Unpaid leave as a recruiting tool?
What if a non-executive candidate asks for more paid vacation time as a condition of employment? Typically, this type of request is only considered for those at the senior executive level.
Would it be prudent to offer 1-2 weeks of additional unpaid leave per year if time off is the most important thing to the candidate? Especially if it's a high-performing candidate with a proven track record?
If so, would a verbal agreement be enough or should the arrangement be put into an offer letter or elsewhere in writing, to protect both the company and the candidate?
Thanks.
Mike
Would it be prudent to offer 1-2 weeks of additional unpaid leave per year if time off is the most important thing to the candidate? Especially if it's a high-performing candidate with a proven track record?
If so, would a verbal agreement be enough or should the arrangement be put into an offer letter or elsewhere in writing, to protect both the company and the candidate?
Thanks.
Mike
Comments
Is this for an exempt or non-exempt position? If it is for an exempt position, remember there are only certain reasons you can deduct from a person's weekly wage, so if the person wanted to break this 1 or 2 weeks unpaid leave into day increments, you could be in trouble from a FLSA standpoint.
I think the better option may be to look at telecommuting or flexible work schedule options versus unpaid leave.