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    We’ll Give You a Week Off. Please Don’t Quit.

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    “Operation Chillax”: Companies are trying to combat burnout from working remotely by offering more time off and other perks.Amy Michelle Smith loved working in advertising. But as she did her job from her one-bedroom apartment in Toronto during the remote-work months of the pandemic — months that stretched into a year and beyond — the line separating her personal life from her professional life started to fade, and she realized she was so, so tired.Her immediate bosses seemed stressed out, probably because their bosses were also stressed out, and Ms. Smith, 32, said she experienced “trickle-down stress” as her managers tried to please the equally stressed out clients by giving in to their every whim. It was always “churn, churn, churn, churn,” she said, which made her feel worn out. And she felt guilty about feeling worn out.Last month, like many of her overtaxed peers, she quit. After three weeks off, Ms. Smith started a new job at an e-commerce business. A key draw, she said, was the company’s focus on the mental well-being of its employees.“No matter what industry you’re in, Covid is making you re-evaluate some of your values, some of the things that you want out of your life, your career,” Ms. Smith said. “I was seeking out a company that put wellness first.”Not that she felt great about leaving behind her high-stress job.“To be honest,” she said, “it made me feel a little bit like a failure — like someone who just couldn’t take it, who wasn’t strong enough for the hustle, to be seeking out something that put my well-being first.”A break may be exactly the thing some people need now. Workers in advertising, for example, were already putting up with late nights before the pandemic.“You’re at the beck and call of what clients need and, even pre-Covid, there were constant demands. It’s stressful,” said Marla Kaplowitz, the chief executive of the 4A’s, an ad industry trade group. “Then you add Covid to it, and what needs to get done just increased. And the expectations are so great, and at the same time you don’t have as many people to get the work done.”Faced with an employee exodus, some ad agencies are now offering a breather. Among the companies that are closing down for a full week around Labor Day: Martin, the agency known for the Geico gecko commercials; The Many, which has created ads for Coca-Cola, Spindrift, Hot Wheels and eBay; Mediabrands, a media buying and marketing network; and Kinesso, a marketing tech company.“Covid is making you re-evaluate some of your values, some of the things that you want out of your life, your career,” said Amy Michelle Smith, who left a high-pressure job in advertising.Brett Gundlock for The New York TimesExtended breaks have also been put in place at Hearst Magazines, LinkedIn, Twitch, the dating app Bumble, the financial software firm Intuit and many other big companies.The social media management platform Hootsuite announced in May that it would stop work for a week because it had noticed “a rise in depression, anxiety, immersion in loneliness, and uncertainty” resulting from the shift to remote work.Similarly, The Daily Gamecock, the student newspaper of the University of South Carolina, went dark for a week after publishing an editorial that told readers, “We’re not OK.”Last month, Catalyst Software said it was offering its employees something called “P.T.O.-palooza” — an initiative that includes a week off and an outdoor party in New York. Getaway, a hospitality company, is replacing Labor Day with Labor Week. The Deutsch Los Angeles ad agency banned meetings during certain hours and plans to set aside a week off around Thanksgiving. Similar reprieves from other companies include “Self Care Week,” “Global Week of Rest,” “Recharge Week” and “Operation Chillax.”The breaks have even come to the finance industry — sort of. JPMorgan Chase said it wants junior bankers to work less on weekends. To lighten the load on current employees, the company said it would hire more people to share the burden.Wellness weeks have not been restorative for all workers, however — notably, the skeleton crews keeping the lights on while everyone else is out. And then there are the employees who struggle to relax on command, spending their downtime stress-scrolling through social media accounts related to their jobs and overriding the “away” setting on their email accounts to deliver fast replies.Even those who do manage to shut down entirely must face the dreaded moment of return.“People come right back after a week off, and then they have twice as many emails, and then the burnout will be quicker because they can’t recover,” said Nancy Reyes, the chief executive of the ad agency TBWAChiatDay New York, which gave workers six extra summer days off this year.As long as underlying problems remain, such as ad agencies accepting lower pay, then cutting or underpaying qualified workers, extra time off will remain an appreciated but inadequate stopgap, Ms. Reyes said.The pandemic exacerbated many of the issues that fuel burnout, such as excess workload, lack of autonomy, absence of positive feedback, a weak sense of community and worries about unfairness, experts said.“People keep framing burnout as an individual problem,” said Christina Maslach, an emerita professor of psychology at the University of California, Berkeley, who has spent much of her career studying occupational burnout. “If you’re really going to try and make a dent in the problem and get to a better place, you’re going to have to not just focus on the people and fix them, you have to focus on the job conditions and fix those as well.”In retail, hospitality, restaurants and other understaffed and lower paid industries, companywide weeks off are hard to pull off. Instead, to try to cajole workers back as the economy reopens, some service-centered companies are offering free tuition and free hotel rooms — though not necessarily more pay.Other businesses are experimenting with options like “Zoom-free Fridays” (Citigroup) and blocked emails on weekends (GroupM, a media investment company). Hewlett Packard Enterprise gave employees free accounts on the Headspace meditation app and the option for new parents to work part-time for up to three years.Massachusetts General Hospital in Boston, where staff-wide breaks for decompression are unrealistic, is just trying to listen to its staff. Surveys of employees have found that one of the top demands from workers is to feel valued for their efforts during the pandemic.In the advertising world, some executives are pushing for a coordinated summer hiatus, much like the winter holidays. An industrywide week off could ease the pressure on employees to continue catering to clients or work-related tasks during their time away, said Neal Arthur, the chief operating officer at Wieden and Kennedy.“Every other time that we’ve had summer Fridays or winter Fridays or any sort of day off or vacation, we felt like we were letting other people down. There’s a real guilt that people feel that we’ve tried our best to alleviate,” Mr. Arthur said.This summer, Wieden and Kennedy offices around the world took staggered weeks off. The agency also worked with Nike, which also took a weeklong break, on an Olympics ad that urged “respect for mental health” and alluded to the tennis star Naomi Osaka’s public statements about the issue.“Burnout is a very real thing at the agency right now,” Mr. Arthur said. “It’s becoming part and parcel for basically any workplace, and you almost need to put full-time rigor toward that issue.” More

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    Biden’s Proposals Aim to Give Sturdier Support to the Middle Class

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    Perhaps the most striking difference between the middle class of 50 years ago and the middle class today is a loss of confidence — the confidence that you were doing better than your parents and that your children would do better than you.President Biden’s multitrillion-dollar suite of economic proposals is aiming to both reinforce and rebuild an American middle class that feels it has been standing on shifting ground. And it comes with an explicit message that the private sector alone cannot deliver on that dream and that the government has a central part to play.“When you look at periods of shared growth,” said Brian Deese, director of Mr. Biden’s National Economic Council, “what you see is that public investment has played an absolutely critical role, not to the exclusion of private investment and innovation, but in laying the foundation.”If the Biden administration gets its way, the reconstructed middle class would be built on a sturdier and much broader plank of government support rather than the vagaries of the market.Some proposals are meant to support parents who work: federal paid family and medical leave, more affordable child care, free prekindergarten classes. Others would use public investment to create jobs, in areas like clean energy, transportation and high-speed broadband. And a higher minimum wage would aim to buoy those in low-paid work, while free community college would improve skills.That presidents pitch their agendas to the middle class is not surprising given that nearly nine out of 10 Americans consider themselves members. The definition, of course, has always been a nebulous stew of cash, credentials and culture, relying on lifestyles and aspirations as much as on assets.But what cuts across an avalanche of studies, surveys and statistics over the last half century is that life in the middle class, once considered a guarantee of security and comfort, now often comes with a nagging sense of vulnerability.Salaries for teachers, hospital workers and child care providers are determined largely by the government, and do not necessarily reflect their value in an open market.Philip Keith for The New York TimesBefore the pandemic, unemployment was low and stocks soared. But for decades, workers have increasingly had to contend with low pay and sluggish wage growth, more erratic schedules, as well as a lack of sick days, parental leave and any kind of long-term security. At the same time, the cost of essentials like housing, health care and education have been gulping up a much larger portion of their incomes.The trend can be found in rich countries all over the world. “Every generation since the baby boom, has seen the middle-income group shrink and its economic influence weaken,” a 2019 report from the Organization for Economic Cooperation and Development concluded.In the United States, the proportion of adults in the middle bands of the income spectrum — which the Pew Research Center defines as roughly between $50,000 and $150,000 — declined to 51 percent in 2019 from 61 percent 50 years ago. Their share of the nation’s income shrank even more over the same period, to 42 percent from 62 percent.Their outlook dimmed, too. During the 1990s, Pew found rising optimism that the next generation would be better off financially than the current one, reaching a high of 55 percent in 1999. That figure dropped to 42 percent in 2019.The economy has produced enormous wealth over the last few decades, but much of it was channeled to a tiny cadre at the top. Two wage earners were needed to generate the kind of income that used to come in a single paycheck.“Upper-income households pulled away,” said Richard Fry, a senior economist at Pew.Corrosive inequality was just the beginning of what appeared to be a litany of glaring market failures like the inability to head off ruinous climate change or meet the enormous demand for affordable housing and health care. Companies often channeled profits to buy back stock instead of using them to invest or raise wages.The evidence was growing, liberal economists argued, that the reigning hands-off economic approach — low taxes on the wealthy, minimal government — was not producing the broad-based economic gains that sustained and grew the middle class.“The unregulated economy is not working for most Americans,” said Joseph Stiglitz, a Nobel laureate in economics. “The government has an important role,” he emphasized, in regulating the private sector’s excesses, redistributing income and making substantial public investments.Skeptics have warned of government overreach and the risk that deficit spending could ignite inflation, but Mr. Biden and his team of economic advisers have, nonetheless, embraced the approach.“It’s time to grow the economy from the bottom and middle out,” Mr. Biden said in his speech to a joint session of Congress last week, a reference to the idea that prosperity doesn’t trickle down from the wealthy, but flows out of a well-educated and well-paid middle class.He underscored the point by singling out workers as the dynamo powering the middle class.“Wall Street didn’t build this country,” he said. “The middle class built the country. And unions built the middle class.”Of course, the economy that lifted millions of postwar families into the middle class differed sharply from the current one. Manufacturing, construction and mining jobs, previously viewed as the backbone of the labor force, dwindled — as did the labor unions that aggressively fought for better wages and benefits. Now, only one out of every 10 workers is a union member, while roughly 80 percent of jobs in the United States are in the service sector.And it is these types of jobs, in health care, education, child care, disabled and senior care, that are expected to continue expanding at the quickest pace.Most of them, though, fall short of paying middle-income wages. That does not necessarily reflect their value in an open market. Salaries for teachers, hospital workers, lab technicians, child care providers and nursing home attendants are determined largely by the government, which collects tax dollars to pay their salaries and sets reimbursements rates for Medicare and other programs.They are also jobs that are filled by significant numbers of women, African-Americans, Latinos and Asians.“When we think about what is the right wage,” Mr. Stiglitz asked, “should we take advantage of discrimination against women and people of color, which is what we’ve done, or can we use this as the basis of building a middle class?”Mr. Biden’s spending plans — a $2.3 trillion infrastructure package called the American Jobs Plan, and a $1.8 trillion American Families Plan that concentrates on social spending — aim to take account of just how much the work force and the economy have transformed over the past half-century and where they may be headed in the next.The president’s economic team took inspiration from Franklin D. Roosevelt’s New Deal and the public programs that followed it.After World War II, for instance, the government helped millions of veterans get college educations and buy homes by offering tuition assistance and subsidized mortgages. It created a mammoth highway system to undergird commercial activity and funneled billions of dollars into research and development that was used later to develop smartphone technology, search engines, the human genome project, magnetic resonance imaging, hybrid corn and supercomputers.Mr. Biden, too, wants to fix roads and bridges, upgrade electric grids and invest in research. But his administration has also concluded that a 21st-century economy requires much more, from expanded access to high-speed broadband, which more than a third of rural inhabitants lack, to parental leave and higher wages for child care workers.The basic necessities that make it possible for parents to fully participate in the work force, like child care and parental leave, are still missing, said Betsey Stevenson, an economics professor.Gabriela Bhaskar for The New York Times“We’ve now had 50 years of the revolution of women entering the labor force,” and the most basic necessities that make it possible for parents to fully participate in the work force are still missing, said Betsey Stevenson, a professor at the University of Michigan and a former member of the Obama administration’s Council of Economic Advisers. She paused a few moments to take it in: “It’s absolutely stunning.”Right before the pandemic, more women than men could be found in paying jobs.Ensuring equal opportunity, Ms. Stevenson noted, includes “the opportunity to get high-quality early-childhood education, the opportunity to have a parent stay home with you when you’re sick, the opportunity for a parent to bond with you when born.”When it comes to offering this type of support, she added, “the United States is an outlier compared to almost every industrialized country.”The administration also has an eye on how federal education, housing and business programs of earlier eras largely excluded women, African-Americans, Asians and others.In the Biden plan are aid for colleges that primarily serve nonwhite students, free community college for all, universal prekindergarten and monthly child payments.“This is not a 1930s model any more,” said Julian E. Zelizer, a political science professor at Princeton University.And it’s all to be paid for by higher taxes on corporations and the top 1 percent.Passage in a sharply polarized Congress is anything but assured. The multitrillion-dollar price tag and the prospect of an activist government have ensured the opposition of Republicans in a Senate where Democrats have the slimmest possible majority.But public polling from last year showed widening support for the government to take a larger role.“What is so remarkable about this moment is this notion that public investment can transform America, that these are things government can do,” said Felicia Wong, president of the left-leaning Roosevelt Institute. “This is fundamentally restructuring how the economy works.”The middle class today differs in significant ways from the middle class of 50 years ago and perhaps the most striking is a loss of confidence.Evan Jenkins for The New York Times More

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    Welcome to the YOLO Economy

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    Something strange is happening to the exhausted, type-A millennial workers of America. After a year spent hunched over their MacBooks, enduring back-to-back Zooms in between sourdough loaves and Peloton rides, they are flipping the carefully arranged chessboards of their lives and deciding to risk it all.Some are abandoning cushy and stable jobs to start a new business, turn a side hustle into a full-time gig or finally work on that screenplay. Others are scoffing at their bosses’ return-to-office mandates and threatening to quit unless they’re allowed to work wherever and whenever they want.They are emboldened by rising vaccination rates and a recovering job market. Their bank accounts, fattened by a year of stay-at-home savings and soaring asset prices, have increased their risk appetites. And while some of them are just changing jobs, others are stepping off the career treadmill altogether.If this movement has a rallying cry, it’s “YOLO” — “you only live once,” an acronym popularized by the rapper Drake a decade ago and deployed by cheerful risk-takers ever since. The term is a meme among stock traders on Reddit, who use it when making irresponsible bets that sometimes pay off anyway. (This year’s GameStop trade was the archetypal YOLO.) More broadly, it has come to characterize the attitude that has captured a certain type of bored office worker in recent months.To be clear: The pandemic is not over, and millions of Americans are still grieving the loss of jobs and loved ones. Not everyone can afford to throw caution to the wind. But for a growing number of people with financial cushions and in-demand skills, the dread and anxiety of the past year are giving way to a new kind of professional fearlessness.I started hearing these stories this year when several acquaintances announced that they were quitting prestigious and high-paying jobs to pursue risky passion projects. Since then, a trickle of LinkedIn updates has turned into a torrent. I tweeted about it, and dozens of stories poured into my inboxes, all variations on the same basic theme: The pandemic changed my priorities, and I realized I didn’t have to live like this.Brett Williams, 33, a lawyer in Orlando, Fla., had his YOLO epiphany during a Zoom mediation in February.“I realized I was sitting at my kitchen counter 10 hours a day feeling miserable,” he said. “I just thought: ‘What do I have to lose? We could all die tomorrow.’”So he quit, leaving behind a partner position and a big-firm salary to take a job at a small firm run by his next-door neighbor, and to spend more time with his wife and dog.“I’m still a lawyer,” he said. “But I haven’t been this excited to go to work in a long time.”Olivia Messer, a former reporter for The Daily Beast, also quit in February, after realizing that a year of covering the pandemic had left her exhausted and traumatized.“I was so drained and depleted that I didn’t feel like I knew how to do my job anymore,” she said. So Ms. Messer, 29, announced her departure and moved from Brooklyn to Sarasota, Fla., near her parents. Since then, she has been doing freelance writing as well as pursuing hobbies like painting and kayaking.She acknowledged that not all people could uproot themselves so easily. But she said the change had been restorative. “I have this renewed creative sense about what my life could look like, and how fulfilling it can be,” she said.If “languishing” is 2021’s dominant emotion, YOLOing may be the year’s defining work force trend. A recent Microsoft survey found that more than 40 percent of workers globally were considering leaving their jobs this year. Blind, an anonymous social network that is popular with tech workers, recently found that 49 percent of its users planned to get a new job this year.“We’ve all had a year to evaluate if the life we’re living is the one we want to be living,” said Christina Wallace, a senior lecturer at Harvard Business School. “Especially for younger people who have been told to work hard, pay off your loans and someday you’ll get to enjoy your life, a lot of them are questioning that equation. What if they want to be happy right now?”Fearful of an exodus, employers are trying to boost morale and prevent burnout. LinkedIn recently gave the majority of its employees a paid week off, while Twitter employees have been given an extra day off per month to recharge under a program called #DayofRest. Credit Suisse gave its junior bankers $20,000 “lifestyle allowances,” while Houlihan Lokey, another Wall Street firm, gave many of its employees all-expenses-paid vacations. Raises and time off may persuade some employees to stay put. But for others, stasis is the problem, and the only solution is radical change.“It feels like we’ve been so locked into careers for the past decade, and this is our opportunity to switch it up,” said Nate Moseley, 29, a buyer at a major clothing retailer.Mr. Moseley recently decided to leave his $130,000-a-year job before June 1 — the date his company is requiring workers to return to the office.He created an Excel spreadsheet called “Late 20s Crisis,” which he filled with potential options for his next move: Take a coding class, start mining Ethereum, join a 2022 political campaign, move to the Caribbean and open a tourism business. He looks at it regularly, he said, adding new pros and cons for each option.“The idea of going right back to the pre-Covid setup sounds so unappealing after this past year,” he said. “If not now, when will I ever do this?”Disillusioned workers with money to spare have always gone soul-searching. And it’s possible that some of these YOLOers will end up back in stable jobs if they spend through their savings, or their new ventures fizzle. But a daredevil spirit seems to be infecting even the kinds of risk-averse overachievers who typically cling to the career ladder.In part, that’s because more people than ever can afford to take a risk these days. Stimulus checks, enhanced unemployment benefits and a stock market boom have given many workers bigger safety nets. Many sectors now face severe labor shortages, meaning that workers in those fields can easily find new jobs if they need them. (Not all of these are high tech; many restaurants and trucking companies, for example, are struggling to fill open jobs.) U.S. job openings rose to a two-year high in February, and economists and business owners expect more turnover in the months ahead, as workers who stayed put during the pandemic start emerging from their bunkers.“Lots of things were on hold during the pandemic,” said Jed Kolko, the chief economist at Indeed.com. “To some extent, we’re seeing a year’s worth of big life changes starting to accelerate now.”In addition to the job-hopping you’d expect during boom times, the pandemic has created many more remote jobs, and expanded the number of companies willing to hire outside of big, coastal cities. That has given workers in remote-friendly industries, such as tech and finance, more leverage to ask for what they want.“Employees have a totally unprecedented ability to negotiate in the next 18 to 48 months,” said Johnathan Nightingale, an author and a co-founder of Raw Signal Group, a management training firm. “If I, as an individual, am dissatisfied with the current state of my employment, I have so many more options than I used to have.”Individual YOLO decisions can be chalked up to many factors: cabin fever, low interest rates, the emergence of new get-rich-quick schemes like NFTs and meme stocks. But many seem related to a deeper, generational disillusionment, and a feeling that the economy is changing in ways that reward the crazy and punish the cautious.Several people in their late 20s and early 30s — mostly those who went to good schools, work in high-prestige industries and would never be classified as “essential workers” — told me that the pandemic had destroyed their faith in the traditional white-collar career path. They had watched their independent-minded peers getting rich by joining start-ups or gambling on cryptocurrencies. Meanwhile, their bosses were drowning them in mundane work, or trying to automate their jobs, and were generally failing to support them during one of the hardest years of their lives.“The past year has been telling for how companies really value their work forces,” said Latesha Byrd, a career coach in Charlotte, N.C. “It has become challenging to continue to work for companies who operate business as usual, without taking into account how our lives have changed overnight.”Ms. Byrd, who primarily coaches women of color in fields like tech, finance and media, said that in addition to suffering from pandemic-related burnout, many minority employees felt disillusioned with their employers’ shallow commitments to racial justice.“Diversity, equity and inclusion are extremely important now,” she said. “Employees want to know, ‘Is this company going to support me?’”Not every burned-out worker will quit, of course. For some, an extended vacation or a more flexible workweek might quell their wanderlust. And some workers might find that returning to an office helps restore balance in their lives.But for many of those who can afford it, adventure is in the air.One executive at a major tech company, who spoke on the condition of anonymity because she was not authorized to talk to the media, said she and her husband had both been discussing quitting their jobs in recent weeks. The pandemic, she said, had taught them that they’d been playing it too safe with their life choices, and missing out on valuable family time.The executive then sent me a quote from the Buddha about impermanence, and the value of realizing that nothing lasts forever. Or, to put it in slightly earthier terms: YOLO. More

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    Did You Miss Out on Vacation This Year? You’re Not Alone

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    #masthead-section-label, #masthead-bar-one { display: none }The Coronavirus OutbreakliveLatest UpdatesMaps and CasesThe Stimulus PlanVaccine InformationF.A.Q.TimelineCredit…Jackson GibbsSkip to contentSkip to site indexDid You Miss Out on Vacation This Year? You’re Not AloneEmployers are struggling to deal with the unused days that have piled up during the pandemic.Credit…Jackson GibbsSupported byContinue reading the main storyDec. 28, 2020Updated 6:52 p.m. ETIn a typical year, New York employees of the magazine publisher Condé Nast must use their vacation days before late December or lose them — a common policy across corporate America.But early this month, the company sent employees an email saying they could carry up to five vacation days into next year, an apparent acknowledgment that many scrimped on days off amid the long hours and travel restrictions imposed by the pandemic. “The carry-over will be automatic, and there is nothing further you need to do,” the email said.Condé Nast was not alone in scrambling to make end-of-year arrangements for vacation-deprived workers. Some employers, however, have been less accommodating.“It’s a big issue we’re seeing now — competing requests for time off over the next two weeks,” said Allan S. Bloom, an employment lawyer at Proskauer in New York. “Clients are struggling to figure it out.”Mr. Bloom and other lawyers and human resources experts said there was no clear pattern in how employers were handling the challenge.Many companies that already allow employees to carry vacation days into the next year — like Goldman Sachs (generally up to 10) and Spotify (generally up to 10) — have not felt the need to change their policies.The same is true for some companies that pay workers for their unused vacation days.Neither General Motors nor Ford Motor, whose hourly workers can cash out unused vacation days at the end of the year, is making changes this year.But many workers may find themselves unable to take vacations that they postponed: Salaried workers at both automakers ordinarily lose unused vacation days at the end of the year without compensation.Other companies have taken steps that could defuse a potential human resources headache and, they say, benefit their work forces in difficult times.Bank of America, which normally requires its U.S. employees to take all their vacation before the end of the year, said in June that it would allow them to push up to five days into the first quarter of 2021.Citigroup has typically allowed its U.S. employees to carry vacation days into the first quarter of the next year, but in July it added an inducement: Employees receive an extra vacation day next year if they use all of their 2020 vacation time this year.Smaller companies have made similar modifications.Latshaw Drilling, an oil service company based in Tulsa, Okla., typically allows office workers to roll over up to three weeks of vacation time. In December, Latshaw told its office employees that it would buy up to one week of unused time beyond that amount, which they would have otherwise lost.“Since this year was so crazy and people were afraid to travel, we made a one-time change,” said Trent Latshaw, the company’s founder and president.Several experts said a philosophical question loomed over vacation benefits: Is the point to ensure that workers take time off? Or are vacation days simply an alternative form of compensation that workers can use as they see fit, whether to relax away from the job, to supplement their income or to drag around with them until the end of time, as a monument to their productivity?An employer’s policies can reflect its views on this question: For all their drawbacks, use-it-or-lose-it rules can help ensure that workers take time off, said Jackie Reinberg, who heads the absence and disability practice of the consulting firm Willis Towers Watson. By contrast, rollover and cash-out options imply that vacation is an asset they are entitled to control.Credit…Jackson GibbsStill, for many workers, the issue during the pandemic is not unused vacation days so much as insufficient vacation days. Jonathan Williams, communications director for United Food and Commercial Workers Local 400, which represents grocery store workers in Mid-Atlantic States, said workers had sometimes been forced to draw down their reserves of paid time off if they were asked to quarantine a second time after a possible coronavirus exposure. Only the first quarantine is typically covered by the employer, Mr. Williams said.And some employees have difficulty taking advantage of the generous vacation policies their companies offer.The Coronavirus Outbreak More