What state do you live in, flatlined?
I’m not 100% sure about this, but I’m 95%:
Any changes to PTO will be made going forward. Any PTO you’ve already accured before the “use it or lose it” change *must *be paid out to you if you can’t use it or roll it over. A company can’t give you PTO that you can roll over or have paid back and then suddenly change the rules. That’s taking back compensation you’re already entitled to.
Obviously, you’ll want to verify this with someone who knows the law in your state, but it’s a starting point.
I work in a factory on an assembly line. What pisses me off is that the people who never work on the line (corporate know-it-alls) are the ones that get to call the shots. They have NO idea how the line works.
I’m in Arizona. I don’t work for a private company, I work for the government. They seem to be able to make their own rules. When I complained about not being able to leave for lunch because shredder guy couldn’t be trusted to take messages or just let them go to voice mail, I was told that they didn’t even have to let me have a lunch break and was reminded that this is a “right to work” state.
How the PTO thing was explained is that we have been given time to get our PTO down acceptable levels and that this will save them at least 180,000 a year.
That announcement came out on Friday. Today, we couldn’t use our computers because we were under cyberattack. This was big. The entire county was pretty much shut down. Nobody could do anything. Courts were shut down, nobody could pay fines, nobody could pay taxes, nobody could get building permits.
Coincidence?
I stopped at the library on the way home tonight. I ran out of things to do today, and spent the afternoon bored out of my mind. Tomorrow, I’ve got a couple of good books to read.
I’d be pushing how many times I can call in “sick” between now and the time your PTO disappears. If they won’t deal ethically with you, you are under no obligation to deal ethically with them.
I’ve put in for 2 weeks vacation at the end of May and will be taking 3 day weekends to burn off the rest. I do have to be reasonable about this, I’m working this job for the retirement and other bennies. I don’t want to work in the private sector.
I get Monday’s off and the other person who can fill in for me will be taking Fridays so I can fill in for her.
Welcome to 90% of all jobs. The people making the decisions very rarely have any idea of the realities of how anything actually works. I think I really figured this out in college, when the on-campus coffeeshops I worked at put in a new shop in the new library… that was clearly designed by someone who’d never actually worked in a coffeeshop or asked any of our employees for suggestions or feedback. Everybody hated working there because it was so poorly designed. Don’t get me wrong–it *looked *great. It was just horrific from a functional standpoint.
Yeah, somebody is either completely ignorant or playing fast and loose with the law. Again, AFAIK with about 95% certainty, that’s completely wrong. “Right to work” means “You can’t be forced to join a union.” It doesn’t mean “You have zero rights while you’re employed for us.” (If you meant “at-will employment,” the fact that they can fire you for any reason also doesn’t mean that they can violate your rights while you’re employed, and I’m a retaliatory firing if you point out that your rights are being violated would be illegal, unless you’re unlucky enough to live in one of those few states that doesn’t have a public policy exception. This might even fall under a universal exception–again, not a lawyer here, just going with what I’ve learned of worker’s rights.)
Not letting you roll over large amounts of PTO is sensible. However, making the change to “use it or lose it” and then not paying you for the PTO you’ve *already accrued *and can’t dump is, I’m fairly sure, illegal. The same issue came up at a company I worked for when they switched to a zero-rollover policy, and they had to pay everyone (tens of thousands of people) for whatever PTO they weren’t able to get rid of by the end of the year. Every year after that, anything you didn’t lose would be lost, but on the first transition, they had to pay it out.
I would strongly urge you to find a legal resource from your state to consult about this if it looks like you’re going to lose even a single day of PTO pay.
To clarify on the subject of a lunch break: They are not federally required to offer one. However, once they offer it, I’m pretty sure that means they’re required to let you take it. (That’s how the PTO thing works: they’re not required to offer vacation time or to let you roll it over, but once they do, they can’t take you away without compensating you for what you’ve already accrued.)
Ugh, I’m trying to find federal laws on this, but the DOJ website is a mess of broken links.
Well, boss man lasted… 45 minutes? with his door open. Once again, behind a closed door. Just to clarify what this is like for me, there are three of us in this office. Me and my two bosses (who I shall call Good Boss and Bad Boss). Good Boss is out for a week. There is nothing going on in here, and only the two of us.
Click. Just closed the door and he’ll be that way all day. Me and him. All week. Door closed. Every day I document that he’s behind a closed door. It’s been since mid-November last year.
OMG. Yes, DumbTemp. Since that thing you’re clicking on is called a “mouse,” it would be acceptable to say “mice” when referring to yours + the other temp’s together in aggregate. Please, please, stop saying “mouses.” Please.
whimper
long deep sip of hot green tea while wondering if it’s too early to long for something stronger
Actually, either way is acceptable when you’re talking about computer peripherals instead of animals.
I hate those mouses to pouses.
Yabbut … it just sounds so wrong!!! Wouldn’t have bothered me if she’d said it once or twice - prolly wouldn’t have even noticed, let alone bitched here - but there was some issue with the batteries in her mouse, and in the other temp’s mouse, and she just kept going on and on and on and on …
I think the only silver lining to her utter incompetence is that I don’t have to worry about her being offered a permanent position here. She’s managed to very thoroughly tick off Grandboss a time or three - essentially doing whatever the exact opposite of “ingratiating” would be - so at least I can rest assured that her time here will, in fact, be temporary.
Indefinite, but temporary.
(The other temp would be an asset to our team, though.)
As a good rule of thumb, the more temporary an arrangement is, the more likely it will become permanent.
You’re stuck with the mouser, I’m afraid.
Hey soon-to-be ex boss, I know you’re pissed off that I’m leaving, but it’s really annoying that you’re not responding to any of my emails, including ones that I need a response to to wrap up projects I’m working on before my last day next week.
Also, I see you’ve blocked me from viewing your calendar. Very professional and not at all petty.
What a dick. I hope that in your next job you get to work with real grown-ups and not a twelve-year-old-boy.
Well, congratulations anyway, EmAnJ. Do you have a Grandboss that will speak to you?
No, unfortunately.
I’d like to thank my boss for budgeting 5 minutes (right as I was walking out the door to go home) to acknowledge my 5 year anniversary with the company. However, since I’m bridging my service and now have 28.5 years, I kind of feel that I might have deserved maybe 10 minutes at least. :mad: