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I'd still call this "use it or lose it", just a less harsh version than a yearly reset to zero. I've never heard of anywhere doing this sort of yearly zero-res
by dpark 8y ago
I'd still call this "use it or lose it", just a less harsh version than a yearly reset to zero.
I've never heard of anywhere doing this sort of yearly zero-reset anyway. Wouldn't this make it literally impossible to use the vacation earned during the last pay period of the year?
Typically the yearly reset is for awarded (as opposed to earned) PTO. e.g. On Jan 1 you reset, but back to 15 days, and you have the rest of the year to use it. I'm guessing this is also legal in California because PTO is not earned in this model.
- ghaff 8y agoSpeaking from experience. The PTO is given up-front. (Say by quarter.) There may be a grace period into the next calendar before the previous year's PTO is zeroed out. And you can potentially, by policy, go negative. It's not uncommon for companies to have some variant of this. I agree that it's not all that different from accrual caps in practice but does need a little more management to avoid losing time. ADDED: Accrual caps are also typically more along the lines of vacation earned over 18-24 months in my experience.