Did you know that 65% of employees who fail to show up for work aren't absent because they're ill? In fact, they're using this unscheduled time off to handle family issues or take care of personal needs. Unfortunately, this unscheduled absenteeism is costing employers a bundle: on average 2.8 million work days each year due to unplanned absences - at a cost of more than $74 billion a year!
Regardless of an employee's need to take time off from work, supervisors and managers are left with "holes" in work schedules and the burden of how to keep operations humming. This can create a great deal of friction, resentment, and even claims of interference and retaliation under the Family &Medical Leave Act.
And with the rate - and cost - of unscheduled absence the highest in almost 10 years, many employers are turning to paid time off or PTO banks to help solve this problem. So join us for a practical and comprehensive look at PTO banks and find out how a properly designed, implemented, and communicated PTO bank can be a win-win proposition for both you and your employees.
In this informative audio conference, you'll learn how to develop a contemporary PTO policy that reduces employee absenteeism, how to structure the policy to address both your exempt and non-exempt employees, and best practices in how to manage leave abuse and avoid legal land mines.
- Get the basics on how to assess, design, communicate, and implement a cost-effective PTO program for your company
- Learn the critical factors to consider when creating or changing a PTO policy - and how it can positively or negatively affect your organizational culture
- Recognize the benefits of an effective PTO policy that combines all time off into one bank vs. delineating vacation, sick, personal, etc.
- Understand how to structure a PTO policy in conjunction with federal employment laws such as FMLA, OSHA, ADA, and the FLSA
- Discover how to handle carryovers and cash out options - especially in states that require payment on unused vacation and personal time at termination (such as California and Illinois)
You will also learn:
- The type of notice you must provide to exempt workers before forcing them to use accrued PTO during temporary furloughs
- When partial-day absences may be deducted from exempt employees' salaries
- Whether use it or lose it policies are legal under federal law
- How to structure a PTO policy to minimize FMLA intermittent leave abuses
- Best practices for carrying over PTO days and cashing out unused time
- How PTO may be used in conjunction with FMLA-related leaves of absences
- Why you must pay close attention to the salary basis test for exempt workers when making pay deductions for unpaid time off
- Recognizing "presenteeism" and workers who show up - but aren't 100% - and what to do about it
About Your Speaker:
Natalie Ivey is President and CEO of Results Performance Consulting, Inc., a firm specializing in leadership and employee development training and continuing education programs for the HR profession.
Ms. Ivey is an author and a national public speaker with more than two decades of leadership and HR management experience with Fortune 500 organizations. She is a member of the Society for Human Resource Management and holds the Senior Professional in Human Resources certification (SPHR). Ms. Ivey is a nationally-known speaker on a variety of topics within the HR profession and is known for her "tell-it-like-it-is", direct approach to teaching HR education.
Ms. Ivey routinely works with individuals, small businesses, and larger corporations to address destructive leadership behaviors and organizational dysfunction. She designs customized training programs to help employers correct poor behaviors, minimize legal exposure, and improve performance and profitability.
PHR / SPHR Credits!
This program has been approved for 1.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.