Can someone please confirm this policy that my department has… ever since RTO happened, the new policy is that if we cannot make it to the office on an office day, we have to use sick time which causes an occurrence. There is no such thing on the HR policy, however, is it up to management/director? I have colleagues in different departments that are able to work from home if they can’t make it to office. I have a few occurrences already due to my kids being sick and that’s something I cannot control. This policy is so ridiculous.
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an "occurrence" - that is priceless.
If they shut your office odds are not in your favor for a long tenure or opportunities to grow your career.
They're all ready to be heavy handed with the whole RTO policy, but then there is hundreds, maybe more, that are in San Diego and Jersey City that don't have any office and are 100% WFH. They can't stress how important working in an office is, and then in other hand have a large number of employees that have to WFH. Unless the plan is to eventually layoff San Diego and JC.
“ The actual Schwab policy is that an "occurrence" is an unplanned absence (not excused as sick, child sick, Dr. appt., etc.). If you are sick, it's not an "occurrence" - if you are MIA w/o notification, that is an occurrence”
Sorry, but that’s not correct. Perhaps your manager or org has handled it this way but if an employee calls in because they say they are sick 3 times in a 90 day period, their manager can take corrective HR action unless the employee works thru Sedgwick to provide medical documentation. So, if they can provide documentation they were sick that Sedgwick agrees with, technically yes it wouldn’t be an occurrence. Most managers may not take action after the 3 times in 90 days but they absolutely can and have, especially if its suspected an employee is abusing the policy. it negatively affects the rest of the teak ti have someone out all the time if its not legit.
Your sick time isn't paid out if you leave Schwab. USE IT. So sad seeing people feeling guilty for using their benefits.
The actual Schwab policy is that an "occurrence" is an unplanned absence (not excused as sick, child sick, Dr. appt., etc.). If you are sick, it's not an "occurrence" - if you are MIA w/o notification, that is an occurrence. If you are sick and work remotely b/c you are contagious/have fever, but you want to work vs. take a sick day, that is up to your manager who is 100% able to just approve - then you put it into comments of your timesheet.
This was asked in our org and the guidance was that it wouldn’t deduct from your remote weeks. The inconsistency is insane
We were told that if we do not come in on a day that are supposed to come in that it is subtracted from the weeks were are able to work from home each year. Time in excess of what we are allowed to work remotely would be recorded and assessed during annual reviews.
So happy the important things are being managed.
Will take my 73% and be thrilled to leave.
We were told that if we do not come in on a day that are supposed to come in that it is subtracted from the weeks were are able to work from home each year. Time in excess of what we are allowed to work remotely would be recorded and assessed during annual reviews.
Sounds like maybe they should get rid of the sick time and give a few more PTO days - that way they could be used as needed without an "occurence". Heavy hand is ruling once again
The only solution for this problem is to make people get rid of their plants and decorations.
The 3 times in 90 days is spelled out clearly in the sick time policy on MyHR.
Prescheduled sick like for medical appointments is different than unscheduled sick. Your manager is the one who has to pull the trigger on any corrective action for excessive unexcused absences but they definitely can take action on those absences without medical documentation (so you are “allowed” to be out more than 3 occurrences in 90 days as long as you can provide proof to Sedgwick if requested); wouldn’t you want your manager to hold your coworkers accountable if they try to abuse it?
And the comment about using FMLA because it resets every year is ridiculous, what a terrible mindset. A legit reason is one thing but that attitude contributes to the higher workload many are complaining about here.
@tsk+1qJhcb7F Why would you not be able to use sick time 3 times in 90 days...? Sick time is used for scheduled medical appointments, too, you know. That would be ridiculous.
Look it up in myhr
Put in 8 hours of sick time if you're unwell and unable to make it to the office... Sick time is in a separate bucket, use it without feeling guilty.
Yes and yes it's f*king ridiculous! Flexibility, yeah right! This has to be about forcing attrition. There's no other logical explanation.
It’s something that’s definitely subjective to your manager/director and I hate the inconsistency
Producers are being wrote up for WFH when they were sick. Seems to me you would want your producers to continue to work if they are able to even if it's not in the office. Are we encouraging employees to come in to the office with symptoms? Sound policy...
If use sick time more than like 3 tines in 90 days, I believe, that counts as an occurrence, can be written up. Note if you are out 3 consecutive days in a row, that only counts as 1.
We are told that if we have an issue and can’t make it in to code it as telecommute time and in comments put that you got manager approval for the exception.