off the pay day off that will be allocated to each employee. In general way PTO system cover, everything from planned vacation to sick leaves .and are becoming more common in human resources management. unlike traditional more plans leave, PTO doesn’t distinguish employee’s absences from personal days or vacation days or sick days. per study conducted in 2010 by WorldatWork, 44% of 387 companies surveyed said they started using PTO bank-type plans prior to year 2000. (Wikipedia -paid of time).

Requires that employers allow employees to take time off caregiving, medical, and family needs. Also allows medical leave for care of a new child, recuperate or to care for a family member’s illness.

provides personal incentives to keep employees motivated. Employees receive paid time off depending on their position, length of employment, and number of hours worked. Employees also receive paid holidays. If employees are faced with unexpected hardships or required duties such as military leave, employees may request a leave of absence.

Finally, the most serious and important thing is that using the unlimited PTO policy would have potential for employee abused. If an employee chooses to abuse the unlimited PTO policy, it can be difficult to terminate the employee for absence because he or she is technically allowed to take that time off. The possibility of employee abuse exists, but there are ways to curb it. For example, we can limit how much time off employees can take at once, implement companywide systems requiring preapproval of vacation time, and ensure fair and equal treatment across the board. Establishing and reviewing performance goals can also help mitigate this challenge (Unlimited, n.d.).

Although the U.S. has some form of paid leave only half of all first-time parents take any paid leave and that compensation usually comes from other benefits such as sick days or vacation time. Furthermore, only about 13 percent of the private sector workforce is employed by companies that offer designated paid family leave. Recently, California, New Jersey and Rhode Island have implement

I don’t think PFP (pay for performance) is a bad idea in the workplace. However, I feel that employees should be aware that is how they will be paid before they begin work at a company who pays that way. This is fair and the employee knows what they are getting into. Many people are doing their job correctly so working for their pay by PFP is no big deal. My daughter is currently getting paid that way and she is happy at her job and is getting paid well because the customers are leaving wonderful comments about her. It is a personal preference, but do not see a problem with it.

In this paper, I am going to talk about hourly and salaried employees. As we all know, a company or business cannot run without both of these employees especially if it is a large organization. Working together these employees make a company successful. In a business it is important to employ the right candidates to fill these positions. Some require a higher educational background while other positions do not. It depends on the needs of the person applying with or without a degree. Some places offer promotions in lieu of education, but do not pay very well. Speaking for myself, when moving from a hourly to salary position, they offer a ten percent increase only if you make less than what they are offering. Sometimes, it does not benefit to take a salary position.

This job may require travel more than 60 percent of the time. Would you be able to do this as necessary?

Without PTO being implemented, some employees call the day of and say that he/ she is “sick” and he/ she will not be able to come to work that day. This situation puts the human resource manager and the entire company in a situation because they are short a producer and employee for the day, without proper time to plan for the instance. If PTO time was offered, the employer would have time to prepare and overcome the situation by the employee being off work by either reducing the production or by hiring a few more people to cover in these instances (Korotin, 2011). If the employer had ample time to plan the work schedule around requested PTO days, the employer could ensure that all the job duties where covered for that shift while that employee was away from work. The strategic planning in regarding to filling the work schedule is very important in ensuring the company is being as productive and profitable as possible when employees are away from work. The offering of PTO to employees, would allow for the company to plan the work schedule more efficiently in an effort to keep operations running as smoothly as

Paid time off (PTO) is the system employer use to accumulate all kind of leaves as sick days, vacation days, and personal days that allows the employees to use upon need. this policy works mostly in the USA as such no legal obligation for a minimum number of paid vacation days. the PTO works best in the culture and accountable employee’s environment existing. US company’s regulator the amount off the pay day off that will be allocated to each employee. a general way, PTO system cover, everything from planned vacation to sick leaves .and are becoming more common in human resources management. unlike traditional more plans leave, PTO doesn’t distinguish employee’s absences from personal days or vacation days or sick days. Studies show that majority of the companies start using PTO system prior to the year 2000.

The most popular form of time off is vacation time, this is typically a time that has to be scheduled off in advance and the time allotted is determined based on employee seniority. The amount of vacation an employee may receive is determined by many factors in the company such as the industry, organization size and locale. Companies tend to offer one to two weeks for employees after they have had a position for one year, and once the position has been held for five or more years the employee will receive an additional allotment of scheduled time off. Paid holidays are nationally observed holidays such as New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas; an employee would normally get this day off with pay or if asked to work would receive additional compensation for working on the holiday. Sick time is for the unexpected time of illness and is generally something that an employee would have to "call out" for, thus notifying their manager that they will not make it to work for that day. Sick time consists of one week or forty hours and can be scattered through out the year. (Bohlander 479) FMLA or Family Medical Leave of Absence is considered an excused absence in the event there is an illness in the family or a health condition with ones self, and the birth of a child. FMLA is something that is doctor approved and an employee obtains a certain amount of hours to use per year. FMLA can be an option that you are not

The organization for which I am designing the compensation package is a company that offers internet solution to customers in the domestic US market and the global market. The position that I am hiring is that of a company secretary. The secretary will be required to work in the office of the human resource manager and will handle all the papered and paperless documentation. The position comes with numerous benefits and packages as outlined herein.