My team take sick days (*not* vacation) (long weekends or other). Managers including myself will fix if they try using vacation. Also have and will support people on my team taking medical leave for mental health. Same benefits (and requirements) as any other medical condition.https://twitter.com/alicegoldfuss/status/1131227631548915712 …
That doesn't address the issue that 15 days just isn't a lot of time over a year (imo not enough for most people to stay productive, not to speak of healthy). Yes, after a few years it becomes more. But in this industry frequent job changes are the norm...
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It is (kinda) more than 15 days... The way companies model this (at least that I've seen) is a target of N week days of PTO per year, allocated both to fixed holidays, and vacation, w/ minimum of M week days of vacation. Not my preferred structure, but also not unreasonable.
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Downsides of course are: - Varies between location because you need a minimum of flexible vacation - Lack of flexibility doesn't work for everyone :: shrug :: Reverse has other downsides too, not sure there is an optimal for a big company.
End of conversation
New conversation -
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To be clear: Not at all singling out you / google.
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