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Seems like #1 would be a symptom of having the policy without the culture to back it up. Was that your experience? For #2, I've worked for several companies, o
by harrylove 12y ago
Seems like #1 would be a symptom of having the policy without the culture to back it up. Was that your experience?
For #2, I've worked for several companies, only one of which had a compensation package for unused vacation. All the rest have been use-it-or-lose-it by the end of each year. Getting paid for unused time sounds like a luxury.
But I also recommend negotiating for more time off when you sign on, especially if you have several years of experience in the industry. Even if a company says first-year employees get X days of vacation you can still negotiate. Especially for cash-strapped companies, vacation may be the only part that can change.
- a_c_s 12y agoRe: #2: in some US states, if you are laid off you are entitled to be compensated for vacation days you have accrued but not used.
- taeric 12y agoThis goes to the point that time off is something you have earned. It is literally part of your compensation. So, having a policy of "take only what you need when you need it" would be akin to giving everyone access to the same bank account that runs the company and trusting them to use only what they need and/or feel is fair.
- ryandvm 12y ago#1 sounds like it could be solved with culture, but actually good culture works against solving it. Good culture means you hire considerate people and considerate people don't take more than their "fair share" (i.e. the median).
- 15155 12y agoYes, most are use-it-or-lose it, however, legally in some states you MUST be paid for the time unused (if you leave before the end of the calendar year.)