Exception
An employee is exempt from overtime (executive, administrative, or professional)
Mark the exempt status so overtime does not apply, and follow the offer letter or policy for PTO.
PTO and attendance
Velros AI gathers leave requests, attendance records, and payroll updates, and nothing's missing when payroll runs.
- PTO usage rate
- Employees near or over 40 hours in a workweek
What Velros AI runs
It calculates each employee's PTO accrual and balance from start date, tenure, and attendance, and sends it up as a draft ledger.
PTO usage rate
Employees near or over 40 hours in a workweek
Timekeeping and PTO ledger consistency
Small companies track time off in a spreadsheet or from memory, so PTO balances and any state sick-leave accrual are easy to miscount. Hours get discussed verbally and then miss payroll or get counted twice, and nobody sees in real time when a non-exempt employee is about to cross 40 hours in a week, so overtime pay and unused-PTO payout problems surface late.
A request like this, handled like this.
We gather the work as it actually arrives, and record what each step is judged against.
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Accrue and total balances
Calculate each employee's PTO accrual and remaining balance from your policy and start date, and put it in a running ledger.
Judgment Accrual follows your PTO policy and any state paid-sick-leave law, since there is no federal accrual formula. -
Take in time-off and timekeeping requests
Pull scattered PTO, partial-day, and late or early-out requests into one queue, check them against the balance, and organize them for approval.
Judgment Flag requests with an insufficient or spent balance and the reason, since a wrong approval throws off pay. -
Total attendance and flag mismatches
Total clock-ins, lateness, absences, and extra hours, and flag where a request and the actual record disagree.
Judgment Surface where the request, the approval, and the actual record disagree before it hits payroll, since catching it later means over or underpayment. -
Overtime monitoring
Total weekly hours, flag non-exempt employees near or over 40 hours in a workweek, and total the overtime-eligible hours.
Judgment Flag anyone approaching 40 hours in a workweek early, since hours over 40 require overtime pay at one and a half times the regular rate, and note whether the employee is exempt. -
Unused-PTO cleanup
Pull employees with PTO nearing a cap or year-end and summarize unused balances.
Judgment Whether unused PTO is paid out or carries over is set by your policy and state law, so bring the timing and approach to a person.
When timekeeping goes off the rails
We settle the exceptions that actually come up before they do. When a rule doesn't fit, we don't force it through. It goes to a person, with the evidence.
Exception
An absence or late arrival with no request filed
Do not deduct PTO on your own. Surface it as a facts-to-confirm item and let the person handling it decide.
Exception
PTO is accrued on two different bases (hire date vs calendar year)
Show both results side by side and confirm the single basis your policy uses.
What we check before passing time and PTO on
Anything touching money, contracts, personal data, or the brand is drafted and no further. It sends only after a person approves.
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Confirming the PTO accrual basis
The basis (hire date or calendar year) affects everyone's balance, so it is a policy call.
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Directing and approving overtime
Overtime carries a pay premium, so it is approved in advance by a person.
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Handling unused-PTO payout
It involves paying money, so a person confirms.
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Setting or changing the carryover or payout rule
It changes what employees are owed, so a person sets the timing and approach.
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Confirming timekeeping before payroll
It feeds final pay directly, so a person checks before payroll.
How you know it worked
Metrics for whether time and PTO are leaking
PTO usage rate
46% of US workers who get paid time off take less than they are offered (Pew Research, 2023)
This is a worker-level survey, so track each employee's balance in your own ledger.
Employees near or over 40 hours in a workweek
Worth measuring in-house. An overtime-cost and compliance signal by weekly hours.
Timekeeping and PTO ledger consistency
Worth measuring in-house. The count of mismatches between requests, approvals, and the actual record.
Rule
The US has no federal paid-vacation or annual-leave entitlement. Whether you offer paid time off, how it accrues, and whether unused days are paid out or carry over are set by your own policy and, in some states and cities, by a paid-sick-leave law. The FLSA sets no maximum number of hours an adult may work in a week. Instead, non-exempt employees must be paid overtime at one and a half times their regular rate for hours worked over 40 in a workweek, while employees who qualify as exempt (executive, administrative, or professional) are not owed overtime. The FMLA gives eligible employees at larger employers up to 12 weeks of unpaid, job-protected leave. Because none of this is a fixed statutory formula, treat your PTO policy and offer letters as the source of truth.
There is less that a person has to hold on to.
Once the scattered checks and repeat replies are drafted and sorted, your staff can spend the day on review and exceptions, and you look only at the decisions that matter.
Get an assessmentChecks pile up on a person.
PTO gets managed in a spreadsheet and from memory, and overtime is handled by word of mouth, then lands in payroll wrong.
The work arrives ready to go.
PTO accrual and balances and attendance are organized in one ledger, and overtime exposure surfaces early.
PTO usage rate
Employees approaching overtime
Attendance-ledger accuracy
What people ask before they hand this over
The things people actually check first about PTO and attendance.
Do you track accrual for newer employees too?
Yes. We track PTO and any state sick-leave accrual per your policy from the start date and keep it in the ledger.
Does Velros AI direct overtime on its own?
No. We flag when someone is nearing 40 hours in a workweek and total the hours, but directing and approving overtime is a person's call.
What to sort out next
Share reviewed before signing
Contract review
Contract review
Contract review can be joined up the same way, on the channels you already use, from intake through to the approval queue.
Filing-deadline compliance rate
Compliance deadline calendar
Compliance deadline calendar can be joined up the same way, on the channels you already use, from intake through to the approval queue.
Brand-protection coverage
Trademark and brand protection
Trademark and brand protection can be joined up the same way, on the channels you already use, from intake through to the approval queue.
See every workflow
Inquiries, bookings, quotes, order updates. You can compare the work that keeps a person busy, side by side.