> have an official good-as-money PTO allocation for employees, like most companies do, and have the policy that employees can take any reasonable number of vacation days.
This is google's policy except that the latter bucket is non-vacation time off. Vacation -- time off work for your own enjoyment -- is tracked using regular PTO.
If you're sick, need to wait for a delivery, have a dentist's appointment, had some errands run long, etc., that's all untracked.
I really like the policy. If vacation was untracked, what that means is that it would be effectively be socially tracked. There would be informal mores about how much you can take, and people would spend time observing how much their coworkers take to get an idea of what an "OK" amount is. I think that would be stressful and likely lead to vacation shaming.
At the same time, it really makes my life simpler to be able to schedule appointments whenever it's convenient and not have to worry about "stealing" time from work or having to think about burning PTO on it. In practice, I haven't seen abuse of the policy.
This is how most exempt jobs work in the US. Paid vacation but untracked personal time. generally speaking, untracked overtime offsets the cash value of the benefit, which is sort of the point.
This is google's policy except that the latter bucket is non-vacation time off. Vacation -- time off work for your own enjoyment -- is tracked using regular PTO.
If you're sick, need to wait for a delivery, have a dentist's appointment, had some errands run long, etc., that's all untracked.
I really like the policy. If vacation was untracked, what that means is that it would be effectively be socially tracked. There would be informal mores about how much you can take, and people would spend time observing how much their coworkers take to get an idea of what an "OK" amount is. I think that would be stressful and likely lead to vacation shaming.
At the same time, it really makes my life simpler to be able to schedule appointments whenever it's convenient and not have to worry about "stealing" time from work or having to think about burning PTO on it. In practice, I haven't seen abuse of the policy.