#pto

The company will conduct reductions in force (RIFs) each month. There is a targeted headcount reduction that must be achieved based on forecasts designed to demonstrate that operating expenses are being managed and financial controls are in place.

For this round, approximately 90% of impacted employees will be notified by Thursday of this week, with a small number of notifications extending into next week due to colleagues being out on PTO.

Going forward, colleagues should expect RIFs around the same time each month. However, this month’s reduction is expected to be larger than usual, with a higher number of colleagues being affected.

Bumping this from @b6+1kvr3808t for info.

Can someone tell me why it takes the managers anywhere from three weeks to three months to approve pto?

1. Do not trust anyone at Boeing you work with; co-workers, college friends or managers. Any of these people will not hesitate to stab you in the back if they believe they will get ahead doing so.
2. Do no more than the absolute bare minimum in preforming your job. Never take on any additional work because there is nothing to gain for doing so.
3. Don't give your manager, lead or coworkers your cell number. Once you are off the clock for the day you have no obligation taking any work-related calls.
4. Never delay taking any PTO due to work obligations.
5. Do not consider becoming a Whistleblower. If you do decide to, you better first contact the FBI and ask them to put you in the Federal Witness Protect Program.

I just received my PTO payment from Citi. However, I did not receive the severance. When is severance supposed to be paid at the same time as PTO or separate?

What does everyone recommend we do if our boss puts a meeting invite on 6/17? Does that mean we are toast? Has anyone considered taking PTO or blocking off their calendar day on 6/17 with more important meetings? I am just going to say that our application has an urgent security concern that needs to be addressed or it risks being shutdown. It is a joke how this is being handled at our company.

I've got a week of WFH coming up (taking 3 half-day PTOs). To try to manage my burnout levels, I am thinking of getting a short-term rental somewhere nice and working from it for the week, rather than from my normal home office. I'm not sure if this is going to trigger any kind of monitoring that might cause a problem for me. Is there any known monitoring around what location you are connecting from?

Prior to the pandemic, when I had a full time telecommute agreement, I did this once or twice a year. My wife and I would rent a beach house or a place up in the mountains and hole up for the week. Still working but changing the scenery for awhile. It did wonders for my mental health. Never cleared it with a manager, just did it and never heard squat about it being a problem. But I haven't done anything like this since 2022, and given the way leadership has been flailing around about RTO and putting various heavy-handed monitoring in place, I'm not sure if it will still fly these days.

Any advice appreciated.

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Do your best that you can or want to
Take your breaks
Take your pto
Get paid
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A question for those who were laid off during the last wave, and had unspent PTO (from when they told use it up before FTO was introduced): did NetApp pay it out as part of the severance?

I was laid off in Mid Feb and they gave me a terrible package but then paid me a decent bonus later as well as my PTO, which I know some didn’t get. My colleague was laid off in October, no PTO or bonus. Another in November and they got a bonus and PTO but right before layoff and very few weeks, when mine was paid post layoff.

Borrowed from comments:US department of labor says:
Companies can legally offer different layoff packages including severance pay and continued benefits to employees in the same job grade. Since severance is generally discretionary rather than federally mandated in the U.S., packages vary based on specific variables. We don’t know if the OP was laid off while on FMLA or LTD. Packages may differ.

So no need to argue about the packages, they can vary! Healthy discourse welcome. Let’s avoid bullying and insults, we all want better work environments, treatment and so forth, for employees.

Time to relax, take your PTO, call in sick, miss deadlines, train improperly, waste time, create meaningless meetings, have fun with your team while you still can. Mutual didn’t care for us, why should we care?

Came out today:
10 months pay
25k bonus
pro-rated 2026 bonus
PTO payout

Must have 30 years, JobGrade 12 and under

Decision date July 16, effective date August 1

You asked, we listened! Our vteam family let us know they wanted to reduce vacation accrual max from 150% to 125%. This gives our superstars more time to set the foundation to play to win. It also helps reduce severance for future rifs which delights our shareholders. I am humbled, honored and energized for all we have accomplished as we continue to build the future at scale - together!

They have been pushing team members in the most recent all hands meetings to take their PTO and time off. I have never heard such a push for this from leaders. I have been with the company over 7 years now, and there’s never been mention of taking your PTO like this.

So, take your PTO NOW before you lose it to this transition.

Bumping this for important info, the OP is @a2+1ksqvmzt4.

I love how they talk about flexible schedules and quality of life at Macys. Quality of life should not include having to work EVERY FREAKING WEEKEND. Unless you use all your vacation days or promise your first born to an associate to switch with you, which is rare, you WILL WORK EVERY WEEKEND. Captains in my store get a weekend a month off. Why can't the automatic system do the same for Selling associates. Its ridiculous. I don't expect to have every weekend off but one weekend off a month would be nice. Cmon MACYS we have no air conditioning so at least give us this!!!!

Just a quick question, I've been with NG for 7 months now. I've been in the corporate world for 20+ years and I didn't quite understand how backwards their PTO policy is. I was given 40 hours upon my onboarding in October. At the beginning of the year, I was not given any additional hours. I accrue PTO at 3.04 hours every two weeks. This policy doesn't seem competitive with any company I've ever been associated with. Even retail places like Walmart or Di-k's has a better policy.

So I was the one who posted a little over a week ago and said there were no layoffs slated for the 28th and I received something like a 97 arrows down. Now here we are – I said that I was leadership and I said they were not going to be layoffs today. Now stop listening to people who are just trying to scare you on this website! Live your life – take your PTO – and stop hanging on everything that people are lying about on here. All you’re doing is freaking yourselves out for no reason! I’ve said it before and I will say it again. There are no slated mass layoffs at either Optum or UHC through the rest of the year. Not that a few jobs here and there won’t be eliminated, but there’s nothing down the pipeline. So get off of here and enjoy your summer.

Thursday is looking like a great day to call in sick and take PTO. Does it stop you from getting notified? No. Does it create more work for your manager? Yes.

Put your manager to work if they’re going to lay you off this week.

I’m thinking about leaving Verizon voluntarily on my own terms. Does PTO get paid out? Not personal time or sick days just the PTO hours?

Is it paid out or not?

PTO payoffs on resignation or layoff - how does it work? Frustratedly software engineer here

Is buying PTO a real thing? Can you do in middle of year if you are new ?

Everyone has said that the 3 day requirement is rolling. If that’s the case and I take two weeks off can I only go in 1 day the week before I’m off and one day the week I come back?

Just a reminder to use your floating holiday and consider using some PTO if you have a large balance saved up. Most states only pay out up to 40 hours of unused PTO. If you receive a RIF notice on 5/28, you could lose most of your remaining PTO balance.

GP Used to have a wellness day that would be announced mid-May and we could take it during the last week or so of June. the day wasn't included in the normal pto schedule since it was considered a "bonus" day
with RIF incoming, should we expect that day will be cut permanently?

I resigned more than a week now. I intend to use my PTO but was not allowed. What should i do?

I have it on good authority that the next round of layoffs will be mid-July. This first one was more of a reorganization and getting rid of low-output associates. The next one will be based on attendance and people who don't fit the ways of working set forth. July 7th or 14th is being floated around as the date. I would highly recommend people who want to keep their jobs to come into the office on time and leave at 5 PM as instructed. Additionally to not abuse the flexible pto that is granted. Your peers and leadership are watching and keeping track of in-seat and badge swipes.

• Remove any pending vacation time if your company pays out unused PTO. You do not want approved future vacation causing issues with payout processing.
• Download or screenshot your annual reviews, performance feedback and any recognition awards. You will use these later for resume bullets, interview stories and measurable accomplishments.
• Save copies of paystubs, W-2s, benefits information, commission statements and PTO balances.
• Schedule annual medical, dental and vision appointments before insurance ends and refill prescriptions if needed.
• Start applying for jobs NOW. Do not wait. Build your LinkedIn network aggressively and use AI strategically. Gather 10 job descriptions for roles you want, feed them into AI and tailor your resume/LinkedIn around the keywords, metrics and business impact repeatedly showing up in those postings. Focus on measurable results, not responsibilities.
• Save personal contact information for coworkers, leaders and recruiters while you still have access.
• Take pictures/screenshots of dashboards, workflows, presentations, trackers or work examples you personally built so you can later recreate sanitized versions for portfolios or interview discussions. Obviously do not take confidential company or customer data.
• Focus your remaining time on transition work, documentation and knowledge transfer. Stay professional until the end. The world gets very small during layoffs and reorganizations.
• Understand your severance, COBRA costs, unemployment eligibility, 401(k)/HSA options and any RSU or stock impacts before your final day.
Most importantly: do not freeze after a layoff. The people who recover fastest usually start networking and applying immediately.

Excellent advice, bumping from @b3+1krbx7cem for visibility.

What's the message out there lately around the company? The days of covering for each other and being accommodating with schedules over? Just genuinely curious if I'm starting a family at the wrong time. Historically it's seemed like this company was very supportive of new parents and now I don't see that. The initial family leave offered is great and all but that doesn't matter to be honest. I'd rather have no family leave time and take PTO, then have more scheduling flexibility over the course of their childhood to attend appointments, school functions, meetings, etc. It seems silly to take an hour of PTO every couple weeks or so to handle a responsibility when I could cover that time earlier or later that day. And for context, I'm not lazy, I work hard, and do my job.

Need advise what to do with PTOs as I am one affected by the recent layoffs.
Do we get them paid out or take them prior to leaving?

Does PTO get paid out with severance?

If I leave Optum voluntarily, do I forfeit all my PTO or do they have to pay out what I accrued? Based in Minnesota.

I see many Managers/GCLs, TLs are on PTO today, tomorrow and Monday what’s the logic behind it?

What if on a PTO today? Few in my agile team are on PTO today. What happens if they are on the list?

I was RIFd yesterday, and I see that severance only pays out unused regular PTO, not protected PTO.

They really pushed employees to NOT use protected PTO as it is meant for illness and other unintended absence. I had built up quite a bit of it, and used regular PTO almost always.

Now I’m thinking the reconfiguration of PTO was more about cost savings than anything else. I was not aware that protected PTO would be forfeited or I would have used that first and foremost.

Very sneaky move Medtronic.

I was impacted from the last layoffs, never been on unemployment before, how do you file, do you file and add severance package and PTO or do you not include that info reading online you don’t have to add that info in. I know it would not kick in till the 2 month being on the payroll .

Not here to contribute to saying a layoff is/isn’t gonna happen.

That being said, I took 0 hours of PTO when I was laid off. I was surprised when I had my PTO hours paid out to me in cash. That and equity all paid out to me in a lump sum for each.

So, if you believe you’re getting the axe… don’t take PTO. You’ll be paid a bit more extra as a parting gift.

When One gets laid off or fired, they receive their PTO… Is this PTO taxed just like regular income or do they apply a special kind of tax, such as like they do with bonuses… Or, better yet, do they apply no tax?

Mediocre health insurance, poor 401k contributions, a terrible vesting schedule, and PTO they don’t pay out. And that was before the C-Suite paranoia fully kicked in (hello, PEGA). They would probably take away work from home if they had any office space left.

If you are placed on 60 day no work notice. Do you accumulate PTO during that time to be paid out on or catch up to PTO used but not yet accrued? Thanks!