3 Crazy (and Clever) Ways Employees Have Taken Advantage of Employer Benefits

James O'Brien

It might be a breakfast bar at your startup, or a fitness center at corporate headquarters, or simply an education-incentive plan that helps you develop your passions and interests, but nearly every employee knows that workplace benefits are part of what make good jobs worth keeping.

In a few cases, however, even the best of us can get a bit carried away.

1. Long-Distance Delivery.

Family and medical leave is a big deal for almost anyone. Except maybe in this case. John C. Garner, an employee-benefits consultant, tells of an airline employee who took FMLA time with the understanding that he’d attend his pregnant wife’s delivery. “The next day he flew from Seattle to Atlanta to pick up a car he had left there,” Garner said. “He spent the next few days driving from Atlanta to Seattle, during which time his wife gave birth. He claimed it was legitimate FMLA leave because he called his wife every day to check on her. Ultimately, the 9th Circuit Court of Appeals said that was not a legitimate use of FMLA.”

2. The Pizza Pupil.

Startups see their share of ambitious employees. Brian Selander, executive vice president at The Whistle, however, remembers one that still stands out. “We had an MBA that worked for us, in our last company, who said he managed to turn what was supposed to be a small stipend … into almost an entire college education.” The employee worked for a major pizza chain in the U.S., and the deal was that his company would pay for a class or two at a time. “But he also realized that [one online university] would let you push through entire classes in a matter of weeks, and then immediately start another one,” Selander said. “That meant he could meet the ‘one or two classes at a time’ requirement while still getting reimbursed for a dozen classes a year … He said they’ve since changed the policy… but he was only a class or two away from a full degree by that point.”

3. From Vacation to VP.

Sometimes, it’s not about getting away with something, it’s about getting ahead. “Royce Leather had a unique situation in which one of our employees … used his vacation time to come to work,” said Andrew Bauer, the business’s CEO. “As he was extremely eager to be promoted in the company, he spent two weeks coming into work to learn how to do our vice president of sales’s job. While he is still our customer-service manager, when we do have an opening for our vice president of sales, I have promised him that he will be the first one lined up for the job!”

So, here’s one possible bottom line: just as employers expect their workers to give as much as they can, when it comes to projects and tasks, many also anticipate that employees will occasionally push the envelope on what the workplace can do for them. It’s a fine line between getting the most for your time and going too far.

If you’re going to walk that line, take note of these three tales. And maybe aim to game your benefits in the direction of our next corporate vice president’s example, by putting your creative use of perks to some truly career-advancing work.

Next Steps:  Imagine a world where your employees show up on time, work smart and deliver results for your small business day in and day out. Not there yet? Sign up for the weekly Small Biz Ahead Newsletter and we’ll send you the best science-backed strategies on managing productive, happy employees—including tips on how to get them to show up on time!

6 Responses to "3 Crazy (and Clever) Ways Employees Have Taken Advantage of Employer Benefits"

    • Chrissy Symanski | June 26, 2018 at 11:20 am

      Very interesting.

    • Franklin Flato | June 26, 2018 at 3:12 pm

      I had recently hired (2 months prior) an assistant who gave her two weeks notice because she found a better position. She took five days vacation within her two weeks notice. I feel a bit taken.

    • Michele | June 26, 2018 at 3:33 pm

      That’s crazy. I just wish employee’s had common sense.

    • George Light | June 27, 2018 at 10:58 am

      The “long distance delivery” points out the reality that whether you call it FMLA, vacation, sick time, personal days, it amounts to employer paid free time and employees will attempt to use it as such. The fact that this employee was refused the time under FMLA via the 9th circuit court of appeals indicates to me anyway, that some sort of dogfight ensued when he returned to work. Kudos to the employer, whoever it was, that they stuck with it.

    • Ray Fluken | June 27, 2018 at 2:11 pm

      Employees are the lifeblood of any small business, and when they are out ‘sick’ it can be a real burden on the remaining staff. Several years ago we decided to do away with paid sick days and replaced them with paid ‘well days’. Basically, we pay an extra week paycheck at the end of the year if an employee didn’t miss a single day that year. Then for every day they miss, they don’t get paid for the day missed AND a well day is also docked. So, as an example, if an employee misses 2 days for that year, they miss 2 days of pay during the year but 3 days are added as a bonus at the end of the year. Sounds complicated but in reality it is quite easy to keep track. It has done wonders for attendance and a moral booster for the staff who have to fill in for person taking time off.

    • Susan Knight | July 4, 2018 at 12:27 am

      Mr. Fluken: That’s an interesting thought about paid “well days”. The issue in my mind then is the legality of that situation when you have a business in a state like California which requires “sick days”. ie..sounds good on paper, but will an employee take you to task for this policy?

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