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chris68
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« on: January 08, 2002, 05:48:35 pm » |
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How does your company track your sick/personal time? Are you allowed to bank any hours? We are NOT allowed to bank hours and now ALL employees exempt/hourly have to track their hours because at the end of the year there is limitations to how much you will be paid back for sick time. If you use none of it (56 hours) you get everything paid back minus taxes. Then it changes from there. I wondered what other companies do for tracking of sick/personal time? Chris68
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countrigal
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« Reply #1 on: January 08, 2002, 05:54:25 pm » |
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At my company all the leave is tracked through an electronic program. We enter our leave requests, supervisors approve them, timekeepers charge the leave appropriately, etc. This includes sick leave or personal leave (which is the same here). If we don't use any SL that year, it carries over and adds up over the years. Only at the end of your career do you get to sell it back (or use it as AL on your way out the door). This works really well since timekeepers are assigned for each office, so that person can put in your time showing you called in, and then when you return to work you can put in your leave request, etc.
Not a lot of help for you, but that's how it's done here.
CountriGal
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whitesatin
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« Reply #2 on: January 08, 2002, 05:56:40 pm » |
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Our HR department keeps track of all our hours. We don't get sick days, or personal days. Exempt employees fill out time sheets every two weeks and non-exempt employees fill out time sheets each week, that we sign and forward to our HR department.  WhiteSatin |
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vegasadmin
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« Reply #3 on: January 08, 2002, 06:06:58 pm » |
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Most places I've worked (keep in mind I've worked in several small, family-owned companies) only offered 3-5 days of sick leave which expired at the end of the year with no buyout. Lots of people seemed to get the flu near the end of December.
In the few larger places I've worked, sick leave either carried over from year to year or unused time was paid back at the end of the year.
I've never worked anywhere where we had to track our own sick time; HR or payroll always did it. (Though I think it's a good idea for everyone to track his or her own attendance anyway.)
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ozbound
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« Reply #4 on: January 08, 2002, 06:30:35 pm » |
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We're allotted 40 hours of sick leave per year. Unused sick leave carries over from year to year with a max. total of 80 hours (I think). When we take sick time we just put into our timesheets under the Task number for sick leave and accounting deducts it from our total allottment every pay period.
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spitfire78
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« Reply #5 on: January 08, 2002, 06:58:33 pm » |
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Our time off is approved by our supervisor. In addition, every Friday we e-mail her with our time for the week. She turns the time in to our Division's Personnel Department, who in turn turns it into Payroll and HR at the main office. Just recently, our company has started to include our remaining time on our pay stubs. In addition, our HR and the Division Personnel Department keep track of the time. Still, with all of that, I keep a very close watch on it myself. My supervisor has been known to turn in the wrong time on numerous occasions and HR is only as good as the info it gets! It will be easier now that it shows up on our pay stubs.
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mlm668
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« Reply #6 on: January 08, 2002, 07:45:20 pm » |
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Our accounting/payroll program tracks ours. Only salaried employees and one or two employees who have negotiated guaranteed hours receive those kinds of benefits. When I enter their payroll hours, I enter a code for either regular, overtime, sick, holiday or vacation. We can carry sick time over from year to year, but vacation is use it or lose it. We also keep attendance cards so we can keep track of who has used their vacation time and I also record sick time on those. The last place I worked was a similar system. I keyed in codes for any time missed and HR could run reports to see who had used what time, why they were our (ie: S for sick, W for weather, etc.) or who had worked so many hours through that date. Michelle  |
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nolalady
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« Reply #7 on: January 08, 2002, 08:54:58 pm » |
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My company allows 26 weeks of paid sick leave. Your years of service with the company determine how much is paid at 100% or 70% of your base salary. I have 9 years, so I get 12 weeks at 100% and 14 weeks at 70%.
All of our time is recorded using a desktop software, including sick time, dependent care (40 hrs per year for immediate family), vacation, holidays, FMLA, overtime.
Even though the company has this policy, they allow Managers/Directors to dictate additional requirements. Such as, my boss is the Controller over the Accounting Department (100+ employees), her pet peeve is sick time, so with HR's approval she has required that once an employee has more than 4 sick days, they are required to provide a drs. receipt for any sick day after the 4th instance. I think it is a bit much, but she is the boss.
I am grateful to know that the 26 weeks are there incase (heaven forbid) they are needed for a serious illness. That doesn't count the additional long/short term disability we can elect with our benefit packages each year.
nolalady
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laundryhater
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« Reply #8 on: January 08, 2002, 09:46:57 pm » |
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Ours is really similar to Countrigal's:
Timesheets are electronic. I can type in my code and see how much sick leave and vacation leave I have banked. I also type in the leaves that I take. Leave time accrues so much every pay period (depends on how long you have been with the company as to how much accrues each period).
Vacation time banks up to a maximum limit, then the timesheet automatically sends me an electronic reminder to "use your vacation soon or risk losing it." When I retire or am laid off, I am paid for unused vacation time.
Sick leave has no maximum accrual; we can convert sick leave to vacation leave but don't have to (I'm banking all mine for extra maternity leave for when I decide to have children); we do not get paid for unused sick leave when retired or laid off.
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chris68
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« Reply #9 on: January 08, 2002, 10:19:28 pm » |
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Next question I suppose is do you have exempt and non-exempt employees and are they tracked for their sick time the same as hourly employees? Chris68
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raindance
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« Reply #10 on: January 09, 2002, 12:37:36 am » |
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Our sick leave allowance varies according to length of service and is paid. We don't, however, get paid for sick leave not taken. Sick leave has to be documented - we have to fill in self-certificates stating our illness and length of sick leave taken for up to a certain number of days. Over seven days, we have to get a certificate from our doctor. Some companies have "interviews" after sick leave, particularly for persistant absentees. Scary.
Raindance
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