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About Jim Dromsky
Expertise
I can answer questions relating to Management/Executive recruitment, retention and development. How to's relating to Organizational Development, Training, Succession planning, Management assessment and when to go outside instead of promoting from within. Additionally, questions on performance based compensation incentives, employment law, harassment, etc.

Experience
James Dromsky is Founder and CEO of Orion Consulting, Inc. During his twenty-five year career he has conducted and managed Executive Search and Human Resources consulting engagements in the Consumer Products, Electronics/Computer, Financial Services, Information Services, Chemical, Pharmaceutical, Transportation and DOD related industries. Prior to founding Orion Consulting, Inc., Mr. Dromsky functioned as Engagement Manager and Consultant for regional and national Search and Consulting Firms. He has successfully completed Search assignments for positions including President, General Manager, Vice President Operations, Vice President Finance/CFO, Vice President Marketing/Sales, Vice President Manufacturing, Vice President Engineering, Vice President R&D, Vice President Human Resources as well as Managerial, Supervisory and Professional Direct Contributor positions in all functional areas. As President of Orion Consulting for the past 23 years, Mr. Dromsky is directly involved in and responsible for all Search and Consulting engagements. These engagements have ranged on the Search side from a single top management assignment for a start-up firm to a 75 hire multi-year reconstruction of a major appliance manufacturing concern. The Consulting engagements have ranged in scope from individual assignments such as a targeted salary survey; development and implementation of database applications for a H.R. Information System in the consulting industry; design and growth of a software development team for the information services arena to the conceptualization and installation of a complete corporate Human Resources function. Mr. Dromsky received his education in Biology and Chemistry from Rutgers, the state university of New Jersey. In addition, he has taken graduate course work at the same university in the area of Business and Marketing. Mr. Dromsky served in the U.S. Navy, which included a tour of duty in Southeast Asia.

Education/Credentials
Mr. Dromsky received his education in Biology and Chemistry from Rutgers, the state university of New Jersey. In addition, he has taken graduate course work at the same university in the area of Business and Marketing. Mr. Dromsky served in the U.S. Navy, which included a tour of duty in Southeast Asia.

Past/Present Clients
Client list furnished upon request

You are here: Experts > Jobs/Careers > Human Resources > Human Resources > Holiday/Vacation Pay

Human Resources - Holiday/Vacation Pay

Expert: Jim Dromsky - 10/29/2009

Question
My husband recently received an email with new conditions surrounding the Thanksgiving Holiday. His company has decided that employees will be required to use vacation time for the day after Thanksgiving in order to receive pay for the holiday. If an employee does not have vacation time remaining they will be required to take the entire holiday week off without pay. Are there any issues with this policy? He is an exempt salary employee. Thank you.

Answer
Casey: Please email me a copy of the email received so that I may be sure of the facts. Based on what you wrote here is my answer
Given the current economic situation many companies are strapped for cash and are not in a position to do the things they used to. I assume this is a one shot deal for this holiday?
First, yes they can have an employee use personal or vacation days for the day after a holiday
But lets keep it simple. They cannot require your husband to use a vacation day to get paid for a paid holiday that occurs before the day in question. Most companies require you to be present the last working day before a holiday but not this. Either the email was poorly written or someone in HR is on drugs. The other part simply is beyond my understanding if I read it correctly that an employee without vacation days will be required to take the entire week without pay. Again Stupid, stupid stupid.
Now, as to what to do about it, in your husbands case, I assume he has the vacation day to cover the deal. If so and he feels that he has been well treated over the time of his employment, don't throw a rock. Sit down and discuss the situation with the HR folk or his boss but just try to find out what's happening here and let them know they are moving toward a bad place legally.
By the way, is your husband exempt or non-exempt? If he is salaried it is even crazier.
Let me know further info on this issue and what happens.
Jim

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