The title for this post reflects the typical language that is used when describing how vacation is accrued or allocated in an employment contract or a collective agreement. While meant to reflect an administrative approach to the calculation and disbursement of earned vacation time, the word ‘trust’ holds some powerful meaning in the employment relationship.
As part of an overall compensation strategy, do employers actually trust their employees when providing them with vacation time? Is it a reward well earned?
We have all heard of, or may have had personal experience with, the workplace where vacations are calculated according to strict provisions; given begrudgingly; and scheduled to fit the business needs of the organization, first and foremost.
What might happen if these approaches were thrown out the window leaving vacation earnings and usages entirely up to the employee? Could we trust our employees to manage their own time to take a break when they need it the most?
According to the CEO of Vigilant Management in the United States, yes we can!
Click here to read the article.
Clearly, the most important element of the unlimited vacation policy arrangement is a high degree of trust between all parties in this particular work place. In a Canadian context, as noted in the article, each province provides for a legislated minimum of vacation earnings which differs from the approach in the Unites States. Even with these legislated minimums, if there was no maximum time capping the amount of vacation an employee could take, how many days would actually be used?
Most of us are creatures of habit and do not like too much of good thing. This could apply equally when thinking about both going to work or taking vacation. When employees are able to see, feel and believe that they are trusted, then work and vacation both become complementary parts of one good thing, instead of too much of one being bad for the other.
- At what point in your vacation time do you become bored and want to go back to work?
- If you had unlimited vacation time from your current workplace, how much time would you want to take as vacation? How would you schedule your time?
- From a compensation perspective, how could you calculate the costs of unlimited vacation for employees?