According to the author, you don't accrue PTO there AT ALL. Your manager can basically just allow you to be paid for time when you aren't working at his discretion. No maximum, but no minimum too.
>Your manager can basically just allow you to be paid for time when you aren't working at his discretion
This has nothing to do with unlimited PTO, or even legally mandated vacation time. Even in Europe, which I'm sure all the people here will point to, has similar rules, e.g:
>Employees must apply for vacation time and the employer must approve the written request. An employer can turn down a request due to urgent operational reasons or vacation applications of other employees who, due to "social factors", have a higher priority.
The practice in Europe is such that as a large company there is no excuse for urgent operational reasons / social factors, these could have been mitigated by more personnel. A fact well established at least in the Dutch court and I assume valid in the rest of Europe.
It's how "unlimited PTO" actually works. It's unlimited at both ends of the spectrum because the US has no laws that mandate that employees ever get time off.
The business needs are balanced against your time off. If the product you’re working on is behind schedule, for example, PTO is less likely to be approved.
According to the author, you don't accrue PTO there AT ALL. Your manager can basically just allow you to be paid for time when you aren't working at his discretion. No maximum, but no minimum too.