Video Transcript

So in section d you might store things like entitled vacation days vacation days take in sick days overtime with applicable accrued paid time off any leaves of absence. So let’s just unpack  that a little bit. So entitled vacation days don’t be afraid to be generous and I do mean that. I know the employment standard says if you’re provincially regulated that all you need to give is two weeks for the first few years but what if you gave more. I know there’s an organization in town that gives five weeks to start don’t be afraid, just think, does it fit your culture, what’s the kind of environment that you want to create and what time makes sense. Make it clear how many days people are  entitled to. Most cases simply having reconciled pay stubs with accounting  speak is not the answer so sometimes  what employers do is it’s just on the  pay stub it’s a reconciliation of hours  to give you an idea of how many hours of  vacation you have. Employees want to know do I have 10 days or 15 days. How many have I taken? How many do I have left and when can I take mine? Make  them really simple for them because otherwise they’re gonna keep asking  unless you make it clear. Vacation days taken there’s a liability there if you’re not tracking it well so make sure  you have a good tracking system. If you don’t have something online I strongly  encourage you to do so there’s lots of online systems that you can just pay up  per user rate and it makes it super simple if somebody wants a vacation. They key it in and it goes to their manager, the  manager approves it and all of a sudden you’ve got an accurate record. If you’re not keeping good track of leaves especially vacation you could have a big liability on the books for yourself. There’s an  organization that we worked with who had  an employee that was leaving and they  weren’t keeping good track of vacation  and he said that he had something like I  don’t remember exactly. It was something  like 22 weeks of vacation and 180 hours  of overtime but they hadn’t really  tracked it that well or at all. So  they were then stuck with this liability  that unless they could prove otherwise  they were kind of in trouble. So please  track it and track it well. Sick days  ensure you have a clear policy. Consider  allowing sick time prior to passing  probation. I know you want to wait  till probation before you allow people  to take sick times or have vacation and  that’s okay  that fits your culture. I’m all for that  and consider doing it right away if you  hire. Well, an employee who comes in and  is sick within the first three months  will surely appreciate it if they got an  extra day off because they really really  needed it because otherwise I might come  in sick but again it has to fit your  culture. I’m not trying to subscribe  to something that doesn’t make sense  for you and not all roles do that make  sense so I just say just consider it. But if it doesn’t work for you that’s fine. Also thinking about the differences between personal days and sick days if you want to offer some personal days  that’s great  please keep sick time separate. Sick time is really intended for when someone’s not well and you don’t want them to  come to work. You want to give them some  personal days as well. That’s great and also makes it very clear in your policies that you know they don’t get paid  out. For it it doesn’t carry forward all  of that you want to make sure that that’s as clear as it can be. Over time  make sure that your policy asks  employees to seek permission first and  then make sure you track it and track it  according to the legislation of  government employment. Accrued time off,  if people are going to have bank time,  make sure there’s a clear policy. Make  sure you’ve followed all the right  legislations to ensure that you’re doing  it. Not all employees want bank times so make sure if you’re doing it  you’ve got the consent that you need.  Summary track attendance: consider a  web-based system if you’re not using one.  Now on track leaves or a liability I  can’t stress that enough and just to  give you a quick example we were working  with an organization so it affects  productivity and they were manual they  had about a hundred and eighty employees  and they had a manual process so an  employee wanted vacation time they’d  have to get a piece of paper they’d fill  it out they’d pass it to so-and-so who’d  passed it to so-and-so to pass it to  so-and-so who recorded and it would go  back to the chain.  It was costing them about eight thousand  dollars a month in lost productivity. We  took all that out and put an automated  system in place and all of a sudden  productivity loss went down from 8,000  to 3,000 so they gained $5,000 in five  thousand dollars in increased  productivity per month. Just from a time loss system that just from a sick  tracking system or a vacation system  tracking does that make sense. So I can’t  stress enough how important it is to  have really good systems and the  automated ones I got to say are the best  that you can. I think the best and the  easiest are the least likely to have errors . Your employees take time off each  year as well. I know everybody gets busy  but you know they need to take a minimum  of two weeks off. But it’s also important  I think they take the time off so that  they can come back and be refreshed.  This has been an initiative of the city  of penticton economic development  department and I’m Corey from the  data performance group.