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Non-Contracted Personnel Leave Equity

We have a small group of non-contracted employees. Custodians, office staff, etc. Historically, there hasn't been much guidance with regard to their accrued leaves. We are in the process of creating this guidance, but one employee is a significant outlier with several more days of leave than the rest. She IS in a somewhat specialized position, and has asked that we take special consideration for her during this process. We want her to continue to feel valued, but we would really like to provide equity among those in this group for this purpose. What should we be taking into consideration? Are there alternatives to providing increased leave days that might be more equitable? Thank you!!

Answers

Anonymous
(Finance Director) |

Does this employee have seniority over the other non-contracted employees? You can establish a policy that employees that have been with the company longer accrue more leave annually.

EMERSON GALFO
Title: CFO
Company: C-Suite Services
LinkedIn Profile
(CFO, C-Suite Services) |

I disagree with Anon above (it depends on the terminology used). Whatever policy you write, do NOT even have the semblance of INEQUITY. What applies to one applies to all. Seniority and loyalty can be rewarded other ways, but NOT benefits (per se) as this may result in morale problems and hopefully not discrimination (unfair labor practices) lawsuits.

Some of our HR practitioners here may have to confirm this one...... One time rewards (every 2 or 5 year anniv) of say (only as an example) 5 to10 extra days of leave might be an option. But let me reiterate, it is a reward (terminology) and applicable to all.

Depending on your state labor laws, you might want to think of converting (promote?) her to an exempt employee (if she is not).

Although a bit of a balancing act, You might also want to rethink the employee status and might want to convert her into a contractor (specialized role) and just raise the rate to include other benefits.

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