Vacation season can create record-keeping nightmares for organizations without written policies to govern the accrual and use of vacation days or paid time off (PTO). Whether your organization lumps sick leave and vacation time in one pot or separate ones, your employee handbook and payroll procedures must be in alignment to avoid any claims of inconsistency in enforcing your rules. That includes rules governing how far in advance an employee needs to request vacation and whether departmental seniority will figure into situations where multiple requests come in for the same period. Many employers include sick time in their PTO programs and allow employees to manage that collection of time. Keep in mind that sick time generally is not paid out if not used, while PTO time generally is. One way to encourage your employees to use their PTO bank for the downtime is by limiting the number of hours employees can roll into the next year. While providing flexibility with PTO is a great thing to offer as an employer, it becomes counterproductive when an employee takes no vacation one year and six weeks the next.  That type of PTO misuse makes things difficult on team members left to pick up the slack, not to mention the accounting issues from a payroll perspective. While there is no perfect vacation policy, most employers and employees appreciate the flexibility of PTO when paired with consistently enforced rules.

Create and manage leave benefits in Microsoft Dynamics® GP Payroll by adding Comprehensive Leave Manager.

Many businesses, regardless of employee count, need unlimited flexibility to track and manage leave time benefits. Comprehensive Leave Manager allows you to define your own codes and set policies for leave accruals, lump-sum allocations, and comp time. Save time with mass updating, balance sharing, and transfer, as well as full HRM Self Service Suite integration and FMLA Calendar. Watch our feature videos to see this solution in action.