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Ah summer -- the time when all your employees (and you) want to head to the beach, the lake, the river, the pool, the national park, the theme park, the park around the corner ... anywhere but the office. But there's no way your small business can survive a mass exodus this summer.
Balancing your company's needs with your employees' happiness can be a challenge. So here's how to let your staff play while making sure the work gets done, and making it all legal.
Nope. That's the short answer. The long answer is if you don't offer some time off to your employees, you may not have any after long. There is no federal or state law requiring employers to give employees paid vacation time, but if you want to compete with other employers who do, you might want to offer some yourself.
Just because you do offer some vacation time, does that mean you have to honor every request your employees make? No, but you may want to have a clear company policy in place, and stick to it, if you want to avoid lawsuits.
More and more studies have shown that employees benefit from a little time away from work. Unfortunately, similar studies have shown that employees offered extensive or even unlimited vacation time don't tend to take it. So do you need to kick your staff out of the office?
If your employees aren't taking their vacation days, do you have to save them for next year? Whether those unused days will accrue, and whether an employee can "cash them in" on the way out the door depends on state employment laws.
Don't forget about you! Bosses need to recharge just as much as their staff does, so make sure you build in some days off for yourself, and find a way to keep an eye on the business no matter where you are.
Your small business is unique, so how much summer vacation you offer your employees will depend on the needs of your business and your corporate culture. To further understand the legal issues with expanding your employee benefits, talk to an experienced employment attorney today.