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Sick and Vacation Leave: Fixed vs Accrual in Childcare
You’re in charge of crafting the perfect sick and vacation leave policy for your childcare center. How would you design it to ensure both our staff’s well-being and smooth operations? Would you opt for a set number of days per year or a system that rewards hours worked?
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61 Replies
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To create a fair and efficient sick and vacation leave policy for our childcare center, I would:
- Reward staff with leave based on hours worked to ensure fairness and motivation.
- Provide a set number of paid sick days each year for unexpected illnesses.
- Offer additional vacation days based on years of service to reward loyalty.
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Great suggestions, Megan! Your approach balances fairness and flexibility for staff well-being and operational needs.
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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
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Great input, Jenny! Your PTO policy balances staff well-being and operational needs effectively.
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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.
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Sasha, your proposal for vacation pay and PTO based on hours worked is fair and motivating for staff.
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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.
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I like to reward for hours worked plan, 1 hour sick leave for every 40 worked.
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I will have employees submit a vacation request form before they buy any airplan tickets to make sure they are going to be approved form the days they are requesting first. this will benefit the center because we can organize and make sure not to many staff are out at the same time.
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Great initiative, Rosa! Implementing a vacation request form will help ensure smooth operations and staff well-being.
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I think you should get what you put in. So I think you should get 1 Vacation day for every 6 months worked. Sick time should stay as 40 hours gets you 1 day
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I would ensure that staff receive
– A set amount of PTO days given per year based on years of service
– Sick and personal days given through accrual of hours with opportunities to roll over
-predetermined set of sick days for unexpected illnesses so that staff do not have to dip into their accrued sick or vacation immediately.
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Excellent suggestions, Jessica! Your proposed policy balances staff well-being and operational needs effectively. Well done!
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I would develop a PTO policy that includes the following elements:
– incentive-based time off for excellent attendance or for reaching specific milestones
– designated mental healthy days that employees can use at their discretion without asking any questions
– a fixed number of days off each year, determined by the employee’s tenure
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I would establish set time off based on needs of the center… Are there days around holidays where attendance is very low!? And I would set the number of paid days off per year.
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Jessica, considering the center’s needs and setting a set number of paid days off sounds practical.
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I would design a sick and vacation leave policy with a set number of sick days per year to ensure staff can take time off when ill without affecting their health or the children’s well-being. I’d implement a vacation system that rewards hours worked, allowing staff to accrue leave over time. To ensure smooth operations, I’d ask for advance notice of vacation requests and maintain a pool of substitute staff for absences, balancing staff well-being and the center’s needs.
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If I was in charge of creating a fair and efficient sick and vacation leave policy I would want it to include a set amount of sick days every year that could roll over to the next year. That way staff and children are kept healthy throughout the year. I would also want to include vacation time and that would be earned 1hr PTO for every 40hours worked.
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Justyne S., your proposal for a sick and vacation leave policy sounds balanced and practical, promoting staff health and consistent operations.
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Provide 1 mental health day per month – no questions asked……it can be accrued if not used until the end of the fiscal year
Birthday off with pay and your choice of the day off – lunch of your choice for entire staff
Vacation days acquired based on years of service
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1) The employees one year anniversary date they can get paid for a Friday and have a three-day weekend.
2) Close the center for one week during Christmas break. Allow for the employees to use their PTO during that time.
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Jennifer, your ideas of offering a paid day off for anniversaries and closing during Christmas are thoughtful ways to support staff while ensuring smooth operations!
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I would write my policy to be fair I think, a set number of days off per year after a number of years worked say 3.
reward based off attendance with paid leave after 6 months no unscheduled absences
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Stephanie, your approach of rewarding good attendance and offering set leave after a few years of service seems fair and effective!
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