‘Tis the season to be … as generous as possible with letting your employees take time off while at the same time keeping operations smooth and ensuring seamless, top-level patient care.
It sounds great on paper, but how do you make it happen in reality and not emerge looking like the Ebenezer Scrooge of employers?
Here are some tips to keep things jolly at your workplace this holiday season:
Have a PTO policy.
A formal policy sets parameters and minimizes surprises when employees request time off during the holidays or otherwise. The best-case scenario is to have a firm policy in writing, preferably within your employee handbook.
- Apply your policy consistently at all levels of your organization. It won’t work if you make too many exceptions or the rules don’t apply to leadership.
Maintain a calendar.
Publish a calendar showing when each employee has time off. (Hint: You can use this and other tips year-round, not just during the holiday season.) Whether they are paper, digital, or a combination of both, calendars make time off requests more simple and seamless.
Communicate. And then communicate more.
You can’t overcommunicate regarding time-off requests. To keep things fair, equitable, and manageable, repeatedly show employees your PTO policy and updated vacation calendar.
- Send company-wide reminders ahead of the busiest holiday periods.
- Let people know they can speak to management at any time about their concerns or questions.
Empower employees to resolve any PTO-related conflicts.
As part of your communication strategy, gather any impacted employees for group meetings to resolve any PTO conflicts that arise. Often, given a forum to discuss their individual circumstances, team members can naturally work out issues among themselves. Stick with your policy, of course, as you facilitate these resolutions.
- Allow shift swapping as much as possible. This can further build cooperation and overall morale and better accommodate more holiday PTO requests.
Provide incentives and rewards.
For those who have to move vacation dates or work on holidays, offer special incentives and rewards for their inconvenience. Options include bonuses and floating holidays.
Know and comply with EEOC rules.
PTO is generally a benefit, not a legal obligation. However, be sure to stay in compliance with Equal Employment Opportunity Commission (EEOC) regulations. Other exceptions might be state or local laws, so keep those on your radar screen as well.
Keep in mind that you cannot:
- Treat workers differently due to their religious affiliations.
- Coerce anyone into participating in religious activities or
- Make any decisions based on discriminatory factors, including those pertinent to time off.
Also, be sensitive and avoid any actions, such as office decorations or celebrations, that might alienate anyone.
Utilize temporary staffing.
For many organizations, temporary staffing is the solution to support teams during peak PTO and vacation periods. AlliedUP Co-Op offers access to top healthcare workers who can help you meet your seasonal patient care demands and contribute to improved patient outcomes at every level. Reach out to us today, or fill out our form to request an employee.
