Paid time off refers to a human resource management policy that offers employees a bank of hours to be utilized for various purposes. Paid time off can also be referred to as personal time off, which refers to a period where an individual is paid while taking time off work. Paid time off is vital for the wellbeing of an employee. There are times when work can be exhausting, and a tired employee can make serious mistakes at work, causing the loss of customers or a severe accident. Paid time off is essential, for it gives one the chance to take a break from work and deal with their issues. An employee who gets paid time off has a high job satisfaction for they believe that their company cares for their wellbeing. A satisfied employee is beneficial for an organization since they are likely to perform well and increase the organization's profits. Paid off time allows one to take part in volunteerism; however, it can negatively affect a company or an employee.
People get paid off time when they want to engage in volunteerism. Volunteerism refers to giving an employee time to perform meaningful activities for their communities (Martocchio, 2017). Companies provide paid off time to their employees to allow them to participate in the different causes of their choices. Companies such as Charles Schwab gives employees eight hours paid of time per year to take part in volunteerism. Managers in organizations are supposed to provide employees paid time off to take part in volunteering activities. Most companies view volunteerism as an activity that involves taking part in events of non-profit organizations. An organization such as the United Way is an excellent example of an institution where an individual can participate in voluntary activities. United Way helps people to improve their general wellbeing. Examples of meaningful causes include teaching people how to read and write, providing food to the less fortunate, mentoring children and helping the disabled.
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In as much as paid off time is essential, it has shortcomings. The paid time off plan gives employees the burden of managing time. One cannot tell the number of days they will be sick or how long it will take an individual to manage their personal issues (Titopoulou et al., 2017). Through the paid time off, individuals find it hard to manage and use their time off adequately. Paid off time can also raise staffing concerns. There are certain positions in an organization that are difficult to schedule. In nursing set up, it might be challenging to schedule paid time off if the health facility does not have adequate staff. Inadequate staff in a healthcare facility might cause problems if one employee decides to take a week off. Also, a small organization that is growing might have issues with staffing. If one employee takes time off, he or she might complicate other team members at work, they might be forced to overwork to cover for the absent employee, and this can also affect productivity.
Paid time off policy is vital in an organization; it allows an employee who is sick or going through a rough time to rejuvenate. This policy enables productivity at workplaces for an individual will feel appreciated for having being given time off, thus reciprocating by performing well. Paid off time allows an individual to participate in volunteering activities; this includes helping the needy or mentoring children. Despite the benefits of paid time off, this policy has weaknesses since some employees cannot manage their time off well. It is sometimes challenging for an employee to tell how long they will deal with personal issues. Also, paid off time may not work effectively in an organization that suffers from understaffing issues.
References
Martocchio, J. (2017). Strategic compensation- A Human Resource Management Approach (9th ed., pp. 1-353). Pearson Education.
Titopoulou, M., Ganeva, R., Staykova, J., & Titopoulos, E. (2017). Advantages and Disadvantages of the Different Types of Working Hours' Organisation. European Journal Of Economics And Business Studies , 7 (1), 199-203. https://doi.org/10.26417/ejes.v7i1.p199-203
