This was not the #UnlimitedPTO that I was thinking about #Microsoft

https://www.theverge.com/2023/1/17/23559412/microsoft-layoffs-job-cuts-2023

Lots of talk about #unlimitedpto in my timeline (tootline?) today...and I have to agree with most of the negative assessments I've read. I've had it in the past, but it was always very "murky" (at best!) to know *how much* and *how often* it could be used before it was viewed as being overused/abused. 1/2

Also if you ever have to utilize FMLA, you're entitled to use your accrued PTO for your time off under the Act.

Unless of course you don't accrue PTO 🤔

At that point it's at the whim of your manager and HR.

#FMLA #PTO #infosec #unlimitedpto

My 2c on unlimited PTO having had that in the past:

It's not really unlimited. The amount of PTO you take is regulated by social pressure. Also i had a family emergency while I had "unlimited" PTO and HR stepped in to limit my PTO time to 2 weeks.

"Unlimited" PTO policies save companies big dollar monies on paying out accrued PTO when an employee leaves. If you dont have a PTO balance, they don't have anything to pay you.

#UnlimitedPTO #Infosec

about that Discretionary Time Off:

#unlimitedPto #dto

https://threadreaderapp.com/thread/1613255336223465473.html

So, on the #Microsoft #unlimitedPTO thing (https://www.theverge.com/2023/1/11/23550470/microsoft-employees-unlimited-time-off-2023)...

There seems to be three main lines on it (in order of prevalence):
1. IT'S A SCAM
2. Mandatory minimum PTO taken
3. It's helped me immensely

I'm in the latter group, but I want to have a nuanced discussion about this. It's late and I want to get this out, so I apologize for any leaps I make here.

None of this is intended to diminish anyone's experience. However, I think we need a clearer conversation about what I think is the real cause of problems with this policy.

I spent 8 years contracting with 15 days of PTO accrued per year. I started with VMware in April 2020; we don't have a PTO limit. My first question in the interview was whether this was a wink-wink thing or something people actually take.

It was the latter. I've taken about 6 weeks off a year so far (almost 8 this past year). I've been promoted twice, my bonus has been above target, and I've been recognized internally multiple times for my work. Despite all of thay time off, I've been objectively successful.

I'm fortunate to be in an org that recognizes that time away is equally as important as time present for success. I didn't recognize the level of stress that rationing my time was putting on me until I didn't have to anymore.

So, I say that to provide my perspective. Back up to the first point now...

People call unlimited PTO a scam because they don't get paid out when they leave and it saves the company money.

IMO, the real scam has been convincing workers that it's reasonable that time that is theirs has to be graciously returned to them by their employer.

All time in your life is yours.

"Earning" PTO gives the company a known, controllable liability. When you decouple the two, there's no longer any reason to treat your professional workers like schoolchildren.

Unlimited PTO does not absolve professionals of completing their tasks or providing coverage. It's up to management to make sure of that *and* ensure that the culture supports a healthy relationship with work.

That's usually where the second position comes in: mandatory minimum PTO. That's a good idea for a lot of reasons that I won't go into here. What's important is that it's usually offered up in response to studies that show people take LESS time off when there's no limit.

Yes, that policy is good, as I said. However, you have to create a workplace that doesn't punish people for taking time away or reward people simply for being present. You have to provide interesting challenges, progression, and goals.

You have to be focused on your people.

Happy, fulfilled people do better work and do more work in a shorter time. Unfortunately, that simply doesn't come solely from work.

We've been so conditioned to PRODUCE PRODUCE PRODUCE that we have a hard time finding fulfillment and purpose outside of our production. Taking time to find meaning and purpose elsewhere separate from our careers.

That's why it can't be risky to step away for a bit. It has to be financially, professionally, socially, and psychologically safe for EVERYONE. The people filling gaps, the people taking the time, the managers managing that time away, and so on.

Getting everyone from the top down to really *get* that is critical.

I saw something earlier that said "anyone who thinks this is a good thing has never worked under it before."

I can confidently say that it isn't the lack of a limit that's the problem and I'm sad to see that others' experiences have had an impact like that.

With the right values, the right culture, and the right focus, it's a fantastic thing to have in place. I hope that we'll see more companies be successful with it and more people in a healthier place as a result.

I work for a #Nonprofit org with unlimited paid time off. This perk has felt worth the trade off of low pay.

HR says studies found when #UnlimitedPTO policies are implemented people actually take *less* time off. So they set a requirement to take at least 15 days.

I think this is all facinating and am interested to see how it works out in my org.

Since the policy was implemented Oct. 1 I have taken one vacation day. I will start on 8 more days this Monday.
#PTO #EmployeeBenefits #vacation

Not sure if it’s harder today or if I forgot to take my meds last night. But the depression got me calling out today. And I’m out of sick days because I had COVID in September so I have to pay them for taking this day. FML
#bipolar #unlimitedPTO #MentalHealthMatters #WorkLifeBalance #teaching