Group #7 Paid Time Off

1. Group #7Paid Time Off Miguel Garcia Justin Jang Eric Rabbon Alisha Tomita

2. Justin Jang Vacation Leave HolidayLeave

3. Are you feeling tired? How many weeks are left? You need to take a VACATION!!!!

4. Vacation Paid Time Off • Voluntary benefit given by organizations • Benefit for eligible employees • Encouragement to take vacation • Vacation hours accrue • Employers calculate time given

6. Vacation Paid Time Off • Vacation days actually used • U.S. vs. other countries • Unused vacation days • Cashing out vacation days • Part-time workers

7. Paid Holiday Time • Public Holidays • Ten Federal holidays • Not recognized by all employers • Average of 9.3 days paid per year

8. Paid Holiday Time • Employers are not required by law • Holiday pay compensation • State Holidays • In addition to Federal Holidays • ReligiousHolidays • Employees can’t be denied the time off.

9. Miguel Garcia Maternity Leave Jury Duty

10. Jury Duty • State of California Regulations • employer must allow you time off • educational institution must allow you time off • Federal regulations • Must give time off to serve on a jury. • Cannot discipline employees • Federal law and most state laws allow employers to not pay for time off to serve. • Fair Labor Standards Act must be paid for the whole week • Employees do not have to be paid

11. Jury Duty Continued • Statistics • 70% of all employees have access to paid jury duty leave. • 87 % of employers offer paid leave for jury duty service. • Controversial Issue • In July 2000 jurors began receiving $15 per day for jury service.

12. Maternity Leave • State Regulations • California Family Rights Act • 12 weeks in 12 months • Paid Family Leave (PFL) program • Federal Regulations • Family and Medical Leave Act • 12 weeks in 12 months

13. Maternity Leave • State Regulations • Family Medical leave Act (FMLA) • California Family Rights Act • Who can take maternity leave? • Twelve (12) months of state service and • Worked at least 1,250 hours (actual time worked) during the prior twelve months • What is a qualifying event for FMLA/CFRA • birth of an employee's newborn • Care for a newly adopted or placed foster care child

14. Maternity Leave Continued • Care for an employee's child, spouse, domestic partner with serious health condition. • Employee's recovery from a serious health condition that makes him/her unable to work • Federal Regulations • Family and Medical Leave Act • Who can take maternity leave? • Any employee that has worked for at least 12 months by the employer with respect to whom leave is requested under section 102 • Any employee that has worked for at least 1,250 hours of service with such employer during the previous 12-month period

15. Maternity Leave Continued • Exclusions • any employee of an employer who is employed at a worksite at which such employer employs less than 50 employees if the total number of employees employed by that employer within 75 miles of that worksite is less than 50.

16. Eric Rabbon Sick Leave Break Time

17. Sick Leave • State Regulations • There are no state laws that mandate sick leave pay. • Sick leave pay is strictly voluntary for employees; typically offered to attract

18. Sick Leave Federal Regulations • Family Medical Leave Act of 1993 • Entitled to 12 weeks of unpaid leave without losing your job. • Unpaid leave to care for serious presonal illness, care for a newborn or newly adopted child or to care for a seriously ill parent, spouse or child.

19. Sick Leave • States might have similar laws that changes the Federal Act • California's Senate Bill 1661 • Paid leave available July 1, 2004 • employees may receive up to six weeks of paid leave during any 12 month period. • Paid leave will be financed by increased payments into the SDI Fund which began on January 1, 2004.

20. Sick Leave Requirements for FMLA • Worked for employer for at least 12 months • Worked at least 1250 hours over the past 12 months • Worked at a location w/ at least 50 or more employees within 75 miles

21. Sick Leave Disadvantages • Accelerated health problems • Spread of illness • Lower productivity and morale

22. Break Time • There are no Federal regulations that permit rest breaks. • State laws usually mandate when employers must give you breaks or rest periods; usually 5-20 minutes • Breaks periods in California: Employees get a 10 minute break for every four hours worked

23. Break Time Benefits • Prevents weariness • Prevents Occupational Overuse Syndrome or repetitive strain injuries • Increase productivity and efficiency in the work place

24. Alisha Tomita Consolidated Paid Time off or Paid Time Off Banks

25. Consolidated Paid Time Off or Paid Time Off Bank • New innovative benefit • Not Required by any State or Federal laws • Flexibility and greater control over managing paid time off • Lumps sick leave, vacation days, floating and personal holidays altogether in one bank to be taken when given or accrued • In case of termination balance of paid time off days would need to be paid out

26. Consolidated Paid Time Off or Paid Time Off Bank • 28 % of 822 surveyed companies have a PTO bank system. • 23% of Companies without PTO banks indicated they are considering implementing one.

27. Consolidated Paid Time Off or Paid Time Off Bank • helps honest communication between employer and employee as to how days off are being used

28. Group #7Paid Time Off Miguel Garcia Justin Jang Eric Rabbon Alisha Tomita