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Our PTO policy changed in the middle of last year. Currently, it is setup so that an employee will earn around 4.5 hrs if they work over 60 hrs every 2 weeks. So if an employee started in the middle of the month. and worked fewer than 60 hours between their start date and the end of the month, they would not accrue any PTO. The interpretation of that policy has changed. Now, a person is considered a full time employee, regardless if they work 60 hrs, the day they start; so if they started Aug 28th, then resigned on 9/1, they would be entitled to a PTO payout for 9 hours. If that employee stays with the company, then the "normal" accrual schedule of 60 hrs would kick in on the first full month following their start date (so 9/1 in this example).
Is this possible using standard PTO Manager?
Thank you!
Thank you for using Microsoft Communities. This is Andrea, and I will assist with your question today.
It sounds like you want to give the employee a lump sum of 9 hours vacation in month 1, and then use the accrual you’ve been using historically moving forward.
Honestly, I think your best option here is to do the following:
1. When you ‘hire’ the employee and set him/her up, simply add the 9 hours of available vacation time as part of the setup process (Cards >> Payroll >> Employee >> Vac/Sick >> button >> Update Available to be 9).
2. Then, put a month ‘waiting period’ in place in the Employee PTO Maintenance window so the employee does not start to accrue until after the first month is up.
Hope this helps!
Andrea Melroe | Sr. Technical Advisor | Microsoft Dynamics GP
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