Rising Star
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I'm going to sleep. Good night, everyone!
What do you think about 5G briefs and projects?
How is Salesforce project in Coforge? WLB etc..
It's me, you conscience
Additional Posts in Accounting
This time of the year...
Happy Pride, all y’all 🌈🐠🐟🌈 out here!
What is this "Tax Tech" I keep hearing about?
Rising Star
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Has not been an issue for me. I have taken at least as much time off as before we switched
It works the same as limited PTO, except they don’t need to pay you out when you leave.
I've apparently taken 35 days in the past 12 months so feel like I'm getting my money's worth
Yes how could they possibly get ANY actual work done if they’re gone THREE WHOLE DAYS each month… it boggles the mind
If KPMG adopts this model, you’ll either be fine with it or hate it depending on how lenient your team is with allowing PTO.
PwC - I just block my calendar and send an email out to my team telling them when I’ll be out
I came from KPMG (had 5 weeks there) and I take more time now than I did before.
My group is also pretty lax about scheduling unless you are taking off 2-3 weeks at a time.
One of the bigger perks is nobody gives you grief over taking a few hours here or there for basic things like a doctor visit and you often can ghost those hours if you’re still working your full hours that day.
I like it mainly because I don’t have to think about how many days I have taken. I take as much, if not more, than I did before. Plus it’s really nice to look at your schedule, realize you have a few days or a week you can take off and just take it. I understand the whole “well, if you leave, they won’t pay out…” but since I am outside of CA or any other state that protects leave, they limited and time boxed carryover so any payout would have been minimal.
To all saying they don’t notice a difference, they will notice a difference when they leave and their accrued PTO isn’t paid out.
This is not a benefit to employees already getting 5 weeks of PTO, which is generally the norm. From my experience 5 weeks is hard to fully use and if you do you probably think it is sufficient. I get it that you might not feel the difference from an unlimited perspective, but I have 40 days accrued and when I leave Deloitte has to pay me 8 weeks of salary.
I don’t want to discount the fact that there is probably a benefit of not worrying of having “enough pto” to take a trip etc. that is definitely a benefit, but from my vantage point it isn’t a net positive
I don’t think it really changes anything. I take the same vacation days before and after. I’m also a SM and don’t care if my teams take vacation. But, I expect them to help me cover the client when I’m out too.
I’m out there looking for a job right now and I can tell you a good 35 to 40% of the open positions have unlimited PTO time. One hand I think it’s terrific and on the other hand I think because they’re offering unlimited PTO time they are also expecting you to do more than a 40 hour work week, so it’s 22 I think overall though I think it’s a good thing
I think it's great and my leaders just want a heads up and knowledge that the team has things covered while I'm gone. The team members all want the same, so we all cover for each other as optimally as possible.
Trash
It’s better to have defined PTO. This is a management decision so they don’t have to pay folks out when they leave.
I don’t notice any difference
I am a frequent traveler so it works out for me. I tend to take 2 major trips yearly which involves me taking at least 2 weeks at a time when I am traveling long distances. I also take a few days/week here and there for admin things, mental wellness time, etc.
It’s great. I took about 30 last year. When you add in 10 days of “sick time” and 20ish holidays I took 60 days off last year. On track again this year. It really comes down to your section and getting your work done. If you hit your metrics and do a good job can’t see why others can’t. EY hates you going over on hours to client. I told my supervisor I’m not putting in admin and sitting at my desk searching CNN all day. So either give me work or let me go home.
Is unlimited PTO the reason EY quality is slippin? Idk if KPMG can afford to slip 🤣
Rising Star
EY be beating us for #4 the last two years. We Gucci.
I like unlimited PTO. Have taken 22 days so far this year. Probably will end up taking 7 weeks by year end
I saw it as a way the company could get PTO off the books so they did not have to 'pay it out' when people left the company voluntarily or with lay-off.
That is the whole point
I want to know how the courts are going to treate it when a person is let go, what will be reasonable compensation for PTO not used? Especially if they had 30 days accrued, then the company pulled that... phew that will be a nightmare. I'd do a payout of all PTO, and then start the program. Off two weeks if laidoff or quit. What do you all ththink?