We're currently re-writing our employee handbook. One problematic area is salary time off. We do not offer "comp" time. We also have a problem with salaried staff reporting absences. Sometimes they're sick, on vacation. Other times, they're off on an afternoon doing an off-site meeting or so forth. How are other organizations controlling the comings and goings of salaried staff to ensure they're reporting sick and vacation absences?

Ours is quote simple. We only have paid hours off and it's based on years of service. At our org (A major health system) you start with 23 days a year paid hours off and you use them for sick days, vacation days, holidays, etc.....It's your choice....BUT...once they're gone, they're gone. We don't really have a comp time (officially we do but staffing issues don't allow us to take it). We also don't have an abuse of PHOs so it works well. Hillary Murphy Financial Administrator Phoebe Foundation

Ours is managed by the supervisor. We call in sick and leave sick with a message to our supervisor so they know when we are using sick time. Other days and time off (or flex time) are also with permission from/notification to the supervisor. It is informal and does not require time off request forms as I have used in other places. The supervisor signs their timesheet every 2 weeks and verifies that it looks correct. Any questions or problems... then the supervisor addresses it with the employee. Melissa S. Graves Manager, Development Database & Direct Mail Planned Parenthood of Connecticut [Email Removed] 203-752-2804 *** Sorry my spelling stinks!

But how do you handle time off for salaried employees that are out for less than a day. For instance a 2-3 hour doctor appointment. Do you reduce their leave by 2-3 hours or is your leave for salaried employees based on you're at work for the whole day or you're out for the whole day?

It is managed by the supervisor to see if they can flex the time and make it up by coming in early or staying late or if they need to use sick or personal time. Either way their supervisor needs to know they will be out and how they will be documenting it. Melissa S. Graves Manager, Development Database & Direct Mail Planned Parenthood of Connecticut [Email Removed] 203-752-2804 *** Sorry my spelling stinks!

That's what we do as well. If I'm out 3 hours at my son's school we know it's not an issue because I'm often here 9-10 hours a day and on weekends (not for events but actually working). I'm quite sure my org gets the better end of this deal but we have a great office (although understaffed) and we do what has to be done to get the work done. We're also a very small development office and that may be why we have no real issues. **My spelling isn't that bad but my typing is!!!!** Hillary Murphy Financial Administrator Phoebe Foundation

We have our salaried employees fill out time sheets - They only need to fill in their total regular hours for each day worked, but when they take a holiday, vacation or sick time, they mark those columns. It has eliminated a lot of error and there have been no problems with it. We do not offer comp time - salaried employees know the expectations of their positions. I would be glad to e-mail a copy of the time sheet we use if it is helpful.

Yes Nancy, could you email a copy to me? [Email Removed]