We also have one vacation (PTO) bank that is all encompassing and is utilized for vacation, illness, appointments, etc. Same scenario as well in accrual every pay period which is bi-weekly. It is a figure set at a specific amount of time based on hours worked with a maximum per check. (Ex: Hours worked x .042308 results in up to 3.38 hours max for an 80 hour pay period) The figure increases with length of service. In addition, there is a maximum accrual amount established for each figure. The PTO is never lost, but once you max out, you stop accruing.
Just for some extra insight, our facility is in the healthcare industry.
We state in our employee handbook the following: “<span style=”color: #000000;”>…</span><span style=”text-align: justify; font-family: Arial, sans-serif;”>complies with the Fair Labor Standards Act with respect to overtime pay for non-exempt employees. To ensure that there is not a wage and hour violation, employees may not “volunteer” their time on their job and may not work “off the clock” at any time.”</span>
<p class=”MsoNormal” style=”text-align: justify;”></p>
We currently use Insight EAP. This was a recent change from prior leadership, so I don’t have good reasoning as to what impacted that change. I have worked with Directions EAP in the past as well.