Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society and author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”
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Question: I just discovered our company has been giving extra vacation time to some employees. It’s not something prescribed in our company policy. Some people with less than half my tenure have more vacation time than me. Is this inconsistent vacation allotment acceptable? ‒ Sabine
Answer: This is a valid concern. Fairness in vacation policies isn’t just about legal compliance; it’s about trust. Workplace policies should be applied fairly to maintain trust and morale among employees. While many companies have standard vacation policies, there are often circumstances where additional time off is granted based on negotiations, role responsibilities, or retention efforts.
First, review your company’s vacation policy. Check whether any provisions allow for flexibility in awarding additional time off. If the policy states a standard allotment based on tenure but does not mention exceptions, that’s important to note.
Next, have a conversation with HR or your manager to gain clarity. You might ask:
◾How is vacation time determined?
◾Are there factors beyond tenure that impact vacation allotments?
◾Are there options to negotiate additional time off?
There could be legitimate reasons why some employees have more vacation ‒ such as negotiated benefits during hiring or retention strategies ‒ but if the distribution feels inconsistent or unfair, it’s worth addressing. If you believe you’re being treated unfairly compared to colleagues in similar roles and with similar tenure, you can advocate for an adjustment to your own vacation benefits.
Approaching the conversation with curiosity and respect rather than frustration and entitlement will help you achieve the best outcome. Regardless of the response, understanding your company’s approach to vacation time will help you make informed decisions about your future with the organization.
Should I include all my jobs when compiling a resume? A few of mine were unrelated to my desired industry, and one of them was only a brief stint that I left almost immediately after starting. ‒ Ezra
Your resume should be a strategic document highlighting your most relevant experience, not an exhaustive list of every job you’ve ever had. It may still be worth including a job that’s unrelated to your desired industry but provides transferable skills ‒ such as leadership, customer service, or problem-solving. However, if the experience doesn’t add value to your application, it’s best to leave it off.
For short-term roles where you left almost immediately, it’s usually better to exclude them unless they filled an employment gap or provided relevant skills. Including a brief stint could raise more questions than it answers, especially if it doesn’t contribute to your qualifications for the role.
A tailored resume is always more effective than a generic one. Focus on showcasing the experiences, skills, and achievements that align with the job you’re applying for. If you have a LinkedIn profile, ensure it reflects a consistent and professional work history, regardless of whether it’s more comprehensive than your resume.
Ultimately, your resume should position you as the best candidate. Be intentional about what you include, ensuring every role listed strengthens your application and helps you stand out.
The views and opinions expressed in this column are the author’s and do not necessarily reflect those of USA TODAY.
