Was talking with a friend about her SO's company moving towards PTO Banking and we were trying to figure out what the advantage was to the company offering it and how it might disadvantage the workers.
Off the top of my head here's a couple things I came up with:
- Have to earn which means an ongoing emergency that taps you out before you can bank it can leave you screwed
- If your hours change, the amount of PTO Banking you get for the year might as well.
- In some states unused vacation time is paid out on separation, meaning with PTO Banking you haven't banked yet, you're SOL.
I think those are right, but if anyone has a decent write up that's known to be accurate that I can share instead of my own ramblings that'd be great.
Edit: Apologies, I switched over from PTO Banking (typical term for earning time off that combines sick and vacation days) in the title to just PTO in post and think that may have caused some confusions. I've fixed it. Thanks for the answers so far, looking forward to more.
Depending on how it's implemented, the biggest issue IMO is that you're punishing anyone who gets sick or has a chronic illness with less or no vacation. It's a major blow to anyone with a disability that causes them to miss work.
I'm not familiar with any writing on the subject, possibly because companies can implement it more or less however they want and so none of the terminology or rules are consistent
This is my beef with PTO banking. It's almost always set up so if you work 40hrs/wk every week you get a round number like 15 days per year (3 weeks). If you miss a single day you then end up with 14.954 days and now you only have 2 weeks of vacation, 4 days, and change. I was out sick or injured (non work injury) over 6 weeks in the last year and still get all my vacation time. PTO is just more enshittification.