Vacation/PTO Accrual Cap and Pay off
dchr9203
431 Posts
Anyone have any experience and/or knowledge of IRS or other laws, regarding a policy that caps accrual for PTO/Vacation and what an employer can do in regard to paying out to reduce balance. For example.....employee A has reached max accrual for PTO at 240 hours and accrues leave at 4.62 hrs per bi-weekly payroll. Employer wants to pay out 40 hours to employee (in addition to regular payroll hours worked in that payroll period) to reduce balance so they don't "lose" any accrual. See any problems with that?
Thanks!
Thanks!
Comments
2ndly, like the others, your company had established a CAP of 240 hours, which gives you 30 days of time off with pay. Obviously, someone wanted a cap to control the committment and obligation $ollars. PTO and it's assorted parts are benefits, that we all have and try to control.
Either set up the benefit and give it with no constraints or figure out the intended purpose and objective and decide to let the system support the intended purpose, to include the loss of $ollars for all who do not take the PTO.
In my past life in the military, we received 30 days of paid leave for each year of service, we could retain up to 90 days or 3 months worth of time. If we did not take the leave prior to the end of the year, the system gave 30 days and it kicked off 30 days, unless one was in a combat zone. The military then allowed us to retain up to 120 days of leave for pay. We always found a way to take leave or we would loose it.
Hope we can help, it is not against the law unless there is a tie with O/T rate of pay.
PORK