CAN PRIVATE & PUBLIC INITIATIVES WORK TOGETHER!
Yes, I know there is more to corporate governance than what I talk about in this blog, but I decided to focus on some of the operational issues that affect personnel. I’ve worked on both the Public & Private sector sides of employment. I believe there is a way to balance both and still be a profitable organization. I’ll break this down by each category. I’ll try to be short in each of my explanations, because the conversation and explanations for each can go on. And yes, in all these cases, this is my opinion. I know, I know, don’t remind me. I always say “Opinions are like assholes, everyone has one, some just stink more than others”. Bear with me on this, you may like how I smell.
Parental Leave (9 Weeks)
There is a wide array of policies that cover parental leave in different countries, states and organizations. The policies range from a few weeks to a year. Parental leave should be 9 weeks. I based that on the varied policies out there. Nine weeks also appropriates 1 week of leave for each month of the birth cycle. Nine weeks should be for mother, father or both. The 9 weeks must be taken within the first year and cannot be taken consecutively (I should clarify). If your employee gives birth (The mother) they should have the ability to take several if not all 9 weeks off in a row. You determine what that should be. The father can take 9 wks, but not consecutively. An employee can take 1 week at a time over 12 months, based on the organization’s workflow.
The policy applies to both natural birth and adoption. The idea is that it allows parents to bond with the child. It allows for doctor visits by both parents, not just the one who may be staying home. It adds importance to the family as a whole and not just one member. This should all be music to the Christians ears out there. Yes, I have implemented this in the private sector, and it worked. We adjusted employee responsibilities making sure our customers’ needs were met. This plan helps both the employee (time with a new child) & employer (scheduling to meet organizational needs). You will both be better because of it.
Funeral Leave (1–3–5)
If you have ever dealt with the passing of a close friend or family member, you know the toll it takes on a family, the emotions, the effort to keep things together. You may also know that the passing of an immediate family member is not a one and done thing. If you are an executor of an estate or the primary care giver of a loved one, 1 to 3 days is nowhere near enough. Yup I may not have hit on everyone or each specific scenario, but I think I am close. You can adjust the base plan accordingly. Suggestions are welcomed if I miss anyone/anything.
I propose the 1-3-5 plan. A single (1) day of leave for an Aunt, Uncle, Cousin. Three (3) days leave for a Grandparent, Sister, Brother, Sister-In-Law, Brother-In-Law, Niece or Nephew. Yea if my sister. Brother (which has happened), brother-in-law, sister-in-law a niece or nephew passed, I would need more than a day for myself and time to support my family. Five (5) days for In-Law (by marriage), parent, or if executor of an estate. There is no way, there is enough time to address all the stages of grief, funeral service planning, or estate planning in 1, 3, and I could argue 5 days. I’ve been there and done that on more than one occasion.
The passing of a spouse or child, I don’t know. I haven’t thought about that. Can’t imagine what that must feel like, but I am sure there is no specific timeline. I think it should be handled on a case, by case basis.
Vacation/Sick Leave
Some companies have set vacation time & no sick time. Some companies have set vacation & set sick time. Some companies have set vacation & set sick time with a minimum rollover year to year. Some companies bundle vacation/sick into one pot called PTO (Personal Time Off). The plans for vacation & sick time varies the spectrum.
Then there is Silicon Valley (tech companies). There has been a recent trend towards unlimited vacation time. I’ve included a few links below to reviews of this initiative. The initiative has mixed reviews. One thing that is consistent, people who have unlimited vacation, tend to take less vacation based on other factors.
I propose this. Vacation time should be set. Minimum of 3 weeks (15 days). If your company starts with 2 weeks (10 days), then there should be a plan for an employee to increase their vacation based on years employed. Yea believe it or not, there are companies who don’t do that. Their vacation allowance is set no matter how long you have worked for the company. Not good. Vacation should be used up each year. You have earned it, you should use it. You should be allowed to carry over a maximum of 5 days. Studies show that employees come back from vacation more aware, motivated and with a clear mind. By forcing employees to take vacation, with a minimum rollover, it helps the employer when an employee leaves, by not having to pay out for unused vacation.
Sick time should be 10 days. Some people use it, some people don’t. And yes, I believe people should take a day here or there for mental health. I don’t really give a shit what you think about that, it is necessary for everyone no matter how tough you think you are. If you’re not going to give out sick days, then you need to have a flexible leave policy that allows an employee to take time without pay for those moments.
Work Week / Work from Home
Everyone should have a 4-day work week. I think it will happen someday. It could be Monday-Thursday or a Tuesday-Friday schedule depending on your business. Some can take Friday off and some can take Monday off, as long as business operations are covered. It can be done, it has been done, and it works. I’ve seen it in both the public & private sector. It helps employees with the balance of work/life. Studies have shown that employees who work a 4-day work week or flex to work from home, are never really gone from their work.
I remind you that my father-in-law was so focused on work, that now that he is 90 and has been retired for 25-30 years, his nightly dreams are about work, instead of the fun he had with family. That shit isn’t good.
Payroll – Direct Deposit
This seems fairly simple, but you would be surprised. Every employer should offer direct deposit. Yup I said it. There are companies in 2025 who do not have direct deposit. Some say it is because our employees are hourly, there is a different pay scale based on the project they are working on or some of our employees may not have a bank account.
If your employee doesn’t have a bank account, then help them figure out how to get one. Because if you are giving them a check, they still need to cash or deposit it. If your payroll company can’t help you decipher payroll based on different hourly rates, then get a new payroll company. There is also the benefit of your check being deposited in your account when you are on vacation (the time you earned to be away from work). See how I tied those together. It isn’t fair to an employee if they must wait to get back from vacation to get their check. They still have bills to pay when they are not at work.
I’ll say it one more time. We are coming up on 2026. There is no reason why anyone in this country should not be able to get their pay through direct deposit!
Holidays
These are the holidays that every employer should offer & every employee should get, with the reason. I will say I have implemented some of these for private companies I have worked for, that may not have had the time off as part of their package. It worked, there were no issues. It’s all about planning.
New Year Eve – Because no one wants to work all day, then get ready for a party. Your employee has worked all year getting things done, then give them some time to celebrate.
New Year Day – Because your employee needs to recover from the night before. And it is a National Holiday.
MLK – Because people in this country have been given specific rights that were owed to them through the constitution, and this person fought hard to make sure it happened. And it is a National Holiday.
Presidents Day – Because we should celebrate the day for all those who had to endure a thankless job that ages you in 4-8 years. And it is a National Holiday.
Memorial Day – Because we live the way we do, because of those who sacrificed before us. And it is a National Holiday.
July 4th – Because it is the birth of our great nation. Regardless of its faults & successes, we should celebrate who we are. And it is a National Holiday.
Labor Day – Because your employees all work their asses off to make things for others, to provide services to others and make your organization money. They’ve earned another day off in addition to vacation, sick and a flexible schedule. The company will be fine. And it is a National Holiday.
Thanksgiving Day – Because we all need to be thankful for what we have, the opportunities we have been given, and for each other. And it is a National Holiday.
Friday after Thanksgiving – Because no one wants to work after eating that much food. Half the time you are in the bathroom or sleeping. Nothing really gets done on this day. Give your employees a 4-day weekend. Your company will be fine.
Xmas Eve – Because I am Italian and it takes us all day to make all the fish for dinner. Really because it gives your employees time to get the last-minute things they need to get done and spend time with family (while eating 7 fishes for dinner).
Xmas Day – Because it is a National Holiday and we need to celebrate with family. Besides there is leftover fish from Christmas Eve (yup I said Christmas). Sue me. As for other religious, ethnic or nationality holidays, you have a flexible leave policy that allows folks to take off (unpaid) to celebrate who they are. You could also implement a floating holiday for employees to use at any time.
Finally, the week between Xmas & New Year should be flexible. Things can get done even if you’re not at work. Most of your customers also don’t want to work. Yea, I understand that some service organizations need to remain open. But if you can give the time off or make it flexible, then do it. Your organization will be fine.
Folks, I don’t take these things lightly. I’m not about giving away the farm for an organization. I am about employee support, care and expectations. I’m about taking care of people. You can allow your employees to be flexible in their scheduling and still get their job done. Just because they are not in the office, doesn’t mean they are not working. Studies have shown that employees who have flexible schedules tend to work more hours, because they are responsible. They want to get their work done, and don’t want the stigma of underachievement.
If you’re concerned with employees getting their job done and taking too much time, that is ok. You base employee reviews on performance. If they are not getting their job done, then document it. It makes it defensible when you need to let someone go. Even some of the studies I have read about unlimited leave fall back to employee performance as the gauge for success. If they are doing their job, good for you, that’s what should happen.
We had 3 sayings in the military that I held close to how I operated as a leader. 1. Misson First, People Always! 2. If you take care of the people, they will take care of the mission! They do it because they want to, not because they have too. 3. Do your job and don’t suck at it. I don’t care how long folks have worked for you and your policies have been that way since you started the company. It doesn’t mean they are still good policies, it doesn’t mean your employees are happy, and it doesn’t mean your employees are working for you.
They may just be working for the paycheck!