Jul 10, 2018 5:44:00 PM
By Coastal Payroll
Work-life balance is a thing. And sometimes employees just need to get away – for a break, for an emergency, or just for some downtime. As employers, we want to give them this ability – so they can be back at work recharged and refreshed. And then there are the legal requirements. As you’re building your benefits packages, or renewing your employee benefits packages annually, how do you differentiate the various options?
There are three ways to give your employees the time off they need. Let’s get down to the definitions.
This is where it gets tricky. Every state has different labor laws that incorporate how much time off is provided and how. For instance, in California, paid sick time is required. PTO and vacation time are not required. But did you know that PTO can actually serve as the sick time you offer?
Working on your benefits package, starting first with the laws of your state, you can create an offering that best serves your employees and your business. Balance enough time off to refresh your staff and limit it to keep your organization running smoothly. Need help with these accruals, and the laws that govern them? Contact our benefits experts today.
Legal Disclaimer: This post is intended for informational purposes only, and does not constitute legal information or advice. This information and all Coastal Payroll materials are provided in consultation with federal and state statutes and do not encompass other regulations that may exist, such as local ordinances. Transmission of documents or information through the Coastal Payroll does not create an attorney-client relationship. If you are seeking legal advice, you are encouraged to consult an attorney.