I work for a large corporation that has really inane rules about PTO (Paid Time Off). For example:
- We don't get a ton to start with, and if you don't use all of it, at the end of the year it goes into a vesting bank that comes back to you over 4 years. This is me explaining it without using terms HR invented like "time resource allocation". Almost no one understands how this works.
- The PTO system depends on your role as well as what PTO level you were able to negotiate at hiring. These levels exist like "E4" for Engineer + level 4 PTO. This level has nothing to do with compensation or anything else in the company. You can't see your PTO level and HR won't tell you, but there's a spreadsheet that HR has that dictates these levels as well as when you're able to go to a new level. They show this to us with the data redacted to explain why someone isn't able to receive more PTO. Managers can submit requests for employees to go up a level, but we can't see what they're at currently and it's at HR's discretion to approve this. It's against the rules for an employee to have a PTO level 2 more than their manager too.
Other than this, I like working here and so does almost all of my team. We get interesting projects and we're able to work as a pretty independent team getting along really well IMO. But the PTO system is pushing away some of my best co-workers to other companies.
I'd like to tell my employees that they're welcome to take time off and only inform me, not submit PTO. I think this will be fine since we work as a pretty siloed unit and we have a good level of open communication. Is this a bad decision, either ethically or managerially?