[aviau]

> don't have policies which, if used, would be untenable to the company.

I am ambivalent on this. Some benefits are a bit like insurance, I don't mind not using them fully but I am glad its available when I need it.

The big issue is that it has to be available when I need it and it can't just be a scam.

[ethbr0]

I think that's where policy + manager discretion for overages is the better approach. Your manager should know if you and your team are killing it.

"Unlimited PTO" just sounds like make believe land.

And if it's not an actual, usable, guaranteed policy that doesn't negatively impact your career... then why are we deluding ourselves and creating a policy vs culture mismatch?

[susiecambria]

Agree completely.

Years ago, when I was first married (like several months after getting married), my husband needed surgery. The surgeon thought it might be pancreatic cancer.

The board gave me all the time I needed, no questions. And, the day of the surgery, a colleague from work spent the day at the hospital with me. A free day from the board and director.

Now it's true that I worked every day husband was in the hospital - I mean, he was sleeping most of the time so why not work? But they knew I would work since that's what I did. I delivered for years.

I was incredibly grateful they allowed me to take the time. Am still grateful. But I was also in a position where I could take an unpaid leave or quit. Neither optimal, but family comes first.

Would the organization have done the same for other staff? I don't think so. I had been there the longest and busted my ass for them, loving the work every single day.

[ethbr0]

Coincidentally, I quit a consulting job that wouldn't give me (unpaid) time off to be with my mother through surgery for pancreatic cancer (positive outcome, so far).

Had saved enough that finances permitted, and I still feel great about the decision.