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Here's a question...My company allows us to hold up to 400 hours of vacation PTO time...I try to keep a 160 hour minimum reserve of hours for emergencies and in case I should be the victim of downsizing...I figure this is a decent "savings vehicle" since it allows flexibility for illness and minor catastrophes and as long as I don't use it..the value of the time goes up, since I am lucky to receive annual pay raises..so the hours would be paid out at my current level of income and not the level at which they were earned..Anyway, question is...your opinions on the strategy?
[ 06-02-2003, 04:26 PM: Message edited by: MagiK ]
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