Payroll PTO Sick and Safe Time

Debbie,

Does a simple 3.33% accrual work (assuming one hour per 30 hours worked)? Or are you looking for it to only accrue in full hours? 

Kevin

Thank you, Kevin.  We considered this, but I don’t think this will work. It is literally every 30 hours worked. It’s not based on 30 hours per work week.  I think it should work like this:

I’d guess that you’d need a customization to only accrue on whole numbers versus the running percentage accrual. In my opinion, I’d go with the simple percentage accrual as the savings of the carry over method is only temporary. It appears that the simple accrual method would give you the same accrual every 3rd week as what you calculated and then use a fractional accrual in lieu of the carry over for the other weeks.

Hi @khalmehcgc were you able to find a solution? Thank you!

Hello Debbie,

What did you end up doing?  I assume this is the MN ESST law.  I am working on this same issue.

Thanks,
Jeremy

I have the similar requirements for a client, sick pay accrued at 1 hour per 30 hours worked.  Did anyone come up with a solution, other than customization?

Sick leave is accrued at the minimum rate of one hour of sick leave for every 30 hours of work. This ratio is used regardless of whether the hours worked are straight time, overtime, or paid at different rates, or worked in the same pay period. Employees on alternative schedules, rotational schedules, or other non-traditional arrangements still earn one hour of sick leave for every 30 hours of work.

Small employers, fewer than 15 employees, are required to allow employees to accrue and use up to 40 hours of sick leave per year. Employers with 15 or more employees are required to allow employees to accrue and use up to 56 hours of sick leave per year. An employee can carry a sick leave balance forward into a new year and must begin to accrue sick leave again. While usage and accrual of sick leave is capped at either 40 or 56 hours per year, an employee's sick leave balance can exceed this.

Our company is located in a tri-state area and we are trying to figure out a solution for this. However, the accrual hours are only applied to Nebraska hours worked. We are an Iowa based company. Looking for a solution to only have the system look at Nebraska hours worked to accrue sick leave/PTO hours. Anyone have any ideas?