Does your employer make you record PTO hours for daycare/school delayed openings and early closings? What are the general guidelines for recording hours?
Isn't it great that work is ALWAYS open and daycare closes for rain?? 
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I'm not sure I quite understand your question. Like if daycare closes and work doesn't do I have to take time off? If so the answer is yes. I can't imagine a company that would give you free time off because your daycare closed. Very occasionally my husband's company will give them a two hour delay to get in because they know that all of their workers have kids who are also on the two hour delay or something like that.
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Yep, if I leave early or come late I have to use pto no matter the reason. Even if our company closes for snow they still take our pto!
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Yes. Last week half of our county had no power. Our office had power, though so they were open with no option for working from home (which you can't do anyways if you don't have power...)
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@travellingbee: i'm not talking about taking the whole day off, just when you need to come in late or leave early because daycare is on a delay.
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@Modern Daisy: and to answer that - yes. If I come in at 10 instead of 8:30 because daycare, I have to take an hour and a half of PTO.
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Yes, we have to take PTO for coming in late/leaving early (unless you make up the time later). I don't know what happens though if you are OUT of PTO though...
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Technically, I'm supposed to record this; however, we work so much that my boss doesn't really enforce it.
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Nope. We don't have a set amount of PTO though. As long as we work it out with our manager they don't keep track. But I also have the option of working from home if I need to.
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My boss would probably prefer that I do but I don't. I work overtime during our busy time of each month so I say it balances itself out.
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I'm on "flexitime", which means I can work flexible within certain parameters (core hours are 10am-12, 2.30 - 4pm) but I have to do my 35 hours every week.
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I can come in late/leave early if I need too, I just have to make up my time. Skip lunch, come in early the next day, ect. It's not marked down or anything, but I make a point to get my 40 hours in. Right now with doctor's appointments every week I'm taking 30 minute lunches instead of an hour to make up my time.
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Sort of. We have to record the time we work (internal and client charge codes), however my employer is flexible. So if daycare closes 2 hours early, I would just make up those hours at night (or on another day). I'm still expected to do my job, but things happen and they understand that.
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I don't have to physically record my hours. I'll usually just shoot my supervisor an email saying I'll be in ___ hours late and I'll stay late to make up the time/work from home to make up the time.
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@Adira: i wonder this as well! I've already used 5 days total and am getting worried that I won't be able to take any "real" days. So far they've all been due to sickness and daycare closings.
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As with @Cherrybee: we have flextime - as long as I work 40 hours per week they don't care what my hours are.
I can also work from home
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Yes. We use flex time for any appointments or late/early drop offs and pick ups, etc.
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No. Basically as long as I come into the office, if I come in late, leave early, leave half way (approved my boss of course), I don't get docked for it.
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Depends on how much time is used (and probably varies by manager, in reality) - like any other use of time. If it’s like an hour or so, then no I don’t record PTO used, I just make it up during the week or work from home more at night/weekend. If it’s several hours, then I do either work from home officially for half the day (or the whole day), or record PTO. Usually just record PTO because let’s be honest, you can’t really work with a toddler at home!
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Yes I do but I have to record all of my time every week anyway. And even though I am salaried, I get compensated for extra hours, either paid or extra time off. So since the company is very conscious of time, I am as well.
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Nope I can work from home and I'm a project manager/consultant so I work around the clock on different projects. If I really calculated working hours vs nonworking hours over the course of my tenure in my job, I would definitely win my case.
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I voted yes, because if I took the time off and didn't make it up then I would be expected to take PTO. But I'm able to make the time up by coming in early for a few days, staying late, or working over lunch. We don't clock in and out, so it's all on the honor system, but you're expected to put in your hours.
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Not exactly what you asked because it is my husband's job... but he is salaried and does not take PTO when he is an hour or two late or leaves an hour or two early. If he is gone until lunch or leaves after lunch he takes a half day. Otherwise his office basically trusts their employees to act like professionals in taking time. yes he does come in late sometimes, but he also works late/weekends as needed. I think it all evens out (or probably, his company ends up a little ahead still)
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I voted other, because it changes. If we are closed due to weather, then that does not count against our PTO. If daycare is closed for some reason but I do have to work, I would have to take PTO.
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Nope, I don't record it. I work in a flexible industry (software) and there's no clocking in if you're salary. You're expected to put in the hours you need and if you get in late some days or leave early, no one questions it. On top of that, my current job has unlimited PTO. Of course what you take needs to be within reason, but because it's technically "unlimited" there no system for recording when you're out.
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If I come in 30 minutes late, I can flex it over the month and make it up by staying late 30 minute another night (as example).
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I have the option of working from home if I need to take care of my kid when daycare is vlosed. My boss understands that I don't get as much work done but he doesn't make me record it.
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It depends. If it's only an hour or two and I can "make it up," then no. If its, like, half the day, then yes. My immediate supervisor is pretty flexible.
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I use vacation time if that happens.
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I'm a teacher so if daycare is closed schools are closed too. But for DDs appointments I have to use a 1/2 sick day which sucks, even if I would only be 30min late
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I don't have to use PTO for leaving early or arriving late. The only time I would have to do that is if I'm missing an entire day. According to our guidelines, anything more than 15 mins counts as a day worked for a salaried employee.
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I can work from home for the occasional day care closures but if I'm taking my daughter to the doctor, by law in NY, I have to report my time as part of some new 40 hours of paid time off for sicknesses (mine or my kids) including doctor's visits. Which sucks because previously, it was just understood I would make sure work got done before I left for the day. Now it has to get recorded so should I exceed 40 hours it's frowned upon.
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Same rules apply as they do to say going to a dr appointment, I have to make up the hours elsewhere. No special treatment for parents, you know?
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If I make up the hours, I don't have to use PTO. If I'm late but leave at my regular time (and don't log in later from home), then I do have to take time off. My boss isn't really a stickler about it, so as long as I put in my 40 hours and get my work done, I'm good.
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I'm a lawyer so my schedule is a little different. I don't have to record PTO or days off, I just have billable hour goals for the month and year.
My husband has PTO but at his office, salaried people can take up to 2 hours at a time without logging PTO (obviously not excessively, but he can leave early once in a while without logging it as PTO).
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I flex it, just like any other reason I would leave work early, doesn't matter why
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Fortunately, my work is very understanding and flexible so if need be, I can work from home. If I show up late/leave early, they don't really say anything, but there are times when we have to work late so it balances itself out over the year.
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@avivoca: Same here. And we have to submit an official leave request that has to be approved. The only thing that changes with delays (and days like today when the roads are bad but not bad enough to close the office) is that an inclimate weather policy is put into effect, and as long as there's a comment about it on the request it's automatically approved.
Still our own PTO, though, which I think is lame. I don't think it should against it if it's something out of our control.
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Nope! As long as I work that day I don't need to use PTO. But we have an unlimited PTO policy anyway - my job is super flexible.
Daycare was closed yesterday due to a water main break, so I worked a few hours while B napped, but mostly didn't work. -
We don't need to clock it as a salaried employee. We don't get overtime either though as a salaried employee!
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