#pto

Recently the PTOs are auto approved and not from the manager, anyone noticed this in the past that affected their role?

Last day of notice is 4/25. I assumed final paycheck (before severance begins) would be on the 5/1 payroll day. I received my direct deposit today which looks like it was my regular bi-weekly pay plus unused PTO (I am in a State that it must be paid out). Any idea why? Will severance begin with next weeks pay on 5/1?

I had 8 days of carryover PTO from 2025 that I wasn’t able to use. My termination date was April 16. When I reached out to HR, I was informed that I would be paid for the unused carryover PTO since I wasn’t able to use it before the April 1 deadline due to being impacted earlier in the year.

I received a payment today that appears to include accrued PTO through my termination date, but it doesn’t seem to reflect the carryover PTO from last year.

Has anyone had a similar experience, or can confirm whether carryover PTO from the prior year is paid out in this situation?

Hearing rumors and rumbles that they may be changing our PTO rate? Reducing it? Saw some reddit posts and some rumors on the Optum board. Anyone else hearing this?!? I mean they already cut 401ks match.

If you survived, I recommend using your PTO now if you haven’t already. Policies vary by state, but unused PTO will most likely not be paid out.

WorldPay got an extra PTO day each summer and could do Summer Friday's and log off early. Does Global have something similar?

My last day is today but I didn’t receive my last paycheck that comes with the PTO/ sick days. Does that mean it’s coming in on Thursday?

I was rif'd in February and I noticed my paycheck was a lot hiring. Looks like they paid out PTO. Anyone else get that paid out? I didn't think they were going to pay PTO because of the new policy that came out last year. Could it be a state rule? I'm in NY.

I would like to know how soon to expect what we are owed.

Infecting healthy people, meaning more people will have to ask for PTO to recover and less and less people will be available to do the job. Well done corporate! Going back to square 1. Great leadership, very smart!

Today marked the 6th day I have been unable to work. Last Wednesday I called the help desk because my computer would not power on. The lady I spoke to on the first call asked what I did. Nothing! I tried to start my day. She then had me perform a series of things that did nothing except waste 45 minutes. The ticket was sent over to the next group. It wasn't until the following afternoon that someone called. Why did it take a day and a half to call someone with a broken computer? Is there no urgency? The man that called me I could not understand. He barely spoke above a whisper, sounded like he had marbles in his mouth, mumbling, and didn't seem like he knew what was going on. He again had me unplug things, then said he would call me back. 30 minutes later he called back to again unplug things then said he would call back. This happened 3 times. If you don't know what's going on, then have someone else call me. He said he would send me a new computer. On Monday, I called the help desk to ask where the package was, I was told nothing shipped. Tuesday was the same update. Yesterday my manager called and demanded one be sent overnight. At the end of today, the status was one will be shipped but it missed the last pickup for the day. Now it won't be until Monday until it arrives. I'm livid that I had to burn my PTO on a negligent IT department. Tomorrow i'm calling HR to file a complaint.

Are we eligible? What are the rules.

Anyone knows the rules?

Was given notice of layoff in February and my last day is next week Tuesday. How many PTO days would I have if from the beginning of the year until now? Is it like an extra week worth of pay?

Is that one AVP on team no one ever heard of shady? Did the mid-level VP’s get laid off? Does IT su-k (yes)? The sky isn’t always blue? Can someone help me fill out a JAR for this crazy very private issue that a JAR will 100% not cover? What’s PTO?

Question for those who were impacted during prior layoff cycles:

During the 2 months you remain an employee, do you continue to accrue PTO as you normally would? Or do they lock in your PTO balance when you're notified?

If I get picked for layoff will I be on the books/expected to work for 2 more weeks after notification? If so I assume I can use my PTO to the bitter end until my last day.

As we know, when you’ve been at Wells Fargo for 10 years, you get an additional 40 hours PTO… But they don’t give it to you at the start of the year but rather they spread it out over 12 months. If you’re let go or fired before the end of the year, how much of that 40 hours do you get … that is, would you get whatever is remaining or due to you from the separation date until the end of the year? In other words, do you that 40 hours PTO or only that much of it that has been given to you up to and ending on your separation date?

And if so, how many hours is that accumulated? Is that like half a paycheck extra overall?

Why are we wven asking how to comply and trying to plan how many hours? PAY ATTENTION!!!! It doesnt matter when they are inconsistent and change the rules on a whim without appropriate consistent documentation and communication. If none of us comply then are they gonna consistently fire all of us? Some of ya'll need to watch A Bug's Life. 😆 There is more of us then them. Get off your knees and take the boot off your necks. Clearly their tracking is off so until they put clear consistent guidance what are you complying with and why? Lets all call in sick or take PTO for a few days. Let it fail and watch how tables turn.

Based on the previous goal of 11 days, we needed 132 days in office a year. To hit over 60% we now need 158 days. But, that doesn't include PTO, right? In order to get a month to require 11 days it needs to have 18 eligible days. Based on the maximum number of days each month, you'll need 34 PTO days to get back to 11 per month. Best of luck!

California based employee, so not gonna interrupt anything while penalties rack up…

But still, I gave 4 weeks notice and helped hire my replacement. It’s kind of insane

Some teams, not everyone is being limited to only 25 days of PTO and SICK combined which is not very nice. Other teams still retain the unlimited PTO policy. The Employee handbook does not talk about this at all and it says it's a "Flexible" policy with no time accrued.

It is very unfair that some Directors are forcing their managers to tell direct contributors that they cannot take more than 25 days off a year.

I have been moved around between a few teams in the last 2 years and in all of them we were capped. My current team is also capped at 25 days.

Anyone else?

If you get laid off and have accumulated unused PTO, when they give you a check for the unused PTO, are those funds considered taxable income? If so, wouldn't those funds be double taxed?

Is the “Rule of 60” used to pay out the full year’s PTO (ie, instead of only what’s accrued by separation date) simply age plus years of service greater than or equal to 60? Asking because the “Leaving Citi” document also includes being at least 50 years old and having five years of service in the criteria for Citi retirement health plan eligibility, where the Rule of 60 is first described (ie, someone 45 years old with 15 years of service wouldn’t be eligible). In the section addressing PTO later in the document it only references the Rule of 60 without defining it. So now I’m confused. Can someone from HR please clarify?

I need time off for my mental health. How do I even bring this up to my manager without it sounding weird or hurting me later?

Now you want to bleed us further with more cuts? That is our reward for literally working evenings and weekends for months?

Hey everyone, quick question if someone files for short-term disability and it’s under review with MetLife, do they need to use PTO while waiting or does coverage start right away? Also, should they inform their manager, HR, or both? Appreciate any insight.

Any idea why they advertise “unlimited” paid time off but make it nearly impossible to use it? I came here from a prime, where I had more accrued PTO, which I could actually take, even though it wasn’t labeled “unlimited.” Here, I get much more pushback and scrutiny whenever I try to take time off. Really wish I hadn’t made the move.

New to company and given where the world sits in a crazy climate, is it safe to say what holiday you are taking off for? Passover, rosh hashana? Is there antisemitism?

I read on another thread that individuals have up to 30 days to update their RTO days if someone mistakenly missed putting in a WFA/PTO/Sick day. Is that written anywhere? Is this new?

I was let go in 2025 and one of the reasons was that I did this, even if it was inadvertently.

I’m just curious if this is in writing anywhere and when in was put in place. If someone could send me the policy if it is indeed included, it would be greatly appreciated!

Thank you!!

Sorry if this has been answered in a previous post, and I've got a couple of questions that I hope someone can answer.

1. So we work like normal for the final 90 days, in addition to the standard salary for these last three months, will we get severance on top of it? From what I'm seeing online, some people have said 2 weeks' pay for each year.
2. What happens to all the PTO that we had planned out for the rest of the year after June 30th? Will we be paid out for those missed days, or should I cancel those and take them between now and June 30th?

Entering it in Workday. Isn't that grounds for dismissal?

Rumors are that PTO and SICK time are getting merged into one pile with a max of 160 hours. Go over 160 and expect a call from management explaining why you are taking more hours than approved. What a demoralizing situation...

What's the scam?

Friday will be my last day at Optum. I am very lucky in that this was my decision.
I'm also lucky in that I live in a state where accumulated PTO must be paid out.

If, for some reason, there are discrepancies in my final paycheck, how does an ex employee contact HR/Payroll?

Is it only Maurice that gets a yes?

Need to backfill a role? We get no.
Need funding for a broken process? We get no.
Need funding to improve a process or build a client request? We get no.
Want to promote a hard worker? We get no.
Want to give money to a deserving employee? We get no.

Culture? No. WFH? No. PTO parity? No

I guess old Mo is the only one who gets a yes.

RIF'd in February and received my separation package this morning. The dates are right and the weeks lump sum is correct but there is no mention how the PTO will be paid out. Falling under the rule of 60, in a conversation with HR a few weeks ago, they confirmed I would get the entire year's pto. How is that paid out and why isn't it in the separation agreement?

Has anyone been forced to take PTO before the end of Q3 (April 23rd)? I was asked to submit PTO at least 5 days, on a very short notice.. I felt this was so wrong!!

This might happen again in Q4. Can anyone confirm if that’s actually the plan?