Group #7
Paid Time Off
Miguel Garcia
Justin Jang
Eric Rabbon
Alisha Tomita
Justin Jang
Vacation Leave
Holiday Leave
•Are you feeling tired?
•How many weeks are left?
•You need to take a
VACATION!!!!
Vacation Paid Time Off
• Voluntary benefit given by organizations
• Benefit for eligible employees
• Encouragement to take vacation
• Vacation hours accrue
• Employers calculate time given
Average number of vacation days in the U.S.
25
20
Average days
per year
7 8 9
6
5
15
10
<1 1
12 13 14
10 11
4
2 3
5
0
Years of service
15
15+
Vacation Paid Time Off
• Vacation days actually used
– U.S. vs. other countries
• Unused vacation days
• Cashing out vacation days
• Part-time workers
Paid Holiday Time
• Public Holidays
– Ten Federal holidays
– Not recognized by all employers
– Average of 9.3 days paid per year
Time off with pay
120%
100%
80%
60%
40%
20%
0%
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Paid Holiday Time
• Employers are not required by law
• Holiday pay compensation
• State Holidays
– In addition to Federal Holidays
• Religious Holidays
– Employees can’t be denied the time off.
Miguel Garcia
Jury Duty
Maternity Leave
Jury Duty
•
•
•
State of California Regulations
– employer must allow you time off
– educational institution must allow you time off
Federal regulations
– Must give time off to serve on a jury.
– Cannot discipline employees
Federal law and most state laws allow employers to not
pay for time off to serve.
– Fair Labor Standards Act must be paid for the whole
week
– Employees do not have to be paid
Jury Duty Continued
•
•
Statistics
– 70% of all employees have access to paid
jury duty leave.
– 87 % of employers offer paid leave for jury
duty service.
Controversial Issue
– In July 2000 jurors began receiving $15 per
day for jury service.
Maternity Leave
• State Regulations
– California Family Rights Act
– 12 weeks in 12 months
– Paid Family Leave (PFL) program
• Federal Regulations
– Family and Medical Leave Act
– 12 weeks in 12 months
Maternity Leave
• State Regulations
– Family Medical leave Act (FMLA)
– California Family Rights Act
– Who can take maternity leave?
• Twelve (12) months of state service and
• Worked at least 1,250 hours (actual time worked) during the
prior twelve months
– What is a qualifying event for FMLA/CFRA
• birth of an employee's newborn
• Care for a newly adopted or placed foster care child
Maternity Leave Continued
• Care for an employee's child, spouse, domestic
partner with serious health condition.
• Employee's recovery from a serious health condition
that makes him/her unable to work
– Federal Regulations
• Family and Medical Leave Act
• Who can take maternity leave?
– Any employee that has worked for at least 12
months by the employer with respect to whom
leave is requested under section 102
– Any employee that has worked for at least 1,250
hours of service with such employer during the
previous 12-month period
Maternity Leave Continued
• Exclusions
– any employee of an employer who is employed at a
worksite at which such employer employs less than 50
employees if the total number of employees employed
by that employer within 75 miles of that worksite is
less than 50.
Eric Rabbon
Sick Leave
Break Time
Sick Leave
• State Regulations
• There are no state laws
that mandate sick leave
pay.
• Sick leave pay is strictly
voluntary for employees;
typically offered to attract
Sick Leave
Federal Regulations
• Family Medical Leave Act of 1993
– Entitled to 12 weeks of unpaid leave without
losing your job.
– Unpaid leave to care for serious presonal
illness, care for a newborn or newly adopted
child or to care for a seriously ill parent,
spouse or child.
Sick Leave
• States might have similar laws that
changes the Federal Act
• California's Senate Bill 1661
– Paid leave available July 1, 2004
– employees may receive up to six weeks of
paid leave during any 12 month period.
– Paid leave will be financed by increased
payments into the SDI Fund which began on
January 1, 2004.
Sick Leave
Requirements for FMLA
• Worked for employer for at least 12
months
• Worked at least 1250 hours over the past
12 months
• Worked at a location w/ at least 50 or
more employees within 75 miles
Sick Leave
Disadvantages
• Accelerated health
problems
• Spread of illness
• Lower productivity
and morale
Break Time
• There are no Federal regulations that
permit rest breaks.
• State laws usually mandate when
employers must give you breaks or rest
periods; usually 5-20 minutes
– Breaks periods in California: Employees get a
10 minute break for every four hours worked
Break Time
Benefits
• Prevents weariness
• Prevents Occupational Overuse Syndrome
or repetitive strain injuries
• Increase productivity and efficiency in the
work place
Alisha Tomita
Consolidated Paid Time off or Paid Time Off
Banks
Consolidated Paid Time Off
or
Paid Time Off Bank
–
–
–
–
New innovative benefit
Not Required by any State or Federal laws
Flexibility and greater control over managing paid
time off
Lumps sick leave, vacation days, floating and
personal holidays altogether in one bank to be
taken when given or accrued
–
In case of termination balance of paid time off days would
need to be paid out
Consolidated Paid Time Off
or
Paid Time Off Bank
• 28 % of 822 surveyed companies have a
PTO bank system.
• 23% of Companies without PTO banks
indicated they are considering
implementing one.
Consolidated Paid Time Off
or
Paid Time Off Bank
• helps honest communication between
employer and employee as to how days
off are being used
Group #7
Paid Time Off
Miguel Garcia
Justin Jang
Eric Rabbon
Alisha Tomita