Thread regarding Fidelity Investments layoffs

@c0 try not to over analyze every interaction. Ask if more details are necessary and the reasoning behind the denial but don’t push too hard. They shouldn’t be denying PTO especially if it’s for healthcare. Be open about what the PTO is if you feel comfortable doing so and try to help them understand your perspective as well. Keep being open about your needs as much as you feel comfortable doing so but also keep everyone that needs to know in the loop about your schedule. Document when they deny your PTO and the reason they give you. Even if it’s verbally on a call, write notes for yourself somewhere you can access outside of your work computer.

@ab You sound like last manager. All about criticising what he didn't like after brushing off requests for guidance for quarters. You're probably EP too..

@c0 Go down the employee route here. Act reasonably - you're just a hard working associate trying to get back to high performance after illness. You have PTO due and want to take it without damaging your manager relationship.

If I go ahead with my PTO (he said he did not approve it yet although it’s auto approved on workday) what are the implications of that? Will they still be able to fire me? Will I lose my bonus? I got an SP rating.

They should just implant a tracking tracking chip in you. It would cut down on the manual reporting.

So sorry you’re dealing with this. I wouldn’t suggest talking to employee relations. You’ve done nothing wrong and from the sounds of it they haven’t either. It’s affected the perception they have of you, sure. You keep doing your work and if managing your health becomes unmanageable because of the increased scrutiny then they are doing something wrong. I still wouldn’t recommend going to employee relations but sadly there isn’t much you can do. Keep doing your work to the best of your ability and document as much as you can in case they do let you go. Your documentation will help if they do work with HR and you get involved with anything necessary to defend yourself. But mostly the documentation will help with discussions with lawyers after being let go. Work with a therapist if necessary and just keep trying to do good work to your best ability. You can’t predict what they’re doing, you only have control of your actions.

You must talk to employee relations. If you are not ip, seek another role asap.

@ab Corporate shills like you make the workplace miserable. There is absolutely no reason anyone needs to explain why they need PTO. As long as advance notice is given the reason for taking the time is no one else's business. Likewise it's not an individual contributor's job to explain how their project will carry on in their absence. It's the job of the manager.

@OP Start documenting everything and get any interactions in writing if you can. You may want to start looking for other opportunities as well because it sounds like your manager is setting you up for a PIP.

Build your own paper trail. If he’s not doing the same to other employees then it’s discrimination.

You sound very naive here. I get that you had personal circumstances affecting your work but it shouldn't be affecting your judgement about what your job is.

You're at director level and should realise that you'll have manager level scrutiny around your planning and delivery. You're not just some random IC. You're supposed to be strategically delivering high value work or else you're at the wrong level.

You don't just "mention" needing to take short notice leave having just returned - you clearly document the requirement immediately in writing so you have a defensible paper trail when you apply.

Your manager is supposed to approve your leave. I don't just turn up to my own manager and tell them I'm taking time - I flag it early with plans to ensure problem free coverage.

If it wasn't for your FMLA you manager would likely have given you a much harsher review. Be prepared to be either demoted or managed out.

It sounds like your manager has started building the paper trail for your future termination.