Encourage PTO use
Aurora IL
19 Posts
According to our policy, if you don't use your PTO by the end of the year it is forfeited.
We currently have an employee who has been with the company for 11 years and year after year he forfeits his PTO. We only pay out PTO in cases of termination.
Is there any way we can encourage this employee to take time off, short of forcing him?
We currently have an employee who has been with the company for 11 years and year after year he forfeits his PTO. We only pay out PTO in cases of termination.
Is there any way we can encourage this employee to take time off, short of forcing him?
Comments
If this person has a position of any authority, I'd start auditing his work. I smell a rat somewhere.
edit: this reply is to FunBanker.
Sometimes people refuse to take time off because they know if they do you will find their misdeeds. The employee I mentioned managed to steal nearly $1 million during her work years. She did it a little at a time, but it required her to be the one doing all the paperwork. That is why most audit firms will tell you to require at least one week (5 consecutive business days) off every year from everyone who has anything to do with money.
This employee's behavior is suspicious to me. If he has no place to go or no money to spend on a vacation, recommend he volunteer somewhere. Just get him out and have someone who knows what they are doing sit in on his job while he is gone.
Good luck!
Nae
I, too, find it suspicious when there's an employee who seems completely unwilling to take any time off. I know people whose life seems to consist of nothing but their work, but even they take time off once in a while and we don't have to force them.
I agree that never, ever taking vacation is a red flag and may be a ploy to cover for something that your worker wishes would remain secret. I think I would counsel the worker, in a very friendly way, refer to company policy, the purpose of vacation time (R&R), the value of R&R in performance and productivity, and discuss the potential that it is your company's desire and best interest to optimize this worker's potential, which includes time away from work. I might even attempt an appeal to the practical side of the worker with the argument that the time off is essentially an unspent benefit being provided by your company that the worker is refusing to enjoy. It's like refusing money in a sense. I may even encourage partial days off as a start, a long weekend within a month, and encourage it to grow from there. In the meantime, I would definitely keep an acutely sharp eye on this worker's activities and might even schedule an after hours review of some of this worker's critical functions--desk inspection, review of emails, PC activity, etc.
best wishes,
I have spoken to the manager and asked him to make sure the EE takes a minimum of 5 consecutive days off.
I work for a small community bank and our business insurance policy requires that each employee be off 5 working days in a row. If someone were caught embezzling and we could not prove we enforced the rule then our insurance carrier would be off the hook.