Related Posts
How competitive is it to get GSAP for HC in NY?
When is the good time to tell the company that I am 3 months pregnant. My date of joining is 18th of July. I understand by law I need to finish 80days with the company before I avail maternity benefits which I can easily do in next 3 months.
I want to understand if women who go on maternity leave during probation are treated differently or if there will be discrimination once I let them know about my situation. Wipro Accenture Allstate Quantiphi analytics pvt ltd.
Does anyone have any insights on what a typical Sr. Associate Director makes at Boehringer Ingelheim? I have a range of 170-180k which I think is fair but don’t want to be underpaid. Also, any information regarding retirement planning or medical/dental benefits would be helpful. Haven’t gotten much out of HR. Thanks in advance!
Hi folks, how is thoughtworks as an organisation?
Asking because I don't know much about it and have received recruiter's call today. Currently I am working in Deloitte. How is thoughtworks hikes, wlb, does it provide any benefits apart from fixed pay? My research gives me a mixed review: some say it's good, some say that thoughtworks is not stable enough like big 4 or other organisations. Pls help Thoughtworks Deloitte
More Posts
Who here have abs 😬
Conversation Starter
Trust me I'm a senior
Rising Star
Additional Posts in Healthcare Administrators/Healthcare Leadership
Bowl Leader
New to Fishbowl?
unlock all discussions on Fishbowl.
I'd explain that while there is unlimited pto, they need to be exercising good judgment when using it. They need to be thinking of what's best for the team, and not what's convenient for them. Not an easy conversation to have.
You can't fire them over PTO but if they're not performing or pulling their weight with the team, then couldn't that be grounds to fire them? Maybe explain it that way.
Depends on if it is a habbit. I don't have unlimited but our policy is also written to state that if we can show a patern in the call outs then that can be used as a final with termination.
Samsies
Even if they are allowed time off, they have to meet deadlines, quotas, etc, no? There should be a way to fire them if they are truly not pulling their weight.
I concord with everyone's comments above. I would discuss it further with HR to confirm the following (1. What do they consider a pattern, and 2. See if it is affecting the Teams' delivables, since will ultimately affect the company.) If HR considers it will affect the company, they could work with you on creating an improvement plan for the associate and follow his/her performance after delivering the documented warning. If there aren't any improvements from the associate, then HR now has ground to TERM the associate based on performance and putting in jeopardy the teams delivebles.
Kinda wishing they weren’t offered an unlimited PTO plan now arnt ya? lol sounds great but realllllly opens a can of worms when it gets into the wrong employees hands lol
We have “unlimited” PTO and have for about 7 years. Time off falls into two categories- planned and unexpected. Planned is to be submitted in advance and still requires manager approval, but as long as the workload can be covered the time off is approved. Unplanned time is for just that.. unexpected events like sickness or car trouble. When an employee’s unplanned time began to show a pattern of frequency, and work was beginning to be affected, that’s when we’d have conversations with the employee about it.
Fortunately we never really had anyone try to overuse planned time off and the only time we have had to say “no” (or more so.. negotiated a compromise) was when too many employees were trying to take the same days off and we wouldn’t be able to cover. In most instances then the team members would sort out amongst themselves who’d take off what day so everyone could be happy and the work still be covered.
Ultimately the business still has to be run, and if an employee is taking time off they also need to be covering other employees for their weeks off as well. When it becomes one-sided and nobody else feels they can take off because “Karen” is rarely there.. then it’s a big issue.
I can't see the sense in any company offering unlimited PTO. Who do you think is going to apply for jobs there?? It won't be the work-addicts, that's for sure. There must be some further instruction with that unlimited policy - there must be some guidelines as to when, how much, and how long is allowed or you're going to get the hard-ball work-shirkers causing havoc for everyone else.