Chapter 8 Discussion Summary: Complete guide to human resources and the law

Integrated paid time-off policies is a system that attends to the workers’ needs by giving them the right to take certain days off from their duty post. In this system, the worker does not need to state the reason as to why they will be away from work (Shilling, 2016). As compared to the multiple specified paid time-off policy that states clearly about sick time not being used for workers’ personal or vacation time. Thus, the system manages to provide its workers with a certain amount of vacation that will be paid such as in a year one is only given six days of rest.

With my role as an employer, I would espouse the policy of integrated paid time-off policies to my workforce (Balser Group, 2014). From the definition, the policy has managed to reduce the number of unscheduled absenteeism, and the company will realize income continuity. The other benefit is that employees are healthy while at work because they create incentives to suit them as employees. Furthermore, PTO supports work-life balance for employees besides valuing the associated flexibility (Jackson, Schuler & Werner, 2011). For the company, the employees do not experience work overload, are treated with respect, and are seen as adults because using the PTO is at their discretion. Such are the moves that lead to employers having some control of the unscheduled absences, which costs the company money.

The integrated paid time-off policy is known to discourage employees from lying about their real intentions of not attending to their work duties. Therefore, the company that works under the multiple specified PTO should reconsider using the integrated PTO because it is all about ensuring that their employees are given the required support when changes happen in their lives. Moreover, when they return to work such changes will help them be more focused and dedicated to their duties in the company (Pfeffer, 2010). Nonetheless, the integrated specified PTO will look at reducing financial costs for the company and will no longer be a liability for them. The policy I would like to implement for the company is one that gives employees the opportunity to use their unused time (Hill, 2013). By so doing, they will be giving them the freedom to choose on when to take their deserved rest or vacation (Solovic, 2015).


Balser Group (2014). Mandated benefits compliance guide 2015. New York, NY: Aspen Publishers Online

Hill, H. D. (2013). Paid sick leave and job stability. Work and Occupations, 40(2): 143–173.

Jackson, S., Schuler, R., & Werner, S. (2011). Managing human resources. New York, NY: Cengage Learning.

Pfeffer, J. (2010). Building sustainable organizations: The human factor. The Academy if Management Perspectives, 24(1), 34-45.

Shilling, D. (2016). Complete guide to human resources and the law. Wolters Kluwer Law & Business.

Solovic, S. (9 December, 2015). Why generous paid time off policies pay off for employees. Entrepreneur. Retrieved from

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