{ "media_type": "text", "post_content": "We have limited vacation days but “unlimited” sick days. A coworker is constantly forecasting no vacation and then using sick days to take vacation and tells us after the fact. Is this wrong to do?", "post_id": "5d52ffb6c0b04a002117de41", "reply_count": 23, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

We have limited vacation days but “unlimited” sick days. A coworker is constantly forecasting no vacation and then using sick days to take vacation and tells us after the fact. Is this wrong to do?

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Yes...

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Ethically yeah. Likely hard to enforce though. Will damage the coworkers reputation in the long run but maybe the coworker doesn’t care

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Well, it’s literally lying...

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Mind your business.

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P3 - Except I handle invoice distribution for our team so.....

Doesn’t sick day affect utilization but vacation doesn’t since its fixed and accounted for?

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Both affect utilization for us. But you can technically take 4-5 days a month without getting flagged by the system. However, the project team won’t be happy with your forecasting vs actuals and eventually leadership will ask why it’s always off

Don’t know about your company...we click acknowledgement to a statement of ethical standards that time / expense reports are accurate and in accordance to policy. It would be a policy violation to report time under one purpose that was actually used for something else. While sick vs vacay doesn’t apply in our context (were a PTO company), false reporting is fraud / lying and grounds for disciplinary action and dismissal. As it should be.

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Just to clarify, I believe this is wrong as well. But we don’t seem to have any policy that clearly can be applied in this scenario.

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You absolutely do. This is straight up fraud.

You work the system. Nothing wrong with that. If they are stepping out of bounds somebody in HR Ops should address that vs lay vigilantes

Yes, that’s the issue with that. You still don’t see an issue with it? Essentially screwing over your team by taking “sudden” sick time vacations?

You’re asking if using sick days to take vacation is “wrong”? The answer is YES.

Nothing wrong. Save the vacation days for payout if you leave.

That sounds like the definition of fraud and/or theft

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What’s this persons utilization like? I assume talent will be over all this because taking sick days drops your utilization.

As most firms, Sick days don’t count in the denominator for utes. Same on vacation days.

This is so wrong and the reason why companies create policies to discourage this type of thing. Most companies don't mix unlimited with fixed. Make both unlimited and there is no issue. Or don't pay out vacation days (not ideal). Or limit sick days. in fact, usually excessive sick days are flagged by HR and they start asking for doc notes or such. But unless you are absolutely sure that this person is taking vacation, please keep in mind it's possibly they could have a chronic issue.

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