31–40 of 92 posts
>If you want to coast, we recommend you apply for a job at Craigslist Catty much? Amusing assertion given that Jeremy Zawodny works there.
“You must never confuse faith that you will prevail in the end (which you can never afford to lose) with the discipline to confront the most brutal facts of your current reality, whatever they might be.” - Jim Collins That's a great quote.
Earlier quoted context omitted.
Probably they are considering this is cool.
There are quite a few women that work here, actually. It's more like both are unisex for all, but it has been comical to guests that see men coming out of the women's bathroom. They're each only one person... so... it's not at as odd as it seems. Inside joke, perhaps. Granted, there isn't much context there haha
I am just curious... Do these "take as much vacation as you want" policies work out well in practice? Or do the policies unintentionally create a competition to vacation less? Can anyone who works at a company with one of these policies share their perspective? How much is the approximate median vacation time taken?
One thing to remember though: an Employee Handbook has legal status. It's usually the primary vector that companies use to establish policies. For instance, the Zaarly handbook doesn't mention discrimination at all (except to tell employees to expect the men to use the women's restroom --- w.t.f.?!).
If you're going to do something like this --- and I'm not saying you shouldn't --- have a button-down version as well. It should make clear that employees are exempt from overtime, that you don't tolerate discrimination, that employment is at-will, when re-hired employees are considered formally a "re-hire" vs. "LOA" (so their benefits clock doesn't reset), and any expectations you have about client-facing conduct or not rm'ing the production servers, so that in a dispute, you can point to the document that spells stuff out.
The other thing to remember is that you'll occasionally be providing this to candidate employees during your hiring process, and again, there are formalities that you want to make clear.
I'm rewriting our handbook right now and targeting something in between this and the standard HR issue (actually, I'm targeting something more along the lines of Valve's guide, which I think is fantastic). It's tricky to get the tone right. One place I am taking advantage of a direct, common-sense tone is our anti-harassment and anti-discrimination policy stuff, where I can write forcefully and directly and not put off anyone I'd actually want to work with.
These rules are nothing new. Every company seems to start this way and then eventually each of these principles die with a little regulation here and a little adjustment there.
It's possible to keep improving in this area, but you need a strong culture to support it, and inspiration from companies that show you that it can be done. In our case, the Valve handbook was enormously motivating: if a 300+ person company can operate with so few rules, what is our 50 person company really complaining about?
I am just curious... Do these "take as much vacation as you want" policies work out well in practice? Or do the policies unintentionally create a competition to vacation less? Can anyone who works at a company with one of these policies share their perspective? How much is the approximate median vacation time taken?
You're never going to employ blind people? EDIT: Yes, this post is perhaps a bit grumpy. I leave it here because it's been replied to. (And because HN has no strikethrough.)
I'm travelling in Central America, and going to Zaarly.com showed me a page in Chinese. Telling Chrome to translate somehow fixed it into English. Except it says "What you want, when you want it.", which is like those placeholder spam sites.
So I turned on my proxy settings to appear in Denver, restart browser, and get the same "global" page. "Coming soon to your area!" No links or override so I can say "no, your approach using geo-IP is broken". So until the cookies expire or are deleted, any user identified as "global" is blocked from using the site.
I'm curious as to the benefit of using the IP to decide to block a user from even browsing the site. Why wouldn't you want to show the actual system, perhaps with a notification of "hey, there's nothing in your area yet"?
I am just curious... Do these "take as much vacation as you want" policies work out well in practice? Or do the policies unintentionally create a competition to vacation less? Can anyone who works at a company with one of these policies share their perspective? How much is the approximate median vacation time taken?
IANAA, but... Remember that these vacation policies also offer a very significant accounting benefit compared to PTO polices that let employees accrue & bank PTO. The accounting downside for these PTO policies is that many employees end up with huge PTO balances (lame for other reasons) that they build up in advance of leaving the company. Because the company must pay out in cash the whole PTO balance when the employ…
Depends on the state. Many states let the employer decide if they want to have a pay out policy or a "use it or lose it" policy.