Total Articles: 7
Franczek Radelet P.C • January 21, 2019
The idea seems so simple: Instead of carefully tracking how much time each employee takes off during the year, we all agree to treat one another as professional, responsible adults, and take off whatever time we need consistent with getting our work done. That’s the idea behind unlimited vacation or PTO policies, and it does seem great in theory. Employees get flexibility. Employers don’t have to book accrued vacation or PTO or worry themselves about complicated recordkeeping. Everyone is happy.
XpertHR • October 17, 2018
How sweet do the words “unlimited vacation” sound? Wouldn’t an organization that offers such a benefit be considered a progressive employer that must have the best and brightest candidates clamoring at its doorstep? The answer is more of a maybe than you would think.
Memorial Day weekend signals the start of summer vacation time, with resorts and beaches opening and promising fun in the sun and memories to last a lifetime. And with the final school bell of the year, hundreds of thousands of smiling kids swarm out of classes eager for summertime adventures.
Knowledge@Wharton (Reg Required) • March 08, 2017
If work-life balance is as big a conundrum as ever, giving workers more control over vacation is often seen as a big part of the solution. What would happen, for instance, if companies gave workers all the time off they wanted? One imagines offices emptying, teams with critical voices missing and productivity collapsing. And yet, some employers are beginning to grant unlimited vacation and sick time, and the results are surprising.
Ogletree Deakins • February 08, 2016
The news reports that more and more companies are moving to offer unlimited vacation time. On its face, this policy change appears to be a generous offer by employers to boost employee morale and attract top talent, but there may be other factors at play. Here is an overview of such policies and some observations on their utility for California employers.
Fisher Phillips • July 01, 2015
According to a survey by the Society for Human Resource Management, about 3% of companies in the U.S. maintain some form of unlimited vacation policy. The reasons for adopting such a policy are easy to see: they offer worklife balance and flexibility, empower employees with the responsibility of balancing their time off, and relieve the company of administering a vacation or paid time off (PTO) policy. While the unlimited vacation policy trend is growing, there are various considerations to take into account before diving in.
Fisher Phillips • February 09, 2015
According to a survey report by the Society for Human Resource Management, it is estimated that about 3 percent of companies in the U.S. maintain unlimited vacation policies. These companies are often in the technology industry, startups, and companies that mostly employ salaried, exempt workers. The ideals behind adopting such a policy are easy to see, offering worklife balance and flexibility to employees, empowering employees with the trust and responsibility of balancing their time off, and relieving the company of having to track and administer a vacation and/or paid time off policy. While the unlimited vacation policy trend is growing, there are various considerations an employer must take into account before diving in.