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Company Gives Employees Unlimited Days Off

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    Will workers' motivation improve or suffer?

  • Duration 4:43
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What a way to start the new year one company giving its employees unlimited vacation time.

That company is wedding wires and the director of human resource is is -- Harding she is here along with diet -- -- -- schaffler.

Wedding wires web U I designer thanks -- -- -- my best.

Thank you had a morning so I'm studying heads last night reading through what are we talking on the show and I came to this story about what in the world that sounds great.

How -- it working for how's -- working for the company.

Well we haven't rolled it out yet we're going to roll -- out next week it was announced to the employees.

Just before the break for the holiday -- what was their reaction.

We really and truly most of the employees just felt like okay well this doesn't really change things I never and denied vacation when I asked my supervisor anyway I'm getting my job done.

This is -- gonna really make that big a difference but thanks for not making us have to keep track of the time they were taking a taking -- what were you told how does this all work.

I'm well liked any -- it's not really changing tonight's -- on you still -- here vacation time umpire supervisor but the dipping at this spot more flexible house out.

We're not you know set to fifteen days or twenty days you can really take the time that you need.

An advisor getting your work -- -- -- threat -- cents a pack.

Who came up with this idea and why.

Whenever I started coming into the office more Hoffman whenever we got a lot of employees we started talking about the benefits that we -- roll out to the employees and and attract more.

A world class candidates who are placed in and knowing that the economy won't always be this way we'll need to be really competitive in the market.

We're trying to always be innovative -- our benefit -- so.

This was one of the things that was listed among my wish list and we we've worked -- -- and now it was time for us to roll it out so.

I I guess I could take credit for it but other companies in the industry have already rolled this out really in what are they say about this one of the present -- -- the times.

Well for one there really excited that it's kind of catching wind and being adopted by other companies I've gotten a lot of support from human resources directors in those organizations.

Helping us giving us some guidance.

Mostly I'd get really positive feedback it's a really great tool for recruiting and employees are really happy with Clinton they don't have any problem with people abusing it so it's just all around a really great policy and Jenny what if you do have some employees that do take advantage of this situation what he gonna do and that's it in that case.

But to be honest we've just taken attendance out of performance so at the end of the day the job performance is the responsibility of the employee and working with their manager.

So I can't see any abuse because all of the time has to be approved by the manager and if -- manager says that an employee isn't being successful at their job.

Their time shouldn't be approved to be taken off.

What do you think about the staying on -- think that you're gonna have vacation gilts.

I I think that you know I -- -- -- all to feel a little bit of yelling you leave the top bands that you don't want something that happened and you know you're not there to help.

But I think -- -- really tape again.

-- -- to say we trust you we -- -- a great job so I think there's still a lot of times and you feel your player looks down a pioneer your time off but.

-- -- saying we value your personal time as much as we value your time at the off.

-- out.

You know here's the benefit for our job well done and so when a woman is ready to head have a baby she can take off as much time -- she wants to spend with the baby.

There will be a maternity policy that that goes along with this kind of dovetails into it.

So it it certainly will in the hands of the benefit for women who go out and any other leave that it's a qualified under the FM LA so maybe they won't have to work for the first three months or so and after that they'll be expected to get their work -- can still spend a lot of time to children.

We're super flexible with.

With some new moms and also with newlyweds to take time off for their weddings obviously because we -- we're sensitive -- -- -- and planning weddings and so.

Definitely.

You know I would encourage any.

Any engaged couples who are visiting our site and checking out our vendors to also check out the career page because they might also pick up -- job it helps them take the time -- joy they and their wedding how many employees -- you -- We just -- 100 -- at the end of December so.

So we're hovering right around one three but we're recruiting heavily we have a lot of new hires starting on Tuesday so.

The career pages up today that anyone's interested in looking at -- found a job that went in there.

I I bet you have many women working for because that sounds great you could be at home with the kids in still working paycheck.

-- yet thanks so much ladies good to see that we should the bank with his new policy.

Thanks thanks you're welcome.

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