Hourly workers often accrue time off based on the time actually worked, which may or may not be under their control.

If a California-based employee leaves, check that your provider calculates the accrual on a calendar day basis. If the employee has used some of their balance, this can get tricky. 

I spoke to someone last week who was confused about how to administer her company’s sick leave policy. This HR person (or should I say “truancy officer”?) was essentially blocking people from using their time and then deleting it before they could. That’s not how that works.

Somewhere between two weeks and thirty years, it has to become something else. 

When teams don’t plan for leave, the work gets spread across people already maxed out. That’s not “lean,” it’s a recipe for burnout.