Time Off

I know this is a bit out of the ordinary to be asking here, but I figure everyone will have some valid input on the subject.

At my current workplace, we are in a debate over how the staff time off requests are handled. Here are two solutions, one of which is in place now (and everyone hates):

Solution #1 - "It's your responsibility"
The current system relies on the individual requesting the time off to locate a replacement. The replacement must be a current employee, not scheduled for the requested time off, and possess the skill necessary to cover the position. Time off requests must be made in advance and a replacement found, else the individual requesting the time off is required to work.

Solution #2 - "Let's have a swing shift next to the normal shifts"
In this proposed solution, time off requests will need to be filed at least 1 week in advance. The normal schedule will be populated with full time and part time staff members. These staff members will be given a fixed schedule each quarter. The time off requests will then be filled by an additional 2 or 3 part time "swing shift" members, who will be provided a different schedule each week. These time off requests, though, may be filled by a fixed-schedule employee if necessary or desired.


I am already well aware of the flaws in solution #1 and can spot some within solution #2, but I want to hear your opinions and suggestions. Do you have an idea of a better time off solution? Share it! It would be much appreciated!

There's a maze of laws regarding time off and these can vary from city, county, state, country. Even in the USA there's things like SF, CA's new fangled mandatory sick leave law. Were you ill with the flu are they to tell you "we're sorry, but this is not a convenient time for your influenza. We'll have to reschedule this illness"? Obviously not. Not to mention maternity leave, death or serious illness in your immediate family, or just life emergencies. It also all depends on your FLSA status and your full time/part time, salary/hourly (also FLSA)

As long as its in the law I don't think these general "policies" are unreasonable. We were expected to basically plan our vacations at the beginning of the year based on tenure. So I strung them all together (I'm still on vacation now in fact ... near Telluride, CO).

One thing though is employers who value good team members on their payroll generally are flexible and have excellent policies. Our PTO policy keeps me working there and it would more than compensate for a $5k or even $10k salary boost if I was offered the same job elsewhere with the typical 10 day starting time off.

I work in HR. I'm almost wholly systems now but had a good deal of exposure to the management actions in my time. Keeping people happy is the function of HR.

But this sounds like the way factory assembly lines work. Cross-training and having buffer resources solves the whole problem but the companies with those mentalities are maxing out the bottom line so good luck ... :-(