The Conservative Cave
Current Events => Economics => Topic started by: Wineslob on December 04, 2012, 12:01:00 PM
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Our company, in states that don't allow accrued vacation carry-over, so it won't apply to me, are going to allow workers to cash out vacation time in single 40 hour blocks once per year. However, they are going to "dock" the pay out by 25%. Is this normal policy?
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Our company, in states that don't allow accrued vacation carry-over, so it won't apply to me, are going to allow workers to cash out vacation time in single 40 hour blocks once per year. However, they are going to "dock" the pay out by 25%. Is this normal policy?
We used to be able to cash in pto for full value. New policy is now 50%. It's a rip-off, but with unemployment so high, they'll get away with it.
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We can carry over up to two weeks vacation or cash it out at full value. If they didn't do that , they would have a lot of people taking time off the last two weeks of December.
We can take a cash out on as little as four hours of vacation time since that is the minimum time block that can be taken off.
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Where I work the policy is, "Use it or lose it."
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Thanks, guys. They are "thinking" about it here. They keep "upping" the accrued hours to the point that it's now at 320 before "use it or lose it". It does bug me that if they go with a cash out that they would reduce the value by 25%.
Still, it would make for a nice amount of cash for vacations, etc..
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Thanks, guys. They are "thinking" about it here. They keep "upping" the accrued hours to the point that it's now at 320 before "use it or lose it". It does bug me that if they go with a cash out that they would reduce the value by 25%.
Still, it would make for a nice amount of cash for vacations, etc..
that's because they really, really, really want you to take the time off rather than cashing it in.
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that's because they really, really, really want you to take the time off rather than cashing it in.
Our overlords at work chase their tails about cashing it in versus taking the vacation time off.
Some think that cashing it in is like paying you double time, while others think that taking the time off means they are losing your billable hours to customers.
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Funny how they want us to take it off but make it so freaking difficult to get it approved.
I put in for vacation on Christmas week. I had to put in for it last February to get it ok'd.
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I automatically get a vacation check every 26 weeks. I got my first one in August; and I did not take the week off, so it was like a bonus check. If we do decide to take the week off, we need to let our manager know at least a month before hand.
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Funny how they want us to take it off but make it so freaking difficult to get it approved.
I put in for vacation on Christmas week. I had to put in for it last February to get it ok'd.
Alot like mine. I can only take one week between Memorial Day and Labor Day. This Christmas, I might get the week between Christmas and New Years off. With the work I need to get done and the reluctance of production to shut down the line(s) I HAVE to repair, I don't know if it'll happen. This is why I have over 200 hours after taking a week off last August.
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One place I worked was use it or lose it, but we also got the week between Christmas and New Years off with pay. (For YE Inventory). :)
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I've heard of a number of use it or lose it, with limited carryover policies, but never cash out at a reduced rate. That's a bummer.
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My entire career has been under Use it or Lose it. I would love to have a cash out option, even at a reduced rate. I get 3 weeks, but cannot possibly take 3 weeks. Nobody covers for me, and the work would simply pile up to unmanagable levels. No spring chicken, I cannot work to midnight etc. anymore.
I think under the "billable hours to customers" business type, this kind of thing would really be key. It'd be worth more to the company to have you on duty, so they'd be willing to cash you out.
I'd like to see more equity in those key days/weeks, such as Christmas week. The same people keep getting those choice slots, year after year. I always work them (even the day after Thanksgiving). Getting a little sick of that.
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Thanks, guys. They are "thinking" about it here. They keep "upping" the accrued hours to the point that it's now at 320 before "use it or lose it". It does bug me that if they go with a cash out that they would reduce the value by 25%.
Still, it would make for a nice amount of cash for vacations, etc..
What state do you live in?
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Ca.
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6. What are California's requirements for wages, overtime pay, breaks and vacation? (http://www.calbar.ca.gov/Public/Pamphlets/Employee.aspx#6)
Contrary to common perception, state law does not require your employer to provide you with vacations, holidays or sick time. And if you are provided with vacation, your employer can establish policies for when you can-and cannot-use it. If provided, unused vacation time must be treated like wages, and must be included in your final paycheck when you leave a job.
Sick time is handled differently. You are not legally entitled to be paid for unused sick leave at the time of termination. You can, however, generally use up to half of your sick leave in caring for an ill child, parent or spouse. If you need more time off, you may be able to take an unpaid family medical leave. Both the California Family Rights Act (CFRA) and the federal Family Medical Leave Act (FMLA) provide this option under certain conditions. You also could qualify for up to six weeks of partially paid time off to care for a seriously ill child, spouse, parent or domestic partner, or to bond with a newborn, adopted or foster child under California's Paid Family Care Leave Act. (See #11.)
Finally, if you give more than 72 hours notice before quitting your job, you must receive all unpaid wages when you leave. If you are fired or laid off, you must be paid in full immediately at the time of termination. In either case, any delay could entitle you to a penalty payment.
Remember that these rules do not apply to everyone. For example, employers do not always have to pay the minimum wage to minors or trainees.
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OMG! I've been schooled!
Common knowledge. :whatever:
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OMG! I've been schooled!
Common knowledge. :whatever:
Sammy's just trying to help. You know, like Shake 'n Bake:
[youtube=425,350]http://www.youtube.com/watch?v=Z0tLtW9nhA8[/youtube]