{% set baseFontFamily = "Open Sans" %} /* Add the font family you wish to use. You may need to import it above. */

{% set headerFontFamily = "Open Sans" %} /* This affects only headers on the site. Add the font family you wish to use. You may need to import it above. */

{% set textColor = "#565656" %} /* This sets the universal color of dark text on the site */

{% set pageCenter = "1200px" %} /* This sets the width of the website */

{% set headerType = "fixed" %} /* To make this a fixed header, change the value to "fixed" - otherwise, set it to "static" */

{% set lightGreyColor = "#f7f7f7" %} /* This affects all grey background sections */

{% set baseFontWeight = "normal" %} /* More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set headerFontWeight = "normal" %} /* For Headers; More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set buttonRadius = '10px' %} /* "0" for square edges, "10px" for rounded edges, "40px" for pill shape; This will change all buttons */

After you have updated your stylesheet, make sure you turn this module off

by Jen Leigh on April 16, 2017

HR Q&A: Can Employers Legally Make Their Employees Use Vacation Time?


Research shows that American workers are among the worst when it comes to using their time off benefits. All work and no play can lead to a slew of problems for employers including low employee engagement, increased turnover, and lower productivity (to name a few). 

What can employers do to promote use of vacation time and improve absence management? The HR Pros at the HR Support Center address this question and provide guidance on what can be done legally.

Q. Can an employer legally make their employees use accumulated vacation time?

 

A. Yes. An employer can tell an employee that they need to take time off. However, that rarely bodes well for the morale of the employee if they don’t want to take the time off.

Some employers have a “use-it-or-lose-it” policy where any remaining vacation time is lost if unused by a certain date. But these kinds of policies are not legal in all states. If your state doesn’t allow use-it-or-lose-it, or the employee isn’t willing or able to take off as much time as you would like, you could instead pay them for the hours they’re unable to use. This option is acceptable in every state and reduces the potential for low morale.

If you’d prefer that employees use up the time, it’s best to give them at least three months’ notice (even more is better) so they can plan for what they’ll do with their free time and coordinate with friends and family.

Be sure that you’re applying these policies and practices consistently across the organization. And if you’re introducing a new standard like use-it-or-lose-it, or payout on December 31st, make sure that employees are made aware of the policy in writing.

This content is intended for educational purposes only and should not be considered legal advice.


The HR professionals at HR Support Center are only a phone call or email away. You can utilize Inflection HR's HR Support Center to help prevent compliance mistakes and stay up to date on all things that affect your workforce.  

Plus, you'll get some great perks as well:

  • Thought leadership articles
  • Legal advice
  • Employee handbook help (creating a new one or updating an existing one)
  • Custom HR forms, letters, tools, and other documents
  • News on government activity that could affect you
  • Training on common HR activities like hiring

Inflection HR's HR Support Center is not only feature rich, it’s extremely affordable. Learn more by contacting us today!

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Jen Leigh

Jen Leigh is a Senior Product Specialist with Inflection HR's Cloud Based HR and Workforce Management Solutions. Connect with Jenni and the rest of the Inflection HR Team on Twitter, Facebook, or LinkedIn.