Dear Community,
I was wondering if others face the same dilemma, and could let me know how you deal with it:
Let’s say an employee has an entitlement of 15 paid vacation days in a calendar month, and before they leave the company (at the end of June, in this specific case), they only take 12 days, hence 3 are left at the end of employment, which they request to be paid out, so they can’t make use of it at a next employer, but receive compensation for it. How do you treat these 3 days?
Booking them just for the sake of having their balance at 0 feels incorrect and creates a reporting/attendance issue. Manually adjusting their entitlement down to 12 also feels incorrect, because, after all, they either got time off or a payment for 15 days, to which they were all entitled. Leaving these 3 days to just generally expire with our carryover policy is also incorrect, as they do not have anything left after the end of their employment. However, if I leave the days as they are, they will expire as per our carryover policy.
I’m happy to hear how others deal with this matter!
Cheers,
Sándor