NEW Professional Member Special>>> Save $20 and receive a SHRM tote bag
More companies are recognizing the importance of giving employees the time and space they need to navigate personal loss.
Save $20 on a New Professional Membership and receive a FREE Tote bag when you join SHRM today!
Virtual SHRM-CP/SHRM-SCP Certification Prep Seminars kick off September 12 and fill up fast!
Expand your influence and learn how to become an effective leader. Join us in Phoenix, AZ | OCTOBER 2 - 4, 2017
If paid-time-off (PTO) programs that bank together sick days, personal days and vacation days are helping to reduce unscheduled absences, as survey data suggest, why aren’t more employers embracing them?
Survey of Traditional Time Off and PTO Program Practices by the Alexander Hamilton Institute, a provider of employment law information, shows that the majority of the over 1,700 organizations that responded still use a traditional-time-off (TTO) program. Specifically:
Many said they haven’t switched to a PTO approach because they are:
While unionized and government employers have greater forces to contend with than just convincing their workforce that switching to a PTO solution is a good idea, PTO advocates say that termination pay and other cost reasons might be shortsighted and that employers should weigh those costs against the potential savings of reducing unscheduled absences.
“One of the incentives for switching from TTO to PTO is to cut down on the number of unscheduled absences, and survey results support the notion that it works,” said Alexander Hamilton Institute President Schuyler T. Jenks.
Jenks recounts that when asked how many workdays their employees missed because of unscheduled absences each year, most PTO and TTO employers almost equally said three to four days. But more PTO than TTO employees missed only one to two days, while more TTO than PTO employees missed five to six days.
Employers were asked how many workdays their employees missed without prior notice.
Those with traditional-time-off programs:
Those with paid-time-off programs:
1 to 2 days
3 to 4 days
5 to 6 days
Source: Alexander Hamilton Institute.
When PTO employers were asked if implementing a PTO program had reduced unscheduled absences, more than half (56.5 percent) replied in the affirmative. Of those respondents:
Of all PTO users, a large majority said that their PTO program either met their expectations (78.4 percent) or exceeded them (14.6 percent).
Stephen Miller is editor/manager of SHRM Online's
Compensation & Benefits Focus Area.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies