5 Reasons Why We Switched To Unlimited Vacation
WRITTEN BY
Brett.Farmiloe
Brett Farmiloe is the Founder and CEO – and currently CHRO - of a digital marketing company that ranks really well on Google. Search “digital marketing company,” and you’ll see Markitors. Brett has also been a keynote speaker at several state SHRM conferences around the topic of employee engagement.
According to 2015 research from SHRM, less than one percent of employers offer an Unlimited Vacation policy. So, I guess our company is now in the minority.
We recently transitioned from a traditional vacation policy to an Unlimited Vacation policy that pays employees $500 to take vacation.
Why make the switch? Here’s five solid reasons.
Unlimited Vacation Aligns With Our Culture
Trust is at the core of our company. Clients trust us to get them marketing results, and as an employer, we give employees enough freedom to get those results in the way they best see fit.
If we can’t trust you with unlimited vacation, then we can’t trust you to do your job. Extending an Unlimited Vacation benefit to employees was an extension of the message, “Hey, we trust you.”
Improve Employee Retention
One day an employee came to me and told me, “Brett, our vacation policy sucks.”
Our old vacation policy was copied and pasted from another friend’s company in the industry. Clearly, our culture and employees were rejecting this policy as a foreign object. Something needed to change.
Introducing Unlimited Vacation reinforces the feeling of freedom within a workplace. That helps in the short and long-term with retention.
At the very least, we’ll now have a “pre” and “post” employee retention rate to evaluate after implementing Unlimited Vacation.
Strengthen Recruiting Efforts
There’s two ways Unlimited Vacation helps with recruiting. First, the benefit helps attract candidates and improve the acceptance rate for employment offers.
You can see a candidate’s eyes light up when you tell them that we offer Unlimited Vacation – and that we pay you $500 to take vacation. It’s a benefit that helps differentiate us from other employers and communicates what type of environment our company enjoys – one of trust and freedom.
On the flip side, offering Unlimited Vacation is a real gut check when interviewing candidates. My interviewing mindset has now shifted to, “Can I trust this person with Unlimited Vacation?” That question has introduced a whole new level of selectiveness within our hiring process.
Resource Allocation
As CEO of a company with 12 employees, I found myself spending an hour per month tallying up vacation requests, vacation time taken, and calculating the accuracy of accrued vacation balances. I rather spend that time helping grow our company.
We still track vacation days taken to ensure that the minimum amount of time is taken by each employee. But, lifting the burden of carrying over accrued vacation balances helps me sleep a little better each night.
Values Based Benefits
Each benefit we offer at our company must align with one of our core values. Unlimited Vacation aligns very nicely with our value, “You Are Unique.”
Previously we offered a paid day off on your birthday and a traditional vacation package to help celebrate your “uniqueness.” Now, it’s unlimited.
We’ll see how it all works out, but feels right for now.
资讯
2018年02月20日
资讯
雇主是否需要给工人吃饭休息？推荐阅读 Are Employers Required to Give Workers Meal and Rest Breaks?谷歌翻译机器人自动翻译：
雇主可能很难找出哪些员工有权吃饭和休息，以及在提供休息时必须遵守哪些规则。是否需要为休息时间支付工资？在换班期间的特定时间是否需要休息？就业法律师告诉SHRM在线。
纽约市杰克逊·刘易斯（Jackson Lewis）律师理查德·格林伯格（Richard Greenberg）说，联邦法律并不要求成年雇员进餐或休息。对于选择提供短暂休息（最多20分钟）的雇主来说，“公平劳动标准法案”确实要求雇主在那段时间支付雇员的工资，并按计算加班工资的时间来计算这个时间。
查尔斯·麦克唐纳（Charles McDonald）是南卡罗来纳州格林维尔市Ogletree Deakins律师事务所的律师，他说，大部分的膳食和休息休息规定都受到州法律的管辖，但是依从性可能会非常棘手，特别是对于那些必须考虑许多不同要求的多州雇主而言。
州差异的例子
格林伯格解释说，州法律对所需休息的频率，工人是否可以免除休息以及是否必须允许员工离开办公场所有所不同。
[人力资源管理局成员资源：国家膳食和休息休息要求 ]
例如，在加利福尼亚州，工人每工作四个小时就有10分钟的有薪休息时间，“或者大部分时间”，每五个小时工作30分钟的无薪餐休息时间。员工可以放弃休息的权利，但只有在工作时间不超过六小时的情况下。在某些情况下，雇员可以被允许进行“值班”用餐，但时间必须按照工人的正常工资率支付。
加利福尼亚州的法律也规定必须在休息时间的什么时候休息。休息时间必须在四个小时的工作时间中间进行，并且在轮班的第五个小时结束之前必须进餐。
麦当劳说，加利福尼亚州的雇主要记录休息是至关重要的，因为国家的法律是如此具体。但他指出，员工只能“休息”休息，因为需要支付休息时间。
如果不遵守休息法，那么州内的雇主就会面临严厉的惩罚。员工每天有权享受一小时的休息时间规则，每天还有一小时的工作时间没有遵守。
一些州的要求比加利福尼亚要求不严格，但是他们的法律还规定了何时必须休息。例如，在康涅狄格州，至少工作七个半小时的员工通常有权吃饭。员工必须在头两个小时之后和最后两个小时之前休息。然而，康涅狄格州没有休息休息法。
罗得岛州的雇主必须为员工提供20分钟的用餐时间，上班时间为6小时，30分钟的用餐时间为上班时间为8小时的员工。
包括阿拉巴马州，佛罗里达州，印第安纳州，爱荷华州，路易斯安那州，密歇根州，新泽西州，北卡罗莱纳州，宾夕法尼亚州，俄亥俄州，俄克拉荷马州和弗吉尼亚州的许多州都有违反未成年人的规定，
McDonald说，这些规定不仅在各州有所不同，而且在某些地区也有所不同。
例如，马里兰州拥有50名或更多员工的零售企业必须为工作时间为四至六小时的员工提供15分钟的休息时间，或者为长时间工作的员工提供30分钟的休息时间。
在密苏里州，煤矿工人有权享受一小时的用餐时间。
雇主提示
雇主需要知道什么样的休息要求适用于他们经营的地点，麦当劳说。
休息政策应该解决休息的时间，时间和频率; 他们在哪里可能被采取; 如果有的话，可以在休息期间执行什么样的职责; 以及时间是有偿还是无偿。
格林伯格说，在一个以上的司法管辖区内运作的雇主应该尝试提出一般性的多级解决方案，并确保在诉讼风险最高的地区（如加利福尼亚州）执行所有最佳实践协议。
英文版本：
https://www.shrm.org/ResourcesAndTools/legal-and-compliance/state-and-local-updates/Pages/Employee-Required-Meal-and-Rest-Breaks.aspx
mployers may have a difficult time figuring out which employees are entitled to take meal and rest breaks and what rules they have to follow when offering those breaks. Do workers have to be paid for breaks? Do breaks have to be taken at a certain time during the shift? Here's what employment law attorneys told SHRM Online.
Federal law does not require meal or rest breaks for adult employees, said Richard Greenberg, an attorney with Jackson Lewis in New York City. For employers that choose to offer short breaks (up to 20 minutes), the Fair Labor Standards Act does require employers to pay employees for that time and count that time as hours worked when calculating overtime pay.
Most meal and rest break rules are governed by state law, but compliance can be tricky, particularly for multistate employers that have to consider many different requirements, said Charles McDonald, an attorney with Ogletree Deakins in Greenville, S.C.
Examples of State Differences
State laws differ as to the frequency of breaks required, whether workers can waive breaks and whether employees must be allowed to leave the premises, Greenberg explained.
[SHRM members-only resource: Meal and Rest Break Requirements by State]
In California, for example, workers are entitled to a 10-minute paid rest break for every four hours worked "or major fraction thereof" and a 30-minute unpaid meal break for every five hours they work. Employees can waive their right to take a meal break but only if they work no more than six hours. In certain circumstances, an employee may be permitted to have an "on-duty" meal period, but the time must be paid at the worker's regular rate of pay.
California law also dictates at what point in the shift the breaks must be taken. Rest breaks must be taken near the middle of a four-hour work period, and meal breaks must be taken before the end of the fifth hour of a shift.
It is critical for California employers to record breaks because the state's laws are so specific, McDonald said. But he noted that employees should only "clock out" for meal breaks because rest breaks need to be paid.
Employers in the state face steep penalties if they don't comply with break laws. An employee is entitled to one hour of pay for each day a rest-period rule was violated and an additional one hour of pay for each day a meal-period rule wasn't followed.
Some states have less stringent requirements than California, but their laws still specify when breaks must be taken. For example, in Connecticut, employees who work at least seven and a half hours are generally entitled to a meal break. Employees must take their break after the first two hours and before the last two hours of work. Connecticut, however, doesn't have a rest break law.
Rhode Island employers must provide a 20-minute meal break to employees who work a six-hour shift and a 30-minute meal break to those who work an eight-hour shift.
Many states—including Alabama, Florida, Indiana, Iowa, Louisiana, Michigan, New Jersey, North Carolina, Pennsylvania, Ohio, Oklahoma and Virginia—have break rules for minors but not adults.
The rules not only vary from state to state but also from industry to industry in some jurisdictions, McDonald said.
For example, retail businesses in Maryland with 50 or more employees must provide a 15-minute rest break to employees who work between four and six hours or a 30-minute meal break to those who work longer hours.
In Missouri, coal miners are entitled to take an hour-long meal break.
Tips for Employers
Employers need to know what break requirements apply to the locations in which they operate, McDonald said.
Break policies should address the duration, timing and frequency of breaks; where they may be taken; what duties, if any, may be performed during a break; and whether the time is paid or unpaid.
Employers that operate in more than one jurisdiction should try to come up with a general multistate solution and ensure in areas with the highest litigation risk—such as California—that all best-practice protocols are implemented, Greenberg said.
李静远律师对于2018加州HR的建议大家新年快乐！ 正如我们大多数人所知，加利福尼亚州每年都制定新的与人力资源相关的法律。对于在加州工作的人力资源专业人员，下面是在新的一年自我审计的一些提示：
1. 在全州范围内检查您的员工在做同等雇主时的薪酬是否存在性别差异，或白人与其他种族群体之间的差异。与律师一起进行自我审计，与律师讨论差距，以便讨论内容受特权保护。
2. 确保豁免员工的所有薪水至少为45,760美元，拥有26名或更多员工的加州雇主的最低工资增加到每小时11美元。内部销售人员每月至少需要挣2,860美元的佣金才能免除加班费。
3. 修订你的的雇用申请表，删除提及工资史或刑事定罪。可以事先告诉申请人，如果招聘他们，将会进行全面的背景调查。
4. 培训管理人员，如果美国移民和海关执法局（ICE）人员出现，在没有传票的情况下，不允许他们进入休息室或非公共场所与员工谈话。
5. 如果你有超过50名员工，安排骚扰培训，包括性取向和性别认同。确保培训是由具有消除工作场所骚扰的知识和专业知识的培训师完成的。
Happy New Year’s everyone! As most of us know, California enacts new HR related laws every year. For HR professionals working in California, here are some self-audit tips for the new year: 1. Review your employees’ compensation statewide for disparities between genders or between whites and other racial groups for people doing equivalent work. Do the self-audit in conjunction with counsel and discuss gaps with them so that it's all privileged. 2. Make sure all salaries are at least $45,760 for exempt employees, to account for the increase in minimum wage to $11 per hour for California employers with 26 or more employees. Inside salespeople need to earn at least $2,860 per month in commissions to be exempt from overtime. 3. Revise your employment applications to remove references to salary histories or criminal convictions. It's OK to tell applicants up front that there will be a comprehensive background check done if they receive an offer. 4. Train managers that if ICE shows up, they are not allowed into break rooms or non-public areas to talk to employees without a subpoena. 5. If you have more than 50 employees, schedule harassment training to include sexual orientation and gender identity. Make sure the training is performed by trainers with knowledge and expertise in eliminating workplace harassment.
Jing Li Esq. California Employer-side Employment Lawyer https://swsslaw.com/attorney/jing-y-li/
李静远律师. 加利福尼亚州代表雇主的雇用律师 https://swsslaw.com/attorney/jing-y-li/
资讯
2017年12月29日
资讯
北美华人人力资源协会2017年度评选榜单揭晓 由北美华人人力资源协会发起的2017年度评选活动－North American Chinese Society of Human Resource Annual Awards （以下简称“NACSHR年度评选”）以及颁奖典礼于2017年12月20日在硅谷圣塔克拉拉万豪酒店圆满落幕。现场近50位来自优秀华人企业或科技公司，如阿里巴巴、百度、猎豹、京东、景弛、海航创新、滴滴出行、新浪、华为、Workday、Linkedin等的HR高管均出席本次的颁奖活动，一同见证北美华人企业的光辉时刻。NACSHR年度评选获奖榜单也在现场隆重揭晓。
伴随着华人企业快速的全球化扩展，华人在北美企业中的角色越来越重要和多样化，也更加凸显了人力资源和人才发展的重要性和关键性。为了更好的帮助和团结在北美的华人人力资源工作者以及北美职场的华人，协会由美国硅谷优秀的华人人力资源同仁们共同发起成立于2016年。今年是北美华人人力资源协会首次发起年度评选活动。评选旨在发现华人企业在海外的卓越的人力资源发展成果，发掘华人企业在海外人力资源实践的优秀案例，表彰华人企业中优秀的人力资源团队以及个人。通过本次的评选活动希望让更多的海外华人企业可以进一步借鉴优秀的人力资源实践成果，并进行广泛地分享和交流，与国内外的华人人力资源同仁们共同勉励，持续进步。
NACSHR年度评选今年设置2大奖项类别，分别是“最佳人力资源实践”和“最佳人力资源团队”，其中在“最佳人力资源实践”奖项下又另设“招聘创新实践”、“国际化实践”、“人力资源战略伙伴实践奖“三个细分奖项。评选活动于11月初中旬启动，历经为期一个月的评选期间，最终共有6家企业摘得年度评选的奖项。
颁奖典礼于6点半准时开幕，由北美华人人力资源协会主席－Jennifer女士发表开幕致辞，正式拉开活动的帷幕。随后揭晓了部分奖项，其中阿里巴巴集团美国, 京东美国凭借其在人力资源领域的杰出成就分别获得“最佳人力资源国际化”、“最佳人力资源实践”以及“最佳人力资源招聘创新实践”；百度美国以其快速增加的高潜力团队获得“最佳人力资源团队”奖项。、紧接着，来自百度美国的人力资源团队的Shelly也和我们进行了分享了关于华人人力资源团队国际化方面的心得体会。
分享结束后，北美华人人力资源协会随后公布了剩余的奖项，其中猎豹移动和滴滴美国因其在国际化领域的突出成绩均获得“最佳人力资源国际化”奖项；景弛科技凭借其较少的HR核心团队在过去7个月帮助团队从10人的美国团队增长至近80人横跨中美的团队，同时努力增加公司的“温度”，从衣食住以及生活处入手细致入微地关怀员工等方面获得了“最佳人力资源实践”奖项。随后猎豹移动的Linda Lee也分享了关于猎豹移动在走向国际化方面的实践和经验，为在场的人力资源同仁们带来不少的收获。最后来自滴滴出行的Train Luo也与大家分享了滴滴出行在人力资源国际化方面所做的探索，使各位在场的人力资源同行们受益匪浅。
至此，本次北美华人人力资源协会发起的2017年度评选活动暨颁奖典礼顺利落幕。以下是此次评选的获奖名单（排名不分先后）:
以下为获奖企业
阿里巴巴企业代表
百度企业代表
猎豹移动企业代表
滴滴出行企业代表
京东集团企业代表
景弛企业代表
关于北美华人人力资源协会
为了更好的帮助和团结在北美的华人人力资源工作者以及在北美职场的华人，协会由美国硅谷优秀的华人人力资源同仁们共同发起成立于2016年。协会宗旨是为北美华人人力资源从业者提供广泛的交流平台，促进华人人力资源在海外的发展，维护华人人力资源从业者及职场华人的正当权益，建立北美地区乃至国际范围内的华人人力资源交流合作组织。
协会目前拥有官方网站（www.nacshr.org), 网站下设立招聘版块（job.nacshr.org)以及专栏板块（column.nacshr.org），旨在为北美的华人企业以及人力资源从业者提供免费的职位发布以及宣传企业人才策略和招聘资讯的渠道。
同时协会还运营微信公众账号（NACSHR），LinkedIn，Twitter以及Youtube，欢迎大家关注！
北美优秀华人人力资源服务机构征集
为更好的帮助北美华人企业与华人HR创业企业，NACSHR特别推出优秀服务机构征集表单,
我们将筛选后通过NACSHR平台推荐给到NACSHR用户和会员。
欢迎大家提交相关信息，共同发展。
这里填写：http://hrday.com/survey/survey.php?id=CEA6FD35-7FB3-8E74-E01C-3FA9A539DF0A
NACSHR is proud to launch the "Excellent Chinese Human Resource Service Providers Collection" program for better helping the development of local Chinese enterprises in North America. After collecting the information, we will share it on our NACSHR platform and recommend to our users and members. Welcome to submit your information!
资讯
2017年11月17日
资讯
诚邀提名：2017北美华人人力资源年度大奖评选启动了！马上参与提名吧！NACSHR年度评选官网：http://awards.nacshr.org/
★★★ 评选介绍 ★★★
全球化的浪潮此消彼长，技术的加速发展如移动互联网、共享经济、人工智能发展都在快速的改变着世界，数字化、扁平化的世界正在加速到来，中国企业迎来前所未有的全球化发展机遇和挑战，打破一切常规，颠覆传统的时代正在到来，华人企业越来越以创新者的身份出现在世界上，这是一个崭新的时代！
为进一步推广团结及表彰华人企业在海外的卓越发展实践，北美华人人力资源协会特别邀请诸多中国出海企业的优秀代表参与此次优秀实践的年度评选！
本次评选旨在发掘华人企业在海外人力资源发展的优秀实践案例，卓越团队，能够让更多企业进一步借鉴和交流。
我们诚挚邀请更多的华人企业参与本次年度评选的活动中。
本次评选我们秉承公开公平向上的原则制定评选的标准和邀请具有代表性的评委.
颁奖时间：2017年12月20日 周三 5:00-8:30 pm
酒会地址：美国 硅谷
活动形式：互动酒会+颁奖论坛
评选提名已经开始，请看阅读原文
★★★ 奖项设置 ★★★
奖项设置:
·最佳人力资源实践奖（会根据提名安排做一些细分，如招聘创新实践、国际化实践、人力资源战略伙伴实践奖等。）
·最佳人力资源团队奖
参选对象和条件:
中资或华人企业背景，海外有独立的分子公司;
愿意提交真实实践案例并参与之后的案例线上线下分享。
★★★ 颁奖酒会 ★★★
2017年12月20日 周三 5:00-8:30pm
硅 谷
★★★ 参选提名 ★★★
参与评选的理由:
- 获奖案例将入选NACSHR人力资源管理案例库；
- 认可和激励人力资源团队的绝佳机会；
- 提升企业和团队在行业内以及企业内外的知名度和荣誉感；
- 进一步帮助人力资源工作在企业内的认同和支持；
- NACSHR举办的线上线下活动中分享案例的机会，进一步扩大影响力；
- 获得NACSHR的荣誉奖项，证书，提升雇主品牌形象，吸引人才；
- 获得评委嘉宾的点评和相互学习交流的机会。
荣获奖项的企业，团队及个人将得到多方面的宣传：
官方网站 – NACSHR专题主页将实时汇报选进展，并联合其他新闻频道对评选结果进行隆重报道。荣获奖项的企业，团队及个人将在活动网站主页详细展示其获奖理由。
官方公众号/微博 – 将由NACSHR官方Twitter以及官方微信（微信号：nacshr）进行独家评选进展跟踪被众多企业的人力资源总监和经理、CEO、总经理、部门直线经理、人力资源专家及其他策略性商业决策人士了解。
综合媒体 –评选结果，品牌露出宣传稿件等通过FACBOOK\LINKEDIN\Twitter等推广
提名地址：http://hrday.com/survey/survey.php?id=FA7D0E36-6BE0-90E5-6121-845FA709E09B
★★★ 主办机构 ★★★
北美华人人力资源协会 North American Chinese Society of Human Resource, (known as NACSHR) 随着华人企业快速的全球化扩展，华人在北美企业中的角色越来越多样化，人力资源和人才发展的需求就显得异常重要和关键。更好的帮助和团结在北美的华人人力资源工作者以及在北美职场的华人，在此背景下发起北美华人人力资源协会。
With the development of globalization and frequent international talent exchanges, Chinese enterprises set up more and more global organizations in the US and lots of Chinese starts to play important roles in the American workplace. How to protect and unite Chinese workforce, finally help them achieve success in career has become a key task. North American Chinese Society of Human Resource(NACSHR) was founded under this background.
★★★ 联系我们 ★★★
赞助合作：Annie@nacshr.org
提名联系：Awards@nacshr.org
酒会地点：美国硅谷
颁奖时间：12月20日 周三
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