The employee policies you establish for your practice should describe expectations for conduct at work and communicate employees’ rights and responsibilities in the workplace. Creating consistent standards for everyone will help avoid any confusion. Consulting your attorney to review your policies can help ensure that you’ve clearly communicated the policies and covered the necessary topics.
Time Away from the Office
Although you might like to give everyone the time off they want, that is not always possible. When establishing vacation and time-off policies, consider these policies to allow for efficient office operations:
- Will you require employees to take vacation in minimum increments (e.g., half day or full day)
- Will you allow employees to receive payment in lieu of vacation.
- Explain to employees why vacation cannot be carried over from year to year. This can lead to scheduling problems and burned-out employees.
- How far in advance (ideally) should vacations be scheduled?
- How will you resolve scheduling conflicts between staff members?
- Determine if you’ll establish a no-work, no-vacation policy. If you allow employees to take vacation before they've earned it, it will be difficult to reclaim that money if they quit.
Although almost every employee will be too sick to come to work at one time or another, the smooth operation of your practice depends on the presence of your entire staff. Create policies that address:
- Time off without pay
- Pay for unused sick time
- Sick leave to be used for family members
- Grant parental leave
- Absenteeism and tardiness