I have a friend who —
OK, fine. It’s not a friend, It’s me. I’m not sure if I should be embarrassed or proud of the kinda-sorta juvenile workplace shenanigans I’m about to describe, but in the interest of making a larger point, here goes.
I once worked for a company that had a chair policy. If you were above a certain pay grade, your reward was a chair with armrests. Peons who didn’t earn enough risked falling off the sides of their seats.
Back then, I knew little about HR. I wasn’t yet versed in the power of phrases like “reasonable workplace accommodation” to annoy Linda from HR into granting certain requests (regardless of whether I technically needed an accommodation.)
So instead of asking for a chair with arms, I took one. I simply strolled into a nearby conference room and wheeled out a chair that allowed me to sit comfortably. Luxuriously. Like I finally made it in corporate America.
Then Chair Nazi came. Continue reading
I’m part of the 2 percent. I work for the tiny fraction of U.S. companies that offer unlimited paid time off (PTO). That’s right, I get to watch The Price Is Right live as much as I want! Or something like that.
Are you jealous? Don’t be. You’re probably taking more vacation than I am — because workers under traditional use-it-or-lose-it policies usually take off more time than we 2 percenters.
At every organization, regardless of PTO policy, people feel reluctant to take days off. One study showed that 41 percent of Americans don’t take any vacation days at all. At. All.
Is that you? Are you someone who thinks your company is overpaying you so you choose to reject part of your compensation? (That’s what PTO is, after all.) Or do you fear that work will build up? (Don’t worry. Your plate will be full no matter what you can’t accomplish today, tomorrow, and many tomorrows after.) Or maybe you think your department will collapse if you’re not there for a few weeks? (The whole company, probably. Maybe even the country. The planet.) Or do you simply agonize over the optics of potentially taking off too many days? (Whatever “too many” means.)
The last concern is especially relevant under an unlimited PTO plan. At my company, I’m told that, really, no really, no but for real, really, people may take PTO as they wish. That’s why, after starting my job this past June, I’ll be taking the next six months off. Continue reading