They are wanting me to come in at the year 1 accrual rate.

I just want to come in at my industry experience rate.

thats pretty normal...right?

has anyone ever been turned down for this?

Everything is negotiable.

Start your negotiation like this:



Guaranteed winner

Just threaten to quit.

RealTalk said:

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Everything is negotiable.

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Not really. Benefits generally are not negotiable in large corporations.

You should ask industry standard based on your experience. I would start with "currently, I have __ weeks vacation. I would like to stay off my employment here at the starting point." I have never seen a company take issue with this.

i always negotiated PTO and everytime gotten it.

Also, don't forget to get cobra paid by new employer to cover the gap on no insurance.

Try that tactic at American Airlines and let me know how it goes.

I work in recruiting for Finance and Accounting professionals. I negotiate everything from salary, bonus percentage, signing bonus, and PTO/benefits coverage for my candidates. Normally, if you are coming in as a Controller/Director of _________ or higher, the negotiations over PTO go a lot easier. If you are a getting hired as a senior accountant or analyst, its probably hard to stretch the business much on benefits.

Which, btw, if you are in accounting/finance in DFW and open to a move, hit me up

C@LAg said:

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babyshark said:

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RealTalk said:

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Everything is negotiable.

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Not really. Benefits generally are not negotiable in large corporations.

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disagree. PTO can be based on seniority and skill level.

the Big 4 accounting firms all give 5 weeks, standard straight out of college (you never get to use it, though).

I have always used that as my baseline in subsequent negotiations.

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Agree that PTO is often negotiable.

Though, to the OP, industry experience does not always equal employment tenure. I would certainly negotiate, but 10 years in industry may not get you 10 years' tenure with the company as it relates to your PTO.

I had to come up with a new vacation tracking system when we changed HR systems. Magically needed to account for what was requested and scheduled, taken, and remaining. I was setting up all of the internal rules and calculations and asked the HR Manager if there were any exceptions for accruals. She said "No, the policy is the policy." I asked her what happened when someone with 15 years of experience came in and asked for x weeks starting off, which is more than our year one accrual. She said "It's case by case, but we do start people of like that." I asked her if there were any more exceptions to accrual and rollover rules. She said no. I gave her a list of other examples and got at least 5 more.

It's negotiable.

I changed jobs 2.5 years ago and got 80 hours negotiated in my "bank" on day 1, but still get first year employee accrual rates. Not great, but that was the only option from my employer (large company with unions).

This highly depends on the new company's pto chart. If they top out at say 4 weeks at 10 years, then, no, you aren't going to come in with 5 weeks just because you had it somewhere else.

Also make sure you are using the same words in the same way.

Some place count ALL days off as PTO and others don't include holidays. Some incorrectly use PTO as a synonym for "vacation" (meaning you still have sick days and holidays available) and use it as a catch all for for any time off at all (20 days means 20 days total) and some fall in the middle and use it to mean any time an employee takes off that most of us are working but holidays don't count (vacation and sick only)

I just took a new position in August.

I'd worked at my last job for 17 years and had 4 weeks vacation.

The new job offered 2.

I negotiated it to 3 with the caveat that when new employees go from 2 to 3 weeks, I would go from 3 to 4 (I think it's 3 or 5 years or something like that).

I've moved to N Padre Island so I can probably make do with less vacation for a few years considering I can go to the beach at least 8 months out of the year...

Absolutely ask for more. The worst they can say is no and then you don't accept the offer.

Doesn't hurt to ask.

I've hired folks that had pre-planned vacations prior to interviewing and I let them take the time even if they hadn't earned it by the time the vacation comes up. We have them process it retroactively after they've earned it, if we need to.

Done this for both entry level and higher grade employees.

No sense in losing a good candidate because of entry level HR policies.

How bad do you want the job? Sometimes you accept knowing that the longer play is more important. Ie: think macro, not micro.

I once worked for a company that seemingly valued my services in Health Care field. After 5 years of working non stop and using only 3 weeks of vacation..(I was allowed 2 weeks the first year, then 1 additional week up to 5 years of experience for PTO. I was going to quit and start my own company, but the owner started giving me yearly bonuses that were 50% of my salary and made me take 8 weeks off each year paid. Plus all my unpaid vacation was cumulative. Those were good days, I left after 8 more years as he started to not pay the bonus he promised. He was a Damn liar

If they don't budge on the PTO, just keep in mind the type of company you're considering working for... Strict black and white working environment would drive me nuts.

I did at Frito Lay and I'm pretty sure my boss held it against me.

Seems like it would be a crap company to not say yes. How could they expect to hire anyone with experience, ever?

CapAmr05 said:

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Doesn't hurt to ask.

I've hired folks that had pre-planned vacations prior to interviewing and I let them take the time even if they hadn't earned it by the time the vacation comes up. We have them process it retroactively after they've earned it, if we need to.

Done this for both entry level and higher grade employees.

No sense in losing a good candidate because of entry level HR policies.

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Probably the smartest thing said on this thread. I wouldn't pass on the right employee over it.

If they want you bad enough, they'll negotiate.

babyshark said:

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RealTalk said:

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Everything is negotiable.

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Not really. Benefits generally are not negotiable in large corporations.

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I work for a a global corporation with 185000 employees. I negotiated my PTO, and everything else. If they want you, they'll negotiate.

IrishTxAggie said:

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If they don't budge on the PTO, just keep in mind the type of company you're considering working for... Strict black and white working environment would drive me nuts.

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My company had zero nego for pto when they hired me.
3 years into working here, I've come to realize (since my boss, the owner, told me) that they don't track vacation.

I used 3 weeks in 2018, yet the handbook says I have 2.

Moral of story; can't judge a book by its cover.

If they refuse to budge on the PTO, ask them for another benefit in lieu of the extra vacation days: Telecommute days, half day Fridays, sign on bonus, etc. I just successfully negotiated PTO with my new employer from 3 weeks to 4 weeks, all I did was ask for it and they said yes.

My company has a PTO chart and isn't negotiable. My boss basically told me to let him know when I needed an "administrative" day and he would let me "work from home". Yes it was a handshake deal and not in writing, but, he never questioned me when the first 5 days off of the year were recorded as admin. When I got leveled up he did shut that door though

rtpAggie said:

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They are wanting me to come in at the year 1 accrual rate.

I just want to come in at my industry experience rate.

thats pretty normal...right?

has anyone ever been turned down for this?

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I have, and their expectation is unreasonable.

I didn't ask for it. They offered it to me without asking. Was surprised.

I would think that would be a red-flag for anyone hiring.
"This person is already trying to find ways to work less"

Unless you are applying into a VP/Pres/C-level position. then you can probably do what you want.

91_Aggie said:

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I would think that would be a red-flag for anyone hiring.
"This person is already trying to find ways to work less"

Unless you are applying into a VP/Pres/C-level position. then you can probably do what you want.

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really? its a form of compensation and its important to people with families. Its not like hes asking for any more than the standard.

If thats a red flag...then the management is ridiculous.