And whether that’s a good system comes down to the quality of your immediate leadership. PTO gives you essentially a right to use time off for whatever you need, whereas discretionary time off comes down to the discretion of your manager. Some prefer the guarantee over a promise.
I’d argue that “you can use it however you want” is pissing on my boots and telling me it’s raining.
I want to use my vacation for vacation, as it’s vacation. I don’t want to use my vacation for being sick. If it is truly what I want that really matters, then shouldn’t that be respected?
And whether that’s a good system comes down to the quality of your immediate leadership. PTO gives you essentially a right to use time off for whatever you need, whereas discretionary time off comes down to the discretion of your manager. Some prefer the guarantee over a promise.
I’d argue that “you can use it however you want” is pissing on my boots and telling me it’s raining.
I want to use my vacation for vacation, as it’s vacation. I don’t want to use my vacation for being sick. If it is truly what I want that really matters, then shouldn’t that be respected?