The topic of leave is a prevailing trend regarding work-force policies. The momentum continues to build as we transition into a new administration and see changing laws and employee expectations. It is possible we will see a shift in more companies introducing paid family leave, a shift from accrued vacation and sick to PTO (paid time off), and a shift to remote/ telecommuting work options vs. the traditional office based position.
When establishing a time and attendance tracking system, Clockwise always asks for your current data such as: employees, jobs, overtime and leave policies. These rules are built into the software to best serve your current needs. However, as company policies change like new accrual rates or rollover amounts, settings will need to be adjusted also.
Sometimes it is not caught for months but at this point, there will be data cleanup needed. To help avoid this pitfall, we recommend that a data and policy review happen at least once a year if not every 6 months. By taking the few extra minutes to check settings and procedures, you ensure less clean up down the road.
Tips to avoid complications:
- Stay up to date on federal, state, and county/city laws. Currently, private sector employers with 50 or more staff members, public agencies, and public/private elementary and secondary schools are required to provide covered employees job-protected with up to 12 workweeks of unpaid leave for qualified medical and family reasons.
- Plan ahead by putting it on your calendar to review leave policies every 6 months or note or question policy changes at company planning meetings.
- If any changes arise in leave policy, make sure to contact a representative from your time and attendance software.
- If leave policy changes are needed, make sure to notify all parties that are affected.
The increasing complexity of federal, state and local leave laws, combined with changing employment trends makes it critically important for employers to utilize these steps and review their leave policies and procedures frequently. In addition to achieving legal compliance, annual reviews should seek to ensure consistency among the range of handbook policies governing leave, accommodation, paid time off, attendance, disability, fitness for duty, light duty, drug testing, physical agility testing, medical examinations, wellness programs and related matters.
For more information on Clockwise time and attendance solutions, and industry standards, be sure to visit www.goclockwise.com.