CITIZEN VOICES® br> Ban "use it or lose it" vacation policies?
Jul 06, 2018
This year legislators voted down HB 1201, a bill that would prohibit “use it or lose it” vacation policies. If the bill had passed, companies would have had to pay workers for vacation time they earned but couldn’t take due to the needs of the business. (Workers would still have lost vacation they didn’t take for personal reasons).
“Should NH require employers to compensate workers for vacation time they earned, but were unable to take due to the needs of the business?”
Discussion held on Citizens Count website and Facebook page June 17, 2018
What Participants Said
Yes: 126 citizens were in favor of requiring employers to compensate workers for vacation time they earned, but were unable to take due to the needs of the business.
- “Yes of course. It's part of the employee benefits package. Otherwise, the employee should earn more money.”
“Yes. In a medical setting many can not use vacation time because the patients must come first!"
““Vacation time” is an EARNED benefit, therefore should NOT be subject to "use or lose". It's the SAME as money in the bank, and you don't see banks saying "use your money or lose it in a year" now do you?”
No: 40 citizens were opposed to requiring employers to compensate workers for vacation time they earned, but were unable to take due to the needs of the business.
“No. Private business is between the employer and the employee. If the employee is being treated unfairly, time for a new job. Shouldn't be too difficult with 3.9% unemployment.”
- “If you take a job and don't like the terms you agree to when you got the job, you only have yourself to blame.”
“Up to the business to decide. They cut a check for time earned. My experience anyway. Union contract or employee handbook usually discusses this.”
Other: 17 citizens addressed their comments to related questions and issues.
- Many businesses already compensate for unused vacation: “I never had an employer who wiped out earned time off; when I left one company after 15 years I had 20 vacation days coming, and was paid for them...”
Depends on the situation: “If they're not allowed to take it and it's not carried over, yes. If they choose to work as a favor and it is carried over to next year, no.”
The ‘need of the business’ shouldn’t be a factor: “… If an employee is unable to use their vacation due to the needs of the business that is the employers fault, not the employees. I see a great potential for abuse here...”
*Editor selection of actual participant quotes.