First off, make sure you check with your state laws to ensure that you're in compliance.  We "formally" do not allow rollover days to keep the liability down, but I left verbiage in our policy to allow carryover with prior supervisor approval.

Here's our full vacation policy at my company:

I.      Holidays, Vacation, Sick Leave and Leaves of Absence

A.   Holidays

Cambium observes the following standard holidays and provides all full-time employees time off with pay at their normal base rate unless otherwise provided in this policy:

New Year's Day                       Memorial Day                             Good Friday
Independence Day                   Thanksgiving Day                       New Years Eve
Day after Thanksgiving            Christmas Eve                            Labor Day        

Christmas Day

1.    Pay in Lieu of Time Off

Cambium may, in its discretion, require an employee to work on scheduled holidays and provide pay and/or another day off in lieu of time off.

2.    Weekends and Vacations

Holidays falling on a Saturday or Sunday are normally observed on the preceding Friday or the following Monday respectively. Holidays that occur during an employee's vacation are not to be counted as vacation days taken.

3.    Eligibility

Part-time and temporary employees are ineligible for holiday benefits. All employees are ineligible for holiday benefits that accrue while on leave of absence.

B.   Vacation Policy

Cambium provides vacation benefits to eligible employees to enable them to take paid time off for rest and recreation. Cambium believes this time is valuable for employees in order to enhance their productivity and to make their work experience with Cambium personally satisfying. Cambium also provides long-service employees with additional vacation benefits as years of service are accumulated. 

The length of eligible service is calculated on the basis of a “Benefit Year.”  A Benefit Year is the 12-month period that begins when the employee starts to earn vacation time.  An employee’s Benefit Year may be extended for any significant leave of absence except military leave of absence.  Military leave has no effect on this calculation.

1.    Vacation Time

All regular full-time employees who have completed six months of continuous service, measured from the date of hire, are eligible to for vacation benefits. Continuous service is defined as service that is uninterrupted by termination of employment and subsequent rehire by Cambium or a break in service that has been bridged. Vacation time for regular full-time employees is as follows:

During 1 through 4 years of continuous service, the employee accrues .83 days per month of             vacation for each calendar year (2 weeks per calendar year)

During 5 through 9 years of continuous service, the employee accrues 1.25 days per month           of vacation for each calendar year (3 weeks per calendar year)

After 10 years of continuous service, the employee accrues 1.67 days per month of            vacation for each calendar year (4 weeks per calendar year)

2.    Part-time and Temporary Employees

Regular part-time employees working a minimum of twenty (20) hours per week accrue vacation benefits on a pro-rata basis. Temporary employees and employees who work less than three (3) hours per week do not accrue vacation benefits.

3.    Determination of Vacation Pay

Vacation time off is paid at the employee’s base pay rate at the time of vacation.  It does not include overtime or any special forms of compensation such as incentive, commissions, bonuses, or shift differentials.

4.    Pay in Lieu of Vacation

No employee will receive pay in lieu of vacation except on the termination of their employment, as described below, unless the employee has deferred their vacation at Cambium’ request.

5.    Vacation Pay on Termination

On termination of employment, the employee is paid all accrued but unused vacation at the employee's base rate of pay at the time of their termination.

6.    Vacation Approval

All vacations must be approved 30 calendar days in advance.

7.    Vacation Scheduling

Scheduling of vacations is to be done in a manner consistent with Cambium’s operational requirements. Vacation requests should be submitted by employees to their immediate supervisor for approval at least 30 calendar days prior to the commencement of a vacation period. In the event that two or more employees have requested vacations covering the same period and may not be absent simultaneously, preference shall be given to the employee with the greater length of service.

8.    Vacation Use

All vacation days should be taken during  the calendar year in which they accrue.  Carryover of vacation days to the following calendar year require prior supervisor approval.

9.    Vacation Advances

An employee is not permitted to borrow on future accrual of vacation benefits, except with the approval of Human Resources. In no case may vacation time be borrowed or taken before an employee becomes eligible to begin accruing vacation as described above. If an employee has used any vacation days before they have been accrued and then leaves the employment of Cambium, the amount of pay for any vacation time taken that has not accrued at the time of termination will be deducted from the employee's final paycheck.

10.  Holidays Occurring during Vacation

If an observed Company holiday (see guideline entitled Holidays) occurs during an employee's scheduled vacation, no deduction from accrued vacation will be made for the holiday period. An employee may add to their vacation period by adding to or using the holiday period in place of accrued vacation time.

11.  Vacation Increments

Accrued vacation must be taken by eligible employees in eight (8) hour increments.

12.  Vacation for Family-Care and Medical-Leave Purpose

Employees who request family care or medical leave pursuant to Cambium’s Family-Care and Medical-Leave policy must apply any available accrued vacation pay to their family or medical leave.

C.   Sick Leave

In order to help prevent loss of earnings caused by accident or illness, or by other emergencies, Cambium has established paid sick and emergency leave.

1.    Eligibility

All regular full-time employees are eligible for 40 hours sick leave per calendar year after the ninety-day probation period is completed.  Sick leave will be counted in four (4) hour increments only. Regular part-time employees are eligible to accrue sick leave on a pro-rata basis. Employees do not accrue sick leave during their introductory periods. Temporary employees are ineligible to earn or receive sick-leave benefits.

2.    Use

• Sick leave may be taken for personal illness, emergency, or disability, or for a family-care leave purpose as described in Cambium’s family-care and medical-leave policy.
• Hours absent for medical and dental appointments will be treated as sick leave.
• New employees who are absent due to illness or disability during their introductory periods will not be compensated.
• Cambium retains the right to request verification from a licensed health-care provider for all absences due to illness or disability. Sick pay may be withheld if a satisfactory verification is not received.
• Sick leave will not accrue during any leave of absence.

3.    Pay in Lieu of Sick Leave

No employee will receive pay in lieu of sick leave under any circumstances, and employees will not receive pay for unused sick leave on termination of employment.

We can accrue sick pay to 1040 hours.  I earn it at a rate of 8 hours per month.  

Vacation:

1 year - 5 days

2-5 years - 10 days

6-12 years - 15 days

13-17 years - 20 days

18-25 years - 25 days

26-retirement - 30 days

We can carry over a total of 1/2 of our yearly allotment of vacation tiem to the next year. 

Comp time can be taken in lieu of Overtime up to an accrual of 160 hours.

Current employer offers 2 weeks PTO per year initially. 

When I started working 27 years ago, that company was quite progressive and had both vacation and sick time.  To discourage people from treating unused sick days as vacation days, they would convert unused sick days into long-term sick days 2:1 up to 6 or 12 weeks (details are fuzzy).  Long-term sick time could not be used for less than 5 consecutive days.  I thought it was a decent way to encourage  people to use sick time when needed. 

I work at a university.  "P & S" stands for Professional and Scientific.  There are other kinds of jobs at the U, but for P & S jobs the rates of accrual are:

Vacation:

0-3 years: 15d/year

3-6 years: 20d/year

6+ years: 24d/year

Sick Leave:

All P & S staff get 18d/year

HAHAHA!  Me too!  I mean, power take off was my first thought, not that I know much about it.  Oh, and HR = Heart Rate :)

PTO - 80 hours a year, accrues until you use it.

Vacation - 10 days up to 5 yr employment, 15 after that, use it or lose it. Somehow I ended up with some sort of benefit at some point where I get 20 days vacation per year. I'm the last one in the company with it and they haven't taken it away. Then again, I haven't found a reason to use all 4 weeks either, so that tells you a bit about me, doesn't it.

Upon termination of employment, all PTO time disappears and unused vacation time is paid out. And there is something in there about not getting anything vacation wise until after the first 6 months of employment. 

Another Heart Rate Power Take Off here.

Big Trucks also have PTO.  Makes it worse that for the first 5 years at my company, that software was MY responsibility.   So, "Paid Time Off" or "Parent Teacher Organization" never even stand a chance!

Originally posted by switch

Originally posted by moondawg14

Originally posted by switch

Originally posted by NXS I thought this was a thread on power take-off, like on a tractor, something I actually knew something about. I guess I need to stick to the garden thread.

HAHAHA!  Me too!  I mean, power take off was my first thought, not that I know much about it.  Oh, and HR = Heart Rate

 

Another Heart Rate Power Take Off here.

Big Trucks also have PTO.  Makes it worse that for the first 5 years at my company, that software was MY responsibility.   So, "Paid Time Off" or "Parent Teacher Organization" never even stand a chance!

 

I'm actually thinking we could use the first thing you think of when you see "PTO"  as some kind of litmus test for coolness

 

Ouch, Parent Teacher Organization for me. At best I get to Paid Time Off. My coolness factor is so low.

Chris, you have 6 guitars.  You have no shortage of coolness.

Originally posted by switch

Originally posted by cdban66

Originally posted by switch

Originally posted by moondawg14

Originally posted by switch

Originally posted by NXS I thought this was a thread on power take-off, like on a tractor, something I actually knew something about. I guess I need to stick to the garden thread.

HAHAHA!  Me too!  I mean, power take off was my first thought, not that I know much about it.  Oh, and HR = Heart Rate

 

Another Heart Rate Power Take Off here.

Big Trucks also have PTO.  Makes it worse that for the first 5 years at my company, that software was MY responsibility.   So, "Paid Time Off" or "Parent Teacher Organization" never even stand a chance!

 

I'm actually thinking we could use the first thing you think of when you see "PTO"  as some kind of litmus test for coolness

 

Ouch, Parent Teacher Organization for me. At best I get to Paid Time Off. My coolness factor is so low.

PTO is good too, just different. 

Chris, you have 6 guitars.  You have no shortage of coolness.

Thanks, but I'm down to 5. The new one is in the shop. I should have it back in 2-3 months. 

0-5 ys - 10 days

5-10 yrs - 15 days

Etc

4 days sick leave.

I am not happy about it. Taking a day a week off just makes me behind at work and clients suffer.