Stay within the limits of the policy, get your managers approval, get your job done, enjoy as much time off as you need. Nuff said.
23 replies (most recent on top)
Worked great. Took 6 weeks plus carryover from last year in the first 8 months. Then RIF. No vacation payback for leaving early.
It is clear that this is yet another calculated plan in the continued erosion of benefits. Those in management that are arbitrarily limiting the use of this policy are out of touch and are demonstrating contempt for the hard working employees. Truely unfortunate. This type of treatment makes one work just hard enough not to get fired.
I had about 20 hours of vacation that rolled over, so I took that & clearly marked it as burning up my rollover. I was also entitled to 4 weeks. I planned out my vacation in batches several months in advance. Most vacation days have been less than a full week.
For the last quarter, with the holidays and all, and since nonexempt employees had to schedule out their vacation til the end of year, I did the same. I kept it to what I was entitled to, adding up to 4 weeks + my rollover. I told my manager that all my vacation of 2 days are more has been planned, but under the benefit of "unlimited vacation," I still reserve the right to take a mental health day or two before the end of year. He chuckled.
I came to Honeywell via an acquisition, and my previous company always tinkered with reducing vacation benefits. So, I've learned to always take vacation when I can, because next year it might all change.
Too much depends on your boss. My last 4 years were very bad bosses. It is luck. In my case really good bosses l knew or worked for got laid off or told to find another job. Your situation at Hon is random and driven by luck. One day your good boss will be told its time to move.
All we have in writing is the formal policy to stand on. My management only has provided a suggestion to keep it in line with what we had prior, but has not put this guidance in writing, which is very telling. It is a reasonable recommendation, but is not in sync with the new policy. My plan has been to take what I need within the limits of the formal policy, regardless of the non documented guidance from management. I am on track to take about 7 weeks for the year, with no impact to the business.
Higher up managers at my site had meetings with their managers where they looked at vacation "metrics" for all employees. They base this years "unlimited" vacation on last years vacation entitlement. They pointed out employees who seem to be taking too much compared to last year and flagged them.
For example, if you had 4 weeks entitled last year, and you've already taken 3.5 weeks by June then you would have been flagged, since it looks like you are on track to take 7. Stupid, but that's what they do.
"Unlimited" vacation is being tracked, don't think for a second it isn't. I would say 3 - 6 weeks is ok for most people, depending on years worked. Also depends on your manager. And whether Mercury is in retrograde or not.
Seems to be fine at our site. All managers told us to keep the number of vacation days close to what we had last year.
We'll see what happens before Christmas break. In the past, everyone had to burn all their vacation or they'll lose it. No one was around the week before Christmas. Betcha they put a stop to that since there isn't any vacation to lose.
Similar to 1fls I walked myself out the door a few years back so now have unlimited Vac. and a monthly "thank you" check. LOL
My wife and I both had some years with 10 weeks of time off ...VAC.of 6 wks. + 6 personal days + 3 to 4 weeks off for furloughs. We always enjoyed the additional furlough time off. We would have loved to volunteer for a week of furlough every month.
I got shoved out the door a few years ago. I have unlimited vacation now. Unpaid, of course.
My 2 cents, I've always fluctuated between a 2 and 5 block during my career with HON. I would have had 4 weeks of vacation under the old policy and figured I'd take 6 this year with the new plan. Otherwise, what do I benefit under that trade for no vacation payout upon termination? My boss has no problem with those plans as I gave plenty of notice as not to disrupt the group. I've heard of managers implementing their own interpretation in that it can't be more than you would have had under the previous plan. I find that appalling - now that it's titled "unlimited vacation policy" it should be as it is named. Keep in mind that many tech companies have gone this route and it seems to be working fine. Get your work done, and you will have no issues. If you need to open your laptop to check a few emails during vacation, then do it. I'd rather take more vacations and maybe work a few hours a day on the beach than take only 2 weeks without a laptop nearby. That way you can make sure your not swamped when you get back with old emails and loads of work to do. You can at least manage your return slightly when you take a few emails at night or in the morning before the kids wake up. Doesn't work for everyone but it seems to be working for me. Obviously, your manager makes a big difference. At Honeywell, I've had great luck with my managers. I've only had 2 managers for a duration of about 6 months total that were terrible to work for in my entire time here...and they were all fired or left within months of becoming my manager.
-1ond
Is 6 weeks ok? It is a very vague policy and brings a lot of personal and emotional opinions into it. I bet ask 10 managers and you get 10 different opinions. Who the heck ever got 12 weeks vacation anyway mister obvious.
They can avoid accrued vacation payments in layoffs. I got a check for roughly $6500 for vacation at my RIF, Jan 2016.
I am milking the cow and f--- contributions or rating. I care about those things just as much as the company cares about me or my future. Aka not at f---ing all.
this escalated fast
I am a manager - here's my spiel: your performance is based on your contribution, taking 12 weeks of vacation may significantly limit your contribution
My manager has been good with it. I was a 6 week person before the change and I am on track to take the 6 and perhaps a few extra days at the end of the year. I did hear of HR calling a few managers about peiople that had taken 4 weeks before June 30. Nobody has bothered me about how much time I give my team or how much time I have taken. Mid-year review was ok. I bet they will say anyone with more than 4 weeks vacation taken can't be above a 5 once writing HPD reviews begins in December
I am milking this cow the same way they milk me through EEI.
Our guidance is, "although the new policy has no predefined limits, we are to limit vacation time to what we would have earned based on years of service defined under the old policy". Of course, objections siting contradictions with this guidance and the guidance found in the new policy fell upon deaf ears. Makes no sense, why limit time off without cause, especially since the new policy provides guidance to the contrary?
Seems it all comes down to who you work for.
My manager is good about it and I've taken four weeks so far this year. She does have a limit on how many people can be out at the same time though.
Mine is working out fine. I'm still getting the same number of days as the previous plan with no problems.
Harder to get approvals.
The manager is a jackass.