The following time-off rules come pre-delivered with a new iBE system. You can use them as-is or edit/create/delete them in time-off type settings.

• Earned Leave - used for vacation or other earned paid time-off, accrued monthly based on months of service (12 days per year in year 1, then 15 days per year, then 20 days per year in year 3 and finally 24 days per year after five years of service)
• Earned Leave for hourly workers - earns an hour of leave for every "10" hours worked based on actual time booked in a timesheet (as opposed to based on the years or months of service)
• Sick Leave - accrued annually (10 days/year by default)
• Bereavement Leave - not accrued at all instead employees can run up a negative balance
• FMLA - unpaid leave again not accrued but allowing a negative balance to meet Family Medical Leave Act regulations in the US
• Compensatory Off time - does not accrue and does not allow a negative balance (cannot be used as delivered in other words)

Each company has its own policies and procedures regarding time-off, however more common customized time-off rules we have encountered and set-up for client are as follows:

• All our clients modify the accrual allowances, either the annual allowance or entitlements based on months & years of service
• Many clients combine vacation, sick and personal time off into a single time-off code or rule
• Companies are generally not permitted to limit the annual carry-over allowance for employees in California (because it is considered a benefit which cannot be legally withdrawn) so instead a time-off type which limits the maximum number of days that can accrue at any time of the year. You can make specific time-off types eligible for subsets or groups of employees in iBE
• Some clients allow vacation or other time-off types that accrue to be "borrowed" ahead of time, i.e. to run up a negative balance
• Some clients remove unpaid or non-accruing leave types and prefer to track them outside the system

It is not necessary to create a time off rule for fixed company holidays because they are part of the employee's holiday calendar and there is no need to record time on such dates. If holidays are floating then it is more like a time-off rule with a balance/request in which case a special time-off rule, or combining floating holidays in the usual vacation allowance, can make more sense.