AbsenceSoft colleagues Seth Turner and Ashlee Brennan are both featured in The Business Journals discussing unlimited paid time off and what employers should weigh if they are considering implementing this trending leave policy. On the positive end of the scale, unlimited PTO is an appealing addition for recruitment and retention but it can have its downfalls if employees are under or over utilizing the perk. Seth, Co-Founder and Chief Strategy Officer, dives into the importance of having a strong culture as the foundation to success when utilizing an unlimited PTO practice, so employees feel empowered to utilize the time off policy instead of over working and burning out.
Supporting employees is the right thing to do — and it can be good for business,” Turner said. “A well-executed time-off program encourages employees to take better care of themselves and their loved ones, and can directly boost happiness and engagement. It all boils down to creating a work culture that is built on trust and respect, reinforced by a policy-backed, systemic and company-wide effort.
Ashlee, Vice President of Leave Management, adds how employers must consider how unlimited PTO interacts with local laws pertaining to the Family and Medical Leave Act, short-term disability, and state-paid family and medical leave.
As we continue to see more state legislatures pass paid sick and safe-leave laws, employers are challenged to make sure their unlimited or traditional PTO policies are providing the same rights and protections afforded by mandated time-off laws,” Brennan said. “In these states, employers are required to allow employees to take time off for specific reasons, often including care of themselves or a family member. When an employee takes time off for a protected reason, the employer is obligated to comply.
To read the full article, this link will bring you to “More companies are offering unlimited vacation, but there are some critical pitfalls to avoid” on The Business Journals website.
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