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PTO Donation Policies
Benefits & Compensation
PTO Donation Policies
Exchange ideas about health plans, retirement, work/life benefits, and employee assistance.
I am creating a PTO Donation Policy and I wanted to know if anyone had a similar policy that I could look at to make sure I are not missing any important information.
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Forums » Topic Forums » Benefits & Compensation » PTO Donation Policies
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PTO Donation Policies
posted at 12/17/2008 8:16 AM EST
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Posts: 237
First: 7/10/2007 Last: 8/31/2011 |
Have never worked for a company who did this but my sister was a federal emp. who spoke of the practice many times. The main thing I recall is to have checks in place to ensure that people are not pressured to donate their time off to others. This usually means that you can donate it down the chain of command but not up.
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PTO Donation Policies
posted at 12/17/2008 10:57 AM EST
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Posts: 1047
First: 4/11/2002 Last: 9/14/2011 |
I never understood the point of these policies. So if an employer is too cheap to do the right thing, all the other employees need to take the hit? One of the reasons why American employees get burned out is because they aren't using their paid time off. Why encourage employees to forego this benefit when it's going to cause them to be less productive down the road? |
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PTO Donation Policies
posted at 12/17/2008 11:25 AM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
I think part of it is simply charitable nature on the part of the employees. If someone is out due to an emergency and not getting paid will cause severe hardship, then its a way of helping out.
I would caution, though, that you make sure that the guidelines for awarding time from this fund don't discriminate. At one company I joined, there was such a plan in place but requests for time for pregnancy were summarily dismissed because "getting pregnant was a choice". High tech engineering (eg male dominated) company. The plan survived my joining the company for only 2 weeks. |
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PTO Donation Policies
posted at 12/18/2008 3:56 AM EST
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Posts: 1047
First: 4/11/2002 Last: 9/14/2011 |
I understand the premise of what the policy is for Carl, I just don't like that the company puts the onus on the employees to be the charitable ones. If a company wants to protect employees if they become disabled due to injury or sickness, they should buy short-term and long-term disability policies. If an employee is making a non-disability request for time off, a company has the ability to make an exception to its policy for unique situations. |
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PTO Donation Policies
posted at 12/18/2008 5:40 AM EST
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I would encourage you to look closely at IRS rukles regarding being in constructive receipt. You may find that this precludes you from doing what you are attempting. You may also find that a few things have to be done regarding the process.
I've done these in past lives. I don't like them but accept that many organizations do or want to do this. |
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PTO Donation Policies
posted at 1/14/2009 8:21 AM EST
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Posts: 1
First: 1/14/2009 Last: 1/14/2009 |
Our CO-OP HAS SHORT AND LONG TERM DISABILITY PROGRAMS BUT ALLOW EMPLOYEES TO VOLUNTARILY CONTRIBUTE 2 DAYS A YEAR ,TO MAKE THEM ELIGIBLE TO APPLY FOR DAYS OFF THAT THEY WOULD NOT RECEIVE ANY PAY FOR IF THEY NEED ANY TIME OFF FOR SPECIAL NEEDS , THIS PROGRAM WILL DO IT , IF THEY PUT IN THE DAYS AND IF THEY GET APPROVED BY THE HR PERSON AND IMMEDIATE SUPERVISOR,IF THEY HAVE USED UP ALL OF THEIR OTHER DAYS OF PTO,THEY CAN GET UP TO 30 DAYS A YEAR BUT HAVE TO PAY BACK THE DAYS. |
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PTO Donation Policies
posted at 1/14/2009 8:59 AM EST
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Posts: 2
First: 9/25/2008 Last: 1/14/2009 |
I know that Unity Village (spiritual org) created a PTO donation policy. Their CEO is fantastic and is an outside the box thinker. She's written two books. "Quantum Leaps: Skills for WorkPlace Re-Creation" and "Next Revolution : What Gen X Women Want at Work and how Their Boomer Bosses Can Help Them Get It".
Contact Kim Ames (HR) through www.unityonline.org. I think that you have to look at how time is accrued in an organization before you can criticize the merits of people taking or not taking their time off from work; especially for people who've worked a long time at an org (15+ years). I think it's great that employees may actually want to help there fellow employees in certain circumstances with certain requirements in place to avoid abuse. |
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PTO Donation Policies
posted at 1/15/2009 5:36 AM EST
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Posts: 1
First: 1/15/2009 Last: 1/15/2009 |
Here is our policy - It works pretty good. Our PTO bank is called PAL.
XXXX has a pooled leave donation system that allows anonymous donation of leave time for employees, experiencing hardship brought about by an unforeseen illness or family medical emergency, who have exhausted their own leave time. Donation of Time Employees may donate PAL hours twice each year, in March and September, and only in 8 hour increments. Special donation periods may be authorized by the President if the donation bank falls below $1500.00. Employees must have worked for XXXX for at least 6 months and have accrued a minimum of 88 hours in their own PAL bank (72 hours for employees scheduled for 36 hours or less per week). At least 80 hours must be remaining in an employee PAL bank after their donation (60 hours for employee scheduled for 36 hours or less per week). Donated time will be valued at the donating employees equivalent hourly rate of pay. Supervisors may never order or suggest to any employee, either directly or indirectly, that they initiate or participate in any leave donation. Donations must be purely voluntary, and an employees decision regarding donation will never affect other employment decision in any way. Requesting Donated Time Regular employees are eligible to request donated time if they meet all of the following conditions: - The employee is normally scheduled to work at least 20 hours per week, - The employee has exhausted their own PAL and Extended Illness banks, - The employee has not requested donated time in the last 12 months, - The request is for not more than 4 weeks of time, and - The employee has an unforeseen illness or family medical emergency that requires them to be absent from work for at least 5 working days. The requesting employee should submit an request for donated leave on a confidential basis to Human Resources. A committee identified by the Vice President of Administration and Planning that includes at least one and not more than two Vice Presidents, at least one and not more than two Human Resource representatives, and one other employee will consider the application. The committee may ask for documentation and/or verification of the need for leave. Requests may be denied, approved or partially approved. The decision of the committee is final. Except for the deliberations of this committee and payroll processing, the application will remain confidential. Using Donated Time Time will be valued at the receiving employees equivalent hourly rate of pay. Employee will not receive Doanted PAL in excess of time off actually off of work. |
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