PTO

Three in four employers have changed their unpaid leave policies to paid since the start of the pandemic.

Whether it’s because they have COVID-19 themselves, are worried about getting it or are taking care of someone who already has it, the number of workers who’ve missed days on the job has doubled in the pandemic.

More than 60% of employees plan to work during the holidays because of COVID-19 anxieties, which will lead to burnout.

The average American full-time employee earned 23 paid days off a year, but only used 17 of them. That’s six days of PTO left on the table — the equivalent of handing a week’s salary back to your employer.

Even the cutthroat world of banking is starting to recognize the potential advantages of giving people a break, whether that’s someone trying to juggle family commitments or someone who just feels burned out.

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.

The Big Four firm says they wanted to recognize the challenges parents and caregivers are facing during the pandemic.

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.