Cashing Out Vacation Hours

Thanks to all that responded to our question regarding your practice on cashing out of vacation hours. In summary:
19 responses
13 No, of which 3 are considering some payout.
6 Yes, all of which have a 50% of balance rule/up to 40 hours max, of which 3 only permit at time of financial hardship.

Benchmarking Sick Leave Policy

Survey regarding Benchmarking Sick Leave Policies

We have 30 employees. We had 10 days vacation and 11 days sick. We converted to Paid Time Off of 15 days and eliminated the traditional vacation and sick accounts.
- Director Human Resources
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We have 12 ees. We roll sick and vacation into one account; PTO. Ees accrue up to 15 days their first year and a day more a year after that up to 20 days.
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I have worked in companies under 50 and the sick time policy has been/ is 5 days per year. Anything over 5 days absence requires a Doctors certificate and anything over 5 days may constitute a leave where the employee can utilize vacation time in combination with Short term disability.
- Human Resources Manager
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As to your question - it seems to me most companies regardless of size are now having a single 'paid time off bank' that covers any and all reasons for leave.
We offer:
Full-time employees accrue at a rate of 17 PPL days per year for the first year of employment. This rate increases an additional day per year, on the employee's anniversary date, up to a maximum accrual rate of 32 days per year. Modified full-time employees (working > 32 hours/week but < 40) accrue at a rate of 80% of the full-time accrual to a maximum accrual rate of 25.6 days per year. Part-time employees (working < 31 hours/week) earn 2.725 PPL days per year for the first year of employment up to a maximum accrual rate of 6.75 days per year.
- Director of Strategic Staffing and Diversity
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We are about 130 employees. We allow for up to seven sick days per year as a non-vested benefit.
- HR Director
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In the old days when we have fewer than 15 employees we had 5 days of sick leave, 3 days of personal leave and 3 weeks of vacation time. And if someone showed up for any part of the day then we paid them for the full day, so if someone came to work, worked for an hour or two but went home sick we paid them for that whole day and didn't charge them any sick time. Of course, these were all full time exempt employees. We were acquired in 2000 so we have an entirely different policy now as we have 170 ee's in San Diego and total 1,600 worldwide. 8-) I've been here since the beginning so I still remember the original early days policy.
- Director, HR

Waiting Week Compensation

Questions:
1. Do you compensate employees during the waiting week for disability or family leave?
2. What does your STD policy provide the employees as a % of salary?*
3. Does your policy have a cap or max payout per week/month?

* Self insured or separate policy, usually coordinated with SDI/PFL and assuming timely filing for SDI/PFL benefits by employee

Company A: Use of PTO 70% $3000/week
Company B: Yes, 100% of salary 100% No
Company C: Yes, 100% of salary 100% No
Company D: Use of PTO 60% $2500/week
Company E: For STD: sick time; for PFL: vacation
Company F: Use of sick time or vacation No STD coverage other than coordinating sick time/vacation with SDI/PFL n/a
Company G: Use of PTO. If no PTO, get 2 days paid. 60% $5000/month
Company H: For STD: Use of sick time or vacation, for PFL: Use of vacation 66.67% $3500/week
Company I: For STD: Yes, 100% of salary. For PFL: No STD only: 100% for first two weeks, then 75% until LTD kicks in n/a
Company J: Use of PTO 66% High to provide same benefit for executives
Company K: For STD: Yes, 100% of salary. For PFL: Use of PTO STD only: 100% for first seven weeks, then 75% until LTD kicks in n/a
Company L: For STD: Yes, 100% of salary. For PFL: Use of Vacation 100% for first two weeks, then 70% until LTD kicks in n/a
Company M: Use of sick time or vacation 60% $2500/week
Company N: Use of sick time or vacation 60% $1200/week
Company O: For STD: 100% of salary, for PFL: TBD 100% (66.67% through STD policy, balance paid by company) n/a
Company P: Use of sick time or vacation 80% (66.67% through STD policy, balance paid by company) $2308/week
Company Q: Use of PTO 60% $2500/week
Company R: Use of sick time 60% $1500/week
Company S: Yes, 100% of salary 66.67% $1500/week
Company T: Use of PTO 60% $2000/week