I am thinking of proposing the addition of a floating holiday. We are a manufacturer and I think it would be easier to get approved since there would be no "shut down" of operations. What types of problems have you encountered with floating holidays? Do you put restrictions on when the days can be taken? Do you allow pay out if none is taken? What other options are there?

Thanks for your input.


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Karen:

Although we just switched to a PTO system, we previously had a floating birthday holiday. The day had to be taken during the MONTH of your birthday-no exceptions (unless EXTREME scheduling problems) and it was a use it or lose it holiday. It was very popular and we did include that time in our PTO plan as well.


We are a financial institution, so it is vital that our scheduling be up to par for our members! Making the ee's take the time in their birth month limited the number of requests we would have in any given month.

Good Luck!!!

Sheila K

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One other method is to left it float in a limited fashion, such as prescribing 3 particular days that it could be taken. For example, if you don't already have a holiday for Memorial Day or Veterans Day or President's Day, etc, then you could allow the extra day to be taken on any one of those, subject to some appropriate advance notice.