Doctors, for example, have their own time-off rules. Because Avera is a care provider, there are different time-off strategies that need to be used depending on the worker, Enebo said. Then, in July of 2017, the new policy went live. The Sioux Falls-based health care group took the leap in 2016 and then spent months in transition as Avera workers cashed out the last of their last accrued PTO balances, some of it held and rolled over from years of saving. Leaders in Avera’s human resources and finance offices started rethinking the health care system’s time-off polices after learning that other health care groups and companies were finding success by taking away accrued PTO hours. Unlimited PTO has been rolled out by a number of larger employers across the United States, who forego the standard accrual-based time-off approach for a vacation policy that is more open-ended and relies on employees to complete their duties and then rewards them by not clocking their vacation. When I’m on vacation I’m still connected by a laptop I took with me, by my cell phone people are calling me on.” “But also, technology has really blurred time off from really being time off. “What inspired us to be able to offer it at that executive level was not only seeing others were looking at doing it,” said Kim Enebo, vice president of talent and rewards for Avera’s human resources department. There is no need when there is no cap on vacation days – at least for director-level and above positions.Īvera Health is part of a growing number of employers across the United States that have stopped tracking vacation time for certain employees and replaced old policies with what’s typically referred to as unlimited paid time off (PTO). Vacation days aren’t as precious as they once were for some Avera Health employees, who no longer are hoarding their paid time off.
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