Calling all HR people, I have a question....

Ok, so our company gives us 10 sick days a year (which we accrue .84/per month). We have a new Executive Director and she created a new policy regarding how raises will be given. Raises have traditionally been given in line with the cost of living % increase. She wants to now give raises based on merit, which I'm all for. However, she is saying that the amount of sick time we use will also predict the raise (or lack thereof). We feel that if the company is giving us 10 sick days as a benefit and we use most or all of our sick days that we shouldn't be penalized for it, especially those of us who have children and may use our sick days for days our kids are sick. What is the ruling on this from an HR perspective? This isn't written into our employee manual by the way.

Thanks!!

Re: Calling all HR people, I have a question....

From my perpective they are within their rights to make the change regarding merit raises. There is no law that I'm aware - outside of discrimination laws - that would regulate raises.

If the company wanted to suspend raises all together, they can do that unless there is a collective bargaining agreement (union).

Our company prorates bonuses based on attendance too.

They should definitely update the handbook but they're within their right as far as I know.

Re: Calling all HR people, I have a question....

They are within their rights to do so.

However, it's a pretty crummy thing to do.

If I thought sick days were being abused, I'd work in some sort of bonus for those who worked a year and used few or none.

For the performance appraisal or salary review, I'd only take the sick days into account if the employee exceeded the amount given.