PTO policies

In a year like no other, employers stepped up to provide employees with much-needed support for child care, mental and physical health and financial wellness.

By incorporating flexibility into a work culture and focusing on your community, companies will be stronger and better at the outset of COVID-19.

Revisions to the Families First Coronavirus Response Act are now in effect.

Many employers are rethinking their policies in response to COVID-19, Mercer experts say.

While it can be a great outlet for employees who want to help coworkers, or their favorite charities during the pandemic, PTO sharing can also present tax issues if not handled properly.

As the coronavirus keeps employees from taking vacation, that unused time off can be converted into direct payments on their student loans.

To stave off burnout and avoid a year-end vacation crunch, employers need to encourage workers to use their time off.

If there was ever a time to challenge conventional thinking and make improvements to your PTO policies, it's now.

High levels of stress associated with loss and trauma increase employees’ risk for physical and mental health problems including diabetes, heart disease, anxiety, depression and substance misuse.

While the moves to recognize Juneteenth have been welcomed by many, companies will be scrutinized by the public to see whether they’re devoting resources to making concrete, measurable changes.

Nationwide, public and private companies move to commemorate Juneteenth by making it a company holiday.

Working mothers are bearing the brunt of the disruptions caused by coronavirus. Without individualized workplace support, they’re at risk of falling behind professionally.

Switzerland’s second-largest bank is recommending higher ranking employees purchase two additional weeks of vacation this year, according to a Credit Suisse spokesman.

Leave-sharing programs make sense for employers seeking tax-efficient opportunities to financially assist employees impacted by the pandemic.

Implemented in early April the benefit is available to all of Microsoft's global employees, including hourly and salaried workers.

Sen. Bernie Sanders is making his case for what a supplemental rescue package should include ― guaranteed paid sick leave.

Contract workers play a significant role in the U.S. economy, but they aren’t afforded the same benefits as full-time employees.

Perhaps the single most important aspect of the Act is what it does not cover: it does not provide any paid or protected leave time in the event of a company shut down for any COVID-19-related reason.

The employer is also expanding the use of sick time to include caregiving related to COVID-19.

The bill provides paid sick leave, aid to states and food assistance.