Most employees are sometimes more inclined to making memories than gathering material items for their personal gain. In the event you have these type of employees on your payroll, chances are that you may have to learn how best to manage their requests for time off work to fulfil their need to get on the road and make some more memories.

Time off requests are particularly not the best requests employers treat, especially when such request is submitted by a high performing employee.

While the summer season is what most employees look forward to all year long, there is a larger probability that as an employer, you will be dealing with a bunch of these requests, especially from the millennials in your workforce. Your payroll may additionally be messed up due to a day here and there taken off work to have their dreams of getting out fulfilled.

To reduce the burden you have to deal with at these times and also to stay in compliance with the contents of the Labor Law Compliance Center posters, below are some tips that is recommended to help you relax better while your employees take the day off to have some fun.

1. Create and document a time off policy.

An employee handbook is key to compliance of your small business to the Labor Law Compliance Center posters. The employee handbook is a resource where employees can find answers to some of their frequently asked questions thus in clear terms dispelling their misconceptions.

In the employee handbook, be sure to be in compliance with the Labor Law Compliance Center posters’ content by outlining the expectation you and the business have of the employees especially as regards time off requests. For example, you may require employees to give at least two weeks of notice ahead of their time off.

2. Hire extra help.

In the summer months, there is a chance that your business may run short of hands especially for those who have a vast majority of millennials in their employ. The best way to handle this minor setback will be to have extra hands employed to cover the shifts and time off work requested by your regular employees. Employment in this case can be in the form of a temporary work, an internship, student home for summer or more. However, in doing this, be sure to be mindful of the ACA requirements and also to stay in line with the contents of the Labor Law Compliance Center posters.

3. Allow overtime.

While the summer months are filled with millennials trying to get their groove on, most often than not, there are some employees who stay with the business and are willing to give in an extra time. Be sure to create an overtime for those employees who enjoy working extra shifts or staying a few hours past their end time.

4. Schedule in advance.

When dealing with the summer months and time offs, be sure to have scheduled your business and rotations ahead of time to allow for the employees time off while freeing up space to know whether or not an overtime or extra shift will be adequate or you will be needing extra help in the form of a temporary recruitment.