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I have 6 yrs of HR exp, a PHR cert & an HRIP cert. I recently left my role as an HR Rep at a tech co b/c I was working 60+/week and the stress of the job was affecting my health. I recently received an offer at a new tech co that is $10k less than what I was previously making with comments from current EEs that this new co has a better WLB. Total comp is still a lot less than my prev company. Is less comp too much of a compromise for better WLB? What have you compromised for a better WLB?
We have unlimited PTO but have boundaries around it through our policies. For example, if you extend beyond 2 consecutive weeks of PTO without a medical leave, FMLA leave, parental leave, short term, etc. you would need to qualify for a personal leave or take additional time unpaid. Most of the time, I see people take time within the two weeks so no other leave is triggered or they’re out on a parental leave which is separate from PTO for us (yes, runs concurrently with FMLA or STD if applicable in the situation).
I agree with a couple other comments. Caretaking doesn’t always qualify for FMLA. FMLA is very limited to who you can care for to qualify. In our case, if it was caretaking that doesn’t qualify for FMLA, we would explore if they qualify for our personal leave and if they don’t they would take the 2 weeks PTO then unpaid time until they could return.
Chief
Depends. It may fall under FMLA.
It is usually FMLA. Some companies would give it to you as PTO, but that is a rare case.
Usually FMLA. Not sure if there are any other companies that offer anything else.
I'm pretty sure it falls under FMLA
Chief
Would love more responses to this question.
Not all leaves would qualify for FMLA & understanding how to limit this is why we haven’t migrated.
FMLA