The weather has finally turned in our favour and the air lingers with the scent of cut grass, the sound of birds chirping and finally leaves back on our trees. Sigh. If you’re anything like me, this change in seasons gets you thinking about a summer getaway to the lake or a road trip with the kids. Some planned time away from your business to enjoy the summer weather is in order.
But guess what? You’re not the only one thinking this. I bet it’s fair to say that the majority of your employees are also planning their summer getaway at the lake or the road trip with the kids. Maybe the summer season is a relatively quiet time in your business or perhaps it’s the craziest time of your business cycle. Every business is different. What is certain however is that your business needs continuity in the heyday of vacation planning. The upcoming season of vacation planning and subsequent vacation absences presents a smart opportunity to review some key components of vacation as it applies to your business.
It’s important to remember that per the Employment Standards Act, 2000, Vacation Time and Vacation Pay are not one and the same. Within the Act, employees earn a minimum of 2 weeks of vacation time for every complete 12month “vacation entitlement year”. Technically, since vacation time is only earned after completion of the 12month period, an employee isn’t entitled to vacation time during their first 12 months of employment. Whether or not an employee can take vacation time off during their first year of employment is discretionary. However, employees are entitled to receive a minimum of 4% of the gross wages they earn regardless of tenure.
Smart vacation policies can be a key component of your total compensation program as well as your attraction and retention strategy. A concise and well-executed vacation policy is one way to help ensure that you work towards meeting the needs of your business and the individual needs of your employees so that when you finally go on that road trip, you can have the vacation you deserve.
Don’t open yourself up to unnecessary risk. Caerus HR Consulting can work with you to be compliant with human resources related legislation and support your team. We’ll make sure you’ve thought through your various HR policies to ensure that you are not only compliant with legislation, but that your policies reflect your culture, goals and the needs of your team.