Know More About Paid Time Off - pto

Employees have realized the benefits of providing paid time off  to employees. This goes above and beyond the usual vacation time. This new approach to paid time off (PTO) benefits usually combine the typical vacation benefits with other paid days off such as sick days or personal days or even holidays. With this combined bank of time off days employees can schedule time off from work without having to specify the reasons for their absence.

Studies show that many organizations use this accumulated paid leave as a method to improve control over employee absences.

Paid Time Off
And it has been proven that time off is an effective way to measure employee time and attendance, along with other absence control measures such as, disciplinary action, verification of illnesses or yearly performance reviews, and personal recognition programs.

Employers have also reported that the PTO benefit plan provides far better flexibility for employees in determining how to use their paid absence benefits and also helps employers to get a better grip on unscheduled absences.

A recent survey also reveals that use of PTO is most prevalent across several industries such as the health care industry. Health care organizations with a requirement for 24 hour a day - 7 days a week staffing find that the PTO benefit plan helps to ensure better scheduling of any leave time and also minimizes unscheduled absences.

There are other PTO benefit plans that permit employees to bank/save unused days for future needs. Other plans permit the employee to exchange unused days for a cash payout at the end of the year. Many firms still provide a separate benefit for short term or long term disability.

With the implementation of a PTO plan, the employer's record keeping is simplified by effective time tracking. Instead of maintaining multiple sets of records there is just one easy to use timesheet software.

One negative effects of the PTO approach for time off benefits is that an employee with numerous health related absences loses the opportunity for an extended vacation.

For the employer the downside is that by law he/she is required to pay for unused vacation time to any employee who has resigned. This mandate extends to earned and unused vacation time but not for any sick/medical leave.

In spite of this downside, it appears that more firms are considering implementing PTO benefits for regulating all categories of time off by any employee.

Lakshmi is a marketing professional and had been into writing for various technology related articles including time and attendance, employee time tracking software, time off software.

An Ideal Time Off Application

Vacation! Holiday! Leave! These are the Time Off terms, which you hear in everyday office life. Apart from getting leave granted for vacation from your Boss, the most disgruntling thing is filling out the Time Off form and pushing it through various departments like Human Resource (HR), Accounts, etc, just to make sure that all the concerned parties are aware of your leave date period. This is done so that nobody, by chance, puts your name under the Unauthorized Leave category. The whole process is a complete cacophony.

What about a software application which displays all the allowed leave options of the organization? Once you select the required options and submit, the application pushes your form to your Boss on its own. And after your Boss grants your leave the application pushes the same approval to all the relevant departments who process your salary. They will then come to know about your holiday period. Sounds great! Isn't it?

The point at this moment is about finding perfect Time Off software application. One which can do all your draconian tasks leaving you enough time to fill your vacation form at a leisurely pace.

An ideal application shows all your updated balance leaves each and every time you access it. Through this, you will come to know about how many Offs you have already taken, how many are still there to take, how many are in pending, etc information. Your organization may provide you a few default Time Off balances (both paid and unpaid) for every year in the form of Sick, Provisional, etc. All these balances can be listed and viewed at any point of time using an ideal application.

Manually, filling a form is a tedious job. Not only you need to check all the details (chances are that you may miss a few important fields while filling the form), but also you need to take the form physically to all the relevant departments in the organization. An ideal application saves you from doing all the preceding things. You just need to type in all the relevant details in the form; even if you miss a few relevant and mandatory fields while typing in, the vacation application does alert you to those fields you may have missed. It does this by highlighting them and requesting you to fill them in. Until you fill those mandatory fields, the application would not allow you to submit your form to your approver.

While filling out the form, an ideal application allows you to fill out the form quickly, in turn saving your time. The snazzy drop-downs which provide you all the Time Off Time Types (E.g., Casual, Sick, Paid/Unpaid, Holiday, etc) along with the relevant default Reasons (E.g., Doctor Appointment, Vacation, Jury Duty, etc) to select from, makes your job easier. The Status (E.g., New, Submitted, Saved, etc) of your form is shown every time to update you.

In most of the organizations, the approver will approve the holiday depending on how many days the employee applied for. Since each and every day counts for an employee, the payroll department does the typical calculation of the number of days the employee applied for holiday; if it is paid holiday, then how much the organization needs to pay and if not, how much should be deducted. Manually, all these calculations take a lot of time. An ideal application does all these calculations at the click of a button and provides all the required details at the tip of your fingertips.

While applying for holiday, when there is a need to convey something to your approver an ideal application provides a Notes column where you can type in the required reasons or excuses and submit the same. You can even print and save the form for your reference. If at all you change your decisions, like not to take Off after filling the form, you can even cancel the form.

Finally, an ideal application saves your time, eases your filling and submission process, and overall, do not take much resources from your side. Even the approving process will be made cushy; this is important, if you are supposed to approve for hundreds of employees within a short span of time.

Planning Time Off is Key to a Good Vacation

While there are many people that don't get paid time away from work, for many in the corporate world, this sort of benefit is a given. And though vacation and time off packages have gotten better for many of us throughout the years, it seems like you could always use more paid time away from work. That's why planning is so important. Good planning can allow you the luxury to accept things like surprise destination wedding invitations or last minute vacation deals. Bad planning leads to things like missing your good friend's wedding or that two-week trip to Australia you always wanted to take. Those who use their paid time off judiciously reap the benefits down the road. Those who don't are left at the office, wishing they were sipping a mai tai instead of staring at their computer.

The first rule of saving up your paid time off for vacations is to only use your time off when you absolutely have to. It sounds so simple, but it a rule that is broken with high frequency. If you need to take time off-let's say for an appointment, to help a friend move, or simply as a mental health day-think about other ways to do it. Some jobs allow the flexibility to come in early or stay late one day and bank extra hours for later use. Other jobs may let you take time off in hour increments or as a half day. Taking only a portion of the day is a great way to keep those precious days towards a getaway at family resorts or beautiful luxury hotels.

Another rule that you should always follow is to jam as many "to do's" into your time off as possible, if you must take it for things like appointments, landscaping projects, or other non-vacation things. As we all know, life gets out of control sometimes, and the time on the weekends just never seems to be enough to get everything done. Every once in awhile, you need to take a day off from work to run those errands that never seem to get done. But if family vacation destinations are swimming in your head, you can't take days off all over the place. Instead, schedule multiple appointments on the same day, work out the most efficient way to run your errands, and be sure to get up early. You may not be at work, but if you are really serious about taking a vacation this year, it's this sort of discipline that will get you there. Planning a little bit on the front end will mean a better vacation on the back end!

No matter how much time you get away from work, make sure to book your vacation with SuperClubs. If you're sending out destination wedding invitations , looking for family resorts or are just researching family vacation destinations, SuperClubs is the place to be!

Guidelines On Paid time Off Work

Spanish law, in particular the so-called Workers' Statute provides for a number of days off or 'licenses' apart from the standard holidays and feast days. These days off are remunerated. In order to benefit from any one of these licenses, the company should be duly informed of this need and the reason for being away from work and in such a case the absence will be granted. The following is a complete list of events which give rise to the right to paid time off:

• Getting married, 15 calendar days.

• Birth of a child or the death, accident or serious illness or hospitalization of a relative. In such a case two days of absence will be allowed (4 if you need to travel from one locality to another).

• Changing home, one day will be allowed.

• Fulfilling a public or personal duty e.g. the right to vote and the necessary time required to perform this right. When this is included under a legal ruling or has been previously agreed, the time involved and economic compensation will be those legally provided. In the case of it being impossible to turn up for work for more than 20 per cent of a period of three months, the company may apply the measure of compulsory redundancy.

• Members of trade unions taking part in negotiations in collective agreements, always provided that the company concerned is affected by the negotiation in question. These workers will be allowed to absent themselves from work for the period of time required to comply with their responsibilities in this respect.

• For the time required for medical examinations during the latter part of pregnancy and for performing the techniques of preparation for birth within the working day.

• Female workers who have to feed a child under nine months, will have the right to one of hour of absence from work. This period may be broken down into shorter periods if necessary. The worker may also substitute this right for a reduction of half an hour in her working day. This leave of absence may be enjoyed equally by the mother or the father in the case of both being employed.

• In the case of premature birth or for any other reason necessitating continue hospitalization after the birth, the mother or the father will have the right to be absent from work for one hour per day. Likewise, they will have the right to reduce their working day of up to a maximum of two hours with a proportionate reduction of wages.

• In the case of those workers who are required to look after a child of under six years of age or of a physically or mentally disabled person who does not carry out any paid activity, the right to be away from work will be granted with a reduction of wages equivalent to not less than a third and not more than half of the duration of absence.

• Being a member of a jury will be considered as complying with a necessary duty as above.

• The periods taken up by the members of the committee and delegates of the company in the carrying out of their functions will be credited as normal working hours.

Why Company's Should Have Paid Time-Off Benefits

Everyone needs a break from work once in a while. Whether you offer PTO in the form of a set amount of days per year to be used however the employee wants, or if you have specific vacation and sick time, these are great benefits that are given to your employees. There are a few different reasons to have paid time off for your employees.

1. Providing paid time off for your employees is not only a great benefit for the employees, but it also helps to make your organization more competitive in attracting and retaining highly qualified and talented employees.


2. Absenteeism is very costly to an organization, and by providing paid time off, an employee has the discretion to use the time for whatever he or she needs. Plus, having accrued vacation time throughout the year will help to reduce abuse of PTO. Even if your organization has separate vacation and sick time, accruing the time will help to reduce abuse because they will be able to plan their time and give them something to look forward to.


3. Not only does paid time off benefits attract and retain talented employees, but it helps management to predict when more coverage will be needed during a specific period of time. For example, some companies may have certain times of the year when they are so busy, they truly cannot have people on vacation during that time. For other times of the year, having employees schedule their vacation times will help to ensure there is always an adequate amount of staff at work.

Regardless of the type of paid time off benefits that you provide your employees, having a specific policy, that outlines how the time will be accrued, and guidelines for using the time off, will not only benefit your organization with higher morale and job satisfaction, but increased productivity.

Staff Files® HR software has helped thousands of managers and human resource professionals calculate and manage their employees time-off accruals, such as vacation, sick time, PTO, and holiday time, in addition to storing a complete employee record. Learn more and download a free demo of Staff Files today!

What is Your Company Policy For Paid Time Off?

It is that time of year again where vacation becomes uppermost in employees' minds. It is important for employees to take a break once in a while to refresh and become rejuvenated. Employers should have a plan outlined for how they will handle their employees' paid time off. This plan should be included in your employee handbook so that your employees know exactly what to expect in relation to their time off.

Paid time off is usually a bank of hours from which employees can draw. It is any time not worked by an employee in the form of vacation days, holidays, personal and sick time however, these hours can be used for various reasons at the employees' discretion.

Paid time off has taken the place of more traditional plans that specifically had required employees to label time off for sick or personal use versus taking vacation time. Employers have begun implementing PTO programs to offer their employees more flexibility with the use of their time.

PTO is a great concept from an employee's perspective. It can also help your company attract prospective employees as a part of your company's benefit package. Employees respond well to the concept of PTO as it allows additional flexibility with their time without promoting the idea of "cheating" by calling in sick to take a three day weekend, etc.

There are issues and challenges with using a PTO program as well. With the ability to take more time off, staffing can become an issue around popular holiday weekends. This is easily handled by requiring your employees to gain approval prior to taking time off. Another issue can be that employees do not want to use their PTO due to illness. They can start to view all PTO as vacation time. This can lead to "on the job sick days" where employees will come into work, but are not very productive and can spread illnesses to their co-workers.

Regardless of what plan you decide to follow, a more traditional sick and vacation plan or a paid time off plan, make sure that you do the following:

1.Make sure whatever plan you pick fits your work environment and whatever plan you pick, you should stick with it.

2.Establish a clear plan in advance and put it in writing so all staff understand the plan and are treated equally. Ideally, it should be a part of your employee handbook.

3.Make sure that you are managing your employees and not your PTO plan. Don't forget that you are offering this as a benefit to your employees but you also have a responsibility to make sure that you are adequately staffed at all times.

For more information on industry trends in PTO plans and to find out how other employers are handling vacation, sick and personal time you can reference the Society for Human Resource Management's 2007 Benefits Survey.

Meg Eynon started at the Payroll Factory in 1994. With a BA from West Chester University she looked for opportunities to build a life as a business professional. Meg's dedication to customers and quality was rewarded in 2000 when she was promoted to Vice President.

Meg loves her job and the company she helped build. She likes that The Payroll Factory's full service team helps clients grow their businesses by providing advice in the areas of payroll processes, procedures and protocols; eliminating the need for small business owners to divert their attention from running their businesses.

Meg resides in Pennsylvania and in her spare time loves to read and spends a good deal of time playing, gardening and cooking with her husband and son.

The Advantages and Disadvantages of a Paid Time Off Approach

In today's world, organizations are looking to provide the best for its employees in terms compensation, benefits and more. In helping to achieve this, a good time off policy needs to combine the benefits of vacation time off, sick leave and personal time into a single pool of days that employees can use at will.

Employees can request time off to ensure work-life balance and flexibility. In many cases, businesses look to time off software to better manage their organizational goals.. The power comes from a time off solution's ability to automate time tracking and enforcement, and ensure that an organization is appropriately staffed and is also in compliance with internal policies.

Benefits of a Paid Time Off Approach Include:

• Employees can take time off at their own choice.
• It gives employers control over unscheduled absenteeism.
• Employees give value to the flexibility of time off at their discretion when they actually require it.
• It can be used to attract employees that seem "difficult to recruit".
• It also benefits employees in a way that they feel the power in order to make decisions about their personal needs.

Disadvantages of Paid Time Off Include:

• Employers might provide employees fewer overall days than they had previously, and/or new employees might accumulate more leaves slowly than long term employees.
• Employees view these time off as a benefit and use all of the time off, whereas they might not have done this in the past.
• Employees start viewing all time off as vacation time off and come to work when they are sick.

In order to effectively manage a paid time off program, it's recommended to:

• Make sure that it fits in with the company culture.
• It works best in a company which has a higher degree of flexibility.
• Establish clear guidelines in advance.
• Manage the people, not just the paid time off.

Paid time off programs can vary. It all depends on the number of hours allotted, the way these hours are accrued (annually or per pay period), capping hours and the ability to give employees the option to sell hours back if required. Overall, though, a paid time off approach is important for any organization to increase its efficiency and better manage its resources.

As such, start thinking about a good time off policy or time off software for your business today itself and believe that its going to really work wonders for your organization for sure.

Lakshmi is a marketing professional and had been into writing for various technology related articles including time and attendance, employee time tracking, time cost solutions

What is Employee Time Off ???

Employee & Time Off

Often referred to as Leave Application, this question is frequently asked by freshers not familiar with the term. Simply put, Time Off is that period of time during which an employee remains absent from work.

The reason a person requests for Time Off may differ from employee to employee. An employee may take Time Off to get married, go on a holiday, nurse a relative etc. When an employee takes Time Off, his / her pay is deducted for that specified period taken. Then again, every company also has a Paid Time Off policy. Under this policy, a person is allowed to take leave or Time Off for specific number of days in a calendar year and get paid for it. For example, an organization, under normal circumstances, grants an employee 17 days Paid Time Off in a given calendar year. The employee, during that calendar year, is entitled to take Time Off and will get paid so long as he/she does not exceed the number of Paid Time Off granted.

Today, companies are growing in leaps and bounds and Employee strength has multiplied. With employees operating from different cities and altogether different countries, the whole process of Tracking Time, and Time Off in particular has become all the more challenging. Companies often tend to endure ill-usage of Paid Time Off, which should not be tolerated. This could cause huge losses for an organization in the long run. An organization could loose hundreds of dollars in labor costs for every extra day taken.

To tackle this problem, organizations today have varied options available in the market. The easiest and maybe the most expensive is Outsourcing the whole data management and payroll to another company. Other means available are installed softwares that operates on intranet as well. Also there are on-line web based service providers flourishing in the market, maybe the fastest booming in the industry.