your policy is whatever you say it is, but you have to say , preferably
in writing, what that policy is. My policy has always been to accrue all
during the year, payroll service even did it that way on the checks for me.
University I worked for gave you 4 weeks a year, vested the day you
I gave 2 weeks a year btw....
might be cheaper to pay him to go away if he threatens suit....
I'm surprised there isn't any kind of legislation or guide regarding that
there. Here in Ontario I get 4% of the gross I earned in the past year. If
you don't have any legislation regarding vacation pay etc. then why do you
leave yourself open to all sorts of nonsense by not having the terms of
employment clearly defined on paper and signed at the outset ? If you run a
business remember it is a business, not a friendship and an employee is not
No place I have worked at, not even in the military.
The military policy is you earn 2.5 days, per month, as long as you
don't go AWOL, or to the brig.
Some companies I have worked for acrued 80-hours vacation, after the
first year, upt to 5-years senority. Over 5, but under 8 years and you
got 120 hours.
Above 8-years you got 160 hours per year.
Vacation time was pro-rated per month of attendance.
Its been my experience in the machine tool world that you normally
get one week of vacation AFTER one year of service. Accumulation of
sick days, if offered, begin after 60 or 90 days probation period.
The key here is taht the employer MUST have that policy stated in
writing and posted for the employees to see.
You can negotiate. I'm amazed that people who will haggle a car dealer to
death over 50 bucks on $30,000.00 vehicle, will sit there like a clam when
offered a job. Everything can be negotiated. Only a mope would leave a
place where they get three or four weeks, only to start over at one week of
vacation time. Screw their employee handbook and their neat little rules.
If they need you, and you are any good, they will give you what you ask
for. Why would I leave a job for anything less than what I have now?
It is all only money, I had a spreadsheet where I could show you
dollars per hour, vacation, sick, holiday etc, and show the dollar per
hour cost to me. For instance is you pay a guy 20 bucks and hour, ups to
24 after comp and unemployment, your total cost is 49920 for the 2080
hours you are paying for, then divide by the amount of hours you are
actually getting work for and you have your real cost per hour. If you
have 8 holidays, 2 sick days and 2 weeks vacation, it is 26 and hour, 3
weeks vacation is 26.55 etc etc. YOu can do the same with medical
diability...anyway, you would do well to make up such a spreadsheet[its
on an old computer of mine] and use it for yourself and your employees.
I'd like a copy of that spreadsheet, if you could clean any personnel
information from it, and email it to email@example.com.
I have just the opposite of what you have.
As an job hunter, I made an Excel spreadsheet, where I can input my
supplimental incomes (Military retirement), and a monthly budget, based
on 160 hours per month, and find a break even point. It will show me
what I need per hour, to make the budget.
I can also calculate the gasoline useage for the daily commute and my
weekend driving, giving me a monthly fuel budget.
I have made three budget columns, for High (Dream on), Actual and
I won't bore you with the details.
If I have an address, I can calculate an hourly wage, to the nickel,
based on a living budget.
When job hunting, it is nice to be able to give - or accept an offer of
-, a good wage/salary number, especially when the cost of living keeps
Typically, vacation is earned on a per hour worked method. Say you offer
40 hours of paid vacation per year, then as an employee, you earn
40/2080th (80/2080 for 80 hours vacation, etc) of an hours vacation for
every hour worked. You start out with ZERO vacation. In order to get the
full 40 hours of paid vacation, you would have to work 2080 hours (1
You can't 'idiot proof' anything....every time you try, they just make
This seems like a prime case where having a "policy handbook" would
have been a good idea, even for a small shop with one employee. This
sort of thing is spelled out in our handbook, IIRC, there is a 90 day
probationary period where there are no paid holidays and *after* working
for a year an employee is entitled to 40 hours (1 week), vacation pay.
After three years an employee is entitled to 80 hours (2 weeks) vacation
pay, and 3 weeks after 6 or 8 years.
You need a revolution.
In the UK the typical holiday entitlement after 2 years is 5
weeks, and thats the worst in Europe. One place I worked at
you got 25 days + 8 days national holidays (easter, xmas,
etc.), but because we actually worked 42 hrs a week that
entitled you to an extra 13 days holdays (or overtime
payment if you preferred), then there was a reduction in
hours from 40 to 39 a week, which equated to 6.5 extra days
holiday. So totaling up we got:
25+8+13+6.5 = 52.5 days or 10 weeks.
Do you lot know how to make molatov's?
Sounds like a worker's paradise for sure. Doesn't sound so hot for
small shop owners though. Do machinists OR shop owners make a livable
wage over there?
Man, I would kill for that much time off. As it is now I, as the owner,
bust my ass to pay their health, workman's comp insurance, and retirement
fund (and business insurance). I'm the one that works weekends. I guess
$14 - $22/hr for a person that can't calculate a surface rate is the norm.
I'm going to buy a time clock today. I also think I'm going to hire an
engineer instead of another primma donna machinist. Besides, technology is
progressing to the point that engineers need to be running these machines.
As an engineer, I would welcome running a machine 20 hours a week and
designing the other 20. I like machining.
BTW, I paid him the pro rated vacation time he was due. I didn't get back
the bonuses he was given at the end of the year nor was I reimbursed for the
Solidworks training that prompted the departure. He still can't calculate a
No matter whom you hire I would suggest a good Company Policy Manual
that spells out vacation, sick leave, and holiday pay. This can save
you a lot of trouble in the future.
Our company also covers issues such as attendance, safety, smoking,
substance abuse, breaks, etc.
An important clause in any employee hand book in my opinion is a
statement that, "employment is at will". Meaning that you can let them
go at anytime, and they can quit at anytime.
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