3 ms·
I don't know, in theory it sounds fine, but I really don't know how much I'd take. But coordinating with family, stuff that comes up and so on.. this is the fi
by wink 8y ago
I don't know, in theory it sounds fine, but I really don't know how much I'd take.
But coordinating with family, stuff that comes up and so on.. this is the first year I've not spent 3 days from my (not unusual for Germany) 28 days from last year and have to take them before the end of March so they don't get lost... In other years I had 30 and could've easily used 10 more.
TLDR: I prefer the German model of 24-33 days and you're encouraged to take them. Wouldn't hurt to increase the number, as long as they're really taken 90% of the time.
- gumby 8y agoThe benefit of unlimited for employees is less the long vacations, but the ad hoc needs for the off due to kid being sick, yourself being sick, etc.
- Argorak 8y agoThat would better be covered by unlimited sick leave. Which, for example, Germany has. Sick leave is covered to some extend (70% up to 30 days, fully afterwards) by the health insurance. There's a clear separation between sick leave and holidays, the first is a medical need, the second is for recreation. (which leads to the interesting case that you can call in sick during your holidays and get the days back) Folding sick leave and holidays together is weird IMHO, as you personally don't control the first, but do control the second.
- gumby 8y agoJust having undifferentiated “paid time off” means you don’t have to look into the employee’s personal life. It preserves your colleague’s privacy, has fewer bureaucratic entities involved (insurance co, HR, usv) and you don’t get into any argument about the legitimacy of an illness.