#pto

Super quiet in my group with a few folks burning unused PTO.

I recently returned to work after taking FMLA leave. Within my first week back, my manager began closely scrutinizing my schedule, availability, and office presence.

He asked me to specify my working hours, identify my usual desk location, and notify him whenever I sit at a different seat. He has also questioned where I am and made comments about my availability. This level of monitoring feels noticeably different from how things were before my leave.

More recently, I was verbally reprimanded for taking time off using my remaining PTO. On the first day of return from FMLA I did mention I may need to use my PTO and I gave him 3 weeks of notice for my PTO. He said as a new director (I was hired as an individual contributor) in the team, I should explain what happens to my projects when I take time off. That I should obtain his permission before applying for leave. That I should come up with a strategy and plan on how my work should be done and who should do it. I’m new to the team (6 months).

I explained that I already gave him a heads-up on my first day of return, and I'm an individual contributor, not a manager, and that I am entitled to use my available PTO. I understand that I have a responsibility to document project status, communicate outstanding tasks, and provide handover information. However, I felt that the conversation was more about making me feel guilty for taking time off.
He hasn't given me a great performance review this year.

The working relationship was already strained before my leave. Now I feel constantly watched, questioned, and evaluated. I dread going to work and find myself overanalyzing his messages and interactions.

Could this sudden increased scrutiny indicate that the manager together with HR is documenting to let me go?

Last year, Skydance gifted us PTO for the last week of 2025 (Dec 24th - Jan 2nd). They posted it on Murray (now Navigator) on November 10th, and it might have been announced up to a week earlier. With no such news so far, should we expect not to get the same winter break this year?

Unfortunately I did not take the VSP because I thought I wouldn't find a job before the money ran put. I was not laid off and still here. To my surprise, I am now getting movement and interviews with multiple companies.

If I get an offer and put in my notice, will they let me go then and there but still required to pay me for those 2 weeks or will they let me go and not pay at all? I'm in Missouri. I ask because on previous teams, whenever someone put in their notice, suddenly they were gone and not permitted to work their final weeks and it didn't matter where they were at with their PTO.

The jobs I'm in the running for are not other insurance companies but I can still see centene making a reach to say these are competitor companies and not allow me to complete my 2 weeks. Anyone with experience or in the know, please chime in.

Unfortunately I did not take the VSP thinking I would not find a job fast enough before the VSP money ran out. I was not laid off but now feel miserable here. I just don't like the direction the company is going now and can no longer turn a blind eye to what I feel is not right. I started applying for jobs and suddenly things are moving in the interview stages with multiple companies. If I get an offer and put in my 2 week notice, will they let me go on the spot but still pay me for the 2 weeks or possibly even not pay me? I am in Missouri.

The reason I ask is because on previous teams when folks put in their 2 weeks, suddenly they were gone and were not able to complete their 2 weeks and it didn't matter what PTO they had left. The companies I am in the running for are not other insurance companies but I can still see Centene making a leap and considering it still a competitor in some capacity. I don't know if that makes a difference or not.

do half days (4 hours) of PTO cause that day to account as a whole day off for the purposes of the in office tracking? I.e. if I work 2 half days it cost me 8 hours of PTO but will the tracking make it look like I should've been in the office those 2 days anyway or will it cause them to not count towards supposed required in office days that week?

The amount of negative changes in the past several years has brought down morale and is impacting my mental health. The department I’m in has changed PTO bidding, supervisors/managers are constantly changing and have no idea what lengths we go through daily to meet our metrics while getting little to no support in trying to grow your career, and no acknowledgment or thanks for taking on stretch assignments. What is the point of trying? I’m constantly ignored while making suggestions on improvements. It feels as though they are making all these changes (worsening of our health insurance plans, taking certain benefit coverages away, changing department PTO processes, little to no pay increase, minimal bonus) to edge employees closer to resigning so they don’t have to provide us severance or unemployment. Defeating to say the least.

"If state law doesn't require it, we're not paying it". So much for integrity or doing the right thing.

Even if I don’t get laid off, which would be a miracle… going forward the work culture here will be that of slavery; longer hours, micromanagement, faster pace, less beginner friendly, riskier to take PTO/sick/maternity leave, etc.

I doubt this is the only company with this idea. I hate this direction we’re moving towards.

This is unreal to me, and I’m having to cover nearly all of these, and that’s not including the PTO I’m covering! Did merchandisers always call out this much?!

Well, the Allstate layoff bug hit the Protection Plan group last week. Reports of all remaining U.S. based CX, some marketing, and some field. Along with the ending of unlimited PTO and getting the ALL ungenerous PTO annual bank, definitely signs the old SquareTrade is finally gone.

Just curious, how many days of PTO do you all typically take in a year? I know we have to get another approval for above 15 days.

Someone here says voluntary buyouts will be announced November 4, ahead of December layoffs. I haven't seen anything official, so I'm trying to sort out what's real. Has anyone received an actual notice? Which teams, locations or job grades would be eligible? If you volunteer, can FIS turn you down? What would the severance, benefits and unused PTO terms be? And if too few people volunteer, would involuntary cuts follow?

I haven’t started my new job at Wells Fargo yet, but I’m scheduled to start in February. I already have two trips planned that would require me to take two days off in March and another two days in May. Would requesting four days of PTO so early in my employment be considered excessive? I’m not sure whether I should cancel my trips or keep them. I’m also concerned about making a bad impression during my first 90 days, especially since I’ll still be in my probationary period. Would this be viewed negatively by Wells?

I’m surprised more people aren’t using PTO, since they don’t pay you out for flex days and floating holidays when you get laid off. Only vacation. Everyone should take off next week.

1000s planning pto work remote and december fun bonus and vacation,
No work ddat remote engineers group

Does anyone else deal with inconsistent RTO expectations within their team?

For example, some employees are expected to be in the office from 9 to 5 every day, while others regularly use 2–3 hours of sick leave each week to avoid meeting the full in-office requirement.

Some employees seem to receive exceptions or waivers even after exhausting all their sick leave and PTO although they do not qualify for any sort of accommodation.

I understand that individual circumstances may vary, but shouldn’t RTO standard or expectation be applied consistently across the team?

Curious if anyone else has experienced this and how their management handles it.

• Take your lunch break.
• Clock out on time.
• Enjoy your days off.
• Use your PTO.
• Take sick days without guilt.

You agreed to give your time and skills for a paycheck and benefits.

• You didn't agree to give up your health, your peace, or every moment of your life.

Has anyone else found themselves using more PTO or personal days since the new policy eliminated back-to-back WFH days? I’ve had to take more time off lately for unexpected personal matters—like caring for a sick child—that I used to be able to manage while working from home

Yellow Corp. and the Teamsters union have reached a settlement allowing for some WARN Act payments to former employees. This agreement includes approximately $17.2 million for WARN Act claims, representing five days of damages under federal law. Additionally, $1.2 million for grievance claims and $1.8 million for unused personal holidays are included. A prior agreement for $71.5 million in paid time off and sick leave claims remains in place. Payments are expected within months of court approval.

Wilmington, Delaware

https://www.freightwaves.com/news/yellow-corp-teamsters-settle-on-warn-act-claims

Our PL and Manager seem to talk off and/or flex exceedingly in accordance with what was announced that our small team can do. Our PL came manage her own teams, forgetting who she approved for time off. When our day comes for our PTO we are chastised in a team meeting how it’s put her in inconvenience to staffing. We can’t even have our earned PTO in peace. Our team is so toxic, intimidating, and abusive. The stress is unbearable. We are all looking for a different job before we get reduced but so far nothing. And can we talk about reverse discrimination here??? It is real, folks.

I urge all employees to start using all PTO do not bank any if walgreens files for bankruptcy you won't get paid for any of it
Walgreens is a plane crashing with both engines on fire 🔥 please plp jump out ,walgreens has no chance of survival

Hey, Comcasters! Let's help each other out. List your best tips, tricks, or advice for on what to do to maximize Comcast benefits before being laid off.

• For example, Flex Days and Floating Holidays are not paid out, but vacation days are. So, use your Floating Holidays first, then your Flex Days, and save your vacation days for last.

• Also, take advantage of your EdAssist educational benefit, which provides up to $8,000. According to the PDF, you become ineligible on the day you are notified of your layoff, so be sure to submit your request before you receive notice.

So, now people have six weeks. No carryover to next year.

Lots of people lost a lot of accrued PTO, which would have been paid out.

Btw, starts 10/1, and if you’ve already used six weeks, but have more time off scheduled, your manager has dispersion to take it away.

Big surprise on the way…
Hint: it rhymes with 5 day PTO

For the first time since i started i have used my pto and sick time. I have about 32 hrs left fir 2026. What if i need and extra day or two? Do i go in the red and it is deducted when new time is alloted in the new year or will it just not accept my time off request? My requests get automatically approved. I guess my manager has it setup thst way if that is possible. Not sure about that, so not sure if it will auto approve and balance in the new year or deduct.

If I am sick or take PTO one day a week, do I still come in three days or are two days ok?

When a layoff occurs does it come from your direct manager, senior manager, or Human Resources?Is it during a one on one meeting? How do they determine severance depending on band level, if offered at all? What happens to any unused accrued time off after a layoff notification has happened? Do they give a 30 day notice? Lots of questions, thanks.

How are you notified if you're on PTO?

hey everybody, so I know a friend who walks dogs with a person that has a casual friend that they get coffee with sometimes who once went on vacation with somebody but they’re now friends who knows someone who became a VP at fidelity and they were talking about P shares. They said the P shares cash-in in June, but that was very confusing. How do they award shares in December and then they cash-in in June most all the other shares cash in on a yearly basis and payout in March, can someone help me understand that?

please, sarcastic, off-topic, humorous responses only

Just wanted to check, will there be any more changes to the pto policy going forward? Is there a max limit on how many days can be used for a bereavement leave? Is there a vesting schedule for our bereavement days? Is it based on length of service? Do we accrue at different rates based on the relation of the family member (parent vs grandparent)?

I am curious. On the day of your 60 day working notice, Do you get your final check and PTO earned. Then severance starts 2 weeks later?

There is a rumor around the Irving office saying that the hybrid model will be shifting on October 1st to 3 days a week (not new) but also have 8 hours a day minimum counted and holidays and PTO would no longer count as in in office day.

Anyone else hear similar?

Plan to resign soon. Can I cash out carry over vacation from last year?

I’ve resigned and last day is coming up. I have 12 days of PTO accrued through my end date. Does Wells pay that with my final paycheck or separately? Don’t trust these people at all. I’m in NC if it makes a difference.

Who thought it was a bright idea to cut field guys PTO. Now it’s not even close to our peers. There’s guys that help coach kids sporting events and do travel sports. And that’s where most their PTO goes and maybe a hitch off in the summer for an actual vacation. Nope not now. Going to be real fun explaining to wife and kids, dad can no longer can do those things anymore. Just fantastic.

My friend got laid-off on Tuesday. Worked 12 hour days, managed her team in several parts of the country, always got an exceeds. Rarely took time off. Single mom with 3 little girls in school. Don't waste your time climbing corporate the ladder, spend time with your family, take your PTO.