Want Unlimited PTO? Things to Consider Before Implementing in Today's Workforce
Companies are looking at ways to meet or exceed the now more than 30 different paid sick leave laws. The idea of unlimited paid time off (PTO) is still splashing through HR professionals' minds as an alternative way to beat the many paid sick leave laws and as a way to attract and retain talent. Need to go to Hawaii for five weeks? Yes, go -- it's paid time off! Need the afternoon off to watch your child in a school play? Sure, it's paid time off! Need a 'mental health' day or two (or five)? Why not -- it's paid time off! No questions asked. But before implementing such a program, there are some things to consider. Is it too much of a good thing? Will it improve morale and work-life balance? Is it a true total rewards element that attracts and retains top talent? What about employees who need an extended medical leave of absence? What about your remote workforce? 'Unlimited' may not really mean without limits.
Learning Objectives:
- Why rethink paid time off?
- What should you consider before implementing an unlimited paid time off program?
- Does it really work for every organization?
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Marina A. Galatro
Marina Galatro brings 25 years of experience as a trusted HR advisor providing strategic consultative services. Her experience combines effective recommendations and support to companies on a variety of topics including federal and state compliance, HR and payroll outsourcing, leave of absence, compensation, paid time off, performance management, policy and procedure development, and training and development.
Marina is passionate about compliance, leave management and assisting companies to develop HR strategies that drive transformation and elevate the workforce experience. She has met with state assembly members to discuss pending workplace legislation and how it may impact the HR profession.