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I hope my manager rotten in hell!!!!😡😡😡
What are raise amounts or percentages per year?
Chart of the day
Is voluntary vision insurance is eyemed?
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Our SSL told us that any request over 3 consecutive weeks would require a discussion if that time should be considered PTO or a leave of absence. That determination wld be made by the SSL and HR. Even saying this shows EYs unlimited PTO is most illusory. If you want to take 2 months off, I guarantee you they wld call this a LoA so they won’t have to pay you.
I saved up all my PTO and took 6 weeks off at once for my wedding abroad, it was great!
I don’t think it’s that bad, but I’m probably in the minority. If you feel like you can’t take the vacation you want, you might want to reassess why. I understand that we can’t take off during busy season, but otherwise, taking long weekends here and there is doable, especially if you get your projects in a good place before you’re out. As for the week long vacations, be intentional and let your team members know a few months in advance that you’ve got something coming up. Do the work on the front end to feel comfortable (confident) taking off.
As a manager, I’ve never once said to a team member “oh yikes, that vacation of yours doesn’t work for me” because we want to take vacations too, and appreciate the same flexibility in return.
Statically people take fewer vacation days if there is unlimited because employees are afraid of being interpreted as abusing the policy.
SM here as well. I find I take less time off w/ unlimited PTO because, psychologically, I don’t feel that pressure to use up the days I earned. I realize that’s stupid and I need to just get over it, but it’ll take time to change my mindset.
😂😂😂😂 you will request a two months vacation? You all Don’t have off season audits ??
Chief
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I think biggest difference/ worst aspect is not accruing and getting paid out when you leave. I mean that's a month salary a lot of times.
One major difference is the firm can pressure you into delaying your vacation requests since the time never goes away.
You can
I like it. Yeah you have to be proactive in scheduling it but not worrying about the balance is great.
My firm has had unlimited for almost a year and a half no. It falls on you to make sure you’re using it, because they WILL schedule you if you don’t take time off.
However, unlimited PTO has a few benefits. My uncle recently passed away, and attending the funeral wasn’t covered under bereavement leave. I explained the situation to my performance counselor (who I run PTO requests by) and was able to get it approved.
Thanks EY3. I would have been eligible to use accrued PTO under the old system, and bereavement policies were unchanged in both systems (I wasn’t eligible for leave). A benefit I see with unlimited PTO is extra flexibility for emergency situations like the one I was in, since I don’t have to worry about losing vacation time, or figuring out if I have PTO for it.
I used to be at GT which has the same policy. Took a month off as a staff with no issues. Step it up, EY!
Would this kill your utilization?
Chief
It would but I’d rather have a ton of time off than high utilization
It depends on who you work with. My group still requires no approvals. We still are taking the use your best judgement approach as always so nothing changed for me. For the people quitting just gets less on the way out