Paid Time Off/Paid Parental Leave Programs & Practices

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Paid Time Off/Paid Parental Leave Programs & PracticesWorldatWork, with underwriting support from PTO Inc., conducted a survey to gauge the prevalence of paid time off programs and to better understand the practices of organizations with either PTO bank-type or traditional programs (e.g., vacation time, sick time, personal days), as well as the use of paid parental leave programs that provide paid time off to new-parent employees, separate from other paid time-off programs (PTO, vacation, sick, etc.).


Definitions

✓Paid time off: used as a general term referring to leave granted under a traditional program where vacation, sick, personal, etc. are granted and taken separately.

✓PTO: used to refer to time granted under a PTO bank program where vacation, sick, personal, etc. are undifferentiated.

✓Paid parental leave: paid time off to new-parent employees, separate from other paid time off programs (PTO, vacation, sick, etc.).

2


Executive Summary• The prevalence of traditional paid time off and PTO bank-type programs are holding steady.

• Organizations vary in their approach to paying for unused paid time off when an employee terminates but paying for unused PTO bank time and/or unused vacation time is the most common approach.

• One in five employees loses at least some time at organizations with “use it or lose it” policies, meaning that if the goal was to encourage employees to take as much time as possible to rest and recharge, some change to messaging, culture or approach to time off is needed.

• One in four employers are allowing employees to redirect unused paid time off to causes that are important to them.

• There is an opportunity to better leverage paid time off programs in order to attract new candidates — only two in three companies currently do this.

• Paid parental leave is on the rise among companies with a traditional paid time off program (42% compared to 23% in 2016).

• More than half of organizations offer paid parental leave programs separate from short-term disability.

• One in three organizations require at least one year of employment before an employee can take paid parental leave.

• Three in five organizations feature their paid parental-leave programs as a way to attract new employees.

3


Use of traditional paid time off programs vs. PTO banks is holding steady, possibly due to a growing number of state and local laws that require employers provide and track a certain amount of sick leave.

52%52%56%54%

63%

71%

41%43%41%40%

33%28%

4%3%2%5%4%

1%2%1%1%1%

2019 (n=532)2016 (n=625)2014 (n=674)2010 (n=1,036)2006 (n=675)2002 (n=822)

Type of Paid Time Off Programs Offered

Traditional

PTO Bank

Other

Unlimited

paid leave

4


Once again, the majority of organizations do not vary their paid time off programs by workforce level.

12%13%12%

5%7%7%

5%3%4%

6%7%5%

73%70%72%

2019 (n=510)2016 (n=618)2014 (n=666)

Varying Paid Time Off Programs by Workforce Level

No

Yes, program type varies by

other criteria


department or location


FLSA (or equivalent)

classificationYes, program type varies by

employee level

5


Handling of unused paid time off varies, perhaps in part because of variance in state laws.

41%

24%

6%

49%

26%

5%4%

17%

3%

12%

42%

88%

Pay out accrued unused paid time off

when an employee terminates (n=503)

"Use it or lose it" policy (n=517) Buy back time (i.e., paying time out in

addition to regularly scheduled payroll)

(n=481)

Organization Response to Unused Paid Time Off

Yes, for our PTO bank Yes, for vacation Yes, for sick time No

6


Plan design may be impacting the percentage of employees who do or do not use all of their paid time off in a given year.

37%of employees do not use all of their paid time off each year (regardless of Paid Time Off

program). (n=291)

19%of employees lose some

Paid Time Off at organizations who have

“use it or lose it” policies. (n=170)

7


Part-time employees typically receive paid time off, and it is most often prorated based on the number of scheduled hours.

69% 70% 65%

22% 20% 26%

3% 3% 2%6% 8% 7%

2014

(n=447)

2016

(n=394)

2019

(n=352)

System of Paid Time Off

Allocation to Part-Time

Employees

Other

Same amount of

PTO is awarded to

part-time as full-

time

Amount of paid

time off is prorated

based on actual

hours

Amount of paid

time off is prorated

based on

scheduled hours

74%70%

77%

2014

(n=619)

2016

(n=568)

2019

(n=465)

Prevalence of Paid Time Off

Offered to Part-Time

Employees

8


Most organizations encourage but do not require that a minimum amount of paid time off is taken each year.

8%1%

1%7%

2% 2%

61% 63%

3% 2%

26% 26%

2016

(n=568)

2019

(n=479)

No, we do not actively encourage or require

employees to take a minimum amount of paid

time off each year and are not discussing it.

We have begun to discuss actions to encourage

or require our employees to take paid time off

each year.

We encourage our employees to take paid time

off, but we do not require a minimum level of

usage.

We are required to have certain professionals in

our industry take a minimum amount of paid

time off each year.

We are not required by law to have employees

take a minimum number of days off, but we do

require that employees take a minimum number

of paid time off days each year.We are required by law to have employees take

a minimum amount of paid time off each year.

9


One in every four employers are allowing employees to redirect unused paid time off to causes important to them.

20%

2% 2% 0%

8%

73%

Other employees

who need it

Nonprofit

organizations

To their 401K To pay down

student loans for

themselves or their

children

Other No

Ability to Redirect PTO to Other Areas(n=474)

10


Organizations market time off benefits in similar way, regardless of whether they offer a PTO bank or a traditional program.

Yes

68%Yes

61%

No

32%No

39%

PTO Bank

(n=203)

Traditional System

(n=269)

Organization Markets Paid Time Off to Attract New Employees

11


PTO Bank-Type Program

12


Definition

✓PTO bank-type program: A paid time off program whereby paid vacation, personal leave, sick, etc. is combined into one category of available time off that the employee manages within certain employer guidelines.

13


More than half of employers establish separate parental leave program outside of PTO banks.

99%

96%

90%

49%

40%

13%

7%

3%

1%

4%

10%

51%

60%

87%

93%

97%

Vacation

Personal

Sick

Parental leave

Jury duty

Holidays

Bereavement

Volunteer/community work

Instances Where Employees are Expected to Use PTO Bank (n=205)

Employee is Expected to Use PTO Separate Programs

14


There appeared to be a slight downward trend in the number of PTO bank days employees are granted each year, but 2019 saw an uptick compared to 2016.

15

19 20

23 23 2426

28 29

1618 19

22 23 2426 27 28

16 17 18

22 22 2325 26 27

1718

19

22 2324

2627

29

Less than

one year of

service

1-2 years of

service

3-4 years of

service

5-6 years of

service

7-8 years of

service

9-10 years of

service

11-15 years

of service

16-19 years

of service

20+ years of

service

Annual Number of PTO Bank Days Based on Tenure

2010

(n=413)

2014

(n=266)

2016

(n=259)

2019

(n=187)

15


Immediate access to PTO banks is the norm, but 90-day waiting periods are also common.

56% 56%63%

10% 9%

8%7% 6%6%

22% 23%18%

3% 3% 2%2%

2014

(n=265)

2016

(n=256)

2019

(n=202)

Eligibility to Use PTO Bank

After a specific number of days

After 1 year

After 6 months

After 90 days

Beginning of next month

Beginning of next pay period

Date of Hire

16


There is a lot of variance in the maximum number of PTO bank hours that an employee can accumulate, but there was an increase in organizations removing a cap this year.

8%15%

8%3% 2%

6%

16% 16% 14% 15%14% 16%

4% 3% 2%6% 9%

13% 15% 18%

No Max 1x the annual

allocation

1.5x annual

allocation

2x annual

allocation

80-99

hours

100-199

hours

200-299

hours

300+

hours

Varies

depending on

tenure

Other

Maximum Number of PTO Bank Hours That an Employee Can

Accumulate

2016

(n=255)

2019

(n=204)

17


Traditional Program

18


Definition

✓Traditional paid time off program: A paid time off program whereby each eligible employee is allocated a certain number of paid days in separate categories, such as vacation, personal, sick, etc.

19


There has been a near doubling of parental leave being offered as a separate category of paid time off, compared to 2016. There were also big increases in military service time and paid time to volunteer.

100%97%94%89%84%

49%

40%

35%

42%

22%

11%

2019 (n=272)2016 (n=319)2014 (n=366)2010 (n=555)

Separate Categories of Paid Time Off Vacation Time

Holidays

Bereavement Leave

Jury Duty

Sick Time

Military Leave

Personal Days

Volunteer/Community Service

Parental Leave

Family Sick Leave

Other

20


Most organizations that have a traditional paid time off program are not considering creating a PTO bank.

Yes

24%

No

76%

Organization Considering Rolling Leave Up to PTO Bank System(n=269)

21


Vacation

22


Employers continued to increase the number of vacation days for new employees.

8

1213

16 1617

1920

22

9

12 12

16 1617

1920

22

10

1213

16 1617

1920

22

1112

13

16 1717

2021

22

Less than

one year of

service

1-2 years of

service

3-4 years of

service

5-6 years of

service

7-8 years of

service

9-10 years of

service

11-15 years

of service

16-19 years

of service

20+ years of

service

Annual Number of Vacation Days Based on Tenure

2010

(n=545)

2014

(n=363)

2016

(n=303)

2019

(n=220)

23


Vacation time is most often accrued throughout the year.

71% 70% 74%

29% 30% 26%

2014

(n=349)

2016

(n=298)

2019

(n=253)

Method for Crediting Vacation Time

Yearly allocation at one time

Accrued throughout the year

24


Most employees are eligible to use their vacation days as of their date of hire but waiting 90 days is most common for those who are not.

48% 44%52%

5%8%

10%6% 10%

6%17%

19%16%

13%12% 9%

5%3% 2%

6% 4% 6%

2014

(n=348)

2016

(n=302)

2019

(n=254)

Eligibility to Use Vacation Days


After 1 year

After 6 months

After 90 days



Date of Hire

25


The maximum number of vacation hours an employee can accumulate is varied, but most common are one times the annual allocation and 200-299 hours.

4%

14%5%

9%2%

8%

21%

5%10%

21%

4%

21%

3%8%

1%8%

19%

6%

11% 21%


allocation

1.5x annual

allocation

2x annual

allocation

80-99

hours

100-199

hours

200-299

hours

300+

hours

Varies

depending on

tenure

Other

Maximum Number of Vacation Hours That an Employee Can

Accumulate

2016

(n=255)

2019

(n=254)

26


Sick

27


The annual number of sick days has remained relatively constant for the last decade.

7

9 9 9 9 9 9 9 9

7

8 8 8 8

9 9 9 9

7

8

9 9 9 9

10 10

11

88

99 9 9 9 9 9

Less than

one year of

service

1-2 years of

service

3-4 years of

service

5-6 years of

service

7-8 years of

service

9-10 years of

service

11-15 years

of service

16-19 years

of service

20+ years of

service

Annual Number of Sick Days Based on Tenure

2010

(n=545)

2014

(n=363)

2016

(n=303)

2019

(n=182)

28


Organizations are evenly split between giving a lump sum of sick time annually vs. having employees accrue it. There has been a decline in unlimited sick time.

40%46% 47%

48% 39%44%

12% 15%9%

2014

(n=321)

2016

(n=270)

2019

(n=217)

Method for Crediting Sick Time

Sick time is unlimited, so there is no

"crediting"



29


Most organizations allow employees to take sick time as of their hire date. Those who don’t most often have a 90-day waiting period.

57% 55% 59%

6% 10%8%

6% 6% 6%

19% 19% 18%

5% 3% 2%

5% 6% 6%

2014

(n=296)

2016

(n=268)

2019

(n=222)

Eligibility to Use Sick Days


After 1 year

After 6 months

After 90 days



Date of Hire

30


Employees are often able to accumulate more than 300 hours of sick time, and one in five have no cap.

27%

12%

1% 3% 4% 6% 8%

18%

3%

20%20% 21%

1% 4% 3% 5% 5%

14%

1%

26%


allocation

1.5x annual

allocation

2x annual

allocation

80-99

hours

100-199

hours

200-299

hours

300+

hours

Varies

depending on

tenure

Other

Maximum Number of Sick Hours That an Employee Can

Accumulate

2016

(n=226)

2019

(n=221)

31


Personal

32


Most organizations give 3-4 days of personal time, regardless of tenure.

2

3 3 3 3 3 3 3 33 3 3 3 3 3 3 3 33 3

4 4 4 4 4 4 4

3

4 4 4 4 4 4 4 4

Less than

one year of

service

1-2 years of

service

3-4 years of

service

5-6 years of

service

7-8 years of

service

9-10 years of

service

11-15 years

of service

16-19 years

of service

20+ years of

service

Annual Number of Personal Days Based on Tenure

2010

(n=212)

2014

(n=145)

2016

(n=122)

2019

(n=95)

33


While most personal days are given in block at one time, there appears to be a return toward accruing them within some organizations.

21%13%

21%

79%87%

79%

2014

(n=145)

2016

(n=122)

2019

(n=101)

Method for Crediting Personal Days



34


There appears to be an increase in allowing employees to use their personal days as of their date of hire.

54%50%

59%

4%3%

4%3%

3%

5%

21%29%

19%

6% 5% 4%

8% 9% 8%

2014

(n=145)

2016

(n=121)

2019

(n=105)

Eligibility to Use Personal Days


After 1 year

After 6 months

After 90 days



Date of Hire

35


Employees are typically only allowed to accumulate their annual allocation, which is often given at the beginning of the calendar year (according to other responses).

4%

24%

2%

20%

11%

1%

39%

3%

27%

3%8%

14%

6%0%

39%


allocation

2x annual

allocation

Two Days Three Days Five Days Varies

depending on

tenure

Other

Maximum Number of Personal Days That an Employee Can

Accumulate

2016

(n=118)

2019

(n=104)

36


Holidays

37


There was a slight decrease in organizations offering Thanksgiving Friday as a paid holiday and a slight increase in offering MLK day as a paid holiday. Traditional System

2010

(n=410)

2014

(n=284)

2016

(n=291)

2019

(n=254)

Thanksgiving Day 99% 99% 100% 100%

New Year's Day 99% 100% 99% 99%

Memorial Day 97% 99% 99% 98%

Labor Day 98% 98% 99% 98%

Independence Day 97% 99% 98% 98%

Christmas Day 93% 99% 94% 98%

Day after Thanksgiving 73% 80% 79% 75%

Christmas Eve 51% 49% 52% 54%

Martin Luther King Jr. Day 38% 40% 43% 49%

Presidents' Day/Washington's Birthday 45% 35% 41% 41%

New Year's Eve 33% 30% 27% 29%

Good Friday 22% 26% 24% 21%

Veterans Day 17% 12% 18% 21%

Day after Christmas 14%

Columbus Day 12% 12% 15% 11%

Easter 5% 8% 7% 7%

Election Day 0%

Other 24%

38


There has been a significant drop in offering the day after Thanksgiving and a sharp increase in offering MLK Day as paid holidays among companies with PTO banks.

PTO Bank System2010

(n=288)

2014

(n=219)

2016

(n=218)

2019

(n=200)

Thanksgiving Day 99% 100% 100% 96%

New Year's Day 99% 100% 100% 97%

Memorial Day 99% 99% 99% 97%

Labor Day 100% 98% 99% 97%

Independence Day 97% 100% 100% 97%

Christmas Day 92% 100% 94% 95%

Day after Thanksgiving 77% 76% 81% 70%*

Christmas Eve 47% 45% 49% 44%

Martin Luther King Jr. Day 36% 38% 33% 42%*

Presidents' Day/Washington's Birthday 42% 38% 38% 31%

New Year's Eve 29% 22% 25% 21%

Good Friday 13% 18% 18% 21%

Veterans Day 12% 10% 10% 12%

Day after Christmas 8%

Columbus Day 8% 8% 7% 5%

Easter 5% 8% 5% 5%

Election Day 0%

Other 20%

We do not observe any paid holidays 3%

39


Most organizations do not offer floating holidays, but those that do offer one or two.

17% 15%

16%15%

8%5%

5%

3%

55%61%

2016 (n=522) 2019 (n=471)

Number of Floating Holidays Given Annually

We do not offer floating holidays to

employees

Varies by employee tenure

More than three days

Three days per year

Two days per year

One day per year

40


Parental Leave

41


Definition✓Paid parental leave: Paid leave for use by new-

parent employees to recover from the birth of a child and/or to care for or bond with a new child. Definition of “new-parent employee” (i.e., birth mother, father, domestic partner, adoptive parent, etc.) and qualifying circumstances (i.e., birth, adoption, foster placement, surrogacy birth, etc.) may vary and will be covered in this survey. ✓This paid parental leave is distinct from other paid leave

programs. While using this type of paid leave, a new-parent employee does not need to use or exhaust other paid-time-off earnings or accruals such as vacation, sick time or personal leave or PTO; however, an employee may be able to use other earned/accrued paid time off after the paid parental leave benefit is exhausted, if organizational policy allows.

42


Definition (cont.)

✓What is not considered “paid parental leave” for the purposes of this survey?✓ Unpaid, job-protected time off. Job-protected time off that an organization may offer

new-parent employees — whether legally required to or not — if it does not include a specific paid leave benefit for new-parent employees that is paid for by the employer. While not considered paid parental leave for this survey, we will ask separate questions about these programs.

✓ Paid leave that is NOT distinct from other paid leave programs. Paid time off that requires the new-parent employee to use or exhaust other paid-time-off earnings or accruals such as vacation, sick time and/or personal leave or PTO.

✓ Short- or long-term disability (STD, LTD). Any portion of paid leave for a new-parent employee that is paid for by an employer-sponsored disability program (e.g., STD, LTD), regardless of whether the employee pays any premiums. While not considered paid parental leave for this survey, we will ask separate questions about these programs.

✓ Government/state-sponsored disability or insurance. Any portion of paid leave for a new-parent employee that is paid for by a government/state-sponsored program, including government/state programs that require contribution to the fund through employee payroll deduction. While not considered paid parental leave for this survey, we will ask separate questions about these programs.

✓ Pay that supplements partial-pay disability insurance benefits. When offered, this practice is usually intended to keep the employee’s compensation “whole” or at 100% because the insurance or disability payment only covers a portion of the employee’s pay (e.g., state-sponsored disability insurance, STD). While not considered paid parental leave for this survey, we will ask separate questions about these practices.

43


More than 8 in 10 organizations offer short-term disability to birth mothers.

Yes

86%Yes

86%

No

12%No

14%

2016

(n=377)

2019

(n=477)

Organization Offers Short-Term Disability to Birth Mothers,

Separate from Paid Parental Leave or Other Paid Time Off

44


More than half of organizations offer some form of paid parental leave, regardless of short-term disability offerings.

All New Parents

42%

Some

New

Parents

10%

No Paid Parental Leave

48%

Organization Offers New Parents in the U.S. Paid Parental Leave

Regardless of Short-Term Disability Offerings (n=478)

45


There has been a decrease in organizations offering more paid parental leave than they are legally required to, it’s probably due to the increasing number of state and local parental leave laws, rather than a decrease in benefits.

70%

47%

31%

18%12%

49%

30%21% 19% 18%

We offer a longer

duration of paid

parental leave.

We offer a larger

percentage of the

employee's normal pay

rate during paid

parental leave.

We offer paid parental

leave for a broader set

of new-parent

circumstances or

qualifying employees.

We offer paid parental

leave with fewer/no

administrative

requirements for the

employee to adhere.

We only offer the paid

parental leave that is

mandated by state/local

laws.

Organization Going Above and Beyond Legal Paid Parental Leave

Requirements

2016

(n=83)

2019

(n=181)

46


Of those with a government or state-sponsored short-term disability program, two-thirds of organizations offer supplemental pay to keep employee in full-pay status during covered portion of parental leave.

Yes

63%

Yes

72%

No

37%

No

27%

2019 (n=158)2016 (n=77)

Employer Offers Supplemental Payment to Ensure Employee

Receives More or All Pay During Government/State-Sponsored

Disability/Insurance

47


Part-time employees are more likely to be eligible for job-protected leave than they were just three years ago.

3%

8%

21%

25%

57%

70%

94%

94%

98%

2%

2%

17%

56%

76%

76%

94%

98%

Other

Grandparents

Step parents

Individuals acting "in loco

parentis"

Foster parents

Domestic partners

Adoptive parents

Biological fathers

Birth mothers

New-Parent Employees Eligible for

Job-Protected Leave

2016 (n=124) 2019 (n=236)

NEW!

100%

47%

0% 1% 0%3%

99%

57%

0% 0% 0%5%

Full-

time

Part-

time

Seasonal Temorary Casual Other

New-Parent Employees Eligible for

Job-Protected Leave

2016 (n=124) 2019 (n=236)

48


Birth mothers and primary caregivers do not often get more paid parental leave than other types of parents.

Yes

30%Yes

25%

No

70%No

75%

2019 (n=237)2016 (n=123)

Birth Mothers Receive Extra

PPL (excluding disability)

Yes

20%Yes

15%

No

80%No

85%

2019 (n=235)2016 (n=123)

Amount of PPL Dependent on

Primary Caregiver Status

49


Employees typically receive their normal salary for the entirety of their parental leave.

78%80%

16%16%

6%4%

2019 (n=237)2016 (n=122)

Portion of Normal Wages Received While on Paid Parental Leave

Partial salary for full leave

Full salary for part and partial salary for

part

Full salary during entire leave

50


Paid parental leave most often commences when the baby is born.

2 Weeks

Before Due

Date

3%One Week

Before Due

Date

1%Due Date

10%

Delivery Date

48%

When State Payments

Expire

3%

When Short Term

Disability Expires

20%

Other

15%

Parental Leave Commencement (n=198)

51


One third of organizations require at least one year of employment before an employee can use paid parental leave.

Upon Hire

38%

1-3

Months

11%

4-6 Months

15%7-11 Months

1%

12 Months or More

35%

Time Employee Must be Employed Before Eligible to Take Paid

Parental Leave (n=203)

52


Most employers require that qualifying employees take paid parental leave within first year of parenthood.

Within 6 Months of

Parenthood

29%

Within First Year of

Parenthood

52%

Within First 18 Months

of Parenthood

1%

Within First 2 Years of

Parenthood

2%Other

17%

Time Employee has to Take Paid Parental Leave After Birth (n=200)

53


Three in five organizations feature their paid parental leave in order to attract new employees.

Yes

60%

No

40%

Organization Features Paid Parental Leave to Attract New

Employees (n=208)

54


Demographics

55


Sector (n-437)

Private-sector, publicly

traded

34%

Private-sector,

privately held

41%

Government/Public

sector

7%

Nonprofit/Not-for-

profit

18%

56


Organization Size (n=437)

5%

17%13%

23%

13%9% 9% 11%

Fewer than

100 employees

100-499 500-999 1,000-2,499 2,500-4,999 5,000-9,999 10,000-19,999 20,000 or

more

employees

57


Industry (n=437)

10%

4%

4%

6%

10%

11%

11%

19%

Other

Retail trade

Chemical manufacturing (includes pharmaceuticals)

Information (includes publishing, IT technologies,

etc.)

Health care and social assistance

Consulting, professional, scientific and technical

services

All other manufacturing

Finance and insurance

58


Voluntary Turnover (n=419)

11%

34%

25%

15%

6% 5% 4%

0%-5% 6%-10% 11%-15% 16%-20% 21%-26% 27%-40% 41% or more

59


2018 Total Revenue (n=344)

10%

10%

13%

12%

12%

19%

8%

8%

2%

7%

Up to $30 million

Over $30 million and up to $100 million



Over $600 million and up to $1 billion

Over $1 billion and up to $3 billion




More than $10 billion

60


MethodologyThis report summarizes the results of a March 2019 survey of WorldatWork members that gathered information on traditional and PTO bank-type programs, as well as current practices in paid parental leave, which is separate from these other programs.

On March 13, 2019, survey invitations were sent electronically to 5,222 WorldatWork members. The survey closed on March 29, 2019, with 557 responses. The dataset was cleaned, resulting in a final dataset of 532 responses. In order to provide the most accurate data possible, data was cleaned and analyzed using statistical software. Any duplicate records were removed.

The demographics of the survey sample and the respondents are similar to the WorldatWork membership as a whole. The typical WorldatWork member works at the managerial level or higher in the headquarters of a large company in North America. The frequencies or response distributions listed in the report show the number of times or percentage of times a value appears in a dataset. Due to rounding, frequencies of data responses provided in this survey may not total exactly 100%.

The full text of the questionnaire can be found here. A list of participating organizations can be found here.

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https://worldatwork.org/docs/research-and-surveys/PTO0319.FINAL.pdf

https://worldatwork.org/docs/research-and-surveys/PTO0319_Participant+List_FINAL.pdf


WorldatWork

• WorldatWork(www.worldatwork.org) is the leading nonprofit professional association in compensation and total rewards. We serve those who design and deliver total rewards programs to cultivate engaged, effective workforces that power thriving organizations. We accomplish this through education and certification; idea exchange; knowledge creation; information sharing; research; advocacy; and affiliation and networking. Founded in the United States in 1955, today WorldatWork serves total rewards professionals throughout the world working in organizations of all sizes and structures.

PTO Exchange

• PTO Exchange, the world’s only comprehensive and patented flexible benefits platform, empowers employees to personalize their workplace benefits. Employees can now convert unused paid time off (PTO) -- totaling over $62.2B in monetary value in the U.S. alone --into tangible goods and services such as vacations, retirement funding, student loan debt payments and charitable donations. For more information, visit https://www.ptoexchange.com.

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http://www.worldatwork.org/

https://www.ptoexchange.com/


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Website• worldatwork.org

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Paid Time Off/Paid Parental Leave Programs & Practices

Documents

Transcript of Paid Time Off/Paid Parental Leave Programs & Practices