Employee Vacation Time Request Form: Fill & Download for Free

As an HR professional you need to deal with a great amount of paperwork like performance reviews, vacation request forms. Not to mention managing employees and giving attention to all of them.But emplo is a weight off your shoulders!Let me give you 4 reasons:REASON #1 emplo runs performance management, so you no longer rely on forms or questionnaires. Besides, your existing performance review can be ‘injected’ into emplo too. Let emplo automate the whole process, send notifications and, simply, do the job.REASON #2 Accepting a vacation request, or any request, takes 3 minutes. While you need 10 minutes to take a day-off. Have a look how quick and simple it is.REASON #3 Respond to your employees’ needs and connect with your teammates using the chat, groups, the newsfeed and knowledge bases. Also, save time spent on responding to internal emails and allow your employees to share ideas freely.REASON #4 Manage organizational objectives effortlessly in order to support task management and employees’ motivation. In emplo, you can record different types of objectives, individual, team and organizational. Don’t worry about tracking the progress, your employees will get notifications from the system to update their status.

Two parts to this answer: PTO is a liability issue for organizations and employee happiness is affected by not using PTO.First: vacation time is a balance sheet liability issue. It’s the equivalent of a salary you promised to pay an employee but you’re holding it for them until they request it. Now let’s say you have a culture where people don’t take all of their vacation in a year and let it accumulate. At a certain point, if that employee leaves or is dismissed, the organization is required to pay out that extra time in the form of a lump sum payment. That’s a huge cost to be holding on your books and will be sufficiently costly as the organization grows. Limiting accrued PTO is one strategy to mitigate this.The other issue is employee happiness. The reason we have PTO is because employers recognize that burnt out employees are bad for the people, their teams and the enterprise. Taking vacation helps alleviate that burden. But if people have an incentive to not take vacation and instead accrue a bubble payday at some point, they may elect to do so. Use it or lose it PTO encourages people to take that time off.

'In my experience as an Australian in corporate America, vacation is self-limited by the employees. Much as people claim they want to go on vacation and 'cut all the ties', few really do that in practice. Those that really want to do it can do it, by simply doing it. This has applied pretty much whatever environment I've worked in, large or small.Flip this around. If you really want to take vacations seriously (sic), I've seen all these strategies work:give as much advance notice as you can that a) you're going on vacation, and b) that you'll be completely unavailable.get explicit permission from your (then current) boss to take that vacation. Make sure it is in email in a clear form. If you have an online request system, use it. This is especially important if you're likely to have a new boss by the time vacation time rolls around.make some sort of non-refundable deposit or purchase towards your vacation (e.g. the plane tickets) as soon as you get permission. Preferably involve some outside people who are also committing too.when you're 4-6 weeks from your vacation date, start bringing it up at appropriate status meetings. "As I'll be gone at the beginning of October, I want to make sure I spend some time this week briefing whoever will be my backup for that period". This frequently causes a flurry, but ride it out.regardless of whether you're given time for it, make sure you take necessary steps to avoid things "blowing up" while you're gone. No-one will remember when you return that you begged for help before you left and didn't get it. They'll just remember picking up the pieces. Similarly no-one will remember that you didn't quite get everything done before you left (because you were taking necessary steps) if everything goes smoothly in your absence.when your boss comes to you a week before you're due to depart to explain why you must postpone (cancel) your vacation, don't say its impossible. Instead say, "Wow, I'd love to, but I'm meeting 3 friends and we'd all have to change our tickets and the total cost would be nearly $10k. If the company can cover that, I'm sure we can make it work". Of course, only say this if its true!! Whatever you do, DO NOT say you'll take your laptop with you and work from vacation ("Internet is really flakey there"). Unless of course you're prepared to do that, and, of course, if it won't count against your vacation time.I'm not suggesting you lie, but it is useful to remember that some vacations are viewed as more justifiable than others. Framing can be important. Going to your best-friend-forever's wedding obviously can't be missed, whereas a trip to NYC to see the performance of some aging rock legend may be viewed as frivolous. It shouldn't matter (nor be anyone's business), but sometimes it does.Don't apologise for taking a vacation. You get one life. Fun and exciting as work can be for many of us, getting away from it is renewing and affirming. You'll come back better for it (though possibly not a better employee ;) ). Your attitude towards your vacation will affect how its perceived by your coworkers and boss. Its one of the few perks left in corporate dronedom. Use it!!Once you've got the basics covered and have eked out your use-it-or-lose-it two-whole-weeks, you can start to really think about vacationing like the rest of the developed world does. Things to explore:when you're asking six months ahead for permission to use your vacation time, ask for an extra week unpaid. (And don't tell me you can't afford to lose a week's pay - you have six months to put a little aside to cover it). Its much easier to get unpaid leave way in the future. Remind your boss about all those late nights you worked last month, or the weekends you put in. Actually, ask for two weeks unpaid and then be talked back to one.take full advantage of parental leave. Any company with > 50 employees is required to give you 1 month paid and 2 months unpaid leave, and guarantee you a job when you get back. Use it, especially guys! At the very least, use the one month paid! Oh, but guys, maybe wait until the baby is old enough to be interesting & able to travel without fear of death from unseen illnesses.ask for "time in lieu" to make up that weekend you worked or all those late evenings. Its important to do this very soon after you did it. Memories fade fast. This works best if you can quote some credible external force that needs recompense (partner who has to work late, kid you promised to take to practice, sick out of town relative to visit over a long weekend).if you've been at a company for a long time, ask about a sabbatical. I.e. an extended leave of 1-3 months, typically over summer. Often fully paid. Sometimes 1/2 pay. Sometimes nothing - but with continued healthcare and other tangible benefits.attending conferences. Most large companies pay lip service to "keeping their employees trained" and have policies and a budget to match it. However the onus is on you to find the conference (6 months ahead), pitch it to your manager and handle the legwork of registration, reimbursements etc. Pick a city that is out of town (so you're not called on to come into work at the last minute and skip the conference) and preferably near some friends / something you want to visit. Add some vacation days around it. Enjoy.transfer to another division of the company and take some time off between. I had a wonderful 7 weeks in Paris because the USA division and the Australian division didn't coordinate and compare policies until I was already there. My boss went through the motions and asked if I could possibly cut my trip short by 5 weeks as company policy didn't allow for such a big gap, and then, after I politely declined, laughed and told me she 'just had to ask' and to 'enjoy my holiday!'So, to recap. Crazy though work can get, vacation, especially in larger companies, is governed more by your actions than their (non-)restrictive policies. It's key to plan ahead. But if you do so, and you remain clear in your intentions and statements, you can do quite well. Not the 8 weeks that Germans get, but something approaching reasonable -- and certainly generous by average USA standards.Good luck!!