The Risks & Benefits When You Offer Employees “Unlimited” Vacation Time
by Ann Bares 你曾经给过你的员工不限时间，不限地点，不限种类的无限制休假的待遇么？那么，你是否完全了解这种无限制休假？本文将通过一则调查详细解答无限制休假的利弊之处。
The concept of unlimited vacation an arrangement where employees can take vacation, personal and sick time whenever, however and in whatever quantity they want is getting a lot of air time these days and gaining cache as a benefit for enlightened workplaces. Like all new reward ideas, unlimited vacation has its pros and cons. BLR s Daily Advisor recently did a nice series highlighting the benefits as well as the risks of this benefit, showcasing the advice of attorney Christina Gomez of Holland Hart LLP. The Benefits Many of the benefits are obvious ones, and they are particularly attractive in today s economic and work climate. An unlimited vacation policy can be a boost to morale and a means to demonstrate the trust the organization has in its employees. It can provide an additional perk at little to no cost, and it can help foster workplace flexibility. Such a policy can also help create and reinforce a culture of mutual respect and responsibility. And in a number of states, it can help the employer avoid the obligation to track vacation time on its balance sheet and pay out accrued and unused vacation at employee termination. The Risks Beyond the more apparent risks like the impact of staffing uncertainty on work planning/coverage and the potential for employee abuse, Gomez points out that an unlimited vacation policy also has the potential to be an obstacle (ironically enough) to employees taking the time off they need to refresh and recharge. Without a designated bucket of vacation time that they ve formally earned, employees may not feel they can really take the time off. Or, they may perceive that unlimited vacation is really code for no vacation, and that a benefit is in fact being taken away from them. The Bottom Line Like any reward policy change, unlimited vacation should not be implemented as a knee-jerk quick cultural fix or because the cool tech company down the road/in the news has put such a program in place. Like any reward policy change, it will be important to honestly assess the risks and benefits relative to your organization s particular culture and workplace environment not only to ensure that the program is likely to deliver on its promise but also to ascertain the steps necessary to present it as a win in your employees eyes. This was originally published on Ann Bares Compensation Force blog. 管理新知 您可能感兴趣的文章 有效的目标是什么 2017-05-09 Dice Beats on Revenue and Offers Optimistic Forecast 2014-02-20 管理者：学会利用荒废的时间与拖延做斗争 2015-12-08 最近文章 TEST 2018年01月15日 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 因利益冲突，Facebook COO和Twitter CEO退出迪士尼董事会 2018年01月15日 热门文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 2017年度职场出差行程调查，出差最多的居然是他们！！
2018年01月12日 员工在自己QQ空间评论HR经理吃屎，可辞退他吗？
2018年01月11日 扫一扫 加微信【已隐去】 关于沙龙 顾问委员 广告推广 隐私安全 联系我们 申请vip会员 支付方式 市场合作或广告投放 电话：【电话已隐去】 邮件：【邮箱已隐去】 在线QQ【已隐去】 VIP会员 企业VIP会员 机构VIP会员 广告刊例 商务合作 Follow HRSalon