Case Studies
Enhancing Employee Benefits While Saving $312K Annually
Company X, an IT services company based in Northern California, employs 150 professionals dedicated to delivering cutting-edge technology solutions. Despite their focus on innovation and employee well-being
Streamlining Benefits Enrollment for a Large Medical Practice
J Associates is a large medical practice located in the East Bay, employing 60 healthcare professionals dedicated to providing exceptional medical care. As a growing organization
Maximizing Savings with Level-Funded Plans for a Bay Area Employer
S Inc. is a dynamic company based in San Jose, CA, employing over 150 professionals. Known for its innovative approach and young workforce, S Inc. had been providing its employees with fully insured health plans
Question of the week
Can we deny vacation requests?
Yes, but we recommend having a legitimate business reason for doing so. For example, it would be understandable to deny a vacation request if it would leave you without adequate coverage or because the employee asked with significantly less notice than required by your policy. On the other hand, denying a request because an employee might be needed, or because they used a few days off the month prior, will likely feel arbitrary and unfair and ultimately reduce morale.
If you do need to deny a request, note the business reason you couldn’t approve it and work with the employee to find an alternative time they can take off. If you discover the request is related to a medical issue, you’ll need to consider whether any local, state, or federal leave or accommodation laws apply. If one or more does, time off will likely need to be granted regardless of business needs, and whether vacation can be used at the same time will be a secondary inquiry.
