#pto

PTO payoffs on resignation or layoff - how does it work? Frustratedly software engineer here

Is buying PTO a real thing? Can you do in middle of year if you are new ?

Everyone has said that the 3 day requirement is rolling. If that’s the case and I take two weeks off can I only go in 1 day the week before I’m off and one day the week I come back?

Just a reminder to use your floating holiday and consider using some PTO if you have a large balance saved up. Most states only pay out up to 40 hours of unused PTO. If you receive a RIF notice on 5/28, you could lose most of your remaining PTO balance.

GP Used to have a wellness day that would be announced mid-May and we could take it during the last week or so of June. the day wasn't included in the normal pto schedule since it was considered a "bonus" day
with RIF incoming, should we expect that day will be cut permanently?

I resigned more than a week now. I intend to use my PTO but was not allowed. What should i do?

I have it on good authority that the next round of layoffs will be mid-July. This first one was more of a reorganization and getting rid of low-output associates. The next one will be based on attendance and people who don't fit the ways of working set forth. July 7th or 14th is being floated around as the date. I would highly recommend people who want to keep their jobs to come into the office on time and leave at 5 PM as instructed. Additionally to not abuse the flexible pto that is granted. Your peers and leadership are watching and keeping track of in-seat and badge swipes.

• Remove any pending vacation time if your company pays out unused PTO. You do not want approved future vacation causing issues with payout processing.
• Download or screenshot your annual reviews, performance feedback and any recognition awards. You will use these later for resume bullets, interview stories and measurable accomplishments.
• Save copies of paystubs, W-2s, benefits information, commission statements and PTO balances.
• Schedule annual medical, dental and vision appointments before insurance ends and refill prescriptions if needed.
• Start applying for jobs NOW. Do not wait. Build your LinkedIn network aggressively and use AI strategically. Gather 10 job descriptions for roles you want, feed them into AI and tailor your resume/LinkedIn around the keywords, metrics and business impact repeatedly showing up in those postings. Focus on measurable results, not responsibilities.
• Save personal contact information for coworkers, leaders and recruiters while you still have access.
• Take pictures/screenshots of dashboards, workflows, presentations, trackers or work examples you personally built so you can later recreate sanitized versions for portfolios or interview discussions. Obviously do not take confidential company or customer data.
• Focus your remaining time on transition work, documentation and knowledge transfer. Stay professional until the end. The world gets very small during layoffs and reorganizations.
• Understand your severance, COBRA costs, unemployment eligibility, 401(k)/HSA options and any RSU or stock impacts before your final day.
Most importantly: do not freeze after a layoff. The people who recover fastest usually start networking and applying immediately.

Excellent advice, bumping from @b3+1krbx7cem for visibility.

What's the message out there lately around the company? The days of covering for each other and being accommodating with schedules over? Just genuinely curious if I'm starting a family at the wrong time. Historically it's seemed like this company was very supportive of new parents and now I don't see that. The initial family leave offered is great and all but that doesn't matter to be honest. I'd rather have no family leave time and take PTO, then have more scheduling flexibility over the course of their childhood to attend appointments, school functions, meetings, etc. It seems silly to take an hour of PTO every couple weeks or so to handle a responsibility when I could cover that time earlier or later that day. And for context, I'm not lazy, I work hard, and do my job.

Need advise what to do with PTOs as I am one affected by the recent layoffs.
Do we get them paid out or take them prior to leaving?

Does PTO get paid out with severance?

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

I see many Managers/GCLs, TLs are on PTO today, tomorrow and Monday what’s the logic behind it?

What if on a PTO today? Few in my agile team are on PTO today. What happens if they are on the list?

I was RIFd yesterday, and I see that severance only pays out unused regular PTO, not protected PTO.

They really pushed employees to NOT use protected PTO as it is meant for illness and other unintended absence. I had built up quite a bit of it, and used regular PTO almost always.

Now I’m thinking the reconfiguration of PTO was more about cost savings than anything else. I was not aware that protected PTO would be forfeited or I would have used that first and foremost.

Very sneaky move Medtronic.

I was impacted from the last layoffs, never been on unemployment before, how do you file, do you file and add severance package and PTO or do you not include that info reading online you don’t have to add that info in. I know it would not kick in till the 2 month being on the payroll .

Not here to contribute to saying a layoff is/isn’t gonna happen.

That being said, I took 0 hours of PTO when I was laid off. I was surprised when I had my PTO hours paid out to me in cash. That and equity all paid out to me in a lump sum for each.

So, if you believe you’re getting the axe… don’t take PTO. You’ll be paid a bit more extra as a parting gift.

When One gets laid off or fired, they receive their PTO… Is this PTO taxed just like regular income or do they apply a special kind of tax, such as like they do with bonuses… Or, better yet, do they apply no tax?

Mediocre health insurance, poor 401k contributions, a terrible vesting schedule, and PTO they don’t pay out. And that was before the C-Suite paranoia fully kicked in (hello, PEGA). They would probably take away work from home if they had any office space left.

If you are placed on 60 day no work notice. Do you accumulate PTO during that time to be paid out on or catch up to PTO used but not yet accrued? Thanks!

I have 77 hours of PTO accumulated. What will happen to it if I’m let go tomorrow?

Only working 2 days this week due to pto. I will be 20 minutes short of the in office expectations. I know days average out over time but if I worked more than 8 hours last week, will that cover me?

Are we eligible to be compensated if laid off?

Curious how it works if you get laid off while you’re out on PTO. My manager has been very distant for a number of weeks now so I can only assume I’ll be part of the April 30 cut. I took this week off so they don’t lose my PTO but I’m curious would they still call me on Thursday? What if I don’t answer 😅

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?