What’s the history or reasoning if anyone knows why salary management and supervisors don’t get PTO like the hourly employees? To be fair if you know how to work the system like most hourlys do the PTO and VAC accruals with the points rolling off every 6 months it makes it pretty easy. What was the point of going salary if most hourlys “full time” are going to make more then you. Also with no AIC as a leadership member with everyone else getting some sort of pay incentive this year what’s the big catch into going to leadership with all the headaches?? They want me to apply at my center but I just don’t know..
A couple "corrections".
While they don't call it PTO, when they are off for illness, or whatever, they do still get paid. Hence the term "salary". On the AIC (bonus), their's is based on other things, and more subject to being placed on hold. They will not currently qualify, due to struggles at Express. If you look at the policies, they do benefit from much more favorable disability pay.
Personally, I could never justify the pay cut vs hours expected (10 hrs/day - 5 days). Longer hours, as needed. Not to mention the often "challenging" treatment and expectations, coming from both ends. Some are well suited, and very good in that position. While I'd never say never, I wouldn't do it
unless I became disabled (unable to drive),
or was planning on it being a stepping stone to moving
much further up the food chain.
Comes down to personal priorities/goals, more than anything.