#pto

Should we try to use up PTO now before this potential October 28th date? What is everyone’s plan for their accrued PTO?

New PTO changes -

Most employees will not see any changes to their PTO accrual minimums or PSWD carryover maximums, and no employee will have fewer PTO or PSWD as a result of this change.  

· Illinois- and Nevada-based employees will have higher minimum PTO accruals (from 80 hours minimum to 104), while employees in California, Colorado, and Montana will have higher minimum PTO accruals (from 80 hours to 104) and higher PTO carryover maximums (up to 216 hours).  

So a big - 🖕🖕🖕🖕 we don’t think you’re worthy Texas folks.

Does four hours PTO still count as an in office day?

Do you know the rule? Cannot locate it anywhere?

Has anyone ( specifically grades 22-24) found a better job outside of the company? Or one that at least pays the same amount you were getting paid here and given as much PTO?

Please explain an actual reason to work for this company besides a paycheck?
PTO and healthcare is offered at most
jobs for the same rate, same holidays off and more if not the same amount of PTO and paid sick days.
So why should people be loyal? Why get mad when some of us are choosing to stay because we’re actually good at our job and the job market su-ks? Trust, the moment the job market improves I will leave and find better but again with 2k people applying to the same position kinda hard to go where you want.

Do we keep our vacation time and PTO is flex or is all paid time off flex starting next year?

Does anyone know how the keystroke and activity monitoring reporting is going to work with PTO? If it’s taking an average does it not consider when you are on PTO (so not working that day/several days)?

I hate the sound of it. In theory it is unlimited PTO. In reality you could be passive aggressive marginalized for taking PTO. I’d rather have my fixed number of days I can take with impunity.

They are taking personal days away as of Jan 1. We will only have accrued PTO and I doubt they will add to our PTO to make up for some of that loss.

If you live near an office and go in above and beyond the three days 8 hours a day requirement- say working a half day in office on day 4 - this will actually hurt you. The calculation is looking at average hours in office per day so a half day will lower your average. So there's no point in going in unless you plan to spend the full day

Additionally,if you take a half day PTO and then go in the office the second half of that day, this will also hurt your average. A half day of PTO is considered a full day in office so do not go in beyond that.

Its a combination of badge swipes and connection to office network.

Average is currently calculated on a 4 week basis but the intention is to ramp up to a 13 week average.

Who supports a day of protest. On Oct 30th, lets get as many employees as possible to take the day off across the world.

Vacation policy updated effective 1/1/26. Xerox going to the dreaded unlimited* time off policy.

• Absolutely limited and now we don't have to payout unused vacation time upon severance or overworking you.

If this is documented in Teamworks or somewhere else, let me know, but does 4 hours of PTO still count as a day in the office? And if we take 4 hours on two separate days during the week, does that count as two days in the office?

FBS is over with now, so it'll get busy up until the week before TG holiday, then I use 3-4 weeks (or whatever is left, which is usually about 4 weeks) of PTO and take every Monday and Friday off the rest of the year.

My medical exmption RTO ends in November so, 3 days in for 2 hours each, then 1 day in the rest of the year after TG!

YAAAAS QUEEN, SLAY!

I'm just trying to verify paid pto because at this point I don't trust anything.....

4 hr pto will be still considered as in office day ?

I've heard that there will be a PTO change coming since we acquired Cigna. There are too many state differences which means that some states will get more PTO than others because of the differences. Also heard they may let only those affected know. Seems shady if that's the case.

In an extraordinary show of competence Jennifer Ragone the new Head of HR wows employees with just how great she is at coming up with HR policy on the fly.
In a show of how dynamic she is at pulling ideas out of thin air she has given her first message to the devoted DXC faithful.
Now given the commitment last year to a pay cycle that would be completed by 1 Oct you might surprised to hear it wasn't that
Jennifer wanted to demonstrate her dynamic ideas led thought leadership by announcing to all employees that as of the 1st of Oct they will need to find 6 days of annual leave in order to cover a company wide shutdown over Christmas.

That's the way Jen likes to roll.

Great having you Jen at the head of HUMAN Resources

Ps any news on the promised pay cycle

If you willingly leave HCSC and have unused PTO, will they pay that PTO out with your final check?

If anyone hasn’t noticed yet, leave allotments in workday now have a “approved bank” amount where it looks like it’s being propped for an accrued PTO type of situation. Rumor is that other benefit changes, such as our unlimited PTO and overall flexibility is going to change for the worse.

So end of June my disabled son is fired from Allegheny Health Network and denied unemployment. 3 weeks short of 3 years so no PTO pay out. Nice. Thank you for caring for him like family. You claim you didn’t know he was disabled but you are a healthcare provider and it’s documented huh? So when I visit your hospital this means the service will be flawless so I look forward to my next visit.

I was trying to get clarifications on detail breakup of Severance Pay Formula from HR. Pointed to Non VPN Access: [External Ask HR Portal]- https://hrhelp.custhelp.com/

Once I get the detail breakup of unused vacation, formula used for final payout, I will fight for a few days

Please bookmark & that will save you 3 days for a normal reply from HR Via E-Mail

Companies in the death throes of trying to stay solvent by cutting expenses often turn to Unlimited PTO as a cost saver. You don’t accumulate PTO, so it never needs to be paid if you leave. Rather, every PTO day becomes a negotiation with your manager. The end result is always less days off than you would have received otherwise. Is this coming?

.

Per policy I submitted my vacation hours prior to starting vacation and also to ensure I wouldn’t have a missing time card (and not get paid).
We couldn’t work from Sep 2 to Sep 22 due to loss of access. But they sure as heck still docked my vacation accrual for the days I pre-entered for post layoff days Arghh.
Kicking myself in the butt.

42 yo male in Dallas....got $1 million cash...$1 million 401k/ ira and $100 k in roth and no bills (house paid off worth $700k or anything) ...wife works and 2 kids 17 and 11. (529s worth about 120k and 80k)..

Really sick of extra work for being efficient...probably make 20% more than co-workers but do more complex work projects and easily 40% more work...started here 4 years ago from compitor and have 23 days pto which really su-k and no more vacation for another 6 years...I want to quit and retire but going to get like $13k 401k match on last day of year and like $45k bonus....do I just quite / retire and stick it to management OR just do bare minimum and refuse complex projects until late February or do I just do bare minimum stop coming in and see how long until they fire me? My guess is we are so short staffed I could keep job for 2 to 3 years just so long I do minimum work...

Thoughts?

I heard that this is being cut in terms of the discounted rate. Is going to be 5% with some other shenanigans… also heard that PTO can’t be carried over going into 2026… anyone heard the same?

Reading these other posts on here. I went out to chatgpt myself. Seems its not legal, not even close to legal in CA, for them to take our earned PTO without compensation. Can we band together and stand up?

The entire Home Solutions area was robbed. We were moved to the “one home “ division and under their benefits. We lost 8 PTO days, Juneteenth holiday, and Black Friday holiday. We also lost VTO day making that 11 paid time off days today we lost. Our 401k will move to Centerwell with a match of only 3% so we lost 4.5% match. We lost half of our secure save so $260 a year lost. Our personify is now a lottery with a chance to win money so we basically lost that $500 . We have a 50% decrease of our life insurance. We have increased premiums for higher deductible plans. We did not agree to move out of the Traditional Humana benefits. We were forced and told they would give us a lump sum and an increase of hourly wages. That lump sum and minimal wage increase do not add up to all the losses. We want our traditional benefits back!!!

When we were told that they were cutting out some of our PTO,VTO, 401K and holidays to allign to the industry standard, I asked myself why are we not LEADING the industry standard. That is how quality staff is retained and businesses grow.

Are these going away at the first of the year?

Do we get paid out for any unused vacation that is accrued through the end of the PIL period?

I keep seeing more companie rolling out unlimited PTO policies and I’m curious what people here think… Some say it’s a game changer, others argue it’s just a sick scam to avoid paying out unused vacation…..unlimited PTO sounds amazing. No accruals, no use it or lose it deadlines, and more flexibility for employees to recharge. It can also be a big draw for talent in competitive job markets, plus it cuts down HR headaches for employers…flip side. A lot of employees actually end up taking less time off because of workload pressure or guilt. Some people worry it’s just a way for companies to save money on vacation payouts. And without clear guidelines, it can feel like a trap rather than a benefit.

So, what do you think? Does it feel like a genuine benefit, or more like a scam?

Curious if anyone has heard how our benefits could be changing - I.e holidays, PTO, health benefits, etc.

During a town hall El Jefe let the cat out of the bag – NCRV is making less money than it is spending so the reduction last week was necessary. He did say he was looking forward with excitement – most likely because he knows there are thousands more that can be cut if necessary!!

Something else that he said was important, he encouraged everyone to go to your doctor appointments and take care of your sick children.

It is what he did not say that is really important here – the fact that they are tracking the number of days in the office and amount of time that you are in the office – so he should have also added that since they are tracking everyone’s time - make sure you are in the office the required number of hours or you will be placed on the next CUT list…

Some friendly advice - to be careful you might want to take a sick day or vacation day when you have to take care of yourself and your family!!

Something else they don’t advertise – you can also take time off without pay. This is useful if you have run out of vacation or sick days and it is obviously not the most desired path but it may just help you keep your job….especially next year when the 5 days / week…8 hours per day requirement kicks in.

My advice is to take your vacation without pay and then save your vacation days for when life happens…I am being sarcastic of course..

To paraphrase El Jefe – if you don’t want to be here 5 days a week 8 hours per day then they don’t want you!! In my opinion that includes just about everyone..

Has anyone heard details on how much of a decrease we will hear about in pto on benefit changes that will be announced on sept 10?

God forbid the powers-at-be consider taking a closer look at the top of the food chain to stop the bleeding. Management should cut those “leaders” who can check these boxes….

Regularly parks in a visitor spot out front because their car is too obnoxious to drive in a parking garage, exhibits superiority complex tendencies, won’t acknowledge individual contributors on their team and instead communicates through a bad game of telephone via their direct report supervisors, takes a questionable amount of PTO (not like their presence is missed anyways), prioritizes closing deals that benefit the green competitor boys across the street, and inexplicable career success that could only be due to being in the right place at the right time.

In FI - three more associates on teams in my group are out on leave due to stress. Constantly altering the roles, adding responsibilities, letting some internal groups who are supposed to support us borderline belittle us, refuse associate vacation day requests since they staff teams so thin - it’s depressing. Directors have said in huddles that they know how bad it is but it doesn’t matter. What a place. It’s so depressing.

Usually I can't wait for an extra day off. Right now, I don't care. I'm so stressed I know I won't be able to enjoy it. Oracle has taken all the joy out of the few extra days off we have and replaced it with dread. All I can think about is, am I next? I hate this place so, so much.