The U.S. service sector loses 2.3% of all scheduled labor hours to unplanned absences. Nonetheless, in some industries, the total cost of unplanned absences approaches 20% of payroll expense (Easton & Goodale, 2005). However, the primary reasons for unscheduled absences (personal illness and family issues) are unlikely to subside anytime soon. Despite this, labor scheduling systems continue to assume perfect attendance. Thus, unplanned employee absences in the U.S. service sector consume 2.3% of all scheduled work hours, and rendering to some surveys, 15–20% of the total payroll expenses (Easton, & Goodale, 2005). Subsequently, absence costs include direct expenses such as; sick leave and salary continuation benefits (Eason, & Goodale,
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Thus, employees will have more flexibility in planning for their vacation, errands and other scheduled commitments, and will only take unscheduled time-off, in unavoidable situations; such as illness (Martocchio, 2013). Furthermore, the employer would be able to plan for the shortage of staff, due to unscheduled time off, in a much more efficient manner. Per current policy, the employees are permitted to plan for 7 vacation days at the beginning of the year, and 5 sick days that employees cannot schedule or misuse, in order to cover errands (Martocchio, 2013). However, those 5 sick days are used for illnesses and emergencies. In the meantime, the new PTO policy allows employees to have 12 paid off days (Martocchio, 2013). Hence, the employees would be able to reduce the unscheduled number of days to a minimal number of days. By this means, it will benefit the organization, as well as allow employees to remain as honest as possible towards their employer, when wanting to take a day off. In addition, employees would not have to make excuses for taking unscheduled off days, unless there is a valid reason; such as an illness. Nevertheless, if the employee cannot plan for certain off days at the beginning of the year, the new policy will allow them to give an adequate notice. For example, if an employee let’s their
Thus, employees will have more flexibility in planning for their vacation, errands and other scheduled commitments, and will only take unscheduled time-off, in unavoidable situations; such as illness (Martocchio, 2013). Furthermore, the employer would be able to plan for the shortage of staff, due to unscheduled time off, in a much more efficient manner. Per current policy, the employees are permitted to plan for 7 vacation days at the beginning of the year, and 5 sick days that employees cannot schedule or misuse, in order to cover errands (Martocchio, 2013). However, those 5 sick days are used for illnesses and emergencies. In the meantime, the new PTO policy allows employees to have 12 paid off days (Martocchio, 2013). Hence, the employees would be able to reduce the unscheduled number of days to a minimal number of days. By this means, it will benefit the organization, as well as allow employees to remain as honest as possible towards their employer, when wanting to take a day off. In addition, employees would not have to make excuses for taking unscheduled off days, unless there is a valid reason; such as an illness. Nevertheless, if the employee cannot plan for certain off days at the beginning of the year, the new policy will allow them to give an adequate notice. For example, if an employee let’s their