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For many smart organizations, moving away from the sick day/personal day/vacation day system isn’t just a way to reduce administrative hassle. It’s also a smart recruiting and retention move. But PTO (Paid Time Off) banks and FTO (Free Time Off) aren’t silver bullets. While these systems have significant advantages, HR departments need to deploy them properly. This program will help you decide which is best for your organization. (more details below)
It’s a cliché: an employee wants to take a day off and calls in to report he has suddenly (cough cough) come down with a nasty cold. The next day, there are rumors he was off fishing.
You could challenge him on this, but you’ve got better things to do than get into a counterproductive argument about whether he was “really” sick. What if you could just consider it one of his allotted days off and not worry about the specific reason he used it?
For many high-performing organizations, that’s the smart move. Companies are increasingly making the switch to a PTO “bank” system that combines all time off (sick days, vacation, personal days, etc.) into one group that employees can use however they’d like (with a few conditions, of course).
Others are taking a more controversial approach and offering unlimited, untracked Free Time Off (FTO). As long as all the work gets done, employees are told to take whatever time they need. It’s not an option for many organizations but some swear by it.
The bottom line: PTO Banks and FTO approaches offer a cost-effective competitive edge in the hiring market. Companies who offer a chunk of PTO or unlimited time off to potential employees, rather than rattling off a laundry list of types of time off, are often seen by candidates as more flexible and contemporary.
But warning: PTO Banks and FTO aren’t for every workplace. While such plans have advantages for employers and employees alike, they also come with their share of challenges, both legal and practical. This program will give you the facts you need to decide if it’s time to consider updating your time-off policy.
You’ll learn how to:
Jennifer Berman is an experienced HR Consultant and Strategist, having provided organizations nationwide with guidance on comprehensive HR and Benefits issues since 1995. In 2009, Jennifer founded her firm, OAU Consulting, to provide organizations in a wide variety of industries with expertise and support to manage their HR needs in a new economy.
Jennifer received her law degree from DePaul University College of Law and her undergraduate degree from Newcomb College of Tulane University. Jennifer was admitted to both the Illinois and Federal bars in 1994 and received SPHR certification in 2001. Jennifer has been a featured speaker, commentator and panelist for national, regional and local associations, organizations, and publications including MSNBC, Wall Street Journal, New York Times, WGN and the Chicago Tribune.
Participation in the live upcoming webinar
Full MP4 recording of webinar, including Q&A (digital download).
Participation in the live webinar + Full MP4 Recording (digital download).
Participation in the live webinar + Full MP4 Recording + Audio-only MP3 recording. (digital download)
Participation in the live upcoming webinar
Full MP4 recording of webinar, including Q&A (digital download).
Participation in the live webinar + Full MP4 Recording (digital download).
Participation in the live webinar + Full MP4 Recording + Audio-only MP3 recording. (digital download)
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