Sherri Carpineto has extensive experience working in corporate America and knows that finding work-life balance can seem impossible.
Carpineto, 48, is currently a senior director of operations for a health care company and lives in Boston. Over a career spanning more than 20 years, she has learned that it is important for her to have firm boundaries around paid time off.
Two years ago, when she landed a vice president-level position at a health care company, the company offered 10 days of PTO — includes both holiday and Sick leave time — She knows even a 25% raise won’t make up for the loss of flexibility.
Carpineto was already doing a job she loved when a recruiter contacted her to interview for a senior operations position at the new company. She was curious and accepted the offer.
However, Carpineto noted that the CEO said in interviews that she struggled with work-life balance and that the company’s policies were not very helpful. “It’s not specifically about PTO, but it’s part of it,” Carpineto said.
Looking back, Carpineto says she should have paid attention red flagbut she continued to interview and eventually received a job offer.
Reject job opportunities through PTO
Carpineto acknowledged that the salary offered was “generous” and was about a 25 percent increase over her previous job. But when reviewing the benefits, she learned about the 10-day PTO policy, “which didn’t work for me.”
She believed that scheduling time off during the school year for her two sons, now 12 and 15, could easily take up all of her paid time off. This leaves no wiggle room for unexpected illness or other time off needs.
“For me, as a mom of two boys, having the flexibility to take more than 10 days off throughout the year is very important to me and my family,” she said.
Carpineto said she was still caring for her ailing mother at the time.
(paid time off) sets a precedent for what the company values ​​and what they value for their employees
Carpineto said she tried to negotiate for more paid time off — she was used to at least 15 days a year at her previous job. She even tried to negotiate her contract to include a stipend for one to two weeks of unpaid time off if needed, but the company refused, too. What’s more, Carpineto recalls, recruiters asked her to make a decision within a day, which was too fast for her.
The possibility of a significant raise made the decision more difficult, but Carpineto ultimately declined the offer. she said Discussion about PTO This is likely a sign that she is not a good fit with the new company.
Carpineto believes having conversations with the PTO is more important than taking extra days off: “It sets a precedent for what the company values ​​and what they value for their employees. Knowing that they trust you and that they offer flexibility, that’s the kind of environment I want in my career.” work at this stage of your career.
In addition, she is worried The company lacks flexibility would limit her ability as a people manager. “I’m a high-volume person and I want everyone who works for me to do well,” she said. “But I also very much agree with the idea that work shouldn’t take away from family time. So working as a manager in that environment was not something I was interested in.”
Clear priorities
Carpineto said she was lucky to be able to turn down the job without facing financial hardship. While unemployed workers or those in need of a better job may not have as much leverage to say no, she encourages job seekers to make sure they know what they need from a position.
Make your main points clear and your “must-haves” at the job, whether it’s the position itself, the company or the benefits offered, Carpineto said. Prioritize and stick to them, whether it’s a certain salary, good health benefits, opportunities for career advancement, or something else.
“If it’s a priority, ask for it,” Carpineto said. “If you don’t ask, you won’t understand.”
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