Time Off? Or Not?

 

Photo by Toa Heftiba on Unsplash

This week I have had some discussions around paid time off and about hiring/retention. They are interrelated. Most companies offer time off to be competitive in recruitment and retention. However, paid time off is also important for employee health, and it is a good internal control measure for the company. However, let's focus on paid time off as a recruitment and retention tool. Paid time off is especially appreciated by younger employees.

Many employers try to keep track of what other employers are doing in order to stay competitive in the marketplace. Since there are really no rules federally or in Texas for vacation/sick/PTO/holiday time, employers can be fairly creative in designing their programs and have a lot of options for how they structure their paid time off programs.

There are still some companies that have no paid time off or any kind, but most companies have at least some. Here are a couple of questions for consideration:

1. If an employer feels that an employee who takes all of the time allowed under their policy is somehow taking advantage of the employer, then should you be offering that much paid time off?
2. If an employee feels they cannot take the time off permitted under their employer's policy (regardless of the reason), then is your paid time off really an effective retention tool or could it be a source of dissatisfaction?

In asking these questions, I am not talking about unscheduled time off. It is always a problem to have to shuffle schedules without notice, although there is no way to avoid it occasionally. What I am talking about is scheduled time off that does not exceed the amount of time permitted under the policy you made.

Paid time off is a part of an employee's compensation. Just as an employee would feel cheated if you shorted their paycheck, they often feel cheated if you short them on time, whether it is because you express frustration if they ask for time off or they know there is so much work to do that taking the time makes them feel guilty.

Is your time off policy a true reflection of the benefit your company offers or is it a false promise?