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I was a top-performing sales rep in pharma and tech for 5 years, tech recruiting for 3.5 years, and recently transitioned to HRBP at a tech professional services company in NYC. I'm paid $119k. When I asked for a raise I was told I am already overpaid for HRBP. Is this true? What sources can I leverage for accurate pay in tech and HR? Payscale, Glassdoor, etc. all seem really low w/ the markets focus on hiring/retention. My focus is employee engagement and retention of mostly engineering teams.
Our company offers Flexible Time Off for salried associates. Hourly associates still have accrued PTO. The FTO policy does not suggest a cap on how much time is "reasonable" to take at once, but does stress that associates are responsible for getting work done and supporting their team in a collaborative way. Time Off should be scheduled and approved ahead of time. The policy also specifies that FTO is not long-term leave, and if an employee is receiving a paid benefit like STD or LTD, they will not also be paid FTO.
Our bereavement policy has a wide definition of "family" and allows 3 days paid time, after which PTO/FTO can be used.
We also have a policy that specifically encourages employees to use 16 hours a year for volunteering, in as small as one-hour increments. This is paid time, separate from PTO/FTO.
This is great feedback thank you!
You would write different policies for these types of leaves. Bereavement would be it’s own policy, for example 5 days for immediate (define immediate) and 3 days for removed (define removed). Then you’d have a volunteering policy - simple 1-2 days per year, something like that. You can add limit PTO use to 3-5 days for sick leave and if they need to be out longer they can use STD (if offered). You could also creat a separate bucket for sick days (5 per year).
We have actually eliminated that by combining everything into the Open (unlimited) PTO. Are you saying to still create limited days for the different leave policies? Will that contradict the open PTO
I would imagine you'd simply set different policies for each type of leave. I've not seen this type of arrangement personally. To me, open PTO means you can take as much time as you want, as long as you are performing and it doesn't hurt your team or the business as a whole.