A reader writes:
I’ve a query I’ve been interested by since it occurred to me on the finish of last year. My company decided that since a “large portion of the company” had not used their PTO, they had been going to close the company for the last two weeks of the year. Anyone with PTO remaining would have these days deducted from their remaining 2022 steadiness, and anybody who had used up their PTO days would have it deducted from their 2023 steadiness. As a end result of this motion, I misplaced 12 PTO days for this year, 2023. This was introduced in early November.
I’ve a household, and I often take two weeks off a year plus random days as wanted, so by the tip of the year (and earlier than this was introduced) I’ve used my PTO. I’ve by no means minded working the week between Christmas and New Years as a result of it’s often sluggish and I make money working from home.
Is this a regular factor? I perceive they did it as a e-book balancing act, however actually, each time I take into consideration the truth that I’m going to be working from the seaside this summer time whereas my household has a good time, I simply need to stroll out the door. I used to be prepared to enter this year trying for a promotion and now even when they provide it to me, I’m so irritated I don’t know if I need it.
(*2*)
No, this isn’t regular and it’s a horrible follow and tremendously unfair.
There are some corporations that close on the finish of the year and require folks to use PTO for it, however that’s one thing that’s introduced properly forward of time — like while you’re first being employed — in an effort to plan your PTO accordingly. This isn’t one thing you’ll be able to spring on folks in November, after they’ve already used all their PTO for the year (as you had) if it means you’re going to subtract it from their allotment for the next year. By doing that, they gave you completely no means to keep away from the scenario you’re in now, the place you’ve got considerably much less break day obtainable to you this year and no alternative within the matter.
Frankly, it’s not nice when corporations make folks use PTO after they’re closed even when everybody is aware of that’s the deal getting in! It’s unhealthy for individuals who want or need that point for different factors within the year, and it’s not significantly inclusive (the week of Christmas isn’t essentially fascinating vacation time to the numerous, many individuals who don’t rejoice Christmas). But no less than when folks know that’s the system from the beginning, they will make selections for themselves accordingly. Springing it on you in November is remarkably crappy.
And their reasoning is unhealthy too — a massive quantity of folks hadn’t used their PTO but? Well, possibly there’s a purpose for that! Maybe they’ve folks saving it for childcare or medical wants (during which case they really screwed these folks), or possibly you’ve got a tradition that daunts break day and they want to handle that. And clearly their logic fully leaves out folks such as you, who had used up your time and now are going to undergo for what looks like the company’s whim.
Have you pointed any of this out to anybody in energy there? If not, it’s value attempting particularly if you may get some of your coworkers to push again with you.
But no, it’s not regular and it’s not acceptable.
