Two out of three employees who fail to show up for work aren’t staying home because they’re sick. A recent survey found that 21 percent miss work to handle “family issues,” another 18 percent are dealing with “personal needs,” and the rest say they’re stressed or simply need a day off.
If you’re already operating a lean workforce in this tough economy, every missing worker cuts productivity and increases the strain on your employees who show up for work as promised. And, your bottom line takes a hit as well, with $660 in added costs per employee every year due to unscheduled absences.
Moving from a traditional time-off program to a PTO program can help you better plan for and manage worker absences–but there are some legal pitfalls to watch out for as you make the transition.
Order this in-depth audio conference recording on setting up a PTO program.
You and your colleagues will learn:
- The primary reasons your workers take sick leave when they’re not ill
- Why you should consider introducing a PTO bank that combines sick days with holidays, vacations, and “mental health days”
- The pros and cons of PTO vs. traditional time-off policies
- How your time-off policies may be affected by federal laws (e.g., the Family and Medical Leave Act) and by your insurance benefits (e.g., short-term disability)
- The options you should consider when a worker has exhausted his or her leave but still needs time off due to hardships or emergencies
- How to handle PTO carryover (and how to cash out unused days when an employee terminates)
- The best techniques for communicating new leave policies to your workers and encouraging their buy-in
- Whether capping and “use it or lose it” practices are legal
- When and how to change accrual rates
This audio conference was recorded on Thursday, August 6, 2009
About Your Speaker:
Marc Jacuzzi, Esq., a director of Simpson, Garrity, Innes, & Jacuzzi, PC, in South San Francisco, has broad experience in employment law and regularly represents and counsels employers on a variety of matters. He advises clients on all aspects of the employer/employee relationship and has conducted numerous in-house training programs on a number of employment law topics.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
