Sick Leave Research Paper

Sick Leave Research Paper
Introduction Sick leave whether it is paid or unpaid is time off from work that employees can use to
stay home to attend to their health needs or the health needs of immediate family members. Labor
law in the United States currently doesn't require employers to provide paid sick days in the short
term nor does it require employers to offer longer term paid sick leave for more serious illnesses.
Furthermore, the current law doesn't protect workers from termination should they miss work due to
sickness (Heymann, J., Rho, H., Schmitt, J., & Earl, A, 2009). In collective bargaining, however,
unions can negotiate additional protections regarding sick leave, which may include short and long
term disability coverage as well as generous attendance ... Show more content on Helpwriting.net ...
San Francisco, CA: Excluded employees to the law include those covered by a CBA that expressly
waives the benefit (Retrieved from www.abetterbalance.org). 2. District of Columbia: Excluded
employees under the DC law include building and construction industry workers covered by a CBA
that clearly waives the requirements in undoubtedly terms. However, the paid sick time
requirements cannot be waived in the written contract language for less than 3 paid days (Retrieved
from www.abetterbalance.org). 3. Seattle, WA: Collective bargaining agreements in Seattle can
waive their rights to the law via the CBA or a memorandum of agreement in clear and unambiguous
language which references the Act (Retrieved from www.seattle.gov). 4. Portland, OR: The
exemption includes workers that are covered by a CBA if the workers' employment related benefits
are provided by a joint multi–employer–employee trust or benefit plan and the employer is
employed through a hiring hall or similar referral system (Retrieved from www.abetterbalance.org).
5. Jersey City, NJ: The provisions of the law are not applicable to workers covered by a CBA if the
provisions are expressly waived in the CBA and a comparable benefit is offered (Retrieved from
www.abetterbalance.org). 6. Newark, NJ: See Jersey City,
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Hrm 531 Week 3 Individual Paper
Safety
All employees of Robinson's Excavation are valued members of the organization which is why
safety must always come first. The construction industry is traditionally a hazardous work
environment, but with vigilance, dedication, and training, the dangers can be significantly reduced.
In order to provide the employees of Robinson's Excavation with a safe work environment, all
employees, regardless of status, are required to follow and enforce all safety procedures, which are
not all inclusive. Additionally, the following protocol is in compliance with all state and federal
OHSA regulations.
Personal Protective Equipment
Employees are required to wear personal protective equipment (PPE) at all time when located on
project sites, except in designated rest areas, which will be determined by the site foreman. PPE
includes:
safety glasses
hard hat
gloves
reflective vest
specialty protective equipment that is project specific
These items will be provided to the employee at no cost and will be replaced free of charge unless
the protective equipment is lost or intentionally damaged by the employee. Protective items that are
used entirely for weather protection such as sunscreen, sunglasses, raincoat, etc. will not be
provided by the company. However, employees are permitted to wear their personally owned ...
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Storage of equipment will be provided on each job site, but employees are permitted to take the
equipment home. Likewise, employees are responsible to bring the necessary equipment to work
each day; if the employee fails to bring the necessary PPE, they will be released from work or
required to retrieve their PPE. The employee will not be paid during the time required to retrieve the
protective equipment and which is grounds for further disciplinary

Unnecessary Sick Leave Violations
In practice, all employees are required to use at least 5 days of their allotted sick leave to cover the
elimination period for Short–term Disability. When Bonnie's leave commenced on Dec 20, 2016,
she had exhausted all of her paid sick leave (80 hrs). Because she was not actively at work, she did
not receive holiday pay. However, upon her return she was issued her incentive bonus which was
paid Feb 3, 2017. Although Ms. Desrosiers STD was denied, she was approved for FML for the
same time period. I have received a request to determine if Ms. Desrosiers is eligible to utilize her
80 hours of paid sick time as of January 1, 2017. Please keep in mind as an organization we
typically do not pay more than 5 – 7 days of paid sick time under

The Department And The City Council
In 2015, the department and the city council did a survey to see if the department had enough
personnel. The study looked at many things such as the amount of calls for service, a number of
officers working each shift, and the schedule the officers were working. In reality, the survey was a
gamble for the department because it could come back in a positive way, finding that we should hire
more officers. Another outcome would be that we were overstaffed meaning we would lose
positions. The final outcome could be that we were adequately staffed and nothing should change.
After several months, the study determined that we had enough personnel, but the officers were
working a ten–hour shift that was consuming too many officers. The study recommended that the
department goes to either an eight or ten–hour shift. The department took the survey's
recommendations and changed all officers to an eight–hour shift. This was very unpopular with the
officers and the chief took an enormous hit on this, but he knew he was doing the best thing for the
department. I think we all knew that the ten–hour shifts were not necessarily the most productive
shift for the department and it was really only being allowed to keep morale up. After working with
the legislature, the department was able to change the state's labor law allowing the work week to be
considered over two weeks. By doing this, the officers could work more than 40 hours one week and
less than 40 hours the next as

The Wage Gap Between Men And Women
In 2013, full–time female employee 's made only seventy–eight cents of every dollar earned by men,
which means a wage gap of twenty–two percent. Women are nearly half of the labor pool and are
equal if not main, jobholder 's in four out of ten households. Not to mention, women receive more
college and graduate degrees than men. Women still coninue to bring in less than men. On average,
women earn less than men in basically every profession that there is adequate income data for both
women and men to estimate an earnings percentage (IWPR, 2014).
The Institution for Women 's Policy Research studies the wage gap between men and women over
time with a succession of fact sheets that are updated two times a year. Taking the IWPR into ...
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April 14, 2015 marked Equal Pay Day this year, which shows how far into the new year the average
American woman would have to be employeed to earn what the average American man did last
year. Both genders see the lack of balance in the workplace. A lot of men and women believe
America needs to continue making changes to achieve eqaulity in the workplace. Accorging to the
White House, women working full–time have to work nearly sixty more additional days, in order to
earn what men did at the end of last year. In 1980, the average woman would have had to work
nearly three extra months into May, just to catch up with men 's earning 's from the previous year
(Patten, 2015). The pay gap between men and women continues possibly because women put their
careers on hold to care for their families. Research shows that these types of choices can have a
negative affect on long–term earnings. Approximately, four of ten mothers have taken a lot of time
from work, which is thirty–nine percent. Approximately, forty–two percent have reduced their work
hours to care for a family member or child. Also, twenty–seven percent have quit work completely
to care for family responsibilities and even less men say the same. There is approximately twenty–
four percent of fathers that have taken a lot of time off from work to care for family or children
(Patten, 2015).
Women have

Case Study Sick Leave
Sick Leave In case study 8 Sick Leave, and the cross–culture communication is a dilemma because
of the differences in work ethics between an employee from the United States working in Japan, and
what is expected by the supervisor in Japan. The difference is the fact that Kelly, the Canadian
employee, is highly educated in the field of management, and wants to follow employment rules and
regulations to the best of her ability, within both her norm as well as what is written in her current
employment.. On the other hand, the Supervisor in Japan, Mr. Higashi, he wishes to hold to the
loyalty to the company and what is the culture norm, rather than what is in line with Japanese
employment rules and regulations. With this scenario the conflict ... Show more content on
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Higashi and Kelly. With Mr. Higashi the intangible factor would be his work and cultural ethics
when it comes to work. The Japanese are hardworking and very loyal as they tend to stay with one
employer for long time and choose not to use their earned vacation time no matter what employment
regulations state. Additionally, when a Japanese employee is sick, they use paid time off rather than
sick leave, and this has become the norm broadly across the culture.
With Kelly, the tangible factor is the fact that she became ill and appropriately notified her
supervisor, then expected and wanted to use sick time, as employee regulations clearly outline. This
falls within her norm as she learned in the U.S./Canadian as she received her management degree
from the Canadian University.
When dealing with tangible or intangible factors such as in this scenario, while both are important
the tangible factors are more important because such as Kelly working through the JET program,
written regulations and employment laws are very important to follow. If they are not, the program
may be doomed to fail over time because is regulations are not followed, there could be a strong
decline of U.S. / Canadian involvement with

Case 8
MBS618 – Dispute Management
Lecturer: Mr Ernest Charles Boswarva
"Assignment 1 – Case 8 Sick Leave"
3383 words
CONTENTS
1 INTRODUCTION 3
2 NEGOTIATION 3
2.1 CONTEXT OF NEGOTIATIONS 3
2.2 FORMS OF NEGOTIATIONS 4
2.3 TANGIBLE / INTANGIBLE FACTORS 5
3 CULTURE 6
3.1 CROSS CULTURAL COMPARISONS 6
3.1.1 POWER DISTANCE 7
3.1.2 INDIVIDUALISM 7
3.1.3 MASCULINITY 8
3.1.4 UNCERTAINTY AVOIDANCE 8
3.1.5 PRAGMATISM 9
3.1.6 INDULGENCE 9
3.2 SHARED VALUES 9
3.3 THE INFLUENCE OF CULTURE ON NEGOTIATIONS 10
4 NEGOTIATION STRATEGIES 10
4.1 FAMILIARITY 10
4.2 OPTIONS 11
5 CONCLUSION 12
REFERENCES 13
APPENDIX 1 – THE CONTEXT OF INTERNATIONAL NEGOTIATIONS 15
APPENDIX B – SCHWARTZ'S CULTURAL VALUES 16
APPENDIX C – ... Show more content on Helpwriting.net ...
In this case study, the intangible factors include Kelly's cultural propensity towards emphasising her
entitlement to use her accumulated sick leave while Mr. Higashi's cultural propensity towards
respect for his employer and expectation of his subordinates means that he believes the ALT's
should utilise their paid leave entitlements first.
It is initially hard to distinguish which of these tangible or intangible factors are more important.

Based on the cultural dimensions and values identified further in the report, it is clear that each has
its own importance and merit. Understanding the cultural norms and expectations at play in the case
study are critical to resolving the conflict at hand. Whilst Kelly believed she had adequate prior
knowledge of the Japanese culture, it is clear that she is not as well versed as she thinks.
Mr. Higashi has a responsibility to his employees (which include the Japanese workers) to ensure
that equality prevails in the workplace and the hierarchical, masculine structure is preserved. As
detailed in section 3, Japanese culture is about hard work, loyalty, and honour. If Kelly were to take
her concerns directly to CLAIR without first attempting to resolve them with Mr. Higashi, she may
inadvertently bring shame to Mr. Higashi and cause him to lose face (Lewicki, 2011).
Although Kelly has tangible considerations at play, the intangible factors associated with Mr.

Research Paper On Employee Absenteeism
Project TitleEMPLOYEE ABSENTEEISM OF THE TITAN INDUSTRY LIMITEDObjectives1.To
study the level of absenteeism prevailing in the organization 2.To study the major causes of
absenteeism in the organization 3.To identify steps required to control the absenteeism 4.To
determine the awareness level regarding effects of absenteeism on the productivity 5.To provide
suggestions in the form of solutions to reduce the rate of absenteeismProblem Statement3)problem
statement Absenteeism is the most single most important cause of lost labour time. Absenteeism is
one of major human problem of Indian industries. Absence is an employee's non–availability or
work when work is available for that employee. The Labour Bureau defines absenteeism as the total
shifts ... Show more content on Helpwriting.net ...
It introduced its futuristic Quartz technology with India's two most recognized and loved brands
titan and Tanishq to its credit, Titan industries is the fifth largest integrated watch manufacturer in
the world. The success story story of TITAN began in 1948 with a joint venture between the Tata
Group and the Tamil Nadu Industrial Development Corporation. The study analyses the various that
lead to the employee absenteeism – like lack of raining, quality of work life, policies regarding
promotion, incentives, benefits etc. Stress Although stress accounts for only 12 percent of
absenteeism a year, the monetary costs that stress imposes on a company are significant. The Health
and Safety Executive claims Rs.675 sick days are taken every year as a result of stress alone. The
cause of stress, or stressors, are numerous and can be found anywhere in the workplace. Stressors
can include dangerous working conditions, long working hours, job security worries and job
monotony. This stress can lead to poor mental health, health disease, back pain, and gastrointestinal

Sick Leave
CASE STUDY ANALYSIS
1. The Japan Exchange and Teaching (JET) program is an English exchange program for adults and
a way to promote internationalization. This case discusses Kelly who is in the JET program as well
as her coworkers and supervisor. She is a Canadian college graduate who thought of this program as
a really positive opportunity. She had been to Japan before for four months through a student
exchange program and could speak the language and was returning to Japan through this program.
Kelly and three other adults in the JET program are working in the Soto Board of Education office
in Japan under their supervisor, Mr. Higashi. They work to educate in the English language. They
can stay for up to three years but their ... Show more content on Helpwriting.net ...
Collaborative: Win/win –
I think that the biggest benefit to both parties is for them to collaborate on these issues. They need to
actually get together to talk about the issues that are happening. So far they have not discussed
anything on the record and I think it would be very beneficial to do so. Mr. Higashi needs to be
clearer on what he wants and needs to trust the ALTs more. They need to understand that he is trying
to help them and that he has done a lot for them. I think that Mr. Higashi asked for a doctor's note
and they got it for him and so he should respect that they were sick and that they want to take sick
days. I think that they should talk things through and try and solve things amicably before Kelly
turns to CLAIR for help. That is part of the reason for the program anyway; to help with
international relations and to bridge gaps that can be caused through differences in culture, which is
what this problem boils down

Raising The Minimum Wage Of The United States
Raise the minimum wage: In the United States, studies show that women tend to make up a
disproportionate share of low–wage workers. In the field of education, men tends to go more to
STEM than women and that also leads to high paying jobs for men. If we raise the minimum wage,
this will help hardworking women to support their families. Approximately, women made up two–
thirds of all minimum–wage workers in 2012. With the current federal minimum wage i.e. $7.25 per
hour, someone working full time, only earn $15,080 a year round. People working full time with
minimum wage is still below the poverty threshold for any family with children and single person is
also not far above the poverty line. So, increasing the federal minimum wage to $10.10 an hour
would help increase the wages for about 15 million women, which will help close the gender wage
gap.
Raise the tipped minimum wage: The gender wage gap is vividly observed in tipped workers. The
federal tipped minimum wage, which hasn't been changed since 1991, only pays workers $2.13 per
hour. According to the Economic Policy Institute, women make up two–thirds of tipped workers and
are 70 percent of food servers and bartenders, occupations that comprise more than half of the
tipped workforce. Tipped workers have a higher poverty rate than non–tipped workers, and 46
percent rely on government assistance to make ends meet.
As women account for two – thirds of tipped workers, raising tipped minimum wage will help
decreasing the

Susan B. Anthony And The Equal Pay Act
Imagine being told that you do not need as much pay as a man because your husband is a professor
and you do not need the money. This was the truth for Maxine Lampe when she addressed the
school district about being paid less. Before her husband was done with graduate school, she
brought the issue up with the school where she worked and was told that she could not get the head–
of–household pay that men received, even though she was the breadwinner. This is not the only
account of this happening. All over the country, women are getting paid less than men and being
told that it's okay. It is not okay.
Gender equality is something that has been a problem through the ages. Susan B. Anthony and many
others fought for the right to vote which was granted in 1920. In 1963, President John F. Kennedy
signed the Equal Pay Act into law stating that no employer can discriminate based on gender. The
American Association of University Women published a graph on Women's Median Annual
Earnings as a Percentage of Men's Median Annual Earnings for Full–time, Year–round Workers,
1974–2014 and it shows that in 1974, women were paid 59% of what men were paid. The graph
shows the improvements over the years and that in 2014, women were paid 79% of what men were
paid. The gap has not budged since 2014. The gender pay gap has improved over the years, but it
will not close until new legislation passes.
Over time, the gap has changed for the better. The gap has improved for many reasons but many of

Benefits And Benefits Of Employee Satisfaction
Benefits play a major role towards employee satisfaction and how they behave in an organization.
Employee satisfaction is necessary for the success of any organization. Keeping employee
satisfaction should be a priority for every employer. There are many reasons why an employee can
become discouraged with their jobs. Some include: lack of communication within the organization,
high stress levels, lack of recognition, or limit opportunity for growth.
Health insurance is one benefit in the foundation of a comprehensive employee benefit package.
Health insurance is an insurance policy that will pay to cover medical treatments or expenses. This
also includes dental and vision insurance. "According to healthinsurance.org, of the Americans who
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The number of sick days can be based on the years with the organization and how high they stand
with the organization. Paid personal days are time taken off from work that the organization
provides employees. The number of days is the same as sick days which was your standing level
with organization and how long they have been with them. These days can be used for voting,
conferences, and even going to a healthcare professional. The paid personal days are paid at the
employee's normal base salary. Bereavement time is even under PTO. It is granted for attending
funerals and burials, making funeral arrangements, dealing with possessions and wills of the
deceased, and for paying respect to a family at visitation. You are usually given three days of this
time for an immediate family member and one day for other relatives or friends. Organizations can
give additional unpaid days if necessary. Immediate family members include: spouse, parents,
grandparents, children, grandchildren, and siblings.
Another benefit offered among organizations is the 401k retirement plan. It is a plan for employees
to accumulate retirement income and is the most flexible type of retirement plan. It shows that the
employers care about and value your employees with a means for them to plan their future and
encourages employees to save for retirement. It has tax advantages for both employers and
employees including tax deferred growth for the employee and tax–deductible advantages for the

Analysis Of Pass Travel While On Sick Leave
Pass Travel While on Sick Leave is a Company Policy Recently inquires have been made requesting
clarification of pass travel while on sick leave. The provisions of traveling while on sick leave
(ONSL), Occupational Injury (OJI/OCC) and Family Medical Leave (FML) are not contractual, but
fall under Company Policy, Working Together Guidelines, page 72, 2017 edition. The policy states:
Inappropriate use of sick leave is unfair to employees and the company. We expect that in most
instances an employee who is too sick to work is also too sick to travel using his or her company
travel privileges. If an employee has a question about the appropriateness of traveling while on sick
leave, he or she can clear travel with his or her supervisor or HR

Tim Hortons ' Coffee Is A Brand Named After Its Founder
Tim Hortons' coffee is a brand named after its founder Tim Horton and Jim Charade. Tim Horton is
the Canadian fast casual restaurant where the first store opened in Hamilton Ontario. This
corporation has been making trust among people by serving them the products and services since
1964. It has been more than 50 years that Tim Hortons have proved honesty towards its customers.
Its target audience is almost everybody such as people from all ages, backgrounds and religions,
would love to go to the Tim Hortons as it offers a wide variety of food and beverage choices to its
customers. Tim Hortons faces high intensive competition with other reputed corporations.
Starbucks, McDonalds or Waves Coffee is rival competitors in the market. Even though having such
a big competitor, the company has been succeeding in keeping up with the competition and other
changing elements in the market place. Tim Hortons offers a wide variety of menu to its customers.
Its menu contains of course coffee, sandwiches, doughnuts, muffins and cookies, but as the market
place and people preferences are changing every day. Therefore, they introduce new types of
products to satisfied customers' need. Tim Hortons had a total of 2,148 corporate employees across
the Canada and USA and Steve Whuthman is one of the executive vice presidents of corporation
and human resources. (2013 sustainability and responsibility, 2013)
Training and Development Milhem, Abushamsieh, and Pérez (2014) argue that the

Essay On Employment Contract
Employment Contract
The agreement of this employment contract is made as of this 14th day of November, 2017, by and
between Morrison and James, LLC, a law firm incorporated under the laws of Colorado with main
office at 1234 Jones Street, Westminster, Colorado, hereinafter referred to as "Employer", and Laura
Berry, residing at 1234 Smith Way, Brighton, Colorado, hereinafter referred to as "Employee".
WHEREAS the Employee wishes to provide such services and has significant expertise and
experience and is willing to complete services for the Employer, the Employer wishes to acquire the
benefit of the services of the Employee all in agreement with the terms and conditions set forth.
NOW THEREFORE In consideration of the promises and ... Show more content on Helpwriting.net
...
Thirty (30) days written notice prior to the Termination Date must be given by either party if the
intention of either party is not to negotiate a new Agreement. At time of termination, Employee
agrees to return any property obtain through employment back to Employer.
3. Compensation
As full compensation for all the services rendered hereunder, the Employer shall pay the Employee
a total of Fifty Thousand Dollars ($50,000) annually, payable in equal monthly installments
beginning at the first (1st) of the month. Payments as such shall be subject to normal mandatory
deductions by Employer (i.e. Social Security, Medicaid, and federal and state taxes).
4. Benefits
The Employee shall be entitled to participate in bonuses and other employee benefit plans provided
by the Employer for its employees. The Employer currently offers the follow, medical, dental, and
vision plans. The Employer also currently offers life insurance, education assistance and individual
retirement account (IRA) benefits. The Employee is eligible for benefits thirty (30) days after start
date. More details on these benefits will be provided separately at time of hire.
5. Probationary Period
As agreed upon and understood, by both the Employer and the Employee, the first thirty (30) days
of employment shall be established as a probationary period. During probationary period the
Employee is ineligible for both benefits and paid time off offered by

Sick Leave Law Case Study
The California paid sick leave law went into effect across the state on July 1st. 6.5 million of the
lowest paid workers in the state were provided with the right to call in sick and still receive payment
for wages they would have earned had they not been sick and instead been able to work. One month
after the new requirement went into effect, at least one group of workers benefitting from the change
have found that there is also a price to pay: their hours are being cut. NOVA Commercial provides
custodial services to a number of different government buildings. One such government building is
the San Diego County Courthouse. NOVA Commercial recently informed their employees that they
would be experiencing a cut in their hours. Employees speaking

Reducing The Wage Gap Between Men And Women
According to the Center for American Progress Organization there are seven vital steps that can be
taken in order to decrease the gender wage gap. Firstly, this organization firmly believes that raising
the minimum wage will positively affect the wage gap between men and women. Averages illustrate
that differentiation 's among men and women 's job selections could be considered for virtually half
of the gender pay gap. Increasing the minimum wage will benefit those dedicated women laborers
by helping support their families. Two third of mothers are sole providers within their households
and these same women are the ones, who made up relatively two–thirds of all minimum–salaried
employees in the year 2012 (Glynn, Fisher & Baxter, 2014). In 2014, the minimum wage was only
$7.25 an hour which means that a person, who works full–time would only bring in $15,080 over
the course of a year. This is not enough for an individual, who has a family to live on because in
actuality it is barely enough for a single person to survive on. This particular organization feels if
the minimum–wage is increased to at least $10.10 an hour, then it would benefit around 15 millions
women and also help narrow the pay gap that exists between men and women. Secondly, the Center
for American Progress Organization believes that increasing the tipped minimum salary would close
the gender pay gap, as well. The minimum tip wage has not been altered since the year 1991 and it
only rewards employees $2.13 a

Literature Analysis Essay
MBA633 : Managing Human Resources
1. What figure will Cal Jenson report to Fred Donofrio for the amount that absenteeism cost ONO
last year?
Answer: Using figure 2–5 on page 52 Cal must compute the total employees hours lost due to
absenteeism for the period. ONO lost a total of 539 hours of labor because of absenteeism. Second
Cal must compute the weighted average wage or salary totals to $23.50 an hour for an average
salary of $47,000. Third one must compute the cost of employee benefits for ONO employees is an
additional 33%. Because absent employees are paid Cal must take the compensation
lost/hour/absent employee = wage/salary + benefits. Therefore 1.5/539/11=47,000 + 33% = (2.99 or
3). Next Cal must compute the compensation lost ... Show more content on Helpwriting.net ...
It should not take an hour and a half to reschedule and fix your day of work. A good manager should
be able to manage running their business without calling in a temp or make sure for a day that calls
for extra people they have extra just in case someone does call out. When I worked retail I saw this
first hand with black Friday. We scheduled everyone that day and if it was to many people we would
send those who wanted to go home early home. Because the money made on black Friday was
almost three or four times higher than a normal day it didn't matter our employees hours for the day.
3. What recommendations for action could Cal Jenson make to Fred Donofrio?
Answer: The first recommendation Cal should suggest is lowering the amount of sick days. Because
12 is 2 ½ weeks a year and the average American uses 2.3 percent of scheduled work time, or an
average of 5.5 unscheduled absences per year (F.Cascio, 2013), they could try cutting paid sick days
to 10. If that works and numbers lower then leave it ten for a few years and lower it even more.
Secondly Cal should recommend that Fred pull the reports for the prior year and see the days that
had the highest earnings. Make sure those days you schedule an extra person. Because employees
are salary it doesn't matter if they work 2 hours or 8 for the day. Schedule a extra person just incase
someone calls out and if they are not needed send them home. Between scheduling an extra person
and cutting allotted sick days from 12

Paid Time Off ( Pto ) Essay
Introduction
Paid time off (PTO) is the employer pools sick days, vacation days, and personal days that allows
the employees to utilize upon need. this policy pertains mainly in USA as such no legal requirement
for minimum number of paid vacation days. the PTO works best in the culture and accountable
employee's environment existing. US companies determine the amount off the pay day off that will
be allocated to each employee. In general way PTO system cover, everything from planned vacation
to sick leaves .and are becoming more common in human resources management. unlike traditional
more plans leave, PTO doesn't distinguish employee's absences from personal days or vacation days
or sick days. per study conducted in 2010 by WorldatWork, 44% of 387 companies surveyed said
they started using PTO bank–type plans prior to year 2000. (Wikipedia –paid of time).
PTO system allowed employees to take time off without any restriction imposed through traditional
time off policies .the approach give employees certain number of days that put in leave bank system
,upon withdrawal from employees the system reduce the balance of leaves remaining for the
employees .with the paid off leave system the employees can utilize their allocated days however
they wish, without having to specify reasons .employers can advantage from PTO asking the
employees to determine their leaves in advance and employer can plan for lost work days and
creating family environment through the organization .

Persuasive Essay On Paid Family Leave
Should the U.S. adopt its own version of paid family leave that is widespread across other advanced
economies? Paid family leave provides a coverage from the government, employer, or insurer for a
worker who is out whether it's childbirth, serious family illness, or a serious health issue. This is
important because it helps to ensure that the employee will receive benefits when they're off the job
for a long period of time.
Men and women utilize paid family leave to ensure financial stability and a healthy family. Pay
Matters: The Positive Economic Impacts of Paid Family Leave, by Linda Houser, 2012. "50.8% of
women who were employed during pregnancy used some form of paid leave after their child's
birth." The statement shows that half of working women have used their service to give birth to their
child and after. This service matters because they are still being covered when the go on fraternity
leave. Families cannot afford to stop working for a long period of time without any coverage. "If
paid leave policies have the potential to protect women's and men's wages and long–term earnings,
and perhaps even to reduce the use of state and federally funded public assistance, then any political
or economic investment in such policies would be quite literally worth the cost." (Houser 1). Paid
family leave services would help the employees and as well the government from lending their
money. This is important because the government can rely on businesses to provide coverage to

Individual Behavior
The state of chronic absence from work. Absenteeism is usually addressed through progressively
stricter disciplinary measures that can result in the termination of the individual's employment. This
is generally governed by the organization's attendance policy. The employee handbook frequently
documents expected attendance and consequences for absenteeism. The role of the supervisor in
managing absenteeism According to the most recent CCH Unscheduled Absence Survey, employers
are losing ground when it comes to keeping workers on the job. Unscheduled absenteeism rates
have risen to their highest level since 1999. What continues to be of most concern is that almost two
out of three employees who don't show up for work aren't physically ... Show more content on
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The goal is to foster an open and supportive culture. The procedures are in place to make sure that
help and advice is offered when needed and to ensure that the employee is fit to return to work.
Employees will usually appreciate the opportunity to explain genuine reasons for absence within a
formalized structure. Should the supervisor doubt the authenticity of the reasons given for absence,
he/she should use this opportunity to express any doubts or concerns. At all times, the employee
must be aware that the interview is not merely part of company procedures, but a significant
meeting during which the absence has been noted and may have implications for future
employment. The company's disciplinary procedure, in the event of unacceptable levels of absence,
should be explained to the employee. The manager may choose to outline how the absence affected
the department. The message should be that the employee was missed and that productivity
suffered. The manner in which the department was required to reorganize staffing arrangements
might also be explained. This would demonstrate that the efficiency of the work unit was adversely
affected by the absence. The supervisor should then brief the returning employee about the current
situation (i.e., what tasks are now priorities, what work has already been carried out and where the
employee should now focus his/her efforts). At no point during the meeting should the interview
become a form of

Occupational Psychology
Occupational stress in an increasing topic and focus where stress is concern in the workplace. More
and more people are becoming ill due to work and have to take a number of sick days to recupriate
for more work hours. What causes this is based on a number of factors which researchers are aiming
at looking into, hence the increase of interest in the field of occupational psychology. Occupational
psychology, as the British Psychology Society puts it, is the attempt or aim of giving workers the
satisfaction of working in an effective and safe–like environment. Occupational psychologists goal
is to improve and maintain the working environment for employees which would limit the cause of
stress in the workplace and eliminating illness.
The article, Occupational ... Show more content on Helpwriting.net ...
Therefore, the more hours work equal to the more impact occupational stress would have on the
person. Take for example someone who work 40 hours a week, which is the typical timeframe. This
person is influence by work for almost 24% of their week. 24% is a lot of time, that is one–quarter
of a person time in work for the week. A lot of influence is being place in the person life and so
there is a lot of room, a lot of time and a lot of influence that the workplace can have on a person
health. Occupational stress should not be taken lightly or seem as minimum stress because it have
24% of a person time. This is why employees are encourage to take vacation every year and utilize
their sick days to recupirate and allow their body to relax and be away form the stress work
environment. Whitbourne (2010) emphasis that vacation is needed and vital to break the stress cycle
persons may experience in work. Allowing your body to relax by enjoying liesure time such as
golfing encourages the body to relax, which she said creates a better relationship with those around
you. Taking vacation from work, or from stress, is

Methods Of An Hr Professional
1. Propose two (2) methods an HR professional could use to determine incentive pay. Specify the
main manner in which the proposed methods take into consideration individual, group, and
company performance. Justify your response.
To be effective, incentive pay should boost the kinds of behavior that are most needed, and
employees must believe they have the aptitude to encounter the performance standards. Employees
must value and appreciate the rewards, and believe the pay plan is fair. Organizations can link
incentive pay to individual performance, revenues, or other methods of success. They select
incentives based on their budgets, anticipated influence on performance, and fit with the
organizations broader HR and company strategies and objectives. As Hr. manager I will use the
Merit pay system, and Gainsharing methods for incentive pay
Merit pay is a system associating pay increases to ratings and evaluations on performance
assessments. This system gives the biggest pay increases to the best performers and to those whose
pay is comparatively low for their occupation. Organizations review merit upsurge grids in
fluctuating economic and financial circumstances. "In companies that give yearly merit increases
without a different raise for increases in cost of living, merit pay ends up serving as a cost–of–living
adjustment and creates a sense of entitlement on the part of employees, with even low performers
expecting them" ((Noe, Hollenbeck, Gerhart, & Wright pg. 375 ) .

Total Rewards
Assignment 1 Geico Total Rewards Program Case Study Advantages to a Total Rewards Approach
There are several advantages to using a total rewards approach to compensating the workforce. The
top five are described in the text (pp. 15–17). The following paragraphs discuss the facets of the
Geico total rewards program that align with these advantages: The first facet is "Health and Well–
Being". Geico offers a variety of medical plans to their employees such as PPO's, HMO's, dental,
and vision. Geico offers three free sessions from their employee assistance program and basic long–
term disability insurance which is paid for after three years of employment. Premium long–term
disability insurance is available at an ... Show more content on Helpwriting.net ...
Total Rewards Strategy Geico needs a strategy that addresses all of these advantages. (These are the
top five advantages on pp. (15–17.) The company should follow the following strategy toward this
end: "Increased Flexibility" consists of various benefits that meet the needs of a diverse
organization. Flexible benefits are an important part of total rewards because they help improve the
employee experience by providing them with more choices when it comes to perks (Wilkinson,
2007). Geico can capitalize on "Increased Flexibility" by communicating to existing employees and
prospective candidates how each flexible reward is beneficial to them. Most employees may not
appreciate total rewards an organization offers because they do not understand them. Geico can take
advantage of "Improved Recruitment and Retention" by tailoring their total rewards package
towards the demographics of the workplace. Demographics play a significant role in the type of
total rewards an organization offers. A younger workforce's should differ from the needs of an older
workforce. Today's employees value relational rewards such as career development and learning
(Kaplan, 2005). Gender influences the type of total rewards package as well. A predominantly
female population may value relational benefits such as flexibility versus a male dominated
workforce (Kaplan, 2005). Geico

Benefits Of Paid Time Off Essay
Introduction
Paid time off (PTO) is system employer use to accumulate all kinds of leaves as sick days, vacation
days, and personal days that allow the employees to use upon need. this policy works mostly in the
USA as such no legal obligation for a minimum number of paid vacation days. the PTO works best
in the culture and accountable employee's environment existing. US company's regulator the amount
the pay day off that will be allocated to each employee. a general way, The PTO system cover,
everything from planned vacation to sick leaves .and are becoming more common in human
resources management. unlike traditional more plans leave, PTO doesn't distinguish employee's
absences from personal days or vacation days or sick days. Studies show that most the companies
start using the PTO system prior to the year 2000.
The PTO system allowed employees to take time off without any restriction imposed through
traditional time off policies. the tactic provides employees with countable days that assign
individually in the system, upon usage of the leaves, the system automatically reduces the remaining
balance day. employees can employ their allocated days in their own personal, using the leave paid
off leave system, without having to specify any reasons. employers can advantage from PTO asking
the employees to determine their leaves in advance and employer can plan for lost workdays and
creating a family environment through the organization.
Although organizations aren 't

Essay On Gender Pay Gap
"Women have been fighting for equal rights for 227 years, and at this point now we've reached a
breaking point," said Patricia Arquette (Cavanaugh, L. V). Over the past century, women in the
United States have made progress in increasing their employment experience and skills. But despite
women's gains in experience, education and skill, a 20 percent gender pay gap still exists.
According to the Institute for Women's Policy Research, women make up half of the workforce
today and 40 percent of women are either equal to their male counterparts or the singular
breadwinners in their household (Institute for Women's Policy Research). And most Americans find
women are better than men in key leadership traits such as intelligence and competence for ... Show
more content on Helpwriting.net ...
The Simple Truth about the Gender Pay Gap (Spring 2016). (n.d.). Retrieved September 12, 2016.
Companies can do their part in closing the wage gap among men and women by changing their
policies. For the wage gap to close sooner than 136 years from now, everyone needs to work
together. Companies need to conduct salary examinations to monitor and address gender–based pay
differences. By changing the company policy women will have access to their male colleagues'
salaries and can determine whether the employer is being fair or not.
Companies can also do their part in closing the wage gap by improving their paid sick days policies.
Nearly 40 million workers in the United States do not have access to paid sick days. The amount of
part time workers who do not have paid sick days is even higher at 73 percent. Because of the lack
of paid sick leave, many workers in the United States must go to work sick and if their children are
sick they must either send them to school sick or leave them at home alone because they fear that by
missing work they will be punished or even fired (Glynn, S. J.; Fisher, M.; and Baxter

Essay On Paid Time Off
It is apparent that paid time off can offer many benefits to employees and employers aside from just
simply reducing occurrences of unscheduled time off, likewise, a paid–time–off (PTO) policy has
other benefits such as PTO, makes employees more productive, increases retention rates, makes the
company more attractive to new hires, and helps prevent people from feeling guilty about taking
time off. All in all, incorporating PTO can appear as a frightening challenge, although the process
will differ for every company (Heathfield, 2016).
Additionally, implementing a PTO system has many advantages, including: reducing unscheduled
absences and also, it makes an employer more attractive for recruiting (Warford, 2014).
In general, paid time ... Show more content on Helpwriting.net ...
iT One might argue based on compelling research that, "the 'off' in PTO should mean that
employees have the freedom to disconnect themselves. A truly valuable PTO offering is one that
explicitly encourages employees to unplug and avoid being distracted by work emails and projects"
(Is it Vacation, 2016, para 3).
Therefore, PTO is a bank of days from which employees can draw for vacation, sick leave, doctor's
appointments and personal days off from work. In contrast, customary leave programs allot a
specified number of days for vacation and sick time. Hence, moving from a traditional leave
program to a PTO system has many advantages, including reducing unscheduled absences, and the
costs and productivity losses associated with them. Also, making an employer more attractive to
current and potential employees, especially those who value discretionary time off; reducing
administrative/compliance costs, as PTO use no longer requires validation in most instances; and
empowering employees to make their own decisions regarding the amount of vacation and personal
time spent away from work, which contrast with employer–controlled sick time and vacation
programs (Warford, 2014).
King (2011) contends that other benefits of offering PTO is "an effort for companies to save money
and

Organizational Culture and Sick Leave
Organisational Culture and Sick Leave
1 Introduction
Sick leave is a significant policy for both employees and employers in modern businesses. This
policy can be problematic for Australian business, as employees that aren't sick are taking leave.
These illegitimate claims are causing them to lose millions of dollars. In the case study "sick leave
costing employers" it is exploring the use of this leave in organisations by employees, when not
sick. Since this is affecting Australian Businesses, to prevent further loss, it is necessary to explore
what is causing these claims, which is crucial to understanding how to limit its impact upon
organisations.
2 Explanation
For Australian Businesses a key aspect of the work place is the organisational culture, as this
principle has significant influence upon the workplace. Organisational culture is "...manifested in
the typical characteristics of the organization, in other words, organizational culture should be
regarded as the right way in which things are done or problems should be understood in the
organization" (Sun, 2009). In relation to the sick leave case, organisational culture has great
relevance and this is the problem that has been identified and will be investigated through this
report. The concept of organisational culture will be explored through three areas of influence,
which have been identified as being impacted by organisational culture. The two that have been
chosen are, job satisfaction and job

Causes And Effects Of Absenteeism
One of the easiest ways to succeed at a job is to simply show up and do your job. For some people,
it's not very easy to show up for work. There are numerous reasons, some valid and some not, for
people not showing up to work. Whether it's is illness, or family responsibilities, or change of
weather, people will always find a reason for not being at work. Showing up for work when you are
supposed to and on time is not only highly beneficial for your employer, but for you personally as
well. However, most employees do not realize the effects of absenteeism. Absenteeism is an
employee's willful or habitual absence from work. While employers expect workers to miss a
certain number of workdays each year, excessive absences can equate to decreased productivity and
can have a major effect on company finances, morale and other factors. This passage looks at the
causes of absenteeism, the costs of lost productivity and what employers can do to reduce
absenteeism rates in the workplace. People miss work for a variety of reasons, many of which are
legitimate and others not so much. Some of the basic causes of absenteeism include Bullying and
Harassment of Employees who are bullied and/or harassed by coworkers and/or by their bosses are
more than likely to call in sick to avoid the situation Burnout, stress and low morale, Heavy
workloads, stressful meetings/presentations and feelings of being unacknowledged can cause
employees to avoid going into work. Personal stress not related to

St. Jude Children's Research Hospital Hr Managment
St. Jude Children's Research Hospital was founded in 1962, is a pediatric treatment and research
facility focused on children's catastrophic diseases and cancer. It is located in Memphis, Tennessee,
and is a nonprofit medical corporation. St. Jude was the first institution to develop a cure for sickle
cell disease with a bone marrow transplant and has one of the largest pediatric sickle cell programs
in the country. St. Jude has developed protocols that have helped push overall survival rates for
childhood cancers from less than 20 percent when the hospital opened in 1962 to 80 percent today
in 2012. St. Jude researchers and doctors are treating children with pediatric AIDS, as well as using
new drugs and therapies to fight infections. No ... Show more content on Helpwriting.net ...
These benefits are available to employees who work 50% or greater of full–time. Vacation days are
accrued or earned based on your service. Most important they provide retirement plan both
employer and employee contributions. All employees are eligible to participate regardless of
position or length of employment. The employees have 15 vacation days per year. After 10 years of
continuous employment, they have 20 vacation days per year. Sick days are accrued based on their
service. Newly hired employees accrue sick time beginning on their date of hire. St. Jude recently
introduced family sick leave as part of the Paid Sick Leave policy. Family sick leave allows
employees to use up to 32 hours of their sick leave each fiscal year to care for immediate family
members. St. Jude Children's Research Hospital grants leave to eligible employees for up to 12
work weeks in a 12–month period. FMLA leave is a guaranteed period of time in which an
employee may be absent from work with job protection due to the following: an employee's own
serious health condition or to care for a child, spouse or parent with a serious health condition, care
for a newborn child or newly adopted or newly placed foster care child. Holidays are available to
employees who work 50% or greater of full–time on the day of the observed holiday. The hospital
priority is to provide health to their employees. St. Jude is proud to

Sick Leave Scenarios
A manager of a Human resources department should be able to approach this situation in a
professional and caring manner. Since the situation of the probation and the ill infant is affecting the
performance of the employee, the human resources manager could recommend the employee to
request sick–leave. It is important to know that the case is difficult since there is not medical
provide that the child is ill since the family do not believe in those services, however, there could be
a flexibility between the company and the employee since the company was aware of the religious
situation. The employee will be able to take "up to 13 days (104 hours) of sick leave for general
family care and bereavement each leave year or up to 12 weeks (480 hours) of sick leave to care for
a family member with a serious health condition each leave year". If the situation continues after the
sick–leave, the company could take another actions in the process of intervention.
In the aspect of preventing issues like this as an organization, the company should have "good
information about their ... Show more content on Helpwriting.net ...
The manager should be able to perform a "management counseling that it is the process of giving
employees feedback so they realize that a problem is affecting their job performance and referring
employees to the employee assistance program". The employee assistance program should be able
to educate provide some feedback legal advocacy of "to get professional assistance in solving the
problems"; "some time off from work with or without pay, depending on the situation, often helps
the employee deal with the problem". At the same time, the EAP could be able to recommend and
refer the employee to a medical professional that meet the requirements of his/her

Escape In The Gulag
The absolute freedom to choose is a gift, especially in a Russian gulag. The freedom to choose is not
always given, and most of the time it has to be found. Absolute freedom of choice means that you
have all the freedom you need to make a decision that is wanted. The choices giving to zeks at the
time were slim to none at all. In fact most prisoners that had freedom, were willing to risk their lives
to have it. One example of this is Captain Buynovsky. One day, Captain was ordered to take off the
vest he had been wearing to keep him a little bit warmer, but his vest wasn't against the rules.
Captain, being the headstrong naval officer that he is, would not go down without a fight and pulled
out the rule book on the soldier. The reason this ... Show more content on Helpwriting.net ...
Profound anxiety is unlike any other feeling, it is a crippling feeling that overtakes you soul and
makes the feeling of fear and regret. It makes a hopeless feeling in your soul one that is hard to
forget. One scene in the story that portrays anxiety is when Ivan puts the small blade he finds in his
mitten. One way of survival in the gulag is to use what you can find. When Ivan find a sharp piece
of steel on the ground, he takes it, and doesn't know where to hide it. As he gets closer to being
patted down by the guards, he decides that he should put it into his mitten. When he gets to the front
of the line, he starts to stress out thinking that the guards are going to find the blade. The guard
checked one mitten, was about to grab for the other mitten, and then got distracted and let Ivan
through the check. Another example was when one of the campers, Moldavian, got lost and no
guards could find him, which meant that all of the zeks had to stand outside, and wait until they
found him. They had to wait as long as it took, even if that meant missing dinner. This gave all of
the zeks one thing to think about, and that was missing dinner. Every person knew that missing a
meal would be the worst thing that could happen, and the anxiety really kicked

Family Sick Leave Analysis
The leave I requested for October 11th and 12th was family sick leave. My husband was stressed to
prepare some documents. When he gets stressed, his blood pressure goes up. He had to rest, because
of high blood pressure. I requested sick leave since I was not comfortable to talk about his health
issues. I had to stay home and take of him, and help him to prepare all his documents. If I had not
stayed home and taken care of the issue, his blood pressure could get worse and out of control. I had
to monitor his blood pressure and make sure it is under control. Please change those 2 days to
family sick leave.
You mentioned that my attendance detracts my unit to meet customer needs. In FV usually you,
Marlene, and Stephanie have visitors. My tasks are not as important as yours or other FV members.
It happened twice ... Show more content on Helpwriting.net ...
I was not trained on how to run them or how to use them, at that time (apparently as a FV employee,
I was supposed to know about those reports) I was ashamed to not be able to answer his question,
and said I have not been trained on that. You must ask my supervisor. Because of my limited
training and experience in FV, I am not able to answer customers' questions, and they always come
to you and Marlene. Sometimes Stephanie deals with questions from other ADOT employees
because of the type of her tasks. Coming later after I let you know of my situation and working 8
hours or sometimes longer will not impact FV customers. If I had to take my husband to a Dr. or to
airport, I let you know in advance. I came later than 6:30am, but I stayed longer that day and
worked my 8 hours. It means my schedule was started for example 30 minutes later that day.

Sick Leave Case
1) Work related injury classification in the medical certificate serves to determine the compensation
during the sick leave and BZR payment and does not necessarily implies that the employer is
responsible for the work injury, hence you are not directly required to make any payment pertaining
to the medical certificate classification. 2) We understand that it is likely that the employee has a
pre–existing medical diagnosis and a specific medical condition which was not communicated to
you before. Therefore, it is questionable if his injury is the consequence of work injury or only the
manifestation of his existing condition. 3) It is questionable if any other person within the same
circumstances would experience any injury or the eventual subjective, personal sensitiveness of the
employee (which has never been ... Show more content on Helpwriting.net ...
Furthermore, the sick leave does not represent the work injury even if the medical representative has
stated so to facilitate the reimbursement – if this is the case it is important to state that you are not in
accordance with such qualification despite the formal duty to perform certain actions pertaining to
this case. Despite the fact that all the present employees have behaved inappropriately, we believe
that in this case there are no elements of mobbing. Based on the details presented, we believe that
this was a case of an isolated communication with Dusan which were caused by his previous
unprofessional behavior and not a continuous behavior of the employer. Repetitive inappropriate
communication negatively influencing the employee is required for a certain behavior to be
classified as mobbing, which is not the case in this

Sick Leave Law Research Paper
New family medical law for Arizona
Starting tomorrow July 1, 2017 employers in the state of Arizona must fallow the new paid sick
leave law proposition 206 the Fair Wages and Healthy Families Act.
The act will require employers that have 15 or more employees to offer 40 hours per year and
employers that have fewer than 15 employees must offer 24 hours paid sick leave per year.
Employees earn 1 hour of paid sick leave per 30 hours worked.
This new law offers paid sick leave for not only employee but employees family member's as well.
The act covers illness "Physical or Mental", injury, absences related to abuse, and public health
emergencies that cause closure of the employer's workplace, school or daycare.
The act requires employees to give

Fmla Effectiveness
Although FMLA is an advancement, the act has numerous gaps. Research shows that because the
purpose of FMLA is to broadly aid all companies equally, the government is not able to have full
control of FMLA and only establishes rules that dictates who "eligible" employees are (citation).
Therefore, not all workers are able to qualify for this program; one has to be employed for at least
12 months in the same company and work a minimum of 1,250 hours prior to approval (The United
States Department of Labor, 2017).
Specifically, researchers analyzed all the states on how well the government protects company
employees and awards each state with a letter grade that best reflects government efforts in that
state. Consequently, because of the lack ... Show more content on Helpwriting.net ...
Businesses try to maximize the employee's time in the company and often only allow the mother to
go on maternity leave until they are not able to work at all due to their pregnancy. For example, in
Alabama, an employee "must work until she is disabled as a result of pregnancy" and even then, the
organization may "require a doctor's verification of disability" making it very difficult for mothers
to have time off while pregnant (Employment Law Headquarters, 2012). In way to improve this, the
government implemented tax benefits to individuals that donated some of their sick days (up to 80
hours a year) to other mothers, regardless if they do not live in the same state, to increase their
maternity leave days (HR Daily Advisor, 2016). Precisely, even though the donor can collectively
give 80 hours, each recipient can only collect eight hours each. The recipient must be employed for
at least a year and exhaust all their vacation and sick days, as well as provide a certification from
their physician before using donated hours (Georgia Institute of Technology, 2015). Even then, if
there a disability because of the delivery or pregnancy, the individual is ineligible for the donated

Paid Sick Leave Case Study
President Obama on September 7, 2015 executive order was to established paid sick leave and that
federal contractors are required to provided up to fifty six hours and seven days of paid sick leave to
their employees per year and with this new contract after January 1, 2017. The anticipation made by
the white house is that this order of paid sick leave will provide approximation of 300,000 people
currently working on federal contracts who do not received this benefits. For employee that are
under this order working on the following type of contracts which begins in 2017 some requirement
that need to be fulfill is to obtain contract for service of construction, the contracts– like instruments
for services must be covered by the Service Contract Act, contract has to allow certain privilege, and
last of all the contract has to be in connection with federal property or lands. ... Show more content
on Helpwriting.net ...
For a contract to be covered by this order it must have the categories above and the wages of
employees must be governed by few of these acts such as the Service Contract Act, Fair Labor
Standards Act, and Davis–Bacon Act. Then there are those who are subcontractors that are consider
covered contract are require to provide paid sick leave to those employees that are working and on
the contract.
Covered employees under this order of paid sick leave will still be provided with pay as long as it is
at a rate of 1hour for every thirty hour that is worked. Contractor not allow to take away any paid
sick leave days if it is less than fifty six hours per year which is consider to be seven days of leave.
Also employees are allowed to carried over their unused sick time and those employees that gets
rehired must reinstated their paid sick leave by covered contractor within twelve months after
separation from a

What Procedure Is Made Under The Leave Policy
1. Governing Policy
This procedure is made under the Leave Policy
2. Purpose and Objectives
These procedures outline the conditions and process for applying for Annual Leave. Leave
entitlements are provided through the Employment Contract, the Leave Policy, the SPD Policy
Book and the relevant Legislation.
3. Procedures Scope
These procedures apply to all fixed term, full time and part–time staff members. These procedures
do not apply for casual staff members.
4. Statement
A staff member may access Annual Leave entitlements subject to approval in accordance with these
procedures.
5. Excessive Leave Balances
Staff members and supervisors will work cooperatively to ensure that annual leave balances are kept
within maximum limits.
In circumstances where a staff member's annual leave credits exceed thirty five (35) (for faculty
staff members)/thirty (30) (for FSD staff members and supervisors)/ twenty five (25) days (for
professional staff), the University is entitled to direct that staff member to take five (5) days or more
of annual leave to immediately reduce the balance of their annual leave credits below thirty
(30)/twenty five (25)/twenty (20) days by a specified date. The University may direct the dates on
which such leave will be taken. All requests will be with two months written notice.
Any such notice shall provide that, within two (2) months of the date of the notice:
The staff member may negotiate with their supervisor for an agreed time for the leave to be taken

Benefits Of A Paid Time Off Essay
Introduction
Paid time off (PTO) is the system employer use to accumulate all kind of leaves as sick days,
vacation days, and personal days that allows the employees to use upon need. this policy works
mostly in the USA as such no legal obligation for a minimum number of paid vacation days. the
PTO works best in the culture and accountable employee's environment existing. US company's
regulator the amount off the pay day off that will be allocated to each employee. a general way, PTO
system cover, everything from planned vacation to sick leaves .and are becoming more common in
human resources management. unlike traditional more plans leave, PTO doesn't distinguish
employee's absences from personal days or vacation days or sick days. Studies show that majority
of the companies start using PTO system prior to the year 2000.
PTO system allowed employees to take time off without any restriction imposed through traditional
time off policies. the tactic provides employees with countable days that assign individually in the
system, upon usage of the leaves, the system automatically reduces the remaining balance day.
employees can employ their allocated days in their own personal, using the leave paid off leave
system, without having to specify any reasons. employers can advantage from PTO asking the
employees to determine their leaves in advance and employer can plan for lost work days and
creating a family environment through the organization.
Although organizations aren 't

Sick Leave Research Paper

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