Anyone know if you put in your notice and have accrewed vacation time if you can take it the last days of your 30 day notice?
or do you need to take it throughout the month notice. And be there on your last day.
11 replies (most recent on top)
This place no longer pays out accrued, but not yet taken vacation days… So make sure you take them
And be careful because I’ve heard a few instances of the firm trying not letting you take those days during your notice period.
They can have two weeks like a normal firm. They know they have active process failures and certain employees leave things literally collapse. Talking operations here….
This is the only way they can retain people… by force for two extra weeks. Let that sink in
What’s up with a 30 day notice to leave? It I’m going to leave I’ll give them my “two weeks”. Where can I find this information, as far as I’m concerned we essentially don’t have a HR department to actually contact. Don’t have a clue who to reach out to and my source websites are horrible. Is there any drawbacks to giving less than a 30 day notice?
@11m indeed you are correct. As I posted earlier, I called the MA Attorney General’s office Fair Labor division and the woman I spoke to confirmed MA statutory law mandates all employees working in a location domiciled in MA must be paid for accrued yet unused vacation time. Tip to all those terminated back to 2024 if you were not paid then you should file a complaint on the MA GOV website. You can always call as well, the direct line is: 617-727-3465. You must file a complaint online but you will get additional details first by calling. Good luck to all my fellow MA colleagues who have been railroaded by this ruthless company. One final note, if you go online you can find the PDF document by searching for “vacation advisory”.
BNY HR and LEGAL: Consider yourself duly notified you have violated MA LAW if you failed to pay out accrued yet unused vacation hours for all those employees you wrongfully terminated with cause, or for the luckier ones who got laid off and got the separation package but not their due on their unused vacation which includes most of us since we are so overworked as intended by RV and his despicable minions.
: @br+1jveq0p77 Yes, in MA they must pay you accrued and unused vacation. Everyone should check their States wage laws. If it won’t be paid out, use it. If it will be paid out, either take the extra money or use it to end your time sooner.
Don’t worry so much. You can take it during your notice period and should absolutely use it to make your “last day working” be earlier. Don’t worry about these people saying your manager can deny it. They won’t. And even if they did, they have no recourse if you just don’t show up. It may sound harsh but it’s the reality that the company has no loyalty to you, so don’t bend over backwards on your way out. Do what you can to hand over stuff to your teammates, then book your vacation and leave.
I believe it behooves anyone considering resignation to check with their local state board of labor. In MA, I am pretty sure our employer must pay us for accrued yet unused vacation time. I will contact the MA labor board and will confirm back.
I took it the end and no one cared. If they gave me an issue, I was just going to make that day my last day. If they wouldn't let me take it, then I certainly wasn't going to stick around and train my replacement. New job wanted me to start earlier anyway.
Thanks for the replies
I’m hoping to give my notice this week… I know they no longer pay you out for unused days ( which is ridiculous since they will dock you for unearned, but used days ) So was planning on entering my unused days right before giving my notice, but wasn’t sure if I needed to spread them out amongst the 30 day notice or if I could just use them at the very end of the notice for a time before I start my next gig (hopefully) - I don’t care either way… I just don’t want to get sc--wed out of my earned vacation time because I’ve been sc--wed enough during my time here
It’s up to your manager. They will either tell you to use it in your notice period or (depending on how sc--wed they’re going to be when you leave) tell you that you can’t use it as they need you to work through the period doing transition or whatever. Be aware that your manager could cancel any vacation you booked prior to resigning in the second scenario. If you don’t use the days then you should get paid out for them but GET IT IN WRITING because HR rules operate on a ‘use or lose’ policy so you’ll need to prove you were prevented from using them.
I believe you can do what you want. I turned in my computer and badge prior to my final “official” day. I had put up an out of office noting I was leaving and to contact others. Be sure to take it as you won’t get paid out for your accrued vacation and personal time.