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QUESTION: We’re getting ready to start our strategic planning for the next three years and some of the areas we want to evaluate are: remote work policies; benefit eligibility structure; and fringe benefit comparison. We are wanting to compare more detailed information, specifically: How long is the waiting period before health insurance benefits begin for new employees? When does PTO accrual start for new hires? When can new hires begin using their PTO? Is vacation roll-over offered for unused hours each year? Is remote work offered? We received numerous answers. For the convenience of reviewing and comparing answers, each question will be posted then all the answers related to that question will be listed. How long is the waiting period before health insurance benefits begin for new employees? 1st day of the month following 60 days of employment 60 days Health benefits have 60 day waiting period First of the month after 60 days of employment Waiting period is 60 days 60 days, then the beginning of the month New Hires, first of the month following 60 days of employment 60 days and then the start of the next month 1st day of the month following the 60th day First of month following 60 days of FT employment 90 Days The first of the month following 30 days of employment. After 90 days We do not have health insurance in place yet. 60 days for insurance to begin When does PTO accrual start for new hires? Starts accruing upon hire Upon hire PTO begins accruing in the first month PTO accrues the first day of each month Date of hire They start accruing at hire Upon Hire immediately upon hire Start accruing first day Starts immediately Only FT employees are eligible for PTO Exempt start earning after 30 days of employment per pay period. Non-exempt start earning after 90 days of employment per hours worked. After 90 days PTO accrual starts after 3 months or 90 days of full-time status (30 hours per week or more average) PTO starts with their first payroll, it accrues based on the hours paid and can be used as approved by supervisor immediately as earned. When can new hires begin using their PTO? 6 months After 90 days Can be used when needed PTO can be used after 90 days of employment After 3 months Once they have successfully completed their Probationary Period- usually 90 days. Holidays are paid at that time as well. Per policy, they are eligible to use PTO beginning the first of the month following completing 60 days of continuous service. 90 days After 90 days After 90 days After 90 days Employees may begin using earned PTO time once it is accrued. After 90 days After the 3 months, they can use it before they earn it but will have to pay it back if they leave We do rollover the balance to begin the new year. Is vacation roll-over offered for unused hours each year? Can be paid out for 80 hours and roll over 80 hours annually. Otherwise, they lose any unused time. PTO is allowed to roll over up to a specified limit based on years of service We do allow roll over for PTO Up to 10 days may be carried over to be used the following year. Up to 40 hours can be rolled over All time off is lumped together. Time does roll over, but you cannot have more than 240 hours. You are able to cash out PDO up to 40 hours, once per quarter. Roll over, however there is a max amount of PTO associate can accrue We accrue PTO and you can only have 1.5 times your annual accrual at any one time. Rollovers continue – max amount allowed in “bank” is 30 days, then it’s use it or lose it Yes, subject to caps PTO is capped at 240 hours On the pay date immediately following the Eligible Employee’s anniversary of employment, all earned but unused PTO in excess of 80 hours will be rolled over to the employee’s Sick Time account. Sick Time will accumulate until it reaches the maximum amount of 12 weeks, and then no further Sick Time will be added to the Eligible Employee’s Sick Time account. Yes, a maximum of 40 hours of vacation can be rolled over to the next year every December 31; an employee cannot “hold” more than 5 weeks of vacation on any given January 1 for the upcoming year; any vacation time that exceeds the 5-week maximum must be “cashed” out by January 1 No PTO rollover, calendar year starting in January We have tier based accrual system based on seniority and once they reach the next tier we have a report that identifies those employees that need to be moved to next tier and begin added accrual. Is remote work offered? We have two employees who work remotely, otherwise employees are expected to work out of the office unless they have permission to work from home from their supervisor. Limited remote work can be available based position, job duties, and any needs for staff to be physically in the office. Not all staff have the opportunity for remote work. We do not have a need for remote at this time. Only as an accommodation when needed We are 100% remote Occasionally to office staff and managers. Not really Rarely due to the nature of the work. Only during COVID quarantine and specific medical situations and only for certain office positions, not all. Only for specific positions. On rare occasions Yes, we have a policy. Some components of the policy include: Employees may work remotely on a permanent or temporary basis depending on business needs. All remote work must receive prior approval from your supervisor. Not all positions are appropriate or feasible for remote work. While working remotely, employees must follow all company policies. Off-the-clock work is prohibited under our policy. Eligible employees may work no more than 3 days of their normal work schedule remotely, as approved by their supervisor. We will provide our remote employees with equipment that is essential to their job duties. Equipment supplied by us is to be used for business purposes only. Yes, but it must be according to organizational policy No remote work offered for DSPs, some admins have limited remote work opportunities. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
QUESTION: We’re getting ready to start our strategic planning for the next three years and some of the areas we want to evaluate are: remote work policies; benefit eligibility structure; and fringe benefit comparison. We are wanting to compare more detailed information, specifically:
We received numerous answers. For the convenience of reviewing and comparing answers, each question will be posted then all the answers related to that question will be listed.
How long is the waiting period before health insurance benefits begin for new employees?
When does PTO accrual start for new hires?
When can new hires begin using their PTO?
Is vacation roll-over offered for unused hours each year?
Is remote work offered?