Work has a use or lose policy on vacation time. Thanks to a bump in days this year as well as WFH, I'm left with more days at the end of the year than ever. Well, guess I'm not gonna work that much in the weeks ahead.
9 thoughts on “December 12, 2021: Vay-Cay”
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So far I have accrued .384 days of PTO. We're looking to take some time off around our birthdays in April to go visit Elder Daughter in Portland.
Last day in paradise - we get our Covid tests at 1:30, hopefully good results emailed to us later today, then catch the shuttle back to the airport in Liberia 9:30 tomorrow morning. If you've had any thoughts on visiting Costa Rica, I can give a hearty thumbs up.
I don’t miss being charged leave days for weekend days that occurred during a block of leave.
When I started working at my current institution I got a full year of vacation time right away, even though it was three months until the end of the fiscal year. I rolled over much of it, didn’t into the next year’s allotment, and have just made a practice of rolling over a full year’s worth each year since.
I have a use or lose limit of 250 hours of PTO through the state (management union contract or whatever). In September, I was exploring ways to increase my retirement contributions and discovered that I could convert vacation time into my deferred compensation plan! 🐓🐓🥌
By (rarely enforced) rule, state employees here can carry no more than 650 hours of leave time. I accumulate a couple of days per month. I currently have close to 1,200 hours (a common issue with mangers and supervisors). And many hundreds of hours of sick leave (no cash value but would count toward hours worked for retirement pension determination purposes)....
I have a couple more years to go before I’m eligible to bank leave, so my max with carryover is 352 hours. Once I’m eligible I can bank ~23% of my annual leave budget until I hit 26 years of service, and 45% after that point. Sick leave we don’t lose, and have a similar system for converting it to real value at retirement.
That is an interesting alternative approach. "Use it or lose it" has positives and negatives. Time off to recharge is important, but "earn and burn" employees often are ... less desirable performers.
It does seem weird to force staff to take time off or lose benefits, particularly if staffing is so tight that the workload just piles up while you are off.
I think the idea is "lose it".
Indeed. We have a very generous leave policy - 4 weeks off for your first 5 years, 5 weeks until 10, 6 weeks there after. No distinction between sick and vacy. We can roll over 3 days each year but if I'm rolling over three every years it's because I can't take those three every year. I'd prefer if they just paid me out for the time I don't use.....