Unlimited Pto

... they were going to get unlimited PTO were just d-mb enough to...

@a2 Why do you think they moved to “unlimited” PTO?

@OP PIPs are just another underhanded move by this shady company to push employees out. They might place you on a PIP, shift you off to a consulting firm, or lay you off without hesitation. And the whole "unlimited PTO" scheme is just a sleazy way to avoid paying out unused time after they get rid of you. Since the merger, this company has become one of the worst places to work.

I heard their benefits are really good, unlimited PTO. Wait until they transition to Biogen crap benefits next year - All the newbies from Apellis will leave by end of summer 2027. Also hear therapeutic leaderships are a bunch of rejects too. A waste of 5.6 billion, I'm sure bonus structure will change because of that.

Any idea why they advertise “unlimited” paid time off but make it nearly impossible to use it? I came here from a prime, where I had more accrued PTO, which I could actually take, even though it wasn’t labeled “unlimited.” Here, I get much more pushback and scrutiny whenever I try to take time off. Really wish I hadn’t made the move.

The last startup I worked for underpaid employees, had that bullshit "unlimited PTO" policy, and ended a positive all-hands meeting by informing everyone in the main office that they now had to be in the office five days a week and work 50 hours per week.

...至少50分鐘. unlimited PTO → 這個我直接...理解為沒有PTO… O: (面試畫的...

..., of course. They've adopted the "unlimited PTO" scam too, marketed as flexible ...

..., of course. They've adopted the "unlimited PTO" scam too, marketed as flexible ...

I have seeing it! The micromanaging, even to the point on making us feel like we should not be using our unlimited PTO. Watching the way we word things and telling us how to word conversations. Keeping us busy with work that gets us no where! Our opinions no longer matter.

... que le traigan negocio. Busca Unlimited PTO.

We are looking at a few vehicle carriers that are nationwide if someone want to ship their vehicle to or from anywhere in the event. 6000 is a lot, but you can also take an alternate path back and make the most of it. Up through san fran, redwoord highway, oregon, head east, yellowstone, grand tetons etc... I cannot wait to retire and have unlimited PTO.

Drastic minimum wage increases remind me of companies that switch to unlimited PTO… Okay you make $30/hr but now you are fully responsible for your family’s health insurance, grocery bills, rent/utilities, which I can imagine would be kind of hard to do on $62k in NYC.

Here is Heather's Solventum pay package: Base salary = $1.6M LTI equity target = $4.5M Unlimited PTO Total Comp = minimum of $6.1M/year Plus: Hiring bonus = $2M "Make whole" RSU award = $6M Paid relocation So basically Year 1 she'll likely get $14M+ in comp, and at least $6M/year after that. That's a fine sweetheart deal if I've ever seen one! Have fun with that Solventumers!

This is why they took away accrued PTO hours so they wouldn’t have to pay people out in an effort to save money…by switching to unlimited PTO aka 160 hours a year

The one time I left early (5) from 1515, I felt like I was part of a fire drill — so many people exiting the building at the same time. On my floor I definitely notice people who don’t come in on Friday (I guess unlimited pto?). I will say the cleaning crew is definitely in the office 5 days a week, watching our pantry tv.

... they have a very generous pto policy or she may be... a position that gave me unlimited pto but you couldn’t just take...

... staff the company to accommodate pto and/or call outs. When... that we could account for pto and callouts. Part of the... and their contract allowed for unlimited sick time. They got a ...

... with flexible working hours and unlimited PTO. Who Should Consider Applying? We...

... packages and payouts of accrued PTO. Thrive Together creates a mechanism... layoff, but without severance, without PTO payouts, and without triggering the... removed one. Under a traditional PTO system, employees accrued time off... accrues. Time off is technically “unlimited,” but in practice none of...

Vengo de testear el famoso Unlimited PTO, 5 semanas y ni una ...

Curious how much unlimited PTO folks who work remotely take? Many corps with UPTO have an unwritten rule that 200 hours is the max and won’t say anything unless you hit it. submitted by /u/Impressive_Pear2711 to r/remotework [link] [comments]

Hey all, looking for some advice because I’m honestly pretty frustrated and not sure how to handle this. I work remotely (I’m in MN, company is based in CA) and started this job back in August. When I was interviewing and onboarding, I made it clear I had a trip to Japan planned for early this year (about 2.5 weeks). I was told multiple times that it wouldn’t be an issue. Fast forward — I finalized my trip and put in my PTO request about a month ago. It was approved by both of my direct supervisors. Now suddenly, my PTO got denied. I was told I can take sick time if needed, but not PTO. And now I’m being told I can’t take any more PTO at all. For context: We have “unlimited PTO” Since August, I’ve only used 72 hours total (mostly during the slow holiday season, which leadership actually encouraged) (When my mom who lives overseas was visiting) No one ever mentioned a cap or limit before this If I had known there was basically a cutoff (~80 hours?), I would’ve saved all of it for this trip On top of that: I’m an hourly employee, and the CEO has made comments about hourly workers not working hard (which feels… great) My performance metrics are actually among the highest on my team (most emails/touchpoints) We’ve been told no overtime allowed, but I’ve recently found out other teams are getting overtime I’ve also been told to “just work harder” to keep up when things get busy or when others are out And honestly, the timing of this feels weird. This all came up last week after a meeting got canceled, and the CEO’s wife (who also works at the company) got upset because it messed with her schedule. After that, this whole PTO situation suddenly changed. This also isn’t the first time something like this has happened. In the past, a few people took PTO at the same time and things got backed up. At the next meeting, she went on a tangent and said no one is allowed to take PTO during the first 3 days of the month. It feels like rules are getting made on the fly depending on how she’s feeling. So now I’m stuck. I planned this trip months ago, got initial approval, and now it’s basically being pulled out from under me. At this point I feel like: The “unlimited PTO” isn’t real Expectations aren’t inconsistent and kind of reactive And I would’ve made totally different decisions if I knew this upfront What would you do in this situation? Push back? Go above my managers? Just take the trip anyway and deal with consequences? Or is this a red flag and I should start looking elsewhere? Appreciate any insight. submitted by /u/Logical-Luck-2198 to r/human_resources [link] [comments]

I recently started a new fully remote role (I’ve worked remotely for 5 years, so this isn’t new to me). During the interview process, I was very open about the fact that I travel several times a year. I explained that one of the reasons I value remote work is because I can take my laptop with me and, if needed, log a few hours in the morning while traveling. That was never presented as an issue. Before accepting the offer, I already had two vacations booked: One at the end of March One week in June (more than 5 months out) I mentioned the March trip during interviews but forgot to bring it up again after accepting the offer. I reminded my manager on day two. He wasn’t thrilled because it falls during a somewhat busy period, but he approved it. When he asked if I had any other time off planned, I told him about the June trip. He commented that this would mean taking two weeks off within my first four months. For additional context: Both trips were booked before I accepted the role. The company has “unlimited PTO.” In previous unlimited PTO roles, I’ve averaged 4–5 weeks per year without issue. I’m deadline-driven and proactive about planning ahead. I’ve offered to work ahead or log in early while traveling. I recently started short-term physical therapy (mostly early morning appointments to avoid disruption). During a recorded training session, I noticed a Slack message where my manager was asking his boss whether he had discussed my PTO situation with another leader, since they seemed to share similar concerns. Now I’m questioning whether I made a mistake taking this job. Is taking two pre-planned weeks within the first four months unreasonable? Is this typical “unlimited PTO” scrutiny in a new role? Or is this a cultural red flag around trust and flexibility? I’ve never had a manager question my PTO usage before. We’re also considering planning another trip in late August, and now I’m hesitant. Would appreciate candid feedback — especially from managers or others in unlimited PTO environments. submitted by /u/Willing_Pumpkin_9015 to r/WorkAdvice [link] [comments]

I’ve run unlimited PTO for 6 years. Small business, peaked at 18 employees and before last year I only had one person try to abuse it and she did not last long. My intention was autonomy. Adults managing their time as long as coverage and performance were handled. Also coming from a company who treated employees like crap I wanted to offer a better workplace. In reality, what I’ve learned is that unlimited PTO without extremely tight structure creates resentment between employees. Or worse, I just had a situation where 2 employees tag-teamed coverage so the leadership didn't realize until the KPI’s had drifted so far the entire company felt it. I found that the others were trying desperately to catch it up so that the lack of coverage by two people was not felt because they were afraid leadership would revoke unlimited pto. But that's what I think I need to do. Historically the average annual PTO was always between 100-120 hours. Everyone “Team managed” where once coverage was established they'd put it on their team calendar. No official approval process, but a team decision. It worked. The two employees, one in management, took 320 hours and the other took 260 hours off and almost all of it was put on the calendar late the night before. It was clearly a tag team situation where one of them was almost always gone. Management has not yet discussed this 1on1 but mentioned during L10 that I'm considering a hybrid system, where we still offer unlimited pto but anything with less than 2 weeks notice will come out of a sick and safe time bank of 48 hours. This caused a huge blow back. One of the ladies immediately got defensive and stated that the policy change”felt punitive “. The other one quit the very next day with no notice, which turned out to be great. Once I realized the culture is shifting and unlimited PTO is causing more resentment for the good employees and the KPI’s reflect this, I sadly think it's time for change. I get that expectations feel flexible, then when standards tighten it feels like the rules changed, but we have done this well for 6 years! I’m considering transitioning to a defined PTO structure with clearer guardrails. For those of you who have undone unlimited PTO: • How did you frame the change? • Did you grandfather current employees or reset everyone? • Did morale dip temporarily? • What structure replaced it? • What would you do differently if you did it again? I’m not trying to reduce flexibility, necessarily because I love that we have had flexibility. trying to remove ambiguity and entitlement drift and the resentment from good employees who are trying tomake up the slack. Appreciate any insight from founders who have actually made the switch. submitted by /u/Longjumping_Emu_842 to r/smallbusiness [link] [comments]

How did that work out for you? Or Why aren't you doing that? I still have accrued PTO. Near the end of the year I take off every Friday to burn hours to stay below the PTO earnings cap. Edit: Thank you for your responses. Turns out Friday is the 'easy' day of work and it is better to take a Monday or Wednesday off. Friday is the easy day as other people leave early or boss isn't around. Monday extends the weekend. Wednesday breaks the week up so I'm only working 2 days at a time. Edit #2: In most cases the name of the program is called "Unlimited PTO," but in practice the actual name of the program is "Limited PTO." submitted by /u/centstwo to r/jobs [link] [comments]

I’m going to quit my job in finance. The company has an unlimited PTO policy. Should I take off a week and then put in my two weeks? Is this against some unspoken rule in a corporate job? submitted by /u/PinkmansChilliP to r/jobs [link] [comments]

My company switched to unlimited PTO last year and HR was SO excited about it. Big email. "Take time when you need it! We trust you!" I was like okay cool. No more counting days. No more weird calculation of do I have enough days saved up. Just... take vacation. Except. I've taken LESS time off this year than when we had limited PTO. Because here's what actually happens. There's no baseline anymore. When we had like 10 days or whatever, everyone took their 10 days. It was normal. You'd be the weird one if you didn't use them. But unlimited? What's normal? How much is too much? Is a week okay? Two weeks? Three? Nobody knows. So everyone's just... scared to be the first person to actually use it. I wanted to take a week off last month. Asked my manager. He goes "Of course! That's what unlimited is for!" Then immediately: "Just make sure everything's covered. And maybe stay available for emergencies." So. It's unlimited. But also I need to be working while I'm off. Cool. Makes sense. /s My coworker took three days and came back to comments like "nice vacation" and "must be nice." Like passive aggressive shit. Another person took a week and then didn't get promoted because they "weren't showing enough commitment." So unlimited PTO is actually "take time off if you want everyone to think you're not committed." And companies LOVE this. You know why? People take less time. Like measurably less. And they don't have to pay out unused days when you quit. It's not a benefit. It's just a way to save money and call it trust. submitted by /u/Upper_Criticism3388 to r/I_DONT_LIKE [link] [comments]

Every job I’ve had with "unlimited" PTO actually made it harder to take time off because there’s no set standard. You end up feeling guilty for taking 2 weeks, while the people with "earned" PTO take their 15 days without a single apology. Give me a specific number of days of guaranteed leave over "unlimited" vibes any day. Unlimited PTO is just a way for companies to keep vacation debt off their balance sheets. submitted by /u/Rude-Ad8540 to r/GenZJobs [link] [comments]

i tried to request a thursday/friday off three weeks in advance. got pulled into a meeting and told that while we technically have unlimited time off, taking days right now would "send the wrong message" because we are in a busy season. we have been in a "busy season" for 14 months straight. i honestly miss my old job where i just had 15 days of accrued leave. at least then they were legally mine and i didn't have to beg for permission to use them. this whole system is a scam to avoid paying out accrued time when people quit. Unlimited PTO is a scam. Give me my 15 earned days back so you legally have to pay me for them when I quit. submitted by /u/No_Good_3063 to r/antiwork [link] [comments]

Wondering if anyone has done this. Like taking maybe 6 or 7 weeks off in the year to see if you can shake out a PIP or severance from a job that isn't really working anymore. submitted by /u/IntelligentMinute756 to r/overemployed [link] [comments]

Update - Met with HR and they did a full 180, acted like it was no big deal after all and even mentioned that maybe they need to take more time off. Not sure what happened but I'm not going to question it. I'm very disappointed and this is mostly just me shouting into the void about it. If you have any thoughts, you're welcome to share! This company has always had "unlimited" PTO. I've been here for almost 5 years and have never had any issues. I usually take ~25 days a year, sometimes more sometimes less. My manager has always been very liberal so, when I became a manager in the same department, I followed suit. I encourage people to take time off and have never denied a request. We always get our work done and ensure coverage. The handbook has always said that it's up to manager's discretion. So this is what we've always done with no push back from anyone. We're fully remote. Today our HR person flipped a shit when they realized that one of my direct reports has taken 20 days of PTO so far this year. They're saying it's excessive, unprecedented at this company, that it's serious performance issue that I should have been managing, and that I need to write this employee up for abusing the PTO policy. I was absolutely floored. What??? This came completely out of left field. My own manager was just as flabbergasted. I've actually been encouraging this employee to take more time off this year because they've really stepped up to the plate during a few rough patches and I thought it would be a great way to reward/support them. Now HR is saying I need to punish them for doing what I literally told them to do? No. I told my manager that I'm not doing it, they can write me up instead. Why do some people cling to hustle culture like their lives depend on it? It's like they want to work themselves to death and expect everyone to do the same. I'm genuinely upset that society is still acting like this. We had a really good thing going, it was hurting no one, it was improving team morale and helping retain this employee (our best performer), and now I have to penalize them for failing to meet expectations that none of us knew existed. I feel like I'm taking crazy pills. submitted by /u/Current_Mistake800 to r/managers [link] [comments]

So my company offers unlimited PTO which we all know is a scam but I’m aware of this and use my time with discretion. I don’t take two or three weeks off in a row. For instance this month I’m taking no time off and last month I took off three days. Anyhoo I recently submitted time for the next few months totally 6 days. I got an email stating I had reached a “limit” of 30 days and that any request going forward may need further consideration from HR and senior leadership. Mind you I have not requested 30 days I’m currently sitting at 19. I’m completely confused by this as I have never heard of this process and sure enough there is no mention of limits in the employee handbook only to use your PTO with discretion which I’ve done. I’m rather frustrated because it seems as if the goal post keeps shifting on my team and company as a whole as of late. submitted by /u/MINXG to r/jobs [link] [comments]

I'm a canadian and I recently joined a remote company which is based in US. They offered unlimited pto and at first I really thought it would be amazing like no tracking, take time when you need it all that stuff. The reality is that it's the most passive aggressive setup I’ve ever experienced. There’s just no structure. No one takes time off unless they truly truly need it and when they do, they come back feeling like they have to overcompensate. I asked for a week off and got hit with 'just make sure your team is aligned and projects are covered' which in other words means 'you better not slow anything down or you're getting fired'. I ended up not taking the week off at all but instead I just played on jackpot city throughout the whole week. Unlimited PTO really sounds like freedom on paper but its the worst scam that companies offer these days!! submitted by /u/Altruistic-Editor257 to r/antiwork [link] [comments]

My company brags about how we have “unlimited PTO” like it’s some amazing benefit, but the moment someone actually tries to use it the judgment kicks in right away. You take more than 2 or 3 days off and suddenly you're “not a team player” and they'll look at you with a side eye which is crazy. Last week I was in my office just playing on grizzly's quest (don't judge me we had no tasks that day) and when my coworker asked our boss for some time off he said he'll think about it??? I think it's only there so that it attracts people to get hired like they offer it so they don’t have to pay out unused vacation and they rely on guilt to keep you from ever taking it. I’d honestly prefer a fixed number of days with clear boundaries over this manipulative bs!! submitted by /u/Adventurous-Month340 to r/self [link] [comments]

Has anyone had a job that offered unlimited PTO for salaried workers? how was that like? Does the morale and work culture feel better since this is offered? Did your company make it difficult to take time off? submitted by /u/Basic_Professor2650 to r/careeradvice [link] [comments]

I scheduled 4 days off two months in advance, got them approved, and then the passive-aggressive Slack messages started rolling in by day 2. It’s wild how employers say “take time when you need it” but mean “as long as you’re still answering emails from the beach.” Anyone else experience this? It’s such a gaslighty system. submitted by /u/Equivalent_Soft_6665 to r/WorkReform [link] [comments]

I’m sure many already know this and there are probably also people out there who have a great experience with unlimited PTO. However, in my experience it’s 99% negative for employees. there is no “standard” for how much time you can take unless your boss is really amazing it encourage you to take nearly 0 time off. I’ve been at my company with unlimited PTO for 3 years now and I’ve taken a total of 20 days off. no cash out of banked time if you ever leave Just wanted to put the out there because it’s one of those things that might sound good on paper but is usually horrible in practice. I mean if times are tough take what you can get but I’ll be avoiding this like the plague if I’m job hunting in the future. submitted by /u/Tandybaum to r/jobs [link] [comments]

I’m looking at my year to date PTO. Today is July 17 aka more than halfway through the year. I’ve taken off so far this year on January 12, May 16, and June 9. I believe that adds up to 3 days. Lol. submitted by /u/magicmvj to r/antiwork [link] [comments]

Rant - I started a job about 10 months ago with a "flexible" PTO policy. Essentially, I have unlimited time off, to use at my discretion, up to 2 weeks at a time. I understand the other arguments against these open-PTO policies but something else has become abundantly clear to me having been with this job for about a year now. ​ The problem is, my immediate teammates (there are 5 of us) NEVER take time off. So what ends up happening is, I am the "slacker" of the team. I do not hesitate to take a random Friday off if work is slow, and I plan to take whole weeks off for various trips and vacations coming up this summer and fall. All in all, I will probably take 4 weeks of total PTO this year. ​ I get my work done on time and am generally well-liked with the company and team, but I feel like an ass because in comparison to the rest of my teammates, I take a lot of time off. I want to be there for my team and pick up some of their work when they take their own time off, but they (as mentioned above) rarely or never take time off, so I have yet been able to prove my ability to be a good teammate. I speak with folks from other departments and they regularly take time off, sharing fun stories about the trips they've taken and the places they've seen - yet another thing I do not get to share with my team because they are too caught up working to speak about anything else besides work. ​ /end rant. I am not necessarily looking for any advice here, maybe just some affirmations or similar stories from other people with PTO policies like this. This too could also be used as a point of consideration for anyone weighing the pros/cons of 2 jobs with different PTO policies, I guess. submitted by /u/kewladria to r/jobs [link] [comments]

submitted by /u/grizzburger to r/LifeProTips [link] [comments]

Many companies are moving to this because studies have shown that people take significantly less time off when unlimited PTO is offered. There is a psychological effect that takes over and people who used to use their full 2 or 3 weeks of PTO now only use a week or less, it becomes a competition to use the least, and management then uses those low vacation usages against anyone wanting to actually take more time off (Becky is one of our top employees, one of the hardest workers here, and she only took 8 days off all year, why do you need such a long vacation?). Those same studies show that employees at companies with unlimited PTO almost never take a full week off (a real vacation) at a single time. There were obviously exceptions to this, but the general rule was that companies benefit from this policy and employees suffer from it. If your company is considering this vote against it. If you're applying for jobs and they offer this be wary. They will call it unlimited, but the company will give you hell if you try to use what would be a normal amount of time off if you had standard vacation days. And what's worse, is that you probably won't even try. It's a trick to make you work more and thank them for the pleasure of doing so. Edit: I'm not going to be able to respond to a lot of this, but I want to respond to a couple common objections. "Not every company using it to exploit workers, some have mandatory minimums, and get that paid out." Awesome. Some companies are good and will use this well, but not all. If a company offers this, ask a ton of questions about what it means, because not all companies will use it well. But at the end of the day, that's still just basically giving you that amount of time off, plus maybe a day or two to cut out early on a Friday. It's not unlimited, and it's typically static, so you'll never accrue more than that if you stay with the company. "I don't care what Becky does, I'll use mine and the rest of them can just deal with it." read the experience of many other commenters here who did this or have seen it done in their company. The people with the most days off were the first to be laid off/fired in the next years cuts. Also, you will still have to have a manager approve Time off requests in these companies, and then this becomes a game of who is better buds with the manager. Requests granted to pals, but not to the rest. "This is the best policy if you get a long term illness, get pregnant, get married, etc. It gives you all the time off you need to deal with that situation." if you work At a company that actually allows you to take 3 or 4 months off in a row to have baby, or deal with a long term illness, please send me a resume. Those companies are unicorns in any and every industry and most companies will just force you to take most of that time as unpaid leave, and if you don't, they'll just let you go for some obscure reason. The idea that a company is doing this because they've got your back seems incredibly naive and does not fit the research around companies that have made this a policy. If you work at a company that does unlimited pto and encourages or easily allows you to take 2-3 months off a year, and pays out so much of it that you get to use it towards retiring 5 years early, and no one slams (or even threatens to fire) you for taking more than Backy and Todd did. That's great. First of all, please send me a resume, but more importantly, please don't encourage others to just expect this kind of treatment under this kind of policy. Most companies do not shift to this kind of policy in an effort to benefit their employees (as much as I wish they thoght that way), they institute policies like this because it is going to significantly impact their bottom line in their favor. If yours doesn't function like that, awesome. But most do. All the statistics bear that out. submitted by /u/Equivalent_Load4067 to r/LifeProTips [link] [comments]

submitted by /u/SkrooImperator to r/LateStageCapitalism [link] [comments]