Selling Vacation

We actually do it twice a year and we process it with the 'regular' payroll.  Less work that way.

We do it as Colleen described. We just tax it seperately.

We do ours once a year but due to something legal found out about the doctrine of constructive receipt I it could be treated as unreceived compensation for everyone if we allowed cash outs all the time. So now, we have employees elect it at the end of the year - they can elect 1-5 hours per pay period then we pay it out the following November. Due to this we have to create LP70's for each pay period moving it from available to reserve banks. Then before the pay period in November where it is to be paid out, we move the reserve back to available and run and LP Cycle without accruals to process that move. HRIS then creates a PR35 upload for payroll to load which pays out the ETO on the regular pay check.

The weekly amount of the number of hours sold is paid to our employees each week - we receive the amount from our benefits vendor as part of a weekly benefits deduction feed. We allot our vacation up front at the beginning of the calendar year, so as part of our annual process, I use an Excel Add-ins upload to subtract the number of hours sold from the annual vacation allotted amount. I happen to be an employee who sells vacation, so I started this year with an allotment of 5 weeks (200 hours) and I sold 40 hours; so my vacation plan started the year with 160 hours. The vacation sold dollar amount is paid to me weekly and the amount is calculated as my hourly rate * number of hours sold (40) / 52.

We allow them to elect to hold back an amount once a year, who is eligible and how much they may sell is determined by a complicated formula that I'm sure stemmed from the same issue M.J. indicated.

Hours 'sold' are transfered into a holding plan set apart from the normal plan till the pay out date and are cashed out directly from that plan using a mass LP130 against the eligilbity group defining the plan. Terms and people losing eligiblity early are cashed out using an LP130 targetting an employee group set up to be the inverse of anyone eligible for the plan.