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Hi Fishes Ericsson global pvt. Ltd. has extended offer to me but they have asked to come and join at gurgaon location. I am trying to reach out to them to know if it is just about joining at Gurgaon or will i have to work from office only. But they are not responding?? I am confused a lot coz i have challenge for WFO bcoz of my father's medical concerns.
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I do think that amount of PTO is low but if you do revise it I’d be very thoughtful about how you position it. While employee feedback to drive change is great, you can’t set the precedent that a banded group of employees advocating for change will result in this outcome every time or you’ll drown from a wave of advocates. You can and should mention it was partially driven by employee feedback but more importantly an objective re/evaluation of what makes sense given your company and industry benchmarks.
Totally agree w SVP4
That is shit.
I give my nanny more paid time off and don’t have an operating profit.
People provide more value when they’re happy. You’ll be glad you did it. Others will cover while they’re out. It’s a no brainer.
Good advice is already given here but I think aside from that, you should really evaluate what about people asking for PTO that matches better with the standard causes you to be "annoyed." Great that you aren't dismissing them totally but you being "annoyed" likely means that deep down, you don't think those people deserve more realistic PTO, you feel like they may deserve it but don't like that they care to ask for it, OR that you don't like that it means you have to look into it (read: do work). None of those bode well for the HR role you occupy and what you really think about the people you are there working with.
Also, even if you are still open to hearing them out, being "annoyed" at people asking for basics still hints that you lowkey don't see as much value in what they are asking for (at least not as much as they do) and that could unintentionally affect how you approach this overall. Investigate your WHY.
That’s very low - are you in the US? I’m surprised that as an HR professional, you don’t realize how out of step your policy is with industry norms.
Add more. Do a cost analysis of days vs turnover costs. I'm sure the PTO will be cheaper.
4 weeks vacation. Plus holidays. Plus sick.
that's a weak PTO policy. we currently have 2 weeks sick/caring for family member, all the major holidays with 4-day weekends for thanksgiving, labor day, mem day, firm is closed wk of 4 july and wk btwn xmas and ny day, PLUS unlimited vacation (was 5 weeks before switching over).
2 weeks is terrible. I would never join a company that offered only 2 weeks.
Only 2 weeks plus holidays? That’s not enough.
How could you even take one international trip per year? An adequate international trip is usually ~10 days.
I get 3 weeks, 2 floating days, and 8 holidays. Plus half days around Thanksgiving, Christmas, and New Year’s Eve depending on what day they land. I will get 4 weeks vacation when I reach a few more years with the company. Sick time is separate.
This!^^
OP, would love to hear back on what you’re thinking after hearing from some other folks. And where did you compare to in order to determine 2 weeks plus Christmas Eve and NYE, plus normal Holidays is standard? What industry are you in where that is standard?
Is that inclusive of sick time?
That’s definitely low. As others have said, doing some market research on today’s expectations would help. I would encourage you to look outside of your immediate competitor set and look at similarly sized companies in other industries, especially those that (1) might have similar skill sets as well as (2) large companies in your industry where you might be competing for the same talent.
Is that regardless of seniority? That’s terrible.
Is this a US or European based company? I ask bcs that’s not a competitive PTO policy for any employee level. I’m a little surprised that you’re annoyed - as an HR professional it’s your job to objectively listen to employees, as well as understand the current and trending benefits landscape.
Not European - it would be illegal
And this is why I won’t live in ‘murica!
OP is clearly demonstrating that wherever she is, 2 weeks annual leave is (a) legal/allowed and (b) not universally considered too little. I’m fairly confident that she is in America (given most other places this is illegal!). So y’all can protest as much as you like but I’m not changing my view that this is a cultural value in the US that doesn’t fit with my values, and is one reason I choose to not live in the US. FWIW even if all high-end professionals get more than 2 weeks leave, I’m still not ok that the rest of the population gets screwed over…
I currently get five weeks of paid vacation, two weeks of sickleave, and two weeks of caregiving leave. I would not be able to work for your company. Leave is too important to me.
I would put together a table of PTO increasing with seniority. Reward as you retain them.
More PTO isn't the only solution to employee fatigue or workload concerns. Consider offering flexible work arrangements, remote work options, or even additional paid time off for specific needs like mental health days or volunteering. Get creative and find what resonates with your employees.
They banded together for more paid time off. Why not give it to them? It really is the only solution. 2 weeks from an employer is not competitive by ANY standard, no excuse. Anyone would be frustrated if they couldn’t take sufficient family vacations or travel internationally in life.
Remote work is a separate but different perk. It saves time/money on commuting and allows lunch breaks to be utilized at home. But remote work isn’t a free pass to be at home and not work during the day, and it’s not the same as PTO.
Why do HR professionals always try to “get creative”? Employees are adults, and they are asking for what they need, and they know what they need. A pizza party or any other substitute isn’t going to solve that. Don’t offend them by pretending they’re not right. Employers—stop being cheap, and treat people better.
We have the same setup where I am and I get 4 weeks. That is PTO so no separation between sick and vacation.
How much PTO to give depends on the job and whether your average employee can maintain sanity, let alone any type of job satisfaction, with the amount of PTO given. It would also depend heavily on whether you have a 3rd week of sick time built in. If it’s a demanding job (physically or mentally), it’s hard to do with 2 weeks of time off. Working 50 weeks of the year, at any job, seems unreasonable.
If you have sick time in addition to PTO, you may be able to appease the employees without cutting too much into the bottom line. That’s something executives can appreciate. Obviously, companies must provide sick time if it’s a state requirement. In those states, because sick time is an entitlement and not “earned”, employees lose those hours at the end of the fiscal year. Your company could make up the difference by allowing employees to convert unused sick time to PTO and carry over into the next year (up to __ hours). It would be a compromise that would appease most, and would reward attendance and promote retention of those with good attendance. I’d rather lick the inside of a flu patient’s nose than lose a week of time off, and I’m someone that never calls out. If your company waits until 5 years to give more PTO, conversion would help it not seem so far away.
If the company only provides 2 weeks without sick time, they should be ashamed. If this battle is not your lane, your job is to hand it to someone whose lane it is; someone that is also an employee advocate. Your job is to keep people in check but also make sure employees feel heard and protected. If you’re not the person to affect change, your job as an HR person is to get their concerns to the right person; the person that will listen and act rather than the one that will just shut it down.
Improving PTO accrual helps with both retention and recruitment. The industry standard may be 2 weeks but that’s certainly not competitive. The companies to work for are the ones that value the employees. A company that only provides 2 weeks does not value their employees.
States that have mandatory paid sick leave laws: Arizona, California, Colorado, Connecticut, D.C., Illinois, Maine, Maryland, Massachusetts, Michigan, Nevada, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, and Washington.