Super perplexed at the way Toast Payroll handles the TAFW settings and have been told twice now from Toast Payroll expert care that there is nothing they can do. So maybe I'm missing something...
Our state (Washington) requires a Time Away From Work policy. Accrual is 1hr for ever 40 hour worked. At the end of the year, 40 hours or less of unused sick time is carried over.
Toast is accruing this correctly. However, Toast Payroll claims they are incapable of applying a rollover cap to just the carry over bucket of 40. I've been told that the system does not recognize the difference between the current year accrual period and the carryover bucket. So if they create such a cap, it would also cap the current year accrual to 40 hours. This would go against our state law.
Here's some examples.
2024 - Employee A accrues 35 hours of sick pay. None is used. 1/1/2025 - 35 hours added to Carry Over bucket
2025 - Employee A accrues 35 hours of sick pay. None is used. 1/1/2026 - 35 hours added to a new Carry Over bucket
So starting 2026, Employee A has 70 hours of sick pay available for use. This ignores the 40 hour carry over rule.
I am being told there is nothing Toast can do besides putting expiration dates on carryover buckets. In the example, the first carry over bucket would expire completely, removing all 35 hours from the employee's availability (when in fact, 5 of the hours from that bucket should have rolled into the next year carry over bucket).
So that leaves me to check every employee at the start of the year and manually adjust their TAFW balances. We switched from ADP and never had this struggle. Am I missing something? Any other WA state restaurants - can you chime in on how your policy is set up?
The group I manage payroll for is fortunate to have many long standing employees so this is affecting more than half the staff.
