Every organization is entitled to offer its employees a defined number of paid and unpaid time-offs. It being a critical factor in both the perspectives of business and employees needs a carefully formulated policy to be followed. This blog discusses a few major steps that can help HR professionals to effectively create and implement a time-off policy. Read on to know what they are-
This is the first step to creating a time-off policy wherein the organization and its core members meet and decide the total number of ‘off’ days given to employees (in different years of their services) for a particular calendar year. This includes all types of leaves i.e. earned, sick, casual etc. and any leaves over and above these days is subject to be considered as leave without pay. To decide how many days of time-off an employee would receive, refer to successful programs followed by different businesses in and around your vicinity.
Select a plan that you will follow throughout the year and beyond. This means either you plan to follow a rollover for the time-offs accumulated in a year or you choose to go for “Use or Loose” approach. You may also go for a blend of these two and choose the number of days that can be carried forward to the next year and how many would lapse if not used with the defined timeframe. In this step, select what methodology would work best for you and move ahead with creating your policy considering the same.
The following step is where you decide-
- Whether you will be awarding the paid time-offs all at once i.e. at the beginning of the year or joining (on pro-rata basis)
- Or you will disperse the time-off days on a monthly/ quarterly/ half yearly basis as and when the service tenure of employees proceeds
Once you have finalized the above steps, it is now time to review the state or federal laws as applicable as under employee benefits and rights. Different states may follow different laws and in case you have a remote workforce, you will have to review them all accordingly to be able to build a time-off policy as per the standards.
Once your time-off policy is ready, it is set to be released before the employees for them to follow it. You need to clearly communicate all parts of the policy for employees to abide by the definitions which otherwise will result into pay cuts. Be sure to address all queries unless the time-off policy is comprehended by one and all.
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