48 -year -old refused to increase the salary of 25%of VP positions, but the PTO has only 10 days

Sherri Carpineto has a wealth of work experience in the US business community. She knows that it seems impossible to find the balance of work and life.

48 -year -old Carpiento is currently a senior operating director of a healthcare company and lives in Boston. During her more than 20 years of career, she realized that there was strict boundaries in paid vacation very important to her.

Two years ago, when she got a vice presidential position at a healthcare company, the company provided the company PTO 10 days —— Including holidays and sick leave -she knows that even if a salary increases 25%, she cannot make up for the losses of elasticity.

When the recruiting personnel contacted her high -level operating positions of the new company, Carpiento was already engaged in her favorite job. She was curious and accepted the invitation.

However, Carpito noticed that the CEO said in an interview that she encountered difficulties in the balance of work and life, and the company’s policy was not much help. “This is not particularly about PTO, but this is part of it,” Kupito said.

Looking back at the past, Carpiento said that she should pay attention to this dangerous signal, but she continued to be interviewed and finally got job opportunities.

Reject job opportunities through PTO

Carpito acknowledged that the salary she provided was “generous”, an increase of about 25%over her previous work. But when reviewing the benefits, she learned that the 10 -day PTO policy, “This does not work for me.”

She believes that during the academic year, arrange for her two sons (12 years old and 15 years old) for vacation can easily occupy all paid vacations. This will not leave room for accident or other vacation needs.

“For me, the mother of two boys can flexibly enjoy the vacation of more than 10 days throughout the year,” she said. “She said.

Carpitito said she was still taking care of the sick mother.

(Paid vacation) Establish a precedent for the company’s values and their values of employees

Carpieneto said she tried to negotiate more paid vacation -she was used to having a vacation of at least 15 days a year before her previous work. She even tried to negotiate with her contracts, including providing unpaid vacation allowances for one to two weeks when she needed, but the company also refused. More importantly, Carpiento recalled that the recruitment person asked her to make a decision within a day, which was too fast for her.

The possibility of a large salary increase made this decision more difficult, but Carpito finally rejected the proposal. She said Discussion on PTO may indicate that she and the new company are inappropriate.

Carpineto believes that dialogue with PTO is more important than an additional vacation: “It sets a precedent for the company’s values and their values of employees. Knowing that they trust you and they provide flexibility. This is the environment I want in my occupation. At this stage of career.

In addition, she is worried that the company’s lack of elasticity will limit her ability as a person manager. “I am a high -yield person, and I hope everyone who works for me can achieve good results,” she said. “But I also agree with such a view: work should not take up family time. Therefore, work as a manager in that environment is not something I am interested in.”

Clear priority

Carpitito said she was fortunate to be able to reject the job without facing economic difficulties. Although unemployed workers or people who need to work better may not have so much influence to refuse, she encourages job seekers to ensure that they need to get what they need to get from a certain position.