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The Holiday Season: The Most Wonderful Time of the Year!
Oct 24, 2022 10:00:00 AM
A festive time of food, family, friends, and much more. However, for an employer it may be a challenging time juggling all the aspects of what the holidays bring.
Here are a few tips on some common concerns this time of the year:
Balancing Employee Paid Time Off Requests
What happens when almost all of your employees want paid time off (PTO) for the holidays?
Holidays are often a popular time to ask for PTO so employees can travel and spend time with family and friends. Here’s what you need to know about PTO during the holidays:
- Know what is best for your business: Be flexible, but realistic. If you can, try to accommodate as many of those PTO requests as you can in line with business needs.
- Be fair in accommodating requests: Some businesses prefer a “first come, first serve” approach, but that can be difficult if certain employees request off for every holiday well in advance to ensure they have time off. Perhaps have a practice where everyone gets a chance to have extended holiday time off on a rotating basis.
- Be aware of religious requests: Religious discrimination in the workplace is unlawful. If an employee asks for the day off for religious or belief reasons and you deny their request, you must provide a reason unrelated to religion or belief to justify your decision.
- PTO requests can be denied: It can be tough, but employers do have the right to deny a request for PTO during the holidays. There are no federal mandates requiring employers to give employees paid time off during the holiday season.
Holiday Bonus
Many companies offer bonuses during the holiday season. If possible to budget, a holiday bonus can be a great morale booster and retention tool.
Bonuses that are given at the sole discretion of the employer are considered discretionary and can be excluded from the regular rate of pay for overtime calculations. A discretionary bonus is determined by the employer without any prior promise or agreement and if an employer promises to pay a bonus in advance, it is no longer discretionary.
It should be communicated that it is the company’s choice to pay a bonus and not something to be expected every year. Discretionary holiday bonuses should be kept separate from variable compensation that's earned through a performance-based incentive-pay program.
Large or small, a holiday bonus lets your employees know you value them and are willing to share in the company’s good fortune!
Large or small, a holiday bonus lets your employees know you value them and are willing to share in the company’s good fortune!
And last but not least, the Company Holiday Party!
The company holiday party should be an event for everyone in the workplace to look forward to and enjoy. However, here are some tips for employers to help avoid the common legal concerns associated with a company-sponsored event:
- Attendance should be voluntary. If attending a company party is mandatory, you may be opening up your business to a number of wage and hour issues. Feeling obligated to attend an event can put a damper on holiday cheer.
- Pick the venue and entertainment carefully, keep safety top-of-mind, and create a festive setting where everyone feels welcomed.
- If alcohol will be served, promote responsible consumption and have a plan to manage the inherent risks. Perhaps use a drink ticket system. You can end the alcohol service an hour before the party ends. Make sure employees know about transportation options if they cannot safely drive.
Promote your company event with enthusiasm! Responsible party planning doesn’t mean that you can’t enjoy celebrating with work colleagues and friends.
The holiday season can be a wonderful time. Clearly articulated policies can help avoid some uncomfortable situations. Employers can eliminate many holiday headaches and show their employees that they are appreciated with a thoughtful approach to the holiday season.
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