When it comes to human resource administration, paid days off and maternity leave are critical components. I will favor allocating time off based on results rather than time served at the organization for a variety of reasons. The first explanation is that success, not time served, is one of the primary priorities of any organization. This makes success one of the topics that can be highly rewarded, as well as ensuring that workers continue to give their all, which is critical to the company. Gupta and Shaw have also advocated for rewarding efficiency (2014). They stated that through rewarding performance, an organization ensures that there is motivation for the employees to perform better. It will motivate even those employees who have not been rewarded, since no one will be happy without paid time off and sick leave.
Another reason is that performance is an aspect that is not entirely linked to how long the employee has been working within an organization, as indicated by Gupta and Shaw (2014). An employee can be a new one, but he or she shows extraordinary performance based on the skills and experience that they have as compared to an employee who has been working within the organization for a longer period. All that matters is how the employee is benefiting the organization which is not entirely linked to how long one has worked or stayed at the organization. Thus, time served does not warrant one to enjoy such time off benefits at the expense of an employee who is an asset based on their performance.
Gupta, N., & Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), 1-4.