9+ Free Accrued Time Off Calculator

This tool is a mechanism used to determine the amount of paid leave an employee has earned over a specific period. It functions by applying a defined accrual rate (e.g., hours per pay period, days per month) to the hours worked or time employed. For instance, an employee might accrue 2 hours of vacation time for every 40 hours worked. The calculator tracks these accruals, subtracting any time off taken to provide a current balance of available paid leave.

The importance of this calculation lies in its ability to ensure accurate tracking of employee benefits, promoting transparency and compliance with labor laws or company policies. Efficient tracking mitigates potential disputes regarding earned time off, facilitates workforce planning, and supports employee morale. Historically, manual methods were utilized; however, automated systems have significantly reduced errors and administrative burdens.

Understanding how these calculations operate, their benefits for both employers and employees, and the various methods used to perform them are essential for effective human resource management. The following sections will delve into the practical applications, benefits, and common methods associated with these calculations.

1. Accrual Rate Definition

The accrual rate definition forms the cornerstone of any effective system for calculating earned time off. This definition establishes the precise amount of leave employees accumulate over a given period, directly influencing the output and accuracy of any “accrued time off calculator.”

Establishing the Accrual Basis

The accrual basis defines the unit of measure for earning time off. This can be hourly (e.g., 0.05 hours of vacation per hour worked), bi-weekly (e.g., 4 hours of sick leave per pay period), or monthly (e.g., one day of personal time per month). Selecting the appropriate basis depends on the organization’s payroll schedule and leave policies. Incorrectly defining the accrual basis leads to inaccurate calculations within the “accrued time off calculator,” resulting in potential legal and financial repercussions.
Variable Accrual Rates

Organizations often implement tiered accrual rates based on factors such as tenure or job classification. For example, an employee with five years of service may accrue vacation time at a higher rate than a newly hired employee. This complexity necessitates that the “accrued time off calculator” be configured to accommodate these variable rates and automatically adjust them as an employee’s tenure increases. Without this capability, the system produces inaccurate accrual balances.
Maximum Accrual Limits and Carryover Policies

Many organizations establish maximum accrual limits, restricting the amount of time an employee can accumulate. Carryover policies dictate whether employees can transfer unused leave to the following year and, if so, how much. These parameters must be accurately incorporated into the “accrued time off calculator” to prevent balances from exceeding defined limits and to manage the proper application of carryover rules. Failure to do so can lead to incorrect accrual balances and potential policy violations.
Impact of Unpaid Leave

The accrual rate definition must address how unpaid leave affects the accrual of paid time off. Some organizations suspend accrual during periods of unpaid leave, while others continue accrual at a reduced rate. The “accrued time off calculator” needs to be configured to correctly handle these scenarios. Inconsistent or incorrect handling of accrual during unpaid leave can lead to inaccuracies in the employee’s accumulated leave balance.

In summary, the accrual rate definition is a critical input for any tool designed to calculate accrued time off. Accurately defining the accrual basis, accommodating variable rates, implementing accrual limits and carryover policies, and handling the impact of unpaid leave are crucial for ensuring the reliability and validity of the “accrued time off calculator.” A well-defined accrual rate ensures both the organization’s compliance and employee satisfaction with respect to their earned time off benefits.

2. Balance Tracking Accuracy

Balance tracking accuracy constitutes a fundamental requirement for effective use of any system designed to calculate earned time off. It ensures that the accrued time balances presented by such a tool reflect the actual amount of leave an employee has earned and is entitled to utilize.

Real-time Updates and Integration

The system should provide real-time updates to employee balances following leave requests, approvals, or adjustments. Integration with payroll and HR systems is crucial for automating these updates and minimizing manual entry errors. A system that lacks these features can easily generate inaccurate balances, leading to disputes and potential legal issues. For example, if an employee takes two days of vacation and the system does not immediately reflect this deduction, the employee may inadvertently request more leave than available, creating scheduling conflicts and financial discrepancies.
Audit Trails and Reconciliation

Comprehensive audit trails are essential for maintaining balance tracking accuracy. The system should record all transactions affecting employee balances, including accruals, deductions, and adjustments, along with timestamps and user identification. Regular reconciliation processes, comparing system balances with payroll records and employee documentation, are necessary to identify and correct any discrepancies. Without these features, it becomes difficult to trace and resolve errors, undermining the credibility of the system.
Handling of Partial-Day Absences

Many employees take time off in increments smaller than a full day. The system must accurately handle partial-day absences, deducting the appropriate amount of leave from the employee’s balance. This requires the system to support decimal or fractional values for leave balances and to calculate deductions accordingly. A system that only supports whole-day deductions can lead to inaccurate balances, particularly for employees who frequently take partial-day absences.
Preventing Negative Balances

The “accrued time off calculator” should prevent employees from requesting more leave than they have accrued, thereby avoiding negative balances. This can be achieved through system controls that validate leave requests against current balances and provide warnings or rejections when requests exceed available time. While some organizations may allow limited negative balances under specific circumstances, the system should provide clear alerts and require supervisory approval for such instances. Failure to prevent or manage negative balances can distort financial reporting and create administrative complexities.

Balance tracking accuracy is not merely a technical feature but a critical requirement for fair and transparent leave management. Accurate balances build employee trust, reduce administrative burden, and ensure compliance with legal and organizational policies. A robust and reliable “accrued time off calculator” must prioritize balance tracking accuracy to deliver these essential benefits.

3. Policy Compliance Assurance

Effective policy compliance assurance is intrinsically linked to the functionality of a reliable tool for calculating accrued time off. The calculator serves as a mechanism to enforce organizational leave policies consistently and transparently. Discrepancies between calculated accruals and established policies can lead to legal vulnerabilities and employee grievances. For example, a policy stipulating a maximum accrual limit must be reflected in the calculator’s configuration. Failure to implement this constraint could result in balances exceeding permitted levels, potentially triggering policy violations and associated penalties. In essence, the calculator’s precise configuration and adherence to policy parameters are essential components of ensuring compliance.

The calculator’s reporting capabilities also play a crucial role in compliance monitoring. Reports generated by the system can identify potential anomalies, such as employees approaching maximum accrual limits or patterns of excessive leave usage. This information allows management to proactively address policy adherence and mitigate potential risks. Furthermore, accurate record-keeping within the calculator provides an audit trail, demonstrating due diligence in complying with labor laws and internal regulations. For instance, if an employee disputes their accrued time balance, the calculator’s detailed transaction history can serve as evidence of accurate calculation and policy application.

In conclusion, a robust calculator for accrued time off is not merely a tool for managing employee leave; it is a critical instrument for upholding policy compliance. Its accuracy and configuration must align with organizational policies and legal requirements to prevent violations and maintain a fair and transparent system. Without proper implementation and oversight, the calculator’s potential to ensure compliance remains unrealized, increasing the risk of legal challenges and diminished employee trust.

4. Automated System Integration

Automated system integration, in the context of accrued time off calculation, denotes the seamless interconnection of software platforms to streamline and enhance leave management processes. Its relevance stems from the potential to minimize manual data entry, reduce errors, and improve the overall efficiency of tracking employee leave balances. This integration is a cornerstone of modern HR management, providing real-time visibility into employee time off and ensuring accurate adherence to organizational policies.

Payroll System Synchronization

Integration with the payroll system allows for automatic deduction of paid time off hours from employee balances when processing payroll. This eliminates the need for manual adjustments and ensures that employees are compensated accurately for their time off. For instance, if an employee uses 40 hours of vacation during a pay period, the system automatically reflects this reduction in the employee’s available vacation balance and adjusts their paycheck accordingly. This synchronization minimizes discrepancies between accrued leave and actual payouts, reducing the risk of financial errors.
HR Management System (HRMS) Connectivity

Connecting the “accrued time off calculator” to an HRMS centralizes employee data and simplifies leave request workflows. Employee demographic information, employment status, and leave eligibility rules are automatically populated and updated, eliminating manual data entry and reducing the likelihood of errors. When an employee submits a leave request, the HRMS verifies their eligibility and available balance before routing the request for approval. This connectivity ensures that leave requests comply with organizational policies and that employee balances are accurately maintained.
Time and Attendance Tracking Interoperability

Integrating with time and attendance systems provides real-time data on employee work hours, which is essential for calculating accrued time off, particularly for hourly employees. The system automatically tracks hours worked and calculates accrual based on pre-defined rates. This integration removes manual tracking and reduces the risk of errors in accrual calculations. An employee working overtime may accrue time off at a different rate, and the system must automatically accommodate this variation. The accurate tracking of hours worked is paramount for generating precise accrual balances.
Reporting and Analytics Platform Integration

Linking the “accrued time off calculator” with reporting and analytics platforms provides insights into leave patterns and trends. This data can be used to identify potential issues such as excessive absenteeism or burnout, allowing management to proactively address workforce planning and employee well-being. For example, the system can generate reports showing the average amount of time off taken by employees in different departments or the number of employees approaching maximum accrual limits. This integration empowers data-driven decision-making and improves the overall management of employee time off.

These facets of automated system integration coalesce to form a more efficient and accurate method of managing accrued time off. By connecting disparate systems, organizations can reduce administrative overhead, minimize errors, and improve the overall employee experience. This integration is not merely a technological upgrade but a strategic imperative for organizations seeking to optimize their HR processes and maintain compliance with labor laws.

5. Reporting Functionality Clarity

The effectiveness of an “accrued time off calculator” is significantly amplified by the clarity of its reporting functionality. Without clear and accessible reporting, the data generated by the calculator remains opaque, hindering informed decision-making and policy adherence.

Accrual Summary Reports

These reports provide an overview of accrued, used, and available time off for individual employees or groups of employees. They are essential for employees to understand their leave balances and for managers to monitor leave usage patterns. For example, a summary report might show that an employee has accrued 80 hours of vacation time, used 32 hours, and has 48 hours remaining. The implications are clear: transparency in accrual facilitates workforce planning and reduces disputes.
Policy Compliance Reports

Compliance reports identify instances where employees are approaching maximum accrual limits, violating carryover policies, or exhibiting excessive absenteeism. These reports enable proactive intervention to prevent policy violations and mitigate potential risks. For example, a compliance report might flag employees who are close to exceeding their maximum vacation accrual, prompting managers to encourage them to take time off. This ensures compliance and prevents the organization from incurring liabilities.
Utilization Analysis Reports

Utilization reports provide insights into how employees are using their time off, including the types of leave taken (e.g., vacation, sick leave, personal time) and the frequency of leave requests. These reports can reveal trends in employee absenteeism, identify potential burnout issues, and inform workforce planning decisions. For example, an analysis report might show that a particular department has a higher rate of sick leave usage than other departments, prompting investigation into potential workplace health and safety concerns. This proactive analysis supports employee well-being and operational efficiency.
Audit Trail Reports

Audit trail reports track all transactions affecting employee leave balances, including accruals, deductions, and adjustments. These reports provide a transparent record of all changes and are essential for resolving disputes and ensuring compliance with labor laws. For example, an audit report might show that an employee’s vacation balance was adjusted due to an error in the initial accrual calculation, providing a clear explanation for the change. This transparency fosters trust and reduces the potential for legal challenges.

These reporting facets, when implemented with clarity, transform the “accrued time off calculator” from a mere tracking tool into a strategic asset. Accessible and transparent reporting empowers employees, supports managers, and ensures organizational compliance, enhancing overall efficiency and fostering a positive work environment.

6. Leave Request Management

Leave Request Management serves as the operational framework through which employees initiate, and employers process, requests for time away from work. This framework directly interfaces with any system designed to calculate accrued time off, ensuring that leave requests are validated against available balances and organizational policies. The effectiveness of this interaction is critical for maintaining accurate leave records and ensuring workforce continuity.

Automated Request Submission and Approval

Automated systems facilitate the electronic submission of leave requests by employees. These requests are then routed to designated approvers, such as managers or supervisors, for review and approval. This process eliminates paper-based workflows, reduces processing time, and provides a clear audit trail of all leave requests. For example, an employee can submit a vacation request through a web-based portal, which automatically notifies their manager. The manager can then approve or deny the request based on factors such as team workload and the employee’s available vacation balance. If approved, the system automatically updates the employee’s leave balance, ensuring accurate tracking of available time off. The automated process integrates seamlessly with the “accrued time off calculator,” providing real-time validation of leave balances.
Leave Balance Verification and Validation

Prior to approval, a leave request must be validated against the employee’s available leave balance. This verification process ensures that employees do not request more time off than they have accrued. The “accrued time off calculator” provides the necessary data for this validation. If an employee attempts to request more leave than their available balance, the system generates a warning message or prevents the request from being submitted. This measure prevents negative leave balances and ensures compliance with organizational policies. The validation process is integral to accurate leave management, preventing potential disputes and financial discrepancies.
Integration with Scheduling Systems

Effective leave request management integrates with scheduling systems to minimize disruption to operations. When an employee’s leave request is approved, the scheduling system automatically updates the schedule, reflecting the employee’s absence. This integration enables managers to plan for coverage and allocate resources accordingly. For instance, if a retail employee requests a week of vacation, the scheduling system automatically flags the absence and alerts the manager to find a replacement. This ensures adequate staffing levels and prevents service disruptions. Such integrated systems improve operational efficiency and reduce the burden on managers.
Reporting and Analytics on Leave Requests

Leave request management systems generate reports on leave request patterns, providing insights into employee absenteeism, leave utilization, and approval rates. This data informs workforce planning, identifies potential burnout issues, and supports policy evaluation. For instance, a report might reveal that a particular department has a high rate of sick leave requests, prompting further investigation into workplace health and safety conditions. Analysis of leave request data provides actionable insights for improving employee well-being and optimizing operational efficiency. This data-driven approach supports proactive management of leave resources.

These facets of leave request management underscore its essential connection to the “accrued time off calculator.” The calculator provides the critical data needed for validating leave requests, maintaining accurate balances, and generating insightful reports. Effective leave request management, in turn, ensures that the data within the calculator remains accurate and relevant, supporting informed decision-making and efficient workforce planning.

7. Employee Benefit Visibility

Employee benefit visibility represents the degree to which employees can readily access and understand information regarding their entitlements, including accrued time off. A system for calculating accrued time off serves as a central tool in enhancing this visibility. Transparently displaying accrual rates, available balances, and usage history fosters employee trust and engagement.

Personalized Accrual Statements

Individualized statements detail each employee’s accrual rate, carryover policies, and current balance of vacation, sick, and personal time. These statements, generated by the “accrued time off calculator,” clarify how time off is earned and managed. For example, a statement might indicate that an employee accrues 6.67 hours of vacation time per month and has a maximum carryover limit of 40 hours. This clarity empowers employees to plan their time off strategically and reduces inquiries to human resources.
Self-Service Portal Access

A self-service portal allows employees to access their accrued time off information independently, without requiring assistance from HR personnel. This portal integrates directly with the “accrued time off calculator,” providing real-time updates on balances and transaction history. Employees can review their accrual rates, request time off, and track their leave usage. This self-service capability enhances convenience and promotes transparency.
Mobile Accessibility

Mobile accessibility extends employee benefit visibility beyond the desktop, enabling employees to access their accrued time off information from smartphones or tablets. This feature enhances convenience and allows employees to manage their leave balances while on the go. For example, an employee can check their available vacation time before making travel arrangements or request sick leave from home. This mobile accessibility promotes employee engagement and improves work-life balance.
Proactive Notifications and Reminders

Automated notifications and reminders inform employees about important deadlines, such as approaching maximum accrual limits or expiring carryover balances. These notifications, triggered by the “accrued time off calculator,” encourage employees to use their time off strategically and prevent the loss of earned benefits. For example, an employee might receive a notification reminding them that they are approaching their maximum vacation accrual and should schedule time off before the end of the year. This proactive communication helps employees maximize their benefits and prevents potential policy violations.

These facets of employee benefit visibility collectively reinforce the importance of a transparent system for calculating accrued time off. By providing employees with clear and accessible information about their leave entitlements, organizations foster trust, engagement, and compliance. The “accrued time off calculator” serves as a vital instrument in delivering this visibility, ensuring that employees are well-informed about their benefits and empowered to manage their time off effectively.

8. Data Security Measures

The integration of robust data security measures is paramount for any system managing accrued time off. Given the sensitive nature of employee data, including personal information, salary details, and leave balances, safeguarding this information from unauthorized access and cyber threats is a critical imperative.

Encryption of Sensitive Data

Encryption involves converting data into an unreadable format, rendering it unintelligible to unauthorized parties. This measure is crucial for protecting sensitive information within the “accrued time off calculator,” both during transmission and at rest. For example, employee names, identification numbers, and leave balances should be encrypted to prevent unauthorized access in the event of a data breach. The utilization of strong encryption algorithms is essential for maintaining data confidentiality.
Access Control and Authentication

Rigorous access control mechanisms restrict access to the “accrued time off calculator” based on user roles and permissions. Multi-factor authentication (MFA) adds an extra layer of security, requiring users to provide multiple forms of identification before gaining access. For example, employees might need to enter a password and a code sent to their mobile device. This prevents unauthorized access even if a password is compromised. Proper access controls and authentication protocols are essential for preventing internal and external threats.
Regular Security Audits and Penetration Testing

Periodic security audits and penetration testing identify vulnerabilities within the “accrued time off calculator” and its underlying infrastructure. Security audits assess the effectiveness of existing security controls, while penetration testing simulates real-world cyberattacks to uncover weaknesses. For example, a penetration test might reveal a vulnerability in the system’s authentication process, allowing attackers to bypass security measures. Addressing these vulnerabilities proactively minimizes the risk of data breaches and ensures the ongoing security of the system.
Data Backup and Disaster Recovery

Comprehensive data backup and disaster recovery plans ensure business continuity in the event of a system failure, natural disaster, or cyberattack. Regular backups of the “accrued time off calculator” data should be stored in a secure, offsite location. Disaster recovery plans outline the steps necessary to restore the system quickly and efficiently. For example, if a ransomware attack encrypts the system’s data, the organization can restore the system from a recent backup, minimizing data loss and downtime. Robust backup and recovery procedures are essential for mitigating the impact of unforeseen events.

These data security measures collectively contribute to the protection of sensitive employee information within the “accrued time off calculator.” By implementing robust security controls, organizations can minimize the risk of data breaches, maintain compliance with privacy regulations, and foster employee trust. The ongoing commitment to data security is essential for safeguarding this critical system and its valuable data assets.

9. Customization Options Available

The capacity for customization directly influences the effectiveness and applicability of any “accrued time off calculator.” Tailoring the calculator to specific organizational needs and policy variations is essential for accurate leave management. The degree to which these options are available dictates the suitability of the tool for diverse operational contexts.

Accrual Rate Configuration

This facet involves setting the accrual rate based on various parameters, such as tenure, job classification, or hours worked. The ability to customize accrual rates ensures that the calculator aligns with an organization’s specific leave policies. For example, a company may offer different accrual rates for employees with less than five years of service versus those with more than five years. Without the option to customize these rates, the calculator cannot accurately reflect the organization’s policy, leading to errors in leave balances and potential legal issues.
Leave Type Definition

Organizations may offer various types of leave, including vacation, sick, personal, and bereavement leave. The capability to define and categorize these leave types within the calculator is essential for accurate tracking and reporting. For instance, a company may have specific policies regarding the use of sick leave versus vacation leave. If the calculator cannot differentiate between these leave types, it becomes difficult to enforce the organization’s policies and track leave usage effectively.
Carryover and Maximum Accrual Limits

The ability to configure carryover policies and maximum accrual limits is critical for preventing excessive accumulation of leave balances. These parameters define how much unused leave employees can carry over from one year to the next and the maximum amount of leave they can accrue. For example, a company may allow employees to carry over up to 40 hours of vacation time and limit the maximum accrual to 240 hours. Without the option to customize these limits, the calculator may not accurately reflect the organization’s policy, leading to financial liabilities and administrative complexities.
Reporting Parameters and Data Fields

Customization extends to the types of reports generated by the “accrued time off calculator” and the data fields included in those reports. This allows organizations to tailor the reporting functionality to their specific needs and analytical requirements. For example, a company may want to generate reports showing leave utilization by department or employee demographics. If the calculator cannot be customized to include these data fields, it limits the organization’s ability to gain valuable insights into leave patterns and trends.

These customizable facets are not merely cosmetic enhancements; they are fundamental to ensuring the accuracy, relevance, and utility of the “accrued time off calculator.” The more adaptable the calculator is to the specific needs and policies of an organization, the more effectively it can manage employee leave and support overall workforce planning.

Frequently Asked Questions Regarding Accrued Time Off Calculators

The following section addresses common inquiries concerning the functionality, application, and limitations of mechanisms designed to determine earned time off balances.

Question 1: What is the fundamental purpose of an accrued time off calculator?

The primary purpose is to accurately determine the amount of paid leave an employee has earned based on established accrual rates and time worked. The calculation provides a real-time or near-real-time view of available leave balances, facilitating both employee planning and organizational resource management.

Question 2: How does an accrued time off calculator differ from traditional leave tracking methods?

Traditional methods often involve manual tracking via spreadsheets or paper records, which are prone to errors and inefficiencies. An “accrued time off calculator,” particularly when integrated with HR systems, automates the tracking process, minimizing manual data entry, reducing errors, and providing greater transparency.

Question 3: What factors influence the accrual rate used within these calculators?

Accrual rates can be influenced by several factors, including employee tenure, job classification, hours worked, and organizational policies. Some organizations may offer tiered accrual rates based on years of service, while others may have different rates for full-time versus part-time employees. Specific labor laws may also impact accrual rate determination.

Question 4: How are partial-day absences accounted for within an accrued time off calculator?

These tools are designed to accommodate partial-day absences by utilizing fractional or decimal values. The system calculates the appropriate deduction from the employee’s available balance based on the actual time taken. Precision in this calculation is vital for maintaining accurate leave records.

Question 5: What security measures are typically implemented to protect data within these systems?

Data security measures often include encryption of sensitive information, access controls based on user roles, regular security audits, and data backup and disaster recovery plans. These measures safeguard employee data from unauthorized access and ensure business continuity in the event of a system failure or cyberattack.

Question 6: What are the potential consequences of using an inaccurate accrued time off calculator?

The use of an inaccurate calculator can result in numerous negative consequences, including employee disputes, legal liabilities, financial losses due to overpayments or underpayments, and damage to employee morale. Accurate leave tracking is essential for maintaining compliance with labor laws and fostering a positive work environment.

In summary, the utilization of an “accrued time off calculator” necessitates a comprehensive understanding of its functionality and limitations. Accurate configuration and diligent oversight are crucial for maximizing its benefits and minimizing potential risks.

The subsequent section will delve into best practices for selecting and implementing such tools.

Effective Utilization Strategies

The following guidelines offer insights into maximizing the utility and accuracy of accrued time off calculation mechanisms.

Tip 1: Establish Clear Accrual Policies: Define specific accrual rates based on tenure, job classification, and employment status. Document these policies comprehensively and communicate them clearly to all employees. Doing so minimizes ambiguity and potential disputes.

Tip 2: Integrate with Existing HR Systems: Seamless integration with payroll, HRMS, and time and attendance systems minimizes manual data entry and reduces the risk of errors. This integration ensures data consistency across platforms.

Tip 3: Implement Robust Security Protocols: Safeguard sensitive employee data by employing encryption, access controls, and regular security audits. Adherence to data privacy regulations is paramount.

Tip 4: Provide Employee Self-Service Access: Empower employees to monitor their accrual balances, request time off, and review leave history. This promotes transparency and reduces the administrative burden on HR personnel.

Tip 5: Generate Comprehensive Reports Regularly: Generate and analyze reports on accrual balances, leave utilization, and policy compliance. Use these reports to identify trends, address potential issues, and optimize workforce planning.

Tip 6: Conduct Periodic Audits: Conduct periodic audits of the “accrued time off calculator” and leave records to ensure accuracy and identify any discrepancies. Reconcile balances with payroll records and employee documentation.

Tip 7: Provide Training and Support: Offer comprehensive training to employees and managers on how to use the “accrued time off calculator” and understand leave policies. Provide ongoing support to address questions and resolve issues promptly.

Adherence to these tips facilitates the effective management of accrued time off, promoting accuracy, compliance, and employee satisfaction.

The subsequent section will conclude this discussion.

Concluding Remarks

This exploration has underscored the critical role of “accrued time off calculator” in modern human resource management. The accuracy, transparency, and policy compliance it facilitates are essential for maintaining legal adherence, fostering employee trust, and optimizing workforce planning. The integration of data security measures and customizable options further enhances its value and applicability across diverse organizational contexts. The transition from manual tracking methods to automated systems represents a significant advancement in efficiency and precision.

The continued development and refinement of “accrued time off calculator” will undoubtedly shape the future of leave management. Organizations are encouraged to prioritize the selection, implementation, and ongoing maintenance of these systems to ensure accurate, compliant, and equitable practices. The careful management of accrued time off contributes directly to both employee well-being and organizational success, necessitating a proactive and informed approach.