Sick and Vacation Leave: Fixed vs Accrual in Childcare

[Megan]

To create a fair and efficient sick and vacation leave policy for our childcare center, I would:

1. Reward staff with leave based on hours worked to ensure fairness and motivation.
2. Provide a set number of paid sick days each year for unexpected illnesses.
3. Offer additional vacation days based on years of service to reward loyalty.

[Trainer]

Great suggestions, Megan! Your approach balances fairness and flexibility for staff well-being and operational needs.

[Jenny Winegarden]

I would create a PTO policy with these factors:

-a set number of days off per year based on the length of employment

-built in mental health days to be used at the employee’s discretion. No questions asked

-reward based time off for attendance or other pre-determined milestones or merits

[Trainer]

Great input, Jenny! Your PTO policy balances staff well-being and operational needs effectively.

[Sasha Bumsted]

When our staff starts, depending on the quarter of the year, they can get up to 32 hours of vacation pay that they can use throughout the year. at the end of the year they lose what they didn’t use and it restarts in January. PTO is accrued based on the amount of hours worked in a week, that way it is fair to all.

[Trainer]

Sasha, your proposal for vacation pay and PTO based on hours worked is fair and motivating for staff.

[Cat Mohon]

If I was in charge of this, I would separate sick and vacation pay. Sick pay would be for when teachers are sick and vacation pay would be accrued based on however many hours worked per pay week. In my opinion, teachers should get a minimum of 5 sick days a year. This time would also be allowed to roll over into the new year. For Vacation pay, it would be 2 hours of PTO for every 40 hours worked. This would ensure that the time built up and teachers would be able to take the well deserved and needed vacation time.