#leave

Employee repeatedly took leave on Mondays and Fridays, coming to office only 3 days a week. Issue was reported to HR instead of manager. HR involvement was good.

I know of someone who has been out for many months due to mental issues. Isn’t there a limit to how long you can be out or can you be paid indefinitely for this? As a woman, I am fine with maternity leave but this seems subjective.

I’m currently on maternity leave. My husband got a new job and I have the option to no longer work. Being a stay at home mom has been a dream of mine. If I don’t come back at the end of my leave do I need to pay back my leave? Is there a period I need to return to work to avoid that?

A lot of folks talk all the time about how they'd celebrate if they got cut, how they're not worried, and how they'd be relieved if it happened to them. But not one of them has actually handed in their notice since they started mentioning it. If leaving would be such a blessing, why are they still sitting at their desks every morning? If those who want out quit, the rest of us would have a better chance of keeping our jobs. It'd be a win, win, in my opinion.

Called VSap hotline to see if I can take maternity leave ( baby will be taken tomorrow due to preeclampsia) they say if I take any type of leave then I forfeit the right to get the VSP, it su-ks because I wasn’t planning to deliver early. I’m sure my position will be cut as well. I’m so sad. It seems so unfair.

I have my baby next week, I want to take maternity leave.. I’m not sure how if I should use my PTO days or take the full maternity leave. I don’t want be stressed or out of the loop regarding VSP ( I did apply) .. will me taking leave now effect that? Could I be fired or laid off while on it. My 8 weeks will have me coming back around the first of September.!

What if its the summer equinox after the mid year election on a Tues and I’m on vacation leave. If they send out a notice on a Wednesday before that Tues. how am I affected? Do I get extra pay or am I penalized? I’ve read the handbook and I don’t see a section that covers this.

How do you request leave of absence? What’s the criteria for it? Does it protect you from getting NSI if you are on leave of absence?

Back in November last year, in UK at least, without any warning the number of days of additional annual leave was reduced from 10 to 5. We were told at the time it was a mistake and when DXC Select reopened in the summer you could buy the extra 5, to restore normality.
Did that happen? Or did DXC management mislead again?
(I'm only curious as I got redundancy a few weeks ago)

Just wondering: I remember an old coworker asking and I don't recall the answer. Do we get our 5 weeks vacation in the 2nd year of our 104 weeks termination pay? I cannot find the answer in our Leg T CWA contract. Also, I wonder if I can call in sick in the 103rd week of payout and then go on paid disability for 6 months. Would I need to file FMLA? Am I entitled to any more entitlements?

Do we need to get manager’s approval for the Off Ramp LOA? Any restrictions or limitations that we need to know of (other than that it is unpaid)?

Did y'all get admin leave this round too, or just the two weeks per year of service? Did people get outstanding LTI? Thanks.

And not sure whether I should file; does anybody have thoughts as to the pros and cons… especially with respect to whether one could lose his job.

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

Has anyone heard of this new policy?

I have been informed that my termination will take effect after my return from FMLA/medical leave. After 12 years of working with the company, this is the outcome. honestly,just feel relieved at this point.

Did anyone have any issues with paid caregiver leave still dinging you for a day missed? Those days and vacation are not supposed to negatively impact the report.

Sure would be a great time to take FMLA for anyone that can. It puts your job on hold and they cannot legally release you during that time.

On leave and didn't receive an email. Am I "safe" for now or likely to get a call today?

Who is out of kingdom and are you planning to return? Considering situation is escalating will you extend your leave?

Have been hearing chatter in the office of several people leaving. I’m not ready for what’s to come.

everyone (USA only) massively applied for a Family Medical Leave Act, Leave of Absence (FMLA LOA) first thing in the morning? It's just a suggestion. It would need to be done via the MetLife website. Kinda kidding, kinda not.

Has anyone navigated approval of temporary disability or paid leave for toxic workplace issues such as harassment?

Staff have been awarded a 4.8% pay rise, backdated to 1 January, and a further 0.75% from 1 October.
DXC STAFF - 0% and lies for a year

BAE STAFF - Staff have been awarded a 4.8% pay rise, backdated to 1 January, and a further 0.75% from 1 October.

All staff will additionally receive an additional day of annual leave while Unite members will get a one-off further day's leave.
All staff are due to receive a one-off £500 and a half-hour earlier finish time each day.

Hi everyone. I'm currently experiencing soft pressure from leadership to not take my full 16 weeks of parental leave. My wife will begin cancer treatment shortly after birth and I already have a special needs boy to go along with this newborn.

I've been told "well, how will we promote you at the mid-year if you're on leave?"

I could definitely use the pay increase, but everything from leadership has made me distrust them. I know the right answer is to take my full leave and probably look for a new job while on leave (not at a core site).

I guess I'm just looking for some pep talks around not feeling guilty about leaving my already short-staffed team even more short staffed.

I cannot find anywhere that says you have to return to work for a certain amount of time after parental bonding leave in order to keep the pay. Can anyone confirm this? US

Could someone please clarify which specific relatives qualify for bereavement leave under the policy? How much time can I take? Where do I find it?

The stress is getting to be too much. I want to ask for a short mental health break but I'm worried it'll backfire and cost me my job. Any advice from people who've done it?

Severance is 8 weeks + 2 weeks/year worked, upto max of 26 weeks.

Is the garden leave considered as the initial 8 weeks?

If not, max severance is 8 weeks of garden leave + 26 weeks of severance, right?

Does anyone know if I was on an approved leave during the year and got a meets expectations, if I’ll get full bonus or do they pro-rate?

How do y'all deal with 5 day RTO, it must be brutal , no? I know qualcomm isn't the place for "work life balance" which is what I always hear from my peers at QCOM , but do y'all get extra holidays or something? Did they increase the leaves after the 5 day rto change ?

Anyone know if someone can be told they are let go while on Paternity leave or if it would have to be held until returning to work for legal reasons?

If I’m on leave during these two milestones, how am I impacted? I assume invectives were decided this past month and 401K match is just math, but does LOA impact receipt of either?

been on flma leave. Has the employee culture survey results been released yet and how did HR do this year with changing the work environment for the better ?!?!?

They are coming in.
We will train them.
We will take the package.
We will leave.
They will stay.

I don't understand if this is a good change, or bad.

My understanding: We will get 7 days for PTO in event of illness and the STD starts on Day 8. That is 26 weeks. Then no unpaid extended leave, correct?

What would be the underlying cause of such changes?

I’ve been at Mattel for under a year and was wondering how firm the company is when it comes to repaying sign-on bonuses. I’m realizing that this might not be the right environment for me.

I liked to say it was a good experience - it wasn't.

I'd liked to say that we helped each other thrive - we didn't

I'd like to say that F5 puts out new and innovative products - they don't

I'd like to say that F5 puts out quality products - it doesn't

I'd like to say that customer issues were resolved - they weren't.

I'd like to say that the customer was treated right - they weren't.

I'd like to say that the executive staff members are leaders - they aren't.

I'd like to say that I will recover from having worked at F5 - I can only hope.