We are looking at changing our employee manual to reflect a new vacation policy and sick time policy. What are the legalities as far as doing this? I want to be fair to everyone, but am I obligated to give the employees ALL vacation or sick time per the old policy or can I give just what has been accrued to date prior to the effective date of the new policy?

We are looking at changing our employee manual to reflect a new vacation policy and sick time policy. What are the legalities as far as doing this? I want to be fair to everyone, but am I obligated to give the employees ALL vacation or sick time per the old policy or can I give just what has been accrued to date prior to the effective date of the new policy?

What do you mean by all? Only give them what they have "earned" YTD.

To clarify, what I meant was do I need to calculate the 6.67 hours per month accrual for each employee up until the effective date of the new policy or am I obligated to provide the 80 hours earned for the whole year?

To clarify, what I meant was do I need to calculate the 6.67 hours per month accrual for each employee up until the effective date of the new policy or am I obligated to provide the 80 hours earned for the whole year?

No, you are not obligated to provide an entire's year worth of time, unless you are planning on changing to the new policy at the beginning of next year.

There is no legal requirement that you provide vacation or sick pay.

Do what you wish.

Try to be fair, else your employees will be more ticked off than they will based upon this change (which, I take it, some won't like).