Whether paid or unpaid, time off is an important respite that allows employees to take vacations, attend to personal or family business, or simply rest and recharge. However, managers and employees must recognize that not every request for time off can be approved. - Hello and welcome to HR Over Coffee. Today, we'll be discussing time off, specifically how to handle situations in which a manager must deny an employee's request for vacation or personal time off. - While most managers would like to accommodate their employees, some businesses require coverage during typical holiday or vacation periods. There may also be specific times during the year, such as the end of quarters or fiscal periods, when a company needs to be fully staffed. These expectations should be clearly spelled out in the attendance policy, along with the amount of sick, personal, and vacation time allotted to employees, and procedures for taking that time, including any time off required by federal or state law. - It is important to clarify how far in advance employees must notify their supervisors of their intention to take time off and whether those requests will be approved based on corporate or departmental needs. For example, even if your office closes early on Friday afternoons in the summer, you'll likely still need someone on site to answer phones, accept deliveries, and respond to client emergencies. - Your time off policy should be articulated in both the employee handbook and the company's internal website or intranet, if one exists. Any variances to the time off policies that apply to specific departments or positions should also be communicated in writing. When employees are hired, they should sign a written acknowledgement that they have received and read the handbook, which should be placed in their personnel file. - When considering whether to grant an...
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