This is what I think of Unlimited vacation or otherwise: There should first be a mandatory vacation time, then an unlimited option beyond this mandatory time. Plain and simple.
Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
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Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#52"With this in mind, today we’re introducing an unlimited leave policy for new moms and dads that allows them to take off as much time as they want during the first year after a child’s birth or adoption" Ah, unlimited for a year. So no taking 30 years off after your child is born then.
You've got to wonder what would happen if someone tried to take that full year off, then was fired for taking "too much" of their "unlimited (up to a year)" time off after having a child.
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#53I don't get all the backlash in these comments around the "unlimited" policies. Do any of the people opposing the unlimited policies have them in place at their own company?
I've had unlimited vacation at my last two companies. I've seen it abused as my previous employer but it's worked out great at my current job. I'm not "peer pressured" by my other coworkers like everyone here seems to think I would be. As long as I get my work done on time my manager let's me take a day off here and there for a long weekend. I tend to take friday's every once in a while for a weekend vacation. I'm leaving for 2.5 weeks pretty soon for an international vacation.
It's just easier on everyone. HR doesn't have to track how many days people are taking off and my manager and I don't spend time coordinating time off either. I simply put it in my calendar with enough notice and everyone is happy.
Why does everyone seem to think unlimited vacation forces people to "conform to peer pressure" and to work harder than they normally would?
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#54I'm highly suspicious of "unlimited" vacation or leave policies because the line between reasonable and not is still there, it's just way less visible and ultimately arbitrary, depending on your management chain and workload. I can't wait for this fad to die. Let's just have generous, well-defined leave policies that don't put the onus on the employee to figure out what is OK and what isn't. "Experience shows people…
I'm highly suspicious of "unlimited" anything. In practice the term usually means "there is a limit, but we won't tell you until you've almost reached it."
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#55I'm highly suspicious of "unlimited" vacation or leave policies because the line between reasonable and not is still there, it's just way less visible and ultimately arbitrary, depending on your management chain and workload. I can't wait for this fad to die. Let's just have generous, well-defined leave policies that don't put the onus on the employee to figure out what is OK and what isn't. "Experience shows people…
I think unlimited with a minimum is really the solution. Without a minimum people are reluctant to take time off from what I've seen and read.
Couldn't agree more that a realistic minimum, with some sort of "teeth" would be a great means of preventing burnout (and other issues that arise from unhealthy work/life balance).
Company I work for (Rubicon Project), uses a different approach that is still pretty effective (in my experience, your mileage may vary) - in addition to unmetered PTO, they provide a week off for 4th of July and a week (or two, depending on how calendars fall!) for Christmas/New Year. This way, even if you take no vacation time, you still get at least 2 weeks of downtime where the company basically stops, aside from keeping the lights on functions.
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#56Earlier quoted context omitted.
I think unlimited with a minimum is really the solution. Without a minimum people are reluctant to take time off from what I've seen and read.
I've seen places that have that minimum be mandatory. As in, if you haven't taken a vacation by a certain time, they will insist, even go so far as restricting access until the vacation is over. The great thing about a mandatory minimum (never thought I'd be saying those words), is that it doesn't allow someone to over work themselves into a frenzy, making everyone else look lazy, while simultaneously burning themsel…
At my previous employer, this seemed to be the case in our UK offices. 30 days a year, mandatory.
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#57Earlier quoted context omitted.
I think unlimited with a minimum is really the solution. Without a minimum people are reluctant to take time off from what I've seen and read.
I've seen places that have that minimum be mandatory. As in, if you haven't taken a vacation by a certain time, they will insist, even go so far as restricting access until the vacation is over. The great thing about a mandatory minimum (never thought I'd be saying those words), is that it doesn't allow someone to over work themselves into a frenzy, making everyone else look lazy, while simultaneously burning themsel…
In countries where vacation time is mandated by law, restricting access during vacation time, and ordering the employee to enjoy the vacation before its expiration date is common practice.
An employee who fails to take vacation on time or goes to the job during vacation time is actually a liability to the company.
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#58I'm highly suspicious of "unlimited" vacation or leave policies because the line between reasonable and not is still there, it's just way less visible and ultimately arbitrary, depending on your management chain and workload. I can't wait for this fad to die. Let's just have generous, well-defined leave policies that don't put the onus on the employee to figure out what is OK and what isn't. "Experience shows people…
Agreed. I'm a big believer in set vacation days. However I think untracked sick and personal days have merit. If you need to go to the dentist or stay home with your kid, do it. Similarly, I like core hours when you're expected to be in (crucial for meeting planning), but still have the flexibility to come in late or leave early.
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#59I'm highly suspicious of "unlimited" vacation or leave policies because the line between reasonable and not is still there, it's just way less visible and ultimately arbitrary, depending on your management chain and workload. I can't wait for this fad to die. Let's just have generous, well-defined leave policies that don't put the onus on the employee to figure out what is OK and what isn't. "Experience shows people…
I think unlimited with a minimum is really the solution. Without a minimum people are reluctant to take time off from what I've seen and read.
Plus in some jurisdictions you have to track unused vacation days and either pay them out or bank them.
Re: Netflix Announces Its New ‘Unlimited’ Maternity and Paternity Leave Program
#60I'm highly suspicious of "unlimited" vacation or leave policies because the line between reasonable and not is still there, it's just way less visible and ultimately arbitrary, depending on your management chain and workload. I can't wait for this fad to die. Let's just have generous, well-defined leave policies that don't put the onus on the employee to figure out what is OK and what isn't. "Experience shows people…
I agree. My wife has "unlimited" vacation but taking even a single day raises eye-brows. A generous policy with an expectation to use the days is way better. This isn't even close to unlimited since I believe there's a 1 year window.