Nobody I know feels comfortable actually using it because you never see anyone else take time. This might be specific to my area, but I highly doubt it. In the end, it ends up being worse than having a set number of days. I'm tired of pretending this is some great benefit.
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Unlimited PTO basically allows company to not pay out vacation when you leave for any reason. It's a farce.
Unlimited PTO and Benefits (average at best) are the only reasons to stay @ CDW in my mind. Whether you are going to retire (I know many!), stick it out, or stick with it until something better comes around. Last year, I took at least 35 work days off. I'm already @ 12 work days off so far and it is April with plans for another 15 by the end of summer. No regrets whatsoever, and no objection from my direct manager. I think the secret is to take 10 or less days at a time. Honestly, I don't care what they think or do. If they want to give me a "departure package", I'm all ears. I will gladly listen. If they didn't want me to take advantage of their unlimited PTO, they would have said something. I feel absolutely no sense of guilt for taking time off.
I used to take my 2 weeks. Last year I took 31 days. This year I’m on track for 44 days. We work as a team in my department to back each other up so we can work hard at work, then take the time to refresh and avoid burn out. Just keep putting Flex time in and go!
The reason they switched to unlimited time off was to avoid any liabilities to pay out unused vacation time when they do layoffs.
I would make it a point to use the vacation time. Who cares what other people think. Maybe you will make other people more comfortable taking time off too.
@dz
The only reason they did it is to save $
On the sales side...if you take too much time...your friends have to pick up the slack and if you don't have any left...your random "teammates".
The customer ends up suffering regardless because your backups will put thier customers first before yours.
Leadership fails to think about the various outcomes of thier decisions when planning these actions....but seems like all they care about is cutting costs.
How many sports teams do well when they cut payroll and let go of their main assets?
Just put in for time off when you need/want it. Seems simple.
Yes, the company did it to save money and not pay balances when someone leaves. But they did not do it to make you work more. Use it as you need or want it and everyone wins.
You’re just figuring this out?
Lots of people use it and use it frequently in my area and no one seems to have any issues.
It's also one of the main perks that is keeping some people there... Depends on performance and leadership. Statistically it leads to less time off use. Don't be a statistic =)