U.S. Workers Are Satisfied With Their PTO, But Don't Exhaust It
According to the Harris Poll survey, 76% of workers say, “I wish my workplace culture placed a stronger emphasis on the value of taking regular breaks and utilizing PTO.”
Consider these additional key findings from the survey:
Most Americans (83%) are satisfied with their company’s PTO policy.
Over half (60%) are given more than 10 PTO days annually.
An additional 7% have an “unlimited vacation policy.” Nearly one-third (32%) of American workers indicate that “unlimited vacation policy” means more than 30 days off.
Most (78%) do not use the maximum PTO allowed by their employer. The average worker took 15 paid days off last year despite half (49%) being allowed more than that by their employer.
The top barriers preventing workers from taking more time off are “pressure to always be available and responsive to demands” (31%) and “heavy workload” (30%).
Even when workers took time off, 60% reported struggling to fully disconnect from work. As such, 86% checked emails from their boss, and 56% took work- related calls during time off. Similarly, nearly half of the workers said they felt guilty about taking the time off in the first place. Specifically, millennial and Generation Z workers are nervous about requesting PTO due to employer reactions and career implications. As a result, many millennials admitted to workarounds, such as moving their mouse to maintain online messaging status or taking time off without telling their manager.
Employer Takeaway
Despite more employers expanding their PTO policies, workplace culture and workload pressures tend to dictate working Americans’ benefit usage. Furthermore, many workers still check their email or feel guilty during their time off, which causes them not to recharge as intended.
To combat these behaviors and prevent burnout, small businesses can foster a company culture focused on taking PTO, not just the policy itself. Today’s workers find it increasingly challenging to balance their work commitments and personal time off, but employers can work on building a culture that supports and encourages breaks.
Small businesses should continue to monitor trends to make the right employee benefits decisions for their respective organizations and employees.
2024 Industry Insights Revealed: The Current State of Employee Well-Being & Engagement Report
- The average annual incentive per employee is $737.
- The top areas of focus pertain to improving work-life balance, mental health support, and technology investments.
- Companies are investing more in activity challenges, low-to-no-cost initiatives, webinars, and lunch & learns.
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How the DOL's New Overtime Rule Could Impact Employee Benefits
A recent U.S. Department of Labor (DOL) final rule increases the salary thresholds used to determine whether executive, administrative, and professional (EAP) employees are exempt from overtime pay under federal law. While the increased thresholds are likely to result in a significant number of previously exempt employees now qualifying for overtime pay, employers must also consider how the increased thresholds may indirectly affect their benefits offerings. Employers may need to reevaluate the following in light of the final rule:
- How their retirement plan defines “compensation”: If an employer’s retirement plan includes overtime pay in its definition of “compensation,” more employees being eligible for overtime could result in increased retirement plan contributions. In addition, the increase could affect the determination of who is highly compensated for nondiscrimination testing purposes.
- Whether eligibility for other benefits depends on exempt status: If eligibility for health benefits or other fringe benefits depends on an employee’s exempt status, more workers being classified as nonexempt could result in more employees being eligible to receive these benefits.
The salary level for EAP employees will increase to $1,128 per week and $151,164 per year for HCEs.
Fire Prevention Tips for Small Businesses
To prevent fires and ensure the safety of employees and customers, small business owners should consider the following best practices:
Conduct a fire risk assessment. To prevent fires on a business’s property, it’s important to identify potential hazards like faulty wiring, flammable materials, and malfunctioning equipment. Then, a tailored fire prevention plan should be created to address the hazards and keep employees and property safe.
Install adequate fire detection. Investing in a reliable fire detection system helps guarantee the business’s safety and protection. This system should consist of strategically placed smoke detectors, heat detectors, and fire alarms on the business premises. Additionally, these systems must be maintained regularly to ensure proper functioning during an emergency.
Educate and train employees. Regular fire safety training sessions are crucial to maintain a safe work environment. Employees should understand how to operate fire extinguishers, evacuate safely and understand fire safety protocols. Assigned fire safety wardens can help guide evacuations and oversee drills.
Maintain electrical systems. Faulty wiring and electrical systems are a common cause of fires in small businesses. It is important to regularly inspect and maintain electrical systems to identify and rectify potential hazards. All appliances, cords and outlets must be in good working condition. Extension cords should only be used temporarily; if needed in the long term, outlets should be installed.
Control flammable materials. Flammable materials and chemicals should be stored in fire-resistant containers in designated areas with proper ventilation and away from potential ignition sources.
- Use fire-resistant building materials. When designing or renovating business premises, consider using fire-resistant materials to slow the spread of flames and buy more time to evacuate.
- Install fire suppression systems. Sprinklers or extinguishing systems installed in high-risk areas can help prevent small fires from escalating. Alternatively, if a suppression system is not available, fire extinguishers should be placed throughout the building.
- Create an evacuation plan. A clear evacuation plan with marked exit routes, meeting places, and an authority hierarchy is essential. Regular fire drills can help ensure everyone knows what to do during a fire.
- Store and dispose of waste materials safely. Waste containers should be kept at a safe distance from buildings, and clear protocols for waste management should be implemented.
- Establish clear smoking policies. If smoking is allowed on the premises, it’s important to create designated smoking areas away from flammable materials and buildings. The enforcement of strict smoking policies can help reduce the risk of fires caused by discarded cigarette butts.
- Monitor and control heat sources. Employees and employers should be vigilant with heating sources, especially during colder months, and implement strict guidelines for use. Space heaters, furnaces, and stoves should be well-maintained and positioned away from flammable materials.
Preventing fires in a small business requires a proactive and comprehensive approach that comprises conducting risk assessments, installing adequate detection systems, and educating employees about safety protocols and policies. By taking these measures, small business owners can significantly reduce the risk of fires and ensure the safety of their business, employees, and customers.