Vacation Benefits
Ultimately, the employer has the power to dictate the amount of vacation time any employee will have in a given year. The Governor's office of business and economic development remind us that "the employer has the right to set the amount of vacation employees will earn each year, or if they will earn any at all. Employers also have the right to determine when vacations may be taken, and for how long. It is critical that vacation policies be clear about how much vacation is offered, the rate of accrual, and whether accrual begins immediately or after some period of time."
Personal Days and Holidays
As stated by the Governor's office of business and economic development, "some employers elect to grant holidays that employees may take for specific events, such as a birthday or anniversary, or at any time not associated with a specific event. The way an employer’s policy defines personal days or floating holidays is critical to the issue of whether unused days must be paid out at the end of the employment relationship. Time off which is tied to a specific event is treated as a holiday and need not be paid out at termination. Time off which is not tied to a specific event must be treated the same as vacation time, which accrues and vests, and therefore must be paid out at termination."
Moving Expenses
According to the IRS requirements for reimbursement, there are many different costs associated with moving. It depends on each company as to what they may or may not sponsor when it comes to personal moving expenses. The following two items are considered in almost every negotiation of moving when you are discussing items with a current or future employer:
- Reasonable costs associated with the transportation and storage of household goods and personal effects.
- Travel and lodging payments for expenses associated with moving from the old residence to the new residence made by the employee and the employee’s family. Meals are not included.