Vacation Time (PTO) when transferring between Fortune 500 companies.

[Azurik]

Looking for feedback based on past experiences. This applies to the bigger Fortune 500 companies that have a structured and regulated HR policy rather than smallies who have more leeway in this.

Scenario: Company A has a vacation policy that increases with seniority. 1-4 years gives a person 15 PTO days. People with 5+ years receives 20 PTO days.

Question 1: The industry that Company A is in has the same PTO policy. When switching companies that are heavily correlated, what are the chances of a PTO match?

Question 2: The person is switching to a different industry. What are the chances that HR will be willing to match PTO time?

Question 3: The person comes back to his original company that he has worked 5 years at. Does he start from scratch or immediately gets his 20 PTO days and his next year counts at his 6th year?

 

[Blackjack200]

I thought these policies were to reward loyalty. Based on that, I don't think any of your scenarios would result in 20 PTO days.

Only exception, I imagine, would be if you're big enough to negotiate your own package.

 

[SunnyD]

If it's a higher salaried position (executive, upper management), it's something that can be negotiated coming into the new company. Otherwise, don't count on it. (Q1 and 2)

As far as question 3, it depends on the company. I'm not in an 500 company, but that's the way it works here. Some companies also limit as to how many years your hiatus can be before you start from scratch. Some companies don't give a shit at all and will start you from scratch no matter how long you've been gone.

There is no set rule.

 

[Uppsala9496]

Question 1: No correlation. Each company can do as it pleases, regardless of size.
Question 2: Odds are slim to none. All depends on how valuable they think you are. I am guessing it won't happen. When I was hiring, there was no preferential treatment to allocate extra PTO days.
Question 3: Usually once you leave, you are back to zero. The HR policy should be listed in the handbook regarding this.

 

[EagleKeeper]

#3 may be determined how long you have been away.

Always look at the HR policies for answers.

 

[JulesMaximus]

Everything is negotiable, it just comes down to how much they want you and how much of a deal breaker it is for you if they don't want to give in to your wants.

 

[AreaCode707]

Not everything is negotiable. In most of the companies I've worked with or been associated with, PTO is one of the least-negotiable items on the table. Microsoft, for instance, DOES NOT NEGOTIATE pto at all period unless you report directly to the CEO. (This is current state, I'm friends with several of the recruiters there including one of the exec recruiters.)

You can pre-arrange unpaid time off frequently during negotiations and they can be fairly flexible about that, but PTO policies are usually locked very tightly.

 

[kranky]

In my experience, asking for more PTO is one of the easiest things to negotiate. If you have 10 years experience, you can ask for the equivalent amount of PTO that employees get at 10 years. You might not get it, but asking isn't going to repulse anyone.

We have managers new to our industry but with a lot of experience come in the door with 20 days PTO because that's what they had at their last position.

[Just saw AC707's post above - obviously, your mileage can vary! ]

 

[JulesMaximus]

Not everything is negotiable. In most of the companies I've worked with or been associated with, PTO is one of the least-negotiable items on the table. Microsoft, for instance, DOES NOT NEGOTIATE pto at all period unless you report directly to the CEO. (This is current state, I'm friends with several of the recruiters there including one of the exec recruiters.)

You can pre-arrange unpaid time off frequently during negotiations and they can be fairly flexible about that, but PTO policies are usually locked very tightly.

Depends on the company I guess. I've worked for medium sized companies that made exceptions in this area.

 

[sciencewhiz]

For question 3, look at policy 35-0007-110 (assuming you still work for who I think you work for).

 

[Blackjack200]

Depends on the company I guess. I've worked for medium sized companies that made exceptions in this area.

I think it's easier for medium sized companies to make exceptions than F500s.

 

[DesiPower]

F500, I doubt anyone will or can negotiate unless you are at Dir level or higher...
/IMHO

 

[CPA]

F500, I doubt anyone will or can negotiate unless you are at Dir level or higher...
/IMHO

This is pretty much true. I work in a F250.

 

[Pepsei]

Wells Fargo.

No way on PTO, you can negotiate for title that changes you to an officer so that you'd get 5 more days. or ask for more money.

#3 PTO is based on years of 'continuous' service so if you stop and come back, you start over again.

edit: correction... wells fargo doesn't have distinction on officers or non-officers... so i guess i got grandfathered in.

 

[SunnyD]

[Just saw AC707's post above - obviously, your mileage can vary! ]

To be fair, Microshaft is one of the least negotiable companies in the world, all the way down to even salary. They can get away with it too, because potential employees fall over themselves to work there. If you're unwilling to accept what they want to give you, they know there's 200 other guys in line that will.

 

[AreaCode707]

Depends on the company I guess. I've worked for medium sized companies that made exceptions in this area.

That would make sense. Most of my experience is with companies at 30,000 employees or greater.

 

[The Boston Dangler]

i'm thinking if you have to ask, the answer is "no".

 

[AreaCode707]

To be fair, Microshaft is one of the least negotiable companies in the world, all the way down to even salary. They can get away with it too, because potential employees fall over themselves to work there. If you're unwilling to accept what they want to give you, they know there's 200 other guys in line that will.

Point. To expand, I've worked at or worked with recruiters at Starbucks, T-Mobile, Amazon and AT&T WS where the policy is the same.

 

[D1gger]

As an employer, PTO is one of the items I do not like to negotiate. It sets such a dangerous precedent that I would rather actually negotiate a slightly higher wage than give more time off.

 

[AreaCode707]

As an employer, PTO is one of the items I do not like to negotiate. It sets such a dangerous precedent that I would rather actually negotiate a slightly higher wage than give more time off.

I think in large companies there are technical difficulties with tracking specially granted PTO so that's one of their reasons for not doing it. PTO management is typically done automatically and lots of companies refuse to dedicate the manpower and angst to handling special cases that don't fit into the automated system.

Same with pay, really. Large companies will _NOT_ pay you outside your pay grade. They may level the position up so they can pay you more, may even change the title, but they won't hire you into a title/pay grade combo paying more than what the max is listed at.

 

[mfenn]

Not everything is negotiable. In most of the companies I've worked with or been associated with, PTO is one of the least-negotiable items on the table. Microsoft, for instance, DOES NOT NEGOTIATE pto at all period unless you report directly to the CEO. (This is current state, I'm friends with several of the recruiters there including one of the exec recruiters.)

You can pre-arrange unpaid time off frequently during negotiations and they can be fairly flexible about that, but PTO policies are usually locked very tightly.

So it IS negotiable, they just have to want you bad enough to make you COO.

 

[SunnyD]

So it IS negotiable, they just have to want you bad enough to make you COO.

Everything is negotiable, but as you said, they have to want you bad enough to bend the rules.

Though frankly, it is really a moot point for companies hiring salaried positions. If you're salaried, then timekeeping is a formality in most cases (exception being billable hours). Nothing explicitly says that you must be present to have been considered having "worked" that day. SOX compliance and all the shit might frown on things like this though, but a proper exception can always be made, as you said... if they want you bad enough.

 

[edro]

I just transferred to a different company/industry.
They matched my vacation when I asked.
I didn't negotiate on pay though.

 

[Renob]

I work for a Fortune 50 company and over here if you leave and come back within 6 months you retain all your accrued time off if you left in good standing.

As far as the new company goes it all depends on how much they want skill set, I alway shoot high when in negotiations.

good luck
r
w

 

[tk149]

Looking for feedback based on past experiences. This applies to the bigger Fortune 500 companies that have a structured and regulated HR policy rather than smallies who have more leeway in this.

Scenario: Company A has a vacation policy that increases with seniority. 1-4 years gives a person 15 PTO days. People with 5+ years receives 20 PTO days.

Question 1: The industry that Company A is in has the same PTO policy. When switching companies that are heavily correlated, what are the chances of a PTO match?

Question 2: The person is switching to a different industry. What are the chances that HR will be willing to match PTO time?

Question 3: The person comes back to his original company that he has worked 5 years at. Does he start from scratch or immediately gets his 20 PTO days and his next year counts at his 6th year?

Ask HR? Just a thought. If they want you bad enough, you can negotiate anything.