#pto

Question for those who were impacted during prior layoff cycles:

During the 2 months you remain an employee, do you continue to accrue PTO as you normally would? Or do they lock in your PTO balance when you're notified?

If I get picked for layoff will I be on the books/expected to work for 2 more weeks after notification? If so I assume I can use my PTO to the bitter end until my last day.

As we know, when you’ve been at Wells Fargo for 10 years, you get an additional 40 hours PTO… But they don’t give it to you at the start of the year but rather they spread it out over 12 months. If you’re let go or fired before the end of the year, how much of that 40 hours do you get … that is, would you get whatever is remaining or due to you from the separation date until the end of the year? In other words, do you that 40 hours PTO or only that much of it that has been given to you up to and ending on your separation date?

And if so, how many hours is that accumulated? Is that like half a paycheck extra overall?

Why are we wven asking how to comply and trying to plan how many hours? PAY ATTENTION!!!! It doesnt matter when they are inconsistent and change the rules on a whim without appropriate consistent documentation and communication. If none of us comply then are they gonna consistently fire all of us? Some of ya'll need to watch A Bug's Life. 😆 There is more of us then them. Get off your knees and take the boot off your necks. Clearly their tracking is off so until they put clear consistent guidance what are you complying with and why? Lets all call in sick or take PTO for a few days. Let it fail and watch how tables turn.

Based on the previous goal of 11 days, we needed 132 days in office a year. To hit over 60% we now need 158 days. But, that doesn't include PTO, right? In order to get a month to require 11 days it needs to have 18 eligible days. Based on the maximum number of days each month, you'll need 34 PTO days to get back to 11 per month. Best of luck!

California based employee, so not gonna interrupt anything while penalties rack up…

But still, I gave 4 weeks notice and helped hire my replacement. It’s kind of insane

Some teams, not everyone is being limited to only 25 days of PTO and SICK combined which is not very nice. Other teams still retain the unlimited PTO policy. The Employee handbook does not talk about this at all and it says it's a "Flexible" policy with no time accrued.

It is very unfair that some Directors are forcing their managers to tell direct contributors that they cannot take more than 25 days off a year.

I have been moved around between a few teams in the last 2 years and in all of them we were capped. My current team is also capped at 25 days.

Anyone else?

If you get laid off and have accumulated unused PTO, when they give you a check for the unused PTO, are those funds considered taxable income? If so, wouldn't those funds be double taxed?

Is the “Rule of 60” used to pay out the full year’s PTO (ie, instead of only what’s accrued by separation date) simply age plus years of service greater than or equal to 60? Asking because the “Leaving Citi” document also includes being at least 50 years old and having five years of service in the criteria for Citi retirement health plan eligibility, where the Rule of 60 is first described (ie, someone 45 years old with 15 years of service wouldn’t be eligible). In the section addressing PTO later in the document it only references the Rule of 60 without defining it. So now I’m confused. Can someone from HR please clarify?

I need time off for my mental health. How do I even bring this up to my manager without it sounding weird or hurting me later?

Now you want to bleed us further with more cuts? That is our reward for literally working evenings and weekends for months?

Hey everyone, quick question if someone files for short-term disability and it’s under review with MetLife, do they need to use PTO while waiting or does coverage start right away? Also, should they inform their manager, HR, or both? Appreciate any insight.

Any idea why they advertise “unlimited” paid time off but make it nearly impossible to use it? I came here from a prime, where I had more accrued PTO, which I could actually take, even though it wasn’t labeled “unlimited.” Here, I get much more pushback and scrutiny whenever I try to take time off. Really wish I hadn’t made the move.

New to company and given where the world sits in a crazy climate, is it safe to say what holiday you are taking off for? Passover, rosh hashana? Is there antisemitism?

I read on another thread that individuals have up to 30 days to update their RTO days if someone mistakenly missed putting in a WFA/PTO/Sick day. Is that written anywhere? Is this new?

I was let go in 2025 and one of the reasons was that I did this, even if it was inadvertently.

I’m just curious if this is in writing anywhere and when in was put in place. If someone could send me the policy if it is indeed included, it would be greatly appreciated!

Thank you!!

Sorry if this has been answered in a previous post, and I've got a couple of questions that I hope someone can answer.

1. So we work like normal for the final 90 days, in addition to the standard salary for these last three months, will we get severance on top of it? From what I'm seeing online, some people have said 2 weeks' pay for each year.
2. What happens to all the PTO that we had planned out for the rest of the year after June 30th? Will we be paid out for those missed days, or should I cancel those and take them between now and June 30th?

Entering it in Workday. Isn't that grounds for dismissal?

Rumors are that PTO and SICK time are getting merged into one pile with a max of 160 hours. Go over 160 and expect a call from management explaining why you are taking more hours than approved. What a demoralizing situation...

What's the scam?

Friday will be my last day at Optum. I am very lucky in that this was my decision.
I'm also lucky in that I live in a state where accumulated PTO must be paid out.

If, for some reason, there are discrepancies in my final paycheck, how does an ex employee contact HR/Payroll?

Is it only Maurice that gets a yes?

Need to backfill a role? We get no.
Need funding for a broken process? We get no.
Need funding to improve a process or build a client request? We get no.
Want to promote a hard worker? We get no.
Want to give money to a deserving employee? We get no.

Culture? No. WFH? No. PTO parity? No

I guess old Mo is the only one who gets a yes.

RIF'd in February and received my separation package this morning. The dates are right and the weeks lump sum is correct but there is no mention how the PTO will be paid out. Falling under the rule of 60, in a conversation with HR a few weeks ago, they confirmed I would get the entire year's pto. How is that paid out and why isn't it in the separation agreement?

Has anyone been forced to take PTO before the end of Q3 (April 23rd)? I was asked to submit PTO at least 5 days, on a very short notice.. I felt this was so wrong!!

This might happen again in Q4. Can anyone confirm if that’s actually the plan?

Mini reorg and layoffs. Not sure the total count let go. I know of at least 5. No announcement or recognition from leadership. In fact, Vince and Devin relaxed on PTO as this went down. Anybody got more information?

For those of you who got RIF'd and then were reimbursed, supposedly in the final paycheck, for unused accrued vacation days, are all the deductions like medical and dental taken out of the pay for the unused vacation days?

I just read an article that said many people are forgoing PTO due to fear of layoffs, and I realized I'm one of them. They really conditioned us like dogs, didn't they?

If I take PTO leading up to my last day and return my badge, laptop, and other equipment before that PTO starts, will I still be paid for those PTO days, or would my access be deactivated immediately and my pay stop at that point?

Has anyone noticed or heard of your time card being blocked if you’re going to be laid off? I went to go try to cancel a PTO request for later in the summer, but after April 4, my time card is totally black. I cannot make any changes. Other team members see the same thing. We do expect RIF in our department. Any HR or payroll people have any thoughts on this?

I wanted to know if I lost my EARNED PTO (currently in bank) if I either resign or am laid off? I am plannning FMLA leave due to care for my spouse after surgery then I will be resigning and should have some PTO banked. Will I lose it or will it be paid out in final paycheck?

are we allowed to use our 2 floating holidays in increments of 4 hours? I submitted 4 hours in workday but did not receive approval yet, and that usually happens quickly and my boss is on Pto and my colleagues don't know the answer

It is no secret that Bank will have another round of layoffs in Q2, just by everything I’ve been hearing, end of April seems to be the target date.

Reading previous post on what happened back on Jan 28, don’t be in office that day, as you will be escorted out and laptop confiscated. Start taking certification courses NOW, because you won’t have access to Guild to register for more during the 60 day window. If you register now and do get impacted in a few weeks, USAA still has to cover the course(s). Send all your accomplishments, year end reviews and resume to your personal email, redeem all your recognition points because again you won’t have access to do it once they take your laptop.

More importantly, take your PTO, but use the floating holiday and volunteer hours first, as those are not paid out to you. With phase 2 of the “how we work” bank reorg, look to the person to your left and right, very good chance one of them will be impacted in the next 6-8 weeks.

I resigned couple of weeks back, and was expecting Cigna to pay for my unused PTOs for this year. Has the policy changed? I know we can’t carryover from one year to the other, but what about the PTOs I accrued till now?

Also does Cigna also take back my profit earned from my stocks along with any unvested stocks?

Wayfair states that it offers a great work-life balance. Sooooo not true. Their training is inadequate. Overseas employees are non-compliant. Shift bids are BS. No matter what you choose, they will give you the schedule pertaining to company needs. So you can forget about being a parent, kids will have to raise themselves! You cannot just use your PTO when needed. You will accrue attendance points for using it for emergencies or same day illness. Metrics change in the middle of the quarter. Employees know how to wrap to manipulate their metrics so it doesn’t pay to do honest work. Religious accommodations are only given to non-American employees. There are plenty of other places to work that will definitely appreciate your dedication and work ethic. Do not give more than your pay grade, they will say thank you and expect for you to keep doing it w/o being paid for it!

I have a plan to submit my two week notice around 3/17.
Can anyone tell me that if my "unused PTO" will get paid out?

The HR IT Team is currently in the process of migrating the RTO Badge Tracking tool from a Tableau report to a full-fledged internal web app.

They are working with Jeff's org CTXO to use Gen AI to do this more rapidly then they'd be capable of doing otherwise.

Once this migration is complete, they will have complete turnstile API access and plan to start showing badge in & badge out times. Currently, managers who have access to the tool can only see whether or not you were in office that day, at home, or took PTO.

These are the facts. My personal speculation, after witnessing how gung-ho this team is about this effort, is that they are going to add a lot more than just time-tracking to the app. I believe that the next thing to go will be the "Half Day PTO" trick that many of us use to have WFH days or manage things like home repairs, doctors appts, etc. Currently, they don't have the access they need from Workday to differentiate between Full Day & Half Day PTO, so they just count it all as In-Office.

I believe that we are in for a very dark year ahead regarding RTO. Leaking this info now so people can plan ahead and stay informed.

Has anyone from the mid January layoff communication received either Severance payment or Special Payment?

Guessing all of this, as well as PTO payout will all come after term date, but just checking because of the language in the agreement:

" ....will be made as soon as administratively practical following the
execution of this agreement by you, but not later than March 15 of the calendar year
following the execution of this Agreement"

It’s frustrating watching compensation rules change after the work has already been done.

First PTO changes, and now a policy where employees lose their ICP if they’re not still employed two months after the fiscal year ends — even if they worked and delivered results the entire year.

That also means someone could work all year, meet their goals, and still lose the compensation they earned if they’re laid off before that two-month mark.

Performance pay should reward performance, not employment timing. What an awful company this has become.

First they took our PTO without any compensation. Now they are going to lay us off and not have to pay any ICP if they do it prior to two months after the fiscal year. So you work the entire year and 1 month and 29 days after and they "by law" do not have to pay your icp. What a terrible company this has become to work for. No wonder our competitors are eating our lunch. Who is making these decisions to just sc--w the employees?