Category: Employees

  • HR Executive: The Ultimate Guide to Becoming an HR Executive

    HR Executive: The Ultimate Guide to Becoming an HR Executive

    If you ask some of the top Human Resources executives in the world why they chose to be an HR manager, there will be two primary answers. The first kind are the people’s person – they like helping others. The other has learned how to collaborate with people because the median salary for an HR executive is $70,000 while the top performers can earn in six digits. So, money is surely a big factor.

    Regardless of which your source of motivation is, this is how you pave the road to becoming an HR executive.

    Step 1: Graduate from High School

    Even when you’re in high school, you can prepare for a career in human resources. It’s best to take a wide variety of courses in economics, business, technical communications, psychology, mathematics, and professional communications, if available. Experts also recommend taking up community college courses or AP classes to earn college credits to help score you a better position in the related university degree program.

    Step 2: Earn a Bachelor’s Degree

    Without any surprise, the first step towards building a career in HR is earning a bachelor’s degree in a relevant field. Some HR professionals get their BS in business or human resource management, some choose educational paths in sectors like operations, marketing, communications, legal studies, journalism, sociology, or psychology.

    Generally, these programs are offered in a school’s management or business department.

    Step 3: Complete an Internship

    According to The Society for Human Resource Management, 96% of HR executives said that their time as an intern played a critical role in their success in the industry. Internships allow individuals to gain first-hand experience in the sector of their choice. You get the best way to acquire and apply practical knowledge – that’s the focus of any human resources bachelor’s program.

    If you don’t have the chance to take up any internship during your time in university, don’t be afraid! Some companies have started accepting new college graduates into their internship program. The purpose of an HR internship is to show students how the industry works behind the scenes. Internships or externships are a great way for future HR managers to recognize, hone, and improve critical interpersonal skills.

    Step 4(i): Gain HR Work Experience

    After getting a bachelor’s degree in the relevant field, we suggest you enter the workforce to gather experience. Almost any upper or advanced management position in HR or a related field will be great. However, these generally require the students to provide proof of post-secondary training, on top of real-world experience. Entry-level positions comprise human resource assistance, specialist, or associate.

    Step 4(ii): Earn a Master’s Degree in Human Resources

    Although an optional step, a master’s degree in HRM or administration equips students with a strong foundation on which they can build a successful career as an HR executive. Think coursework in human resource theory, psychology, operations, speech, labor management, technical communications, employee development, employment law, accounting arbitration, contract negotiation, statistics, mediation, information technology, professional communications, and contract negotiation.

    Step 4(iii): Earn a Doctorate in Human Resources

    Getting a doctorate is another optional step that takes about three to four years. But it’s completely worth it in the end. A PhD in HR is strongly grounded in higher coursework in information technology, labor management, arbitration, professional counselling, mediation, technical communications, employee development, employment law, contract negotiation, professional communications, statistics, and of course, human resource theory paired with human resource operations. PhD holders in this field usually soar to advanced management positions, ultimately managing teams at private companies.

    Step 5: Try HR Certification

    Basically, in human resources certification, a third-party organization analyzes the standard of an applicant’s experience and knowledge. Those who meet industry benchmarks are eligible for certification. These talented individuals have a lot to offer, so it’s no surprise that a growing number of companies are on the lookout for HR executives with additional certifications. Not only do these show expertise, but they also display dedication and commitment to the field.

    Both the Society for Human Resource Management (SHRM) and the HR Certification Institute (HRCI) offer a variety of certification designations, like Senior Professional in Human Resources (SPHR), Certified Employment Benefits Specialist (CEBS), and Professional of Human Resources (PHR) certifications. Some more specialization tracks are Compensation Management Specialist, Retirement Plans Associate, and Group Benefits Associate.

    Keep in mind that to even sit for those exams, a learner needs up to four years of experience working in the HR field. Alternatively, a combo of experience and education could suffice. These exam lengths and durations vary by concentration and state.

    Another professional improvement choice is to get into a professional society. The Society for Human Resource Management and the National Human Resources Association are two of the most popular HRM professional organizations in the U.S.

    FAQ

    1. Where do HR executives work?

    Human resources executives work in every corner of the world where the human capital has to be managed. This could include the service industry, health and human services, elementary schools, transportation, communications, investment firms, healthcare administration, public safety, science labs, small-to-medium businesses, and even the government.

    • What are the most important activities of an HR executive?

    A HR executive must be able to:

    • Focus on the big picture. Recruitment is important but so does the retention of old, talented employees.
    • Maintain their initial passion as it will rub off on the employees and their subordinates.
    • Show actual interest in the work of each employee.
    • Successfully collaborate between various departments of the company.
    • Stay flexible to change.
    • Stay on top of market trends – technologically and practice-wise.
    • Maintain a positive approach to lucid conversation.

    Conclusion

    All top schools of the world have a decent HR program – some better than the other. Needless to say, acquiring a compelling degree from a high ranking university definitely sets you ahead in the game.

  • 6 Incredibly Useful Software Tools for Small Businesses

    6 Incredibly Useful Software Tools for Small Businesses

    Navigating a small business toward success requires teamwork, a solid sense of direction, tremendous patience, and a handful of software. The right tools can make a big difference to the job. However, choosing the right software is a challenging feat. The secret is recognizing the proper software in combination with other tools to serve your nature of work is important. Check out some useful software tools to help you run your small business.

    Wave: Best Accounting Software

    Kirk Simpson and James Lochrie founded Wave Accounting in 2010 to bring an easy-to-use, free financial software to the market. In 2021, Wave’s employee base has crossed the 250 mark and they’re working to serve small businesses across the world. It lets companies track expenses and income, scan receipts, send invoices, track sales taxes, and much more – for free!

    Wave builds a network between credit cards and multiple bank accounts and helps set up profiles to keep track of finances. This free software organized payments, invoices, and accounts to make tax calculation easier. Users can make and send professional invoices from the dashboard as well as the mobile app. Wave can set automatic credit card payments and recurring invoices for repeat customers so they can get their invoice and payment details immediately.

    Apart from their free services, Wave also offers premium, paid services, including bank payments, credit card payment, payroll setup for contractors and employers.

    Wix: Best Website Builder

    Frustrated with the high costs of making a website, three entrepreneurs joined forces to create Wix in 2006. Today, the company boasts a user base of 200 million spread across 190 countries. This is our pick because Wix lets users create professional websites without any required coding knowledge at a budget-friendly rate.

    On Wix, you will find many professional templates to personalize your website. Pair that with the convenient drag-and-drop editorial feature and anyone could make a functional website within a few hours. All websites are designed to look attractive on mobile devices and offer interesting effects like video backgrounds, animation, and scrolling.

    As Wix features an advanced e-commerce feature, users can sell online as well. You can set up an online store, figure out conversion rates and revenue, manage inventory and more. Wix is compatible with PayPal, Wix Payments, and Stripe and can integrate with Facebook and Instagram.

    MailChimp: Best Email Marketing Software

    MailChimp was founded in 2001 and since then has been an affordable email marketing service perfect for small businesses. Now a diverse marketing platform, MailChimp offers websites, landing pages, postcards, and many more amazing features. Both free and paid plans will be a great choice for small business, but you can go a long way without paying a dollar – the best part of this service. You can easily start using the free email software.

    On MailChimp, you can get pre-made email templates, basic customization, opt-in sign up forms and popups, and audience segmentation. A mobile app is included as well to let you check campaign performance, send emails, and create reports with just a few clicks.

    Using the drag-and-drop templates, you can create professional emails with little to no design skills on MailChimp. The software keeps track of clicks and open rates while segmenting data to let you know what’s working best for your small business.

    Trello: Best Project Management Software

    In 2011, Fog Creek Software introduced a project management tool prototype designed to provide high-level planning solutions. Within just a year, the platform had more than 500,000 users and was named Trello. Trello impresses with its flexible, visual, and free options to manage projects.

    Featuring a Kanban-style board for project and task tracking, Trello makes project management extremely easy. The intuitive and simple interface lets users make customer lists and boards with a plethora of inclusions such as images, checklists, links, due dates, regular files, and more.

    Trello can be integrated with Google Drive, Slack, Dropbox, as well as many other third-party software. Integrate it with mobile apps to streamline workflows and collaboration.

    Even with its free plan, the software has a lot to offer, including unlimited lists, cards, and boards. However, there is a 10MB per file attachment limit to be mindful of. It extends to 250MB with the paid plan.

    Slack: Best Team Communication Software

    With Slack, you can create channels revolving around a particular topic, project, team, or client. The channels can be public for all Slack account holders or it can be private and accessible via invitation only.

    Apart from real-time communication, Slack offers a slew of fantastic features like poll creation, meeting scheduling, file sharing between teams, cloud storage, and connection to third-party projects – all through integrations. You get free voice and video calls and also spin-off discussion threads in order to keep the larger conversation organized.

    Small businesses that only require a single workspace, a handful of integrations, and one-on-one video calls can benefit from a free Slack account. There is a 10,000-message search limitation on free accounts, though.

    Day Off: Absence and Vacation Tracker

    One of the most important tools for a business’ HR department is an employee tracker app. Productivity and efficiency depends largely on the availability of the employees, not to mention their satisfaction with their workplace. With Day Off, you save time and effort with employee absence. You can track individual and team absences from one place and it takes a few seconds to check up on leave applications and accept/deny them.

    The convenient HR dashboard brings everything on one platform for the HRM. Requests are directed to the right person. HR can also define teams while setting available vacation days left for each person. The mobile app makes it easy for both employees and manager.

    Conclusion

    A software doesn’t necessarily have to be “premium” to deliver quality services. Small businesses can cut down on costs by looking into the more budget-friendly options.

  • 2022 Public Holidays in UK

    2022 Public Holidays in UK

    One of the favorite things for many of us is planning a vacation. Nothing is better than a well-planned calendar with flight info and dinner reservations. But first you need to know when exactly to do it. These holidays not only mark moments of historical importance but also provide an opportunity for communities across the UK to come together, celebrate, and cherish the nation’s heritage.
    Here is a list of the 2022 public holidays in the UK, where most of government offices, businesses, shops and banks will be closed:

    

    HolidayDate
    New Year’s DayMon, Jan 3, 2022
    Good FridayFri, Apr 15, 2022
    Easter MondayMon, Apr 18, 2022
    Early May Bank HolidayMon, May 2, 2022
    Spring Bank HolidayThu, Jun 2, 2022
    Platinum Jubilee bank holidayFri, Jun 3, 2022
    Summer Bank HolidayMon, Aug 29, 2022
    Boxing DayMon, Dec 26, 2022
    Christmas DayTue, Dec 27, 2022

    As the UK welcomes 2022, these public holidays or day off not only offer a break from the routine but also serve as a reminder of the country’s rich cultural tapestry and the spirit of unity that binds its diverse communities. Each holiday brings its unique traditions, making the UK’s public holiday calendar a colorful mosaic of celebrations, reflecting the nation’s identity and heritage.

  • 2022 Public Holidays in USA

    2022 Public Holidays in USA

    One of the favorite things for many of us is planning a vacation. Nothing is better than a well-planned calendar with flight info and dinner reservations. But first you need to know when exactly to do it. These holidays reflect the spirit of unity and pride shared by Americans across the nation. Let’s explore the USA’s public holiday calendar for the year.
    Here is a list of the 2022 public holidays in USA, where most of government offices, businesses, shops and banks will be closed on:

    Public Holiday Date
    Martin Luther King Jr. DayMon, Jan 17, 2022
    Memorial DayMon, May 30, 2022
    Independence DayMon, Jul 4, 2022
    Labor DayMon, Sep 5, 2022
    Veterans DayFri, Nov 11, 2022
    ThanksgivingThu, Nov 24, 2022
    Christmas DayMon, Dec 26, 2022

    These public holidays in USA are more than just day off; they represent the nation’s history, diversity, and shared values. Each holiday fosters a sense of community, reminding Americans of the strength found in unity and the rich tapestry of their collective heritage. As 2022 unfolds, these celebrations will continue to bind communities together, embodying the spirit of the land of the free and the home of the brave.

  • Legal requirements for PTO and Leave in UK

    Legal requirements for PTO and Leave in UK

    The employment landscape is constantly changing with new needs, expectations, trends and regulations marking their arrival. More than ever, HR managers are concerned about the essential benefits which employees require from an organization. As a matter of fact, innovative and lucrative employee benefits could help an enterprise mark its presence in high-demand marketplaces. At the same time, employee benefits are also helpful for drawing in talented human resources to the organization this article will give you a brief about PTO in UK.

    One of the most significant employees benefits obviously points out towards leave. Leave has its own share of importance in helping an organization maintain a work-life balance for employees. On the other hand, it is important to note how legal precedents are transforming the design of leave policies across various organizations. The following discussion helps you dive into the details of legal implications relates to PTO and leave in the UK.

    Why are Leaves Important?

    According to a study conducted by the job website, Glassdoor, 7% of workers do not get their complete minimum paid leave entitlement. In addition, an average employee in the UK takes only 62% of their total holiday allowance. This is one of prominent reasons for which 79% of British workers have to experience work-related stress. Furthermore, almost 76% of employees experience burnout due to various factors such as personal circumstances, workloads or the work environment.

    Without the lack of motivation and freedom to take a day off, employees could lose the zeal to work, thereby affecting productivity. So, letting employees cool off the steam by offering them paid and unpaid leaves might be a promising initiative. On the other hand, it is important to understand the important precedents you must follow in offering leave to your employees.

    Understanding PTO

    PTO is basically the acronym for Paid Time Off, which is also referred to as the annual leave or statutory leave. PTO indicates the number of days, weeks or months an employee could take time off from work while receiving compensation from their company. The PTO of an employee starts to grow when they begin working with a company having a clearly defined PTO policy. Generally, the employer has the final discretion on when employees could take their paid leaves. Subsequently, the employee receives their standard wage according to the company’s PTO policy.

    Entitlements in PTO for Employees in the UK

    If you are planning on developing a leave tracker for your organization, you need to understand the PTO entitlements in UK. You should know the number of days that workers could take a leave. Majority of workers involved with five-day workweek routines could legally receive an entitlement to 28 days of paid holiday annually.

    Part-time workers, as well as employees working irregular hours like term-time workers or shift workers, are also legally eligible for PTO according to the hours they put in work. In order to calculate the time off allotted to a part-time worker, you could just multiply the number of days they work in a week by 5.6. For instance, if a part-time employee works three days a week, they can legally take 16.6 days of PTO.

    Types of PTO Permitted in the UK

    The PTO tracker solution for an organization should also include the different types of PTO in the UK in its scope. The PTO policy of an organization in the UK should include various types of paid leave along with relevant guidelines. A detailed understanding of different types of PTO allowed in the UK could help in defining the specifications of a prolific vacation tracker solution. Here are some of the notable cases in which you are entitled to PTO or paid leaves.

    Paid Sick Leave

    Employees are humans and are bound to fall prey to sickness at some or other point in time. Paid sick leave or statutory sick pay provides coverage for employees who fall ill for a minimum of four consecutive days, along with non-working days. Employers could start paying the statutory sick pay from the fourth day till the employee’s return to work. According to UK regulations, employees put on paid sick leave are entitled to pay £94.25 for the period of 28 weeks. Employees receive statutory sick pay on regular payday along with deduction of National Insurance and Taxes.

    Paid Annual Leave

    The most basic type of PTO which you must have in PTO tracking software is the paid annual leave. It is the most basic leave entitlement for a worker, and employees in the UK get paid annual leave of 28 days. Apart from the 5.6 weeks worth of paid vacation, bank holidays could also be a part of statutory leave according to the employer’s discretion.

    Maternity Leave

    Another prominent entry that you can find in different types of PTO in the UK is maternity leave. It basically includes the time that a parent takes off from work before and after giving birth. The laws in UK dictate that maternity leave could be allowed for a maximum of 52 weeks. On the other hand, if the employer has defined any specific considerations in their leave policy, the maternity leave could extend further.

    The first 26 weeks come under the scope of ‘Ordinary Maternity Leave’. The next 26 weeks would be classified under the ‘Additional Maternity Leave’ category. Maternity leave applicants could take the leave 11 weeks before the due date at the earliest. After birth, employees must take a leave of two weeks and four weeks in the case of factory workers.

    When you are designing an employee leave tracker app, you must also know about the payment for maternity leave. In the first six weeks of maternity leave, employees are generally eligible for receiving 90% of their average weekly income. In the case of remaining 33 weeks of maternity leave, employees are entitled to either 90% of their average weekly income or £151.20, with the lower one getting first preference.

    It is also important to note that maternity leave benefits are different according to the type of employment. Employers should note that all employees are not eligible for statutory maternity leave pay.

    Paternity Leave

    As an employer, you would also have to deal with the aspect of paternity leave while designing an employee time off tracker. Paternity leave is generally applicable for employees given that their partner has given birth or they have adopted a child. According to UK laws, partners who are eligible for paternity leave can receive two weeks of statutory paternity leave pay.

    Eligible employees can prefer to take the two weeks holiday at a time or differently. However, employees could not start their paternity leave before the date of the child’s birth. Most important of all, employees should finish their paternity leave within 56 days of the date of their child’s birth. Employees eligible for paternity leave are entitled to statutory paternity leave pay. The statutory paternity leave pay can be £148.68 for every week or 90% of their average weekly income, with first preference for the lower amount.

    Compassionate Leave

    Employers are also entitled to the privilege of allotting compassionate leave to employees. However, employers do not have any legal obligations for offering paid or unpaid compassionate leave. You can include compassionate leave or bereavement leave in a day off app for supporting employees in dire circumstances. Employees are eligible for compassionate leave when their relative or dependent fall ill or face an accident or in the case of death of a loved one.

    Employees in the UK could receive a certain period of compassionate leave due to certain reasons. For example, compassionate leave is applicable if employees face illness, assault or injury or their child is involved in an accident at school. Compassionate leave is also applicable for employees in the UK who face discrepancies in care arrangements.

    Unpaid Leave

    Once employers have dealt with the problem of defining PTO in their leave policy, they have to deal with unpaid leaves. The design of an effective time off app for an organization should also include necessary elements for including unpaid leaves. Unpaid leaves are an effective method for employers to offer leaves to dedicated and reliable staff members beyond the paid leave limit. Unpaid leaves give the opportunity for employees to take leaves in the case of unprecedented situations. At the same time, employers could also use them as instruments for showing their goodwill for employees in critical scenarios.

    Types of Unpaid Leave

    Just like the different types of paid leave, it is also important to note the types of unpaid leave. According to UK law, there are two specific exceptions in the case of unpaid leave. Other than the three exceptions, there is no specific obligation for employers regarding the number of days they can allow as unpaid leave for employees. So, it is important to specify the rules and specifications regarding unpaid leave in employee handbooks or contracts.

    HR management should also find out the ways for deducting unpaid leave from the salary of employees. Employees are safe from unauthorized deductions in their wages and pay by employers. However, employers can specify the details of conditions in which unpaid leave is applicable for employees. At the same time, the employment contract should also include details of deduction such as time and amount for unpaid leave.

    Another important aspect specified in UK law for unpaid leave refers to the two exceptions. The first exception is applicable in situations where employees have to serve on magistrate or jury duty. The second exception is evident in situations where employees have to look after their children.

    Unpaid Leaves and Jury Service

    Jury service is also another important aspect that you have to take into account while designing a free vacation tracker. Employees are not mandatorily obliged to take leave for jury service. As a matter of fact, employers have the obligation for allowing employees to work in the role of a voluntary magistrate or attend jury service.

    Alarmingly, employers who deny this right to employees can face contempt-of-court charges. Worse of all, the penalty in such cases could include two years in jail or a hefty fine. While employees could not miss jury services, employers do not have any obligation for paying staff during the concerned period.

    Law for Unpaid Leaves for Parents

    UK laws for leave are quite lenient and rewarding for parents. Parents could become eligible for unpaid parental leave in different cases. Parents could claim unpaid leave almost 18 weeks before their child, or adopted child reaches the age of 18. The limit for unpaid parental leaves in a free time off tracker must be 4 weeks for every child annually. Employees could take unpaid parental leaves in the multiple of one or two weeks rather than on individual days. It is also important to note that unpaid parental leave is applicable in the case of every offspring rather than for an individual’s job.

    Most important of all, it is difficult to delay unpaid parental leave due to various reasons. For example, the absence of a staff member would affect the business negatively. Another possible reason to avoid any delays in unpaid parental leave is if the father or partner of the employee has taken it immediately after the birth or adoption. Unpaid parental leave cannot be extended in cases where the staff member does not qualify for leave, as the extension will go beyond the 18th birthday of the child.

    The government specifies that employees must provide their explanation in writing when deferring unpaid parental leave. Employees must submit the explanation within seven days of submitting the original request. In addition, employees should also provide a new start date. The new start date should be within six months duration of the requested start date. It is impossible to change the duration of unpaid parental leave requested by the employee.

    The Comprehensive Solution

    HR managers have to navigate all these complexities in the legal aspects pertaining to PTO and leave in the UK. However, new and innovative tech solutions such as leave tracking apps could help in effective leave management. The development of such tools is a new chapter in streamlining human resources management. Find out more about compliance with legal implications pertaining to leave and PTO in your HR policy.

  • Legal requirements for PTO and Leave in Europe

    Legal requirements for PTO and Leave in Europe

    Businesses are constantly on edge for finding the best approaches for ensuring better employee engagement. However, it is quite difficult to achieve better employee engagement easily. The rapidly changing business environment and constant modifications in labor laws have different levels of influence on employees. HR managers all over the world are rethinking the traditional perspectives on the way they manage the human capital of an organization. As a result, the emphasis on legal precedents for employment conditions has started to take the front seat among priorities for HR. The following discussion helps you find out the legal requirements for PTO and leave in Europe. Let us see how PTO or paid time off and leave policies in Europe affect employees.

    Why Are the Legal Requirements for Leave Important?

    The first concern while planning a day off tracking solution designs is labor law. Technology lets you avoid the unnecessary complications associated with monitoring the number of leaves your employees take. In addition, you could also get a clear estimate of the balance holidays in the account of each employee effortlessly. However, mobile apps and software solutions for leave tracking must follow the legal implications associated with leave. The EU labor law holds the sole discretion over defining the rights and obligations of workers and employers in the European Union.

    The Legal Authority of EU Labor Law

    EU labor law focuses on two distinct areas, such as working conditions and the role of information and consultation for workers. EU labor law dictates the working conditions such as working hours for fixed-time and part-time workers, also alongside catering to the conditions of posting of workers.

    The EU labor law also takes on the responsibility of providing information and consultation to workers regarding collective redundancies, transfer of companies, and other factors. When you are trying to develop a leave tracker solution for your company in any country in the European Union, you must follow the EU labor law.

    When it comes to the PTO and leave in Europe, EU labor law specifies that individual EU countries have the privilege of offering higher levels of benefits and protection for workers. However, the European Working Time Directive establishes the minimum limit of annual paid leave for workers at 4 weeks. On the other hand, various countries have chosen more generous benefits for workers.

    Types of Leave Permitted in the EU

    With clarification on the legal authority for PTO and leave in Europe, it is reasonable to look for different types of PTO. The European Commission also outlines the specifications for leave in Europe across different categories. A clear understanding of the specifications helps in crafting the basic outline of your PTO tracker solution. Let us take a look at the conditions for various types of leave in Europe.

    Annual Paid Leave

    According to the specifications by the European Commission, the annual paid-leave entitlement for employees in Europe is four weeks. In addition, the national and public holidays also count for another 14 working days as leaves. It is also important to note that if public holidays or national holidays fall on a Sunday or Saturday or on a weekly rest day allotted to the employee, they should be eligible for another day of leave for the holidays. Your vacation tracker solution should also consider the fact that no additional days could be allowed as holidays for national or public holidays on a Sunday or a Saturday.

    It is also important to reflect on the entitlements for part-time workers when it comes to annual paid leave. All the part-time workers are also eligible for minimum entitlement to all public holidays, birth leave, injury leave, sick leave, bereavement leave, marriage leave, and annual paid holidays. They would get the leave benefits in accordance with the conditions of employment recognized by their employer in employment contracts.

    In addition, part-time workers are also entitled to other leaves established in accordance with the act. Furthermore, part-time workers could also get statutory bonuses alongside other income supplements similar to that of full-time employees on similar duties by taking their conditions of employment into account.

    Maternity Leave

    The design of PTO tracking software should also include the implications for maternity leave. Employees could apply for maternity leave right after the birth of their child or if they adopt a child with their partner. Employees could apply for maternity leave for a continuous duration of 14 weeks. However, as of 2013, the duration allowed for maternity leave has changed to 18 weeks. On the other hand, employees must provide a notification to their employer at least four weeks prior to the beginning of their maternity leave.

    There are different ways in which HR management could allow you to take maternity leave according to law in EU.

    1. Six weeks of maternity leave entitlement is mandatory, and employees must take it immediately following the date of birth of their child.
    2. Four weeks of maternity leave is allowed before the expected due date. Other agreements between employee and the employer could help in negotiating the duration of maternity leave allowed before due date.
    3. Employees can choose to take the remaining maternity leave entitlement, either completely or in parts, either immediately before or immediately after the due date.
    4. If an employee is unable to take their maternity leave before the due date, they will use the remaining leaves entitled to them after the due date.
    5. Over the period of maternity leave, employees are eligible to receive full wages as payable by their employer.

    Parental Leave

    Parental leave is also another important aspect which you should add to an employee leave tracker app. Male and female employees have individual rights for receiving around 4 months of unpaid parental leave. Unpaid parental leave is applicable in scenarios where employees want to take care of children after birth by their partner.

    It is also applicable in cases of fostering, adoption, or obtaining legal custody of a child. Parental leave is a wholesome approach for employees to take care of children. Interestingly, laws in EU allow for such type of leave until the child reaches the age of 8 years.

    If the employee does not take parental leave or have remaining balance of parental leave, they are still entitled to the leave even after changing employment or employer. The design of an employee time off tracker should focus on the fact that employees in private sector could take almost 4 months of unpaid parental leave.

    On the other hand, public servants could take up to almost 1 year of unpaid parental leave for each child. Employers should note that parental leave can be taken with a one-time period of 5 years. Furthermore, both parents could share the parental leave.        

    Sick Leave

    The laws for sick leave in Europe are also important for defining the HR policies of organizations operating there. Sick leave is a mandatory and unavoidable circumstance that must be in any solution for tracking leaves. Employees must provide notifications to employers as quickly as they can when they face any illness. A day off app must feature the ability to verify a doctor’s certificate for the employee’s illness.

    Maltese law implies that employees are eligible to receive wages during illness. In addition, some other relevant collective agreement also determines statutory sick leave pay in Europe. Employees are eligible to receive a given number of days as sick leave entitlement. However, exhausting the sick leave allotted to an employee implies that employers don’t have any obligations for paying wages. On the contrary, employees on extended sick leave might receive sickness benefits offered by the Social Security Department.

    The rules for sick leave in Europe indicate that employees are rightfully entitled to take sick leaves up to four times annually. In addition, the employees have the right to claim the number of hours as sick leave in a calendar year. Employers are required to submit the information to the employees within 5 working days of receiving the request in writing.

    Other Types of Leave

    The design of a time off app can be quite complicated when you have to focus on the other types of leaves. Apart from the common types of leaves, employers are also required to award other leaves to their employees according to EU law. Employers must allow a minimum of 12 hours with pay annually as time off from work. Such type of leave is applicable in the cases of urgent family matters. Most importantly, the total number of hours that employees take for urgent family reasons are accounted for in the annual leave entitlement.

    Employers reserve the right for setting the maximum possible duration employees could take time off from work in different cases. At the same time, employers must ensure that the minimum time allowed in such cases must not be less than one hour for each case. Employers also have the right to demand evidence that could be necessary for verifying and confirming the request of an employee for urgent leave. It is also important to note that part-time employees are eligible for urgent leave entitlement on a pro-rata basis.

    How Do Legal Requirements for PTO and Leave in Europe Help Companies and Employees?

    When companies look up to new tech solutions like leave tracking applications, they have to understand the importance of legal compliance. The new system for managing leaves of employees in an organization should follow all the legal precedents. Well, is there any specific reason to focus on defining a clear-cut legal policy when designing a PTO or leave tracking app? The answer might draw you towards the potential benefits of a free vacation tracker solution. Here are some of the notable benefits of legally sound leave and PTO policies.

    Health Benefits for Employees

    The excessive working hours could result in growth of mortality of employees by 20%. The mental, physical, and emotional stress of work can result in profoundly worse health outcomes alongside affecting wellbeing at work. In the condition that employees receive paid time off or leave, they are likely to invest the time in exploring their creative side. Most important of all, employees can use their day off to rest and recharge for resuming their work completely refreshed.

    Improvements in Performance and Productivity

    Studies have revealed how leaves are responsible for changing the perspective of employees on their job, company, and leadership team. Only one week of vacation annually could have a prolific impact on the productivity and performance of employees. A survey by OC Tanner reveals that around 70% of employees taking one week or more of vacation regularly have better motivation for contributing to the success of the company.     

    Employers Retain Talent

    One of the foremost reasons to try out a free time off tracker solution is the benefit of recognition for employees. PTO serves as a really helpful means for showing recognition for the efforts and dedication of an employee. Therefore, it is important to note how leaves could also lead to long-term benefits in employee retention and engagement.

    More Benefits for Employees

    The development of a proper PTO policy is important for developing new tech solutions for leave tracking. The advantages of a good PTO policy include profound references to the Global Talent Trends Report 2020 by LinkedIn. According to the report, companies with higher benefits and compensations experienced a 56% reduction in attrition rates. On the other hand, flexible work arrangements helped companies in achieving growth in headcount by almost 137%. The facility of a PTO policy comes in both categories of improvement with the assurance of long-term employee benefits.

    Developing the Ideal Solution

    As you can notice clearly, the legal requirements for PTO and leave in Europe are considerably simple. Most important of all, the clear outline of leave duration and the conditions for eligibility make them easier to follow. HR managers could utilize their knowledge of legal precedents for PTO and leave to define credible solutions for leave management.

    The growing prevalence of remote work has slowly reduced the physical interaction between employers and employees. In such cases, a leave management system or app configured according to legal precedents in Europe could help in freeing HR from the burden of managing leaves. Learn more about leave and PTO in Europe right now!  

  • Legal requirements for PTO and Leave in Canada

    Legal requirements for PTO and Leave in Canada

    Canada has been a favorite among many when it comes to tourism and jobs. Undoubtedly, there are many who are thoroughly accomplished about their jobs in Canada. Still, anyone doing a job is obvious to enquire about the PTO and leave. Most importantly, alongside the day off, people enquire about how many paid leaves or day-offs are allowed for the person.

    From a professional perspective, Canada is indeed a great nation. But,

    it is true at the same time that Canada comes within the list of nations offering a fewer number of paid vacations in a year. In this context,

    role of professional day off app seems relevant to keep track of the leaves for the HR professionals. However, there are many aspects that one must know before working in Canada. The following abstracts throw more light on it.

    When someone becomes eligible for paid vacations

    According to the law, employees working in Canada can enjoy paid vacations of a couple of weeks in one year. However, this is not everything you can get here. Noteworthy here is to mention that this vacation can only be used by an employee post completion of one year in the company. Now, amidst a whole range of work pressure,

    both the HRs and also the employee need to remember the day or date on which his/her first year completes. For all such busy people, taking the help of a professional Leave tracker seems a great idea.

    Special perks for the loyal employees

    Just like every other nation, Canada also provides special perks to those who decide to stay loyal to their employer for long years. Now many would ask how long is long enough to get the perks?

    The answer is six years; those who stick to the job for above six years can enjoy the advantage of an extra week of paid leave,

    along with a couple of weeks already given paid leaves. It means one needs to remain mindful about when the six years of employment are complete. In this context, the role of a professional vacation tracker seems useful for the HR professionals to count the total number of leaves already taken and about the remaining ones.

    Minimum legal requirements regarding day-offs and vacations in Canada

    It is important for the employees to have an idea about the minimum legal needs in Canada for taking leaves. An employee becomes eligible for accumulating vacation entitlement even just after serving five days for the company or the employer. Furthermore,

    the employees become eligible from a legal perspective to enjoy the vacation of 10 days of working each year as far as B.C. is concerned.

    Post completion of employment for five years, the employees become eligible for enjoying 15 days vacation in the B.C. There is an option for an employer to acknowledge more number of vacations,

    but the employer can’t force for anything less, as per the law. Upon being agreed, the commitment of such become compulsory and is enforceable, again as per the law. Being an employer in the B.C, it is essential to make sure that employees are taking the least number of vacations each year.   

    Significance of perfectly defining key terms 

    Most people who have spent few years working for reckoned Canadian companies or employers claim that working here is moreover like being in a relationship. In straight words,

    those who manage to maintain a good relationship with the company or employer can enjoy significant benefits as per the laws.

    At the same time, the rules regarding vacation and leaves seem a bit confusing with growing years. The reason behind this confusion is because most people don’t understand the legal or official terminologies well. ‘Year of employment’ is one such crucial term that one needs to understand is very specific.

    Basically, it indicates the period starting on the day on which an employee gets roped in and the ending 12 straight months from the same. This also may be one calendar year,

    as well as the period of straight 12 straight months as it is decided by the employer as per the norms in relation to the industrial establishments. No matter how advanced PTO tracking software someone uses,

    clarity can never be obtained unless one gets clarity about these terms.

    Importance of employment year

    Coming to the importance of this period or the ‘year of employment,

    ’ it matters as one becomes eligible for the vacation only post completion of one year. Noteworthy here is that one must take the period associated with it into account, rather than just the number of years. Most importantly, the employee needs to have served 12 straight months without having any break. Things get different when one doesn’t attain or takes a break of a month or more.

    This is given so much prominence as the vacation pay is calculated in accordance with the wage one had in between the initial 12 months duration. This is where the role of a professional employee leave tracker app seems significant. In general, this is calculated as 4% of the total earnings in the year of entitlement.

    Moreover, this is also applicable for those employees who become eligible for the paid leave of a couple of years. In other words, this is applicable for those who completed their first year only recently. However, things differ in accordance with the entitlement. For example,

    in those occasions of 3 weeks of entitlement, the payout of vacation, in general, is 6 percent that of the total earning or what the concerned person earns.

    Things to consider when someone resigns but doesn’t get the scope of using the days of vacation

    It is often claimed that the job of HR professionals has become way lot easier in modern times,

    especially after completion of one year. Such claims are basically made keeping the employee time off tracker available in modern times. Well, things are certainly not as straightforward as it seems. There remain additional angles or dimensions to consider.

    For example, an HR professional has to consider things like what if someone resigns. In other words, HR needs to consider if the employee doesn’t even get the scope of using the vacation days. Well, from the perspective of an employee, it is obvious if someone gets worried about losing the vacation days upon changing the job. However, there is absolutely no need for such worries.

    According to the law, it is essential for an employer to pay the vacation amounts he owes for whatever number of years of employment the concerned employee has served.  Additionally,

    the concerned employee also becomes eligible to be paid the vacation pay amounts for the part of ongoing year completed. Yes, HR professionals can certainly find the role of time off app highly significant on such occasions.           

    Various confusions arise regarding the status of employment as well on such occasions. Well, the simplest rule is that when the leave remains integral to the pay, no change in status of employment occurs. In other words, here, the benefits remain associated very much like the employee was part of the organization. It’s the employee who gets earning of the vacation payouts, as well as the duration during the period of leave. For meticulous calculation, HR professionals often take the help of a free vacation tracker for greater convenience.

    Is there any kind of impact of the absence leave upon yearly vacation eligibility?

    It is often enquired whether the absence leaves actually have any sort of effect upon the entitlements of the yearly vacations. This is a critical aspect where one needs to keep the legal aspects in mind as well, along with the details obtained through a free time off tracker. Anyway,

    the HR professionals first of all need to check whether the payment for the leave or for the absence was paid.

    The answer can be anything. In case when ‘yes’ is the answer, it is quite sure that there won’t be any kind of change to the status of employment. In other words,

    the concerned employee can enjoy the whole range of benefits that he/she would have enjoyed while being at work. To be specific, the employee will enjoy the vacation payouts, as well as the time through the course of leave period.

    However, if the answer is no, or when the absence is not paid, the seniority of the concerned employee keeps on accumulating. Most importantly,

    there is not going to be any effect upon the date on that the concerned employee will manage to be eligible to enjoy a boost in wages to around 6 percent. In addition, there remains a vacation of three weeks as well. But, noteworthy here is that the concerned person hasn’t earned any kind of amount for the duration of the absence.

    Keeping this in mind, the payout is going to be calculated explicitly upon the wages gathered during the employment year. However, the vacation time on such occasions doesn’t build up during the time of leave when it is not paid. Rather, it is allowed to be paid proportionally in accordance with the period served during the employment year. Moreover, it’s the duty of the concerned HR management to take all these things into account.  

    Vacation Pay

    Vacation pay is an important aspect for both the employers, as well as employees. To be specific, HR managers often have to remain more careful regarding this. According to the law, paid offs are provided to the salaried employees with complete salary continuation. Noteworthy here is that the salary continuation means that the regular salary remains undisturbed when the employee remains on vacation. Talking about the employees working on a per hour basis can accumulate vacation payout at 4 percent on overall earning. Interestingly, the same grow to 6 percent of overall earning post completion of 5 years.

    Concerns of vacation pay for the employer

    There remain certain aspects those need to be taken into account by the employer as well. To be specific, the employer has the option to select the option of paying employees working on a per-hour basis 4 percent on overall earning on every paycheque. Otherwise, there remains the other option to accumulate 4 percent for them and pay the same out to the employee when they request for the same, which is basically when they go for their vacation period.

    Any kind of accumulated, yet not used, vacations for both the salaried employees and those working on a per-hour basis are essential to be paid when an employee leaves the company, irrespective of the reason. An employee might not be given vacation against the time offs, though, as per the statutory norms.   

    Taking vacation actually matters

    It’s a perception among many employees that not taking a vacation is cool. Basically, they have the perception that the employers feel impressed about the employee on such occasions. Well, this might not be true on all occasions. Overall, it’s true that people need some break from work. The vacation of some days is felt absolutely essential to remain equally enthused about the work or to remain productive all throughout the year. Health experts often rather recommend the same.

    But, not all workplaces are the same. There are strict workplaces where one might be felt like it is not possible to take a break; otherwise, the work will get hampered. Well, bigger challenges often demand smarter solutions. On such occasions, the problems could be addressed with smart organization skills.

    At the same time, taking the help of vacation tracker software can be equally handy as well on such occasions. There are various options one can find as well. However, not all these can be equally reliable. Day off can be a good recommendation in this context for HR professionals looking for something best.

    Conclusion

    All said and done, legal norms in relation to the day off, leaves, or the PTOs in Canada are quite straightforward. However, there are several dimensions to the same as discussed broadly in above abstracts. It is equally important for the employee, as well as the employer, to remain aware of all these, and most importantly, to stick with the same strictly.

  • Legal requirements for working hours, PTO and Leaves in USA

    Legal requirements for working hours, PTO and Leaves in USA

    Starting from the number of working hours to the number of wages, it regulates everything, other than the paid leaves.

    It is here to note that it’s not mandatory for employers to provide paid vacations in the United States to their employees.

    the federal law is quite simple as far as the total number of days that the employers need to offer for vacation,

    be it about paid vacations or unpaid. It’s all about the Fair Labor Standards Act, which has been there since 1938 and is regulating it all.

    State regulations and company norms

    As the US law doesn’t make anything compulsory is not essentially meant that there wouldn’t be any time off for the working hours. Though the federal law is negligent,

    the state law certainly provides scope in order to have negotiation between the employer as well as the employee. In this context, those taking the help of a leave tracker should first check out the state laws.

    Noteworthy here is that every state has its own laws as well as limitations. As per these laws, it provides certain perks for the employees, though it may not acknowledge certain policies. Upon having clarity regarding these policies and guidelines, one can easily get clarity about things.   

    Apart from these, it’s the size of the company or its employee strength that also matters in terms of company policy. It’s this distinction that plays a major role in deciding about the kind of benefits that would be essential to be offered at the workplace.  

    Actual Vacation days

    Paid vacation is considered the foremost advantage that any company can provide. Moreover, the companies take a lot of pride while providing this advantage. This is also the reason that vacation tracker is highly demanded. Though not needed by federal law, the employers,

    in general, offer a minimum of 10 days as paid vacation, hence keeping the employees accomplished.   

    Sick days

    Though vacation leaves often get maximum attention, thus making demand for free vacation tracker,

    but there is another important leave that is the sick leave that must be given equal level emphasis. However, sick leave is explicitly meant for the health aspects of the employees. It can be equally applicable as well when any family member of the employee gets sick,

    though it is primarily given when the child or the spouse of the employee gets sick. In general,

    the employers provide 6 days of leave to the employee, though 9 days of leave can be provided as well.   

    Personal Days

    Norms about personal days are as important as all other aspects discussed above. As per this,

    the employees are given the freedom to make use of their time offs in any mode as they wish for the tasks they think are important. There are no strict restrictions regarding this;

    it can be anything, like a relative getting sick, for any kind of parent meeting, for healthcare appointments, funerals, or if the employee celebrates a national holiday.  

    PTO in terms of merit

    Incredible clarity can indeed be obtained by using PTO tracking software. However, it is more important to have clarity regarding the policies. It is important for employers to understand that the PTO policy can not treat every single employee with an all-inclusive norm. Rather, here meritocracy should be taken into account.

    In other words, there need to be different policies applied for different employees in accordance with the duration of the service and level of accomplishment. All that needs to be ensured is that the causes for taking a vacation are not the outcome of discrimination. Upon meeting well with the norms,

    the companies have the freedom of offering perks of vacations in such a way that it can meet well with their strategy.

    Moreover, upon meeting the federal laws plus state laws, it’s ultimately about making a deal between the employee and the concerned company. As different employers do provide different PTO in accordance with the nature of the job (whether part or full time),

    there is no firm rule that can be taken as a constant. This is where the role of an effective PTO tracker is highly felt.     

    PTO accruals

    As far as the federal level is concerned,

    there is no law that demands employers to offer any kind of vacation. There is no rule regarding time off as well. But, the rules regarding PTOs often do vary from one state to the other. At the same time, states don’t especially demand employers to offer paid vacations to their employees,

    though there are some that handle PTO accruals. Hence, the employers need to meet well with the state regulations prior to fixing their norms regarding PTOs. 

    PTO is, moreover, any kind of paid leave from the working hours that has been earned by the employee but has not been used so far. In case of PTO,

    the combination of vacation, personal leaves, sick leaves, etc., are considered to offer greater flexibility for the employees to use their time other than the work.  

    In accordance with the policy of the employer, the PTOs can differ. But, in general,

    it offers employees a break that can be useful for different purposes, like sick leave, personal holidays, paid holidays, pregnancy leave, etc.

    Eligible employees

    Employers often emphasize a lot towards managing leaves of their employees and thus make use of employee leave tracker app. In this context, the employers those work for 40 working hours in a week and the employees who work below 40 working hours in a week but not under 20 working hours can earn the eligibility of PTO working hours. Similarly,

    the employers those work for less than 20 working hours a week consistently, those who work on-call basis, and the temporary employers don’t fall under this category.

    Calculation of Accrual Rates

    Accruals are about paid hours of around 2,080 working hours in a year, which is about 40 weeks every week. Noteworthy here is that the overtimes don’t fall under this. Fresh employees initiate with PTO accrual advantages on initial day of the job. Also,

    the accrued time rates do differ in accordance with the job type of the employee or the years they have served.   

    The accrual rates often differ in accordance with the employees do earn, i.e., whether on a daily basis, monthly basis, bi-monthly basis, or annually.  Well, one may not necessarily have to remember all these things upon having an Employee time off tracker.

    The account of PTO working hours for every employee has an annual high and any PTO hours can’t be accrued going beyond the highest accruals noted. States those are having compulsory laws for paid sick offs can decide about the way employers calculating accruals.

    Overall annual time off

    In accordance with the duration of service of the employee, the duration can be about 26 days for PTO plans. It also differs in terms of states. For example, the duration of northwestern states is 11 days, which is 8,5 for south states and 9,4 days in case of western states.

    Use of PTO

    Those using Time off app or any kind of PTO tracking app need to remain aware of the rules regarding the use of PTO. The first rule in this regard is that the vacation leaves must be scheduled much prior. However, an employee can make use of the personal and sick off without any kind of prior notice. One can use PTO in increments of even one hour. An employee is essential to make use of PTO hours as per his/her scheduled workdays. An employer may need that the employees make use of accrued PTO hours upon taking parental leave for getting paid. 

    Rollovers as well as payout for hours not used

    It’s up to the employer to decide whether to offer rollover advantages to the employees in accordance with the norms of the state, as well as the rules of PTO payouts.

    • Use-it-or-lose-it policy

    When the regulations of the state let employers execute policies, then the unused accrued PTO days won’t be rolled over. In those occasions when the law of the state doesn’t let the employer execute policies, then employer is essential to roll over accrued PTOs from the earlier to forthcoming year.

    But, an employer has the option to keep a cap upon both the total hours meant for rolling over, as well as the total hours accepted to be within the account of the employee. However, the states like Montana, Nebraska, and California don’t have this policy. Similarly, the states like Massachusetts and Illinois have exceptions in this regard, though they allow the same. Every other state allows this.

    • PTO payout

    Certain states come up with payout laws for PTO, though on most occasions,

    the law is applicable only for the vacation time that is earned. For example, the states like California and Nebraska demand PTO payout. Similarly, the states like Oregon, Wisconsin, and Maryland require the same, though with exceptions. It is not essential for the employers to offer PTO payout in the end for other states.

    It can be easier to assess things upon taking the above aspects into account and upon making use of free time off tracker.

    Laws for new parents

    There are basically a couple of federal laws that provide protection for new parents. It is quite essential for anyone associated with HR management to remain aware of these laws. Below are those two laws. 

    • The Pregnancy Discrimination Act

    This law restricts the employers from firing, declining to hire, or declining promotion to a woman, simply as the concerned woman is pregnant. However, it doesn’t offer any kind of job assurance to any pregnant woman, as well as the new parents.   

    • The Family and Medical Leave Act

    This is another vital act that HR managers must remain aware of. It offers unpaid leaves post a child takes birth or on those occasions when the state of the child’s health is critical.  

    There are other states to offer bigger job protection to the parents for taking care of the newly born babies over the one offered by the FMLA, which is of 12 weeks. The prominent states those consider this include California, New Jersey, Tennessee, etc. At the same time, there are states to adopt their own laws regarding parental leaves, which include the names like Hawaii, Rhode Island, Washington, New Mexico, etc. Knowledge of these rules, along with a comprehensive day off app, can provide incredible clarity on these aspects.

    It is important to have clarity about the kind of leaves that fall under parental leaves. The first thing that falls under this is the family leave. Specifically, this kind of leave is meant for taking care of an ill family member, which also includes the one suffering from disabilities related to pregnancy or those related to childbirth. This is also applicable for the new parents in order to provide biological support for the child. It also includes family leaves of paid form and medical leaves.       

    Maternity Leave

    Maternity leave certainly needs no introduction. Basically, this is the most vital time in the life of a woman when she has to take off for giving birth to a child. Noteworthy here is that this rule is applicable for those who adopt a child as well. In fact, medical as well as parental leave also does fall under this.

    In accordance with the state law, varied types of benefits can be grated in relation to the given time regarding leaves that are allowed; job saved time and needs from different employees those fall under this. Employers might demand that the employees make use of the PTO time to ensure that she gets paid when she remains on leave.

    Apart from these paternity leaves, leaves in relation to jury duty, bereavement leave, voting leave, as well as military leave. So, these are the key legal aspects that one must know about a day off, PTOs, etc. It may not be easy to keep all these things in mind and keep track of the day-offs. In this context, downloading the Day off app can be a fantastic recommendation. It’s an all-inclusive tool to keep complete track of the day-offs and vacations of the employees. The best part is that the app is incredibly user-friendly in nature.

  • How to Plan Your Vacation!

    How to Plan Your Vacation!

    Did you know that more than 50% of the U.S. workforce leaves some portion of their PTO or vacation time unused? Some companies have employed a “use it or lose it” policy on vacation days, meaning anyone that didn’t use up their time, would lose the benefits of PTO. 

    A vacation is important to not only the employee but also the employer. After working nonstop for an extended period, our brain tends to burn out. You are mentally and physically fatigued and the efficiency is just not there. Take a vacation to release the excess tension and come back more productive, oftentimes creative.

    How to Plan Your Vacation

    The first step to planning a vacation is to dedicate time from your schedule to the cause. Don’t keep it off for later; no one will question your dedication to the job, trust us. Plan your vacation properly to get the most out of your hard-earned PTO.

    You might argue that planning and organizing something would suck the fun out of a vacation, but you don’t want to mess up your work and anger your employer on the journey. 

    Learn how to plan your vacation the right way.

    1. Get a 1-page day off calendar 

    In all honesty, any regular calendar would do. The benefit of a one-page calendar is that you can see your entire year in one place, making it easier to map out important occasions, peak business days, holidays, and more.

    2. Cross all the holidays your employer marks as “paid time off”

    Make sure to validate your vacation list with your employee to ensure that you are going in the right direction.

    3. Check the times when it will be harder to get time off work

    In all jobs, there is a certain time of the year where you won’t be able to get a day off no matter who you are (mostly). This happens mostly in cyclical jobs. For instance, before Christmas, New Year, and other long holidays, companies usually have to rush to get things done.

    This is also the time when most people apply for leaves so chances are, you won’t be granted a PTO during this time. Plus, it’s easier to get your colleague to cover for you when there’s too much on either party’s plates.

    In simple words, the job transition won’t be as much, and neither will it be as hectic.

    We suggest you cross these days off from the calendar. Sometimes, a conflict may arise where you have to be away, like for a family event. If you know which days these are in advance, you will be better equipped to plan ahead.

    4. Determine how many paid time off days you have left

    A vacation tracker would be one of the biggest assets for a company’s HR. Not only does it automate the entire process, but it also connects all employees on a common platform.

    An employee leave tracker app such as the Day Off app lets an employee know many PTO days they still have to avail. Your HR will also be able to keep tabs on everything from the HR dashboard, simplifying the process further.

    Keep in mind that HR will also get to know how much balance remains in each account. If your firm implements a “use it or lose it” policy, make sure you don’t have vacation days unscheduled.

    5. Allocate days of PTO for the year

    The fun part starts now! If you don’t know any better, you allocate your PTO days without much consideration. Let’s assume that you get 15 days or 3 weeks of paid time off. When do you like vacationing?

    Do you want to take at least two days off per quarter? What other commitments do you have for the remaining time? Who will be your travel partner 9if any) and do they have any time constraints that could affect your vacation?

    Consideration 1: Sort your priorities. When do you truly need time off? Think of all the demands that have been made in your spare time. Are there are commitments that will require you to take time off and leave the town?

    Do you celebrate any religious holidays or personal events for which you would possibly want a vacation?

    If yes, mark them on the calendar. Your vacation pool should only reflect the days you are available to allocate. Deduct absolute commitments from the list. An easy way to get this done is by using a PTO tracking software.

    Consideration 2: Which are your ideal vacation dates? A lot of people like taking a long vacation at the end of the year. Some like reserving all their vacation days for the end of the year. And then there are the folks who begrudgingly avail of the paid time off towards the year-end because they don’t want to lose the benefits it entails. 

    Here’s a thought. Since so many people are out of the scene towards the end of the year, shouldn’t that make for a better work environment? There’s not as much chaos or stress meaning you will get work done easier.  

    A popular season for vacation is during early summer and later spring. The weather is great and that’s a natural feel-good factor contributing to a generally good vacation. You might be a fan of the chilly days so consider your preferences when setting the dates. Consider the days when you will enjoy your vacation the most.

    Consideration 3: Let’s talk travel buddy. Who do you plan on vacationing with and what sort of constraints do they have? Coordinating with someone on a vacation schedule as adults is challenging, to say the least. But you have to be respectful of the other person’s time constraints, that’s a given.

    If your travel buddy also uses an employee time off tracker, the job gets much easier. You can compare your schedule against theirs, see how many PTO days they still have to delegate and make the decision based on that.

    The Day Off app lets you make a leave request to your supervisor directly from the app – super convenient. In essence, pick a time after mutual agreement. 

    Consideration 4: Employee vacation benefits – but make it better with some cool length hacking tips. Fortunately, there are a bunch of ways you can achieve maximum benefits from your PTO days. These tips will help you plan longer trips despite consuming fewer vacation days.

    Tip 1: Apply for an entire week of vacation so you can get the best of both worlds – the beginning and trailing weekends. For instance, taking five days off starting Monday and lasting up to Friday allows you to get four weekends off along with it.

    This technique which we will refer to as “Sandwiching” lets you have a Saturday and Sunday before your designated vacation days as well as the Saturday and Sunday after your time is over. SO, in total, you get nine days off while asking for only five.

    Tip 2: Look out for holidays close to weekends so you can extend the length of your vacation days without having to apply for too many days. Too confusing? 

    Let’s say you want to go on a week-long vacation and you applied tip 1 as stated before. Within that week-long trip, what if there was a national holiday in the middle, like July 5th? Thanks to this unique loophole, you will have nine days of vacation time off by only using 4 PTO days.

    Tip 3: Travel on the job! It’s easier than it sounds. If you’re clever, you can vacation anywhere by stretching your work trip. You will need to have a word with your employer beforehand to ensure there are no policies opposing this, though.

    If you’re lucky, you could get an opportunity to spend an additional day after a work event or training. In this case, you’re hitting two birds with one stone: you can skip the time you would need to travel back to your home, and you could save yourself and the company a few bucks. 

    For example, let’s say you got to attend a conference in one of the places you always wanted to visit, Miami. Your conference finishes on Thursday but you want to hang back a few more days, possibly explore the beautiful location. Your employer could allow you to fly back on Sunday, for instance, when plane fairs are cheaper for the company.

    You get to take Friday and Saturday all to yourself in your dream vacation spot by only paying for your room fare, food, and entertainment. Take this time to enjoy what life (and Miami) has to offer to a solo traveler.

    Consideration 5: Considering you know where you want to go, it’s time to ask yourself when the best time to go there is. It’s not necessary that you vacation during a time the destination offers the most, but who wouldn’t like that? 

    Let’s say that you would love to get a good tan on a beach in Mexico. Consider early summer when the heat isn’t too scorching but a subtle warmth to bronze the skin. Forests are best to visit during the monsoon if you’re a true enthusiast of greenery. Early fall or late summer are strong competitors too.

    Pro Tip: Planning a vacation well ahead of time lets you avoid the peak seasons. Unless you’re a fan of crowds, there’s not much scope for enjoyment during these times.

    Also, peak travel weeks/months are much more expensive. However, this isn’t by accident. You can play your trips sensibly by knowing when you wish to go instead of just jumping headfirst into it.

    6. Form a draft of a plan based on the above consideration

    We’re inching closer to the end of the planning phase. Now, you’re going to want to finally set the dates after dealing with the considerations.

    As you fix the dates, tick (or circle) them on your calendar. At the same time, strike out the available days from your vacation pool that was explained in step 4.

    Get a PTO tracker like Day Off. This is actually a free time off tracker designed to help you manage all your leaves with the least fuss. Another quick tip” Set aside time for when you’re guaranteed to be occupied with something but you’re not exactly sure which dates those fall on. Cross these off as you’ve delegated them but simply haven’t set a date for them.

    7. Apply for time off work and start the final countdown to a great time!

    After a lot of careful planning and allocating, your time to reap the benefits has arrived. Bear in mind that you’ve already considered times that reduce your effect from being away. You’re now free to plan the trip! It’s always best to transition important assignments with rigid deadlines to a coworker before leaving.

    That way, you can unplug without any worry as the work is being done in your absence. It also makes it easier for you to pick up from where you left off.

    Consider getting some work done before leaving so you’re not pummeled by the weight of assignments and projects after returning.

    Within the enjoyment don’t completely forget about your job! An unforeseen circumstance could force your HR to cancel your leave at any moment. Sending approval, requests, and notifications is a total breeze on the free vacation tracker, Day Off. Give it a whirl!

    You’re pretty much good to go! 

    Bottom Line

    Vacation doesn’t have to be stressful or feel like a liability when you’ve taken the proper steps beforehand. The tips and tricks we mentioned will allow you to enjoy your time away from work while maintaining productivity from your side.

    Don’t underestimate the importance of a leave every now and then. Your brain and body need time to recover from the exertion it’s put through 24/7.

  • Things Employees Need to Do Before Long Vacation

    Things Employees Need to Do Before Long Vacation

    Breaking the monotony of the daily schedule, you’re finally going on vacation. Congratulations! This is your chance to be away from all the stressful work and focus on the moment with long vacation, take in the scenery and give your mind and body a break. Say goodbye to cubicles, regardless of how little time it might be. It’s time to pack your bags and relax.

    However, leaving things unfinished or scattered before leaving will only put you in a worse position after your return. Leaving any loose ends at works do you more harm in the long run.

    Things Employees Need to Do Before Long Vacation

    To truly a vacation to the fullest, you must plan your work before, during, and after it. Good planning is the first step towards a stress-free holiday. Make sure to check your vacation tracker to keep track of how many days you can actually be away. Here are some tips to make your trip more enjoyable by handling the pressure at work:

    Be Strategic 

    Interestingly enough, a common reason behind many people not going on leave is because they fear the immense work pressure before and after the vacation. They struggle with wrapping everything up prior to leaving. After their return, they are overwhelmed with the workload. It’s of utmost importance to schedule time properly.

    Prepare a list of what needs to be done before leaving, as well as all the projects that have to be completed right after you get back after your holiday. Share your plans with HR well ahead of time so both parties are on the same page on what has to be done.

    Work ahead to ensure everything on your list is check off before the actual date of the trip. But try to keep the day before departure empty for other personal errands. Sacrifice occasional lunches by eating at your desk but strike tasks off your list one by one.

    Spend a few late nights at your workplace if that means your deadlines will be met. You don’t want to miss out on relaxing holiday fun worrying about tasks. 

    Make a Checklist

    If you like staying organized, you probably make a checklist for everything. It’s simple to use and convenient. Attach your checklist to a board or keep it inside a file. Aside from the part of getting any job done, the satisfaction of striking something off the list is truly something different. 

    Send an Email Notification before and During Leave

    Don’t just leave out of the blue the moment your leave gets granted. Notify your co-workers, manager, clients, and anyone who is professionally associated with you. Give it distinctiveness by making it bold.

    Early notifications will save you from a world of plans when you come back to work. All employees are interconnected in the business cycle so everyone has their place. Even though you’re supposed to be on vacation, your employees or managers might require a bit of your time at any moment.

    It can be pretty annoying but you don’t want to harm your work and the company for 5 extra minutes of relaxation. Your office can be seriously mad at you for not leaving any contact information at all. 

    Through email notifications, you can also your co-workers or managers send in potential concerns. It’s best to solve everything before leaving (if the problem is fixable).

    Set an auto-reply in voicemail and email containing a message about your absence. 

    Handover Tasks and Deliberate Responsibilities

    There’s a great thing about businesses that allow interchangeable work. Your work has to be done by someone else in your absence. Try to appoint everything to one person only.

    If it’s a competitive project, you don’t have to hand over every detail. They just need to know the following:

    • Issues or risks to anticipate
    • Deliverables during that time, if any
    • Sponsors’ and stakeholders’ contact information
    • Decisions that must be taken

    The list can be customized based on the project at hand. Try your best to bring your colleague(s) up to speed about them. For that, arrange a short meeting with the co-worker of choice.

    Compile all the required data in one document that they can use as a reference when they need help with a situation. Make sure the priority is set correctly so they stick to what’s the most important. Lastly, keep in mind that they have to finish their tasks too/

    Some companies provide their employees with automated software to track their project progress. If you use one that the organization uses as well, provide your co-worker access to it.

    Trust and Empower Teammates

    Are you leading a team on a certain project? Vacation is a great time to practice handing over control to another person within the team. The more comfortable you are with deliberating tasks to your team members and trusting they will do it, the more successful your vacation will be.

    Have faith that they will be able to finish the tasks properly and learn when to let go. Micromanaging everything will have repercussions for both you and your teammates. Observe but don’t feel the need to interrupt. 

    Contact High-priority Customers and Clients

    A week before your vacation, tell your top clients about your plans. Ask them if there is something that needs to be done before you leave.

    This gesture lets them know that they are important – that they were on your mind. In case a problem does arise, it’s best to solve it before embarking on your vacation, if possible. 

    Clean Your Workspace

    It’s nice coming back to a tidy, inviting workstation. After all, returning to work may not be the best feeling for some. Take a few minutes to clean up your desk before leaving.

    Arrange the important documents, label anything that you could forget about later, and just get rid of any clutter. The sight of a clean cubicle after returning makes you feel energized. Plus, you won’t struggle to find the necessary mail or paperwork.

    Sort through Email

    Pre-vacation is the perfect time to sort through your inbox so it doesn’t give you a headache upon return. Take a few hours to:

    • File old emails
    • Complete tasks in the designated folder
    • Delete unnecessary emails

    Another helpful trick is to make important emails “unread.” Your email service will keep the message at the very top in the bold inscription.

    That way, you’ll remember to give them a read when you get back after a week or two.

    Plan Method of Communication

    A few questions need to be answered before your departure. In addition to that, ensure your co-workers are in the know too.

    • Am I accessible through email?
    • Will I check my voice mail often? If yes, set a message to let anyone know why you won’t be readily available.
    • How frequently will I entertain calls or texts?
    • How much I will check in on my project in progress?

    Don’t lose track of time in the process! Utilize PTO tracking software to maintain an account of how many leaves are available to you. HR may cancel your leave at any moment due to unforeseen situations.

    Under those circumstances, the software will generally send a notification through phone and email. The Day Off app keeps you connected to your co-workers and superiors. 

    Thanks to the boon of technology, you can now choose whether you wish to be active with work during your vacation or not. Given how easy it is to finish tasks on a phone, it really depends on your concept of “work-life balance.”

    Do you want a vacation completely devoid of work stress? Are you fine with spending 30 minutes a day with your laptop in the hotel room to check in with the office? Or perhaps, you are amazing at multitasking and don’t mind working? Answer these questions.

    Why You Need a Leave

    A day off once in a while promotes better mental and physical health in the workplace. Not only that but it also improves work-life balance.

    But what are the exact reasons you should drop your files and head to spend some quality time on vacation? Personal reasons aside, there are other factors too. Yes, there are legal obligations involved.

    The Law Demands It!

    When you are accurately tracking your pay and leave, you are under the official protection of the Holidays Act 2003. Under this law, all employers are required to keep precise records of the daily hours an employee puts in and their designated pay for those hours.

    In addition, they must keep data of entitled leave, leave accrued, and leave taken. Types of leaves are:

    • Annual leave – A minimum of four weeks per year after every 12 months of employment
    • Public holidays – Maximum of 11 holidays per year given those days would normally work
    • Sick leave and bereavement leave – Generally after six months of employment
    • Parental leave – A combination of unpaid and paid leave determined by eligibility

    Over the past few years, multiple studies have concluded that calculating annual leave payments have become a major concern for businesses, both big and small. Some have been caught for severely underpaying the employees on leave.

    Accurate leave tracking will save companies from a fine imposed by the Employment Relations Authority or ERA. If they’re extra unlucky, they might get caught red-handed by a Labor Inspector and end up on the news.

    Cost Reduction

    For a company, effective leave management and tracking can reduce costs to a great extent. It is exceptionally convenient on both ends. Your PTOs have a major financial impact on your company’s accounts as well as the many other indirect implications.

    Administration costs increase on one hand while they run the risk of overworking their staff. It goes without saying that overexerting yourself will make you vulnerable to multiple safety and health problems.

    Most of the time, the tracking process is slow since it’s done manually. By using a time off app, employers and employees can optimize the system.

    You won’t have to run to your HR for a leave application neither will you have to make uncomfortable conversation with them for it. Plus, a leave tracker takes the paperwork out of the equation, making the procedure cheaper and easier for everyone involved.

    Proper Leave Planning

    Sick leaves are harder to control but you can surely control when you get a little time off. Let’s be honest, no matter how much you love your job, you will need a moment to step back and enjoy life as it is.

    Properly planning your leave lets you prepare well in advance for any impact your absence might have. Planning holiday cover and annual leave in advance will significantly decrease work disturbance. 

    Confidence and Well-being

    Your organization has multiple ways to show you it cares. A primary one among those is offering enough paid time off and vacation days. This makes employees happier, more dedicated, loyal, and engaged in the tasks. Many of the newer, better leave management systems (Employee time off tracker) let employees check their leave balances and apply for time off electronically. This process is much more transparent and the automation cuts admin costs from the business.

    Reduced Absenteeism

    Leaves are important for your mental and physical health. Work-life balance is a burning topic right now. All work and no play make Jack a dull boy – keep that in mind. Satisfied, recharged employees are less likely to unexpected ask for leaves or be sick.

    So, if you want to maintain solid productivity at work, know when to take time off it. The logic seems reverse but it works!

    Bottom Line

    Even a workaholic can enjoy a great vacation if they plan properly. Find the right time and follow the steps mentioned before stepping out of the office. You are sure to have a great time. Keep a close eye on the employee leave tracker app to make sure everything is running smoothly.