The holiday policy does not include paid absence time as days worked when setting up "Employee must work at least X of the last X days. Is this by design?
Example situation: Holiday is on a monday. Employee works previous week, 5 of 7 days and week previous to that took paid vacation 5 of 7 days. Holiday policy is set to employee must work at least 8 of last 15 days. Should they get the holiday time in this case or not qualify because technically they only worked 5 of the last 15 days previous to the monday holiday?
holiday policy does not include paid absence time as worked?
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scosaunders
- Posts: 43
- Joined: Thu Jul 17, 2008 7:05 pm
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scosaunders
- Posts: 43
- Joined: Thu Jul 17, 2008 7:05 pm
so what would you suggest in that situation where the employee does not meet the 'must have worked the last so many of x days' and you still want to give them the holiday if they have paid absence in place of the # of required work days? Is there a better way to take care of this other than broadening the requirement? e.g. must have worked 1 of the last 30 days to cover the possible use of paid absences although this would include even those taking leave without pay (which is less desirable) except for terminated employees i'm guessing.
It really depends on what your policy actually is. There are several ways to handle this though...
1. You could make it 0 or the last 0 days and everyone would get the holiday pay, then you could manually remove it from employees who you feel shouldn't get it.
2. You could simply increase the days to sufficiently cover employees taking paid time off, such as 30 of the 60 days.
3. Keep in mind that for employees taking extended unpaid leaves you can change their status to something other then Active and set the termination date to when they left, and the would effectively disable any holiday pay that they may receive.
So it all comes down to what will be the least amount of work for you, if someone taking extended leave without pay is quite rare, I would just use option 1 or 2.
You also want to consider labor laws in your area, I know in Canada they use 15 of the last 30 days, but the employee must actually work those days, paid time off does not count.
1. You could make it 0 or the last 0 days and everyone would get the holiday pay, then you could manually remove it from employees who you feel shouldn't get it.
2. You could simply increase the days to sufficiently cover employees taking paid time off, such as 30 of the 60 days.
3. Keep in mind that for employees taking extended unpaid leaves you can change their status to something other then Active and set the termination date to when they left, and the would effectively disable any holiday pay that they may receive.
So it all comes down to what will be the least amount of work for you, if someone taking extended leave without pay is quite rare, I would just use option 1 or 2.
You also want to consider labor laws in your area, I know in Canada they use 15 of the last 30 days, but the employee must actually work those days, paid time off does not count.