Here, we\u2019ll discuss how to request PTO, how to manage PTO requests, and how to create simple and enforceable policies for all employees.<\/p>\n
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- Paid Time Off Requests<\/a><\/li>\n
- Requesting PTO by Email: A Guide<\/a><\/li>\n
- Is It Time to Give Up PTO Letters?<\/a><\/li>\n
- Make a Comprehensive PTO Policy<\/a><\/li>\n
- Modernize Your PTO Processes<\/a><\/li>\n
- \u2705 Time off Management Software<\/a><\/li>\n<\/ul>\n
\n\n\nDownload your free monthly timesheet<\/h4>\n \n
- \n
- Stay compliant with recordkeeping laws<\/li>\n
- Gain tighter control of your team's hours<\/li>\n
- Increase payroll accuracy<\/li>\n <\/ul>\n \n \n Download for free <\/a>\n <\/div>\n\n \n
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\n <\/div>\n <\/div>\n<\/div>\n<\/a>PTO Requests for Exempt and Non-exempt Employees<\/strong><\/h2>\n
Non-exempt Employees<\/strong><\/h3>\n
The Fair Labor Standards Act<\/a> (FLSA) sets the national minimum wage and mandates that employees are paid time-and-a-half for all hours worked over forty in a week.<\/p>\n
Non-exempt employees only have to be paid when they work, so they may take partial and full unpaid vacation days whenever they are authorized. Depending on what state they live in, non-exempt employees may also accrue specific amounts of paid time off<\/a>\u00a0for every hour worked.<\/p>\n
Exempt Employees<\/strong><\/h3>\n
Exempt employees are not entitled to overtime pay for any hours worked beyond the standard 40. Employees may be exempt from FLSA under the following criteria:<\/p>\n
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- They work on a salary basis<\/strong> (as opposed to hourly). Salaried employees receive payment for any week during which they perform work, regardless of the number of hours worked.<\/li>\n
- They earn $684 per week or $35,568 annually.<\/li>\n
- They perform executive, administrative, and professional duties.<\/li>\n<\/ul>\n
If employers dock the pay of exempt employees for missed hours of work, those employees will no longer qualify for an exemption. This is because salaried employees definitionally receive payment no matter how many hours they work.<\/p>\n
According to the Department of Labor (DOL), employers can require exempt employees to use vacation days for partial-day absences. This means that if an exempt employee misses work, employers can deduct from their vacation time without risking that employee\u2019s exemption status. What is important is that the employee receives their full salary, whether through vacation days or compensatory time.<\/p>\n
Salary deductions are permissible if the employee has exhausted their PTO, so long as their leave is not for illness or disability.<\/p>\n
Different states may offer their own laws protecting employees, so it is best to check with state and local governments to understand better the specific paid time off USA<\/a> policies.<\/p>\n
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<\/a><\/p>\n<\/a>For Employees: How to Request PTO Email<\/strong><\/h2>\n
It\u2019s time to send your PTO request meaning you need to write an email. Whether you are an exempt or non-exempt employee, it is important to make this message precise. You don\u2019t need a \u200c\u200cPTO request template! Here, we\u2019ll cover how to request PTO in an efficient and professional way.<\/p>\n
Check the Handbook<\/strong><\/h3>\n
Before sending your time off request<\/a>, take a peek at the company\u2019s time off request policy. You probably need to make your request well in advance of the dates you hope to take off. There may also be restrictions surrounding what dates you can and cannot request off. Make sure your request is compliant with company policy before you start typing.<\/p>\n
Start With a Clear Subject Line<\/strong><\/h3>\n
Include your name and the dates you are requesting off. For example: \u201cJohn Smith PTO Request: August 5-12.\u201d Hopefully, this will keep your email from getting lost in the fray.<\/p>\n
State Your Desired Days Off<\/strong><\/h3>\n
This is the important part! Specify the exact days you would like to take off (\u201cWednesday, August 5th through Wednesday, August 12th\u201d) and make it clear that you will be using your PTO.<\/p>\n
Give a Reason<\/strong><\/h3>\n
Depending on your company\u2019s leave policy, you may need to differentiate between types of time off requests<\/a>. Is this for sick leave, vacation time, bereavement leave<\/a>? As more and more businesses offer PTO banks which do not distinguish between different kinds of leave, this may be unnecessary.<\/p>\n
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Manage employee hours with accuracy - from facial recognition to offline time tracking.<\/p>\n \n \n Get a demo <\/a>\n <\/div>\n\n
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\n <\/div>\n <\/div>\n<\/div>\n
- They work on a salary basis<\/strong> (as opposed to hourly). Salaried employees receive payment for any week during which they perform work, regardless of the number of hours worked.<\/li>\n
- Requesting PTO by Email: A Guide<\/a><\/li>\n