In order to reduce outstanding vacation, a firm I worked with had a policy that any carryover vacation needed to be used in the first two months of the year, or it was lost. However, what resulted was a mad dash to use accrued vacation in January and February. This policy seemed to me to be very disruptive, creating an issue.
Is there a better policy out there?
Please let me know.
Our firm has a policy that vacation cannot be carried over into the new calendar year, and yes, it's disruptive but so far haven't come up with anything better. I'll be curious to see what ideas other have.
Thank you for your input.
We go by anniversary date to keep from the mad dash issue at year-end. Carry over is no more than one week. Our time isn't accrued, once you reach your 6-month period you receive one week. At your one year mark you receive one week (Correct, two weeks in the first year!). At two year, two week; three year, three weeks; four year, you guessed it...four weeks. After the fourth year it reverts back to three weeks.
Interesting. Thanks Chris.
Our policy allows for up to three days of carryover. Anything beyond this is forfeited at your anniversary.
We give out 4 days after 90 days then 15 days at anniversary. One additional day is given each year and nothing is rolled over. It's not "earned" it's provided as a benefit. We also call it PTO instead of sick or vacation; it can be used for whatever purpose. People are quite happy with the days they get and we never hear bitterness about lost days.
For California based companies, use it or lose it policies for PTO are not legal (they are considered wages and therefore can't be lost once accrued). Most companies just have a limit on the maximum amount you can accumulate (say 200 hours) as a carry over. After you hit the maximum you accrue no more hours until you get it below the carryover limit. Is it effectively adopting a carryover policy.
