Employers across every industry must tackle a rush of PTO requests around the holidays. Even with a clearly written employee handbook and employee policies, managing employee time off requests is challenging. In 2021’s holiday season, morale and employee retention are also imperative. Companies are experiencing a wave of employee resignations and a crippling lack of applicants for open jobs. MP’s HR services team offers tactics for prioritizing employee PTO requests during the holiday rush. Read the article to:
• Get proven strategies for handling PTO requests and reducing pushback
• Find out why temporary holiday shutdowns are popular among employers this year
• Outline the training managers must receive if they are approving or denying PTO requests
• Uncover what tactics will simplify scheduling and boost employee morale
Read the article.
PTO Policy
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Updating your employee handbook yearly is critical for HR compliance, but in 2021 it’s imperative. The pandemic has brought on a myriad of changes in the workplace: safety concerns, remote work, and hybrid work models, as well as state-mandated PTO and sick time requirements for employee policies. To avoid costly lawsuits due to compliance and maintain workplace safety, employers should utilize this guide from MP’s HR services team to update their staff handbook. Read the article to:
• Find out how to develop a comprehensive telework policy
• Learn the best approach for COVID vaccination policies
• Get tips on updating sick leave and PTO policies for full compliance
• Uncover what elements a COVID safety policy must include
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Vaccination rates are high, COVID cases are lowering, and workplaces are experiencing an unprecedented amount of PTO requests. Employers are managing employee time off requests for reasons like long-delayed family visits and vacations, as well as delayed weddings or family reunions. MP’s HR services team shares tactics that will assist employers in prioritizing the 2021 rush of PTO requests. Read the article to:
• Learn why employers shouldn’t prioritize requests by seniority only
• Find out how to build employee engagement, even when PTO requests must be denied
• Get tips on reducing pushback from employees
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With vaccination rates high and COVID cases low, workplaces are experiencing a surge of PTO requests. The influx of vacation requests is caused by a variety of reasons including:
• Long-delayed vacations
• Family visits
• Delayed weddings or family reunions.
It’s imperative for employers to have a clear PTO policy to help managers prioritize requests and reduce pushback from employees. In this article, MP’s HR services team offers guidance on how employers develop a comprehensive time off request policy for their employee handbooks. Read the article to:
• Learn the specific information MP’s HR experts recommend including in a PTO policy
• Find out how to distribute a vacation and PTO policy for HR compliance and optimal efficacy
• Get tips on boosting employee engagement while creating a PTO policy
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As the pandemic winds down, workplaces are fielding an unprecedented amount of PTO requests. Employers are managing employee time off requests because their staff are going on long-delayed vacations, visiting family, or going to weddings or family reunions that were delayed due to COVID. This article will cover three preventative steps that MP’s HR services team recommends employers take right now to ensure the overflow of vacation requests is more manageable. Read the article to:
• Learn how PTO tracking software can assist when handling simultaneous vacation requests
• Find out how to plan ahead for busy times and holidays
• Get tips on using bonuses, extra PTO, and incentives to maintain employee morale
Read the article.
Do you know what to do if your employees exhaust their FFCRA leave? Do you have a leave policy for employees in place? Let MP’s HR services team offer some guidance. Read the article to:
Learn what to do if your employees exhaust their FFCRA leave.
Get the best HR strategies for responding to an employee who isn’t ready to come back to work yet after exhausting their FFCRA leave.
Find out what responses could put your business at risk for lawsuits, complaints, fines, lower engagement, and losing talent.