{ "media_type": "text", "post_content": "Starting at Accenture strategy this week ( manager level). Start date was delayed 4 weeks due to the onboarding team being busy. I have a vacation from 8/10-8/18 which was booked months ago. How do I best handle this to avoid starting off on the wrong foot with my new group?", "post_id": "61073d988022900022333fec", "reply_count": 9, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Starting at Accenture strategy this week ( manager level). Start date was delayed 4 weeks due to the onboarding team being busy. I have a vacation from 8/10-8/18 which was booked months ago. How do I best handle this to avoid starting off on the wrong foot with my new group?

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Tell them now. You don’t want them ready to put you on a project day 1 and then disappear for 2 weeks. Plus you’ll need to figure out how to handle your time. You don’t have PTO and can’t put unassigned. There is a “take 5 unpaid days” program you can use. I think that’s your best bet.

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Remind them. They still need to figure out how to handle it.

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Wow delaying a start date 4 weeks is unreal. That’s 4 extra weeks without a paycheck. They should be paying you this whole time if you were contractually obligated to start that date

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It's ok they didn't delay it as much as set a start date that was 4 weeks away because of their bottle neck for onboarding

Should have mentioned the vacation during the hiring process. They may have tried to move the date up or further back accordingly. If you did tell, reiterate it now. If you didn't, tell your team ASAP. The timing might actually not be that bad if you essentially onboard, go on vacation, and then get staffed on a client when you come back. If they had planned to staff you on a client right away and you're missing key kickoff meetings, this won't be a good look unfortunately. Since you're new, definitely make sure you're bringing up the fact that this vacation was booked X months ago and tying in the 4 week start delay. Personally, I would also be fake apologetic that it's a non-refundable vacation. Essentially, since you're new and don't know the culture, you need to layer it on a little thick. If it were up to me, people wouldn't need to explain these sort of situations. But unfortunately you won't know if your team or company is gonna nit-pick. Pro-tip, always, always mention pre-plannrd vacations once you are extended an offer (before negotiations are complete). As mentioned above, company policy may have certain restrictions around taking unearned vacation or taking vacation the first few months. You never know and want that sorted before you start. And to your benefit, you might even be able to negotiate more vacation time in year 1 specifically to compensate for the early in tenure PTO. (Not common, but more of a possibility given your level and how soon the vacation is...could be $$$ equivalent to a few days paid in the form of a year contingent signing bonus to offset the time off, for example)

Wouldn't worry then. Would just reiterate and be firm if they start giving you nonsense. At this point it should be a matter of how best to work around it with everyone (HR, your "manager", your team) being on board. Enjoy your vacation!!!

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