Gear Grinding 9: I Need a Wine!

[MissThundercat]

Re: Gear Grinding 9: I Need a Wine!

At Tyson, starting next year, I get two weeks vacation per year. I also get three "floating holidays," which are paid, and 16 hours unpaid time off.

And they're good about letting me have certain Saturdays off.

[Transplanted Tiger Fan]

Re: Gear Grinding 9: I Need a Wine!

Here in New York, Paid Family Leave (aka FMLA) takes PTO to a whole new level. I am in full support of making-use of FMLA to care for a newborn or family member with a serious illness, however this system is wide-open for abuse. I have no idea how the Employees are abusing it, but I hear it regularly from the shop Foremen, especially on sunny warm-weather days.

[RaceBoarder]

Re: Gear Grinding 9: I Need a Wine!

I've got 10 days of Vacation and it's use it or lose it. The turnover date on that is your hire date. This is another area where companies just don't give a crap about people on the lower levels and acting as the face of your company. Another reason why working in retail/service industries sucks.

My use has gotten several "off the record" complaints from management. I will use vacation days on Fridays/Saturdays in June/July. These days are not blacked out, but, especially the Saturdays following Father's Day, can be some of the busiest non-holiday days of the year. I'll get dirty looks every time I put in for them, but no one ever says anything "official" about me taking them. It's basically an off the record guilt trip tactic. They're ticked that I am smart enough to beat the game.

This system is also the only way I can survive, as I'm busting my rear working my 2nd job on these days. I'll make over 1/2 of my officiating income on these days and officiating baseball and football is about 25% of my total income. This is where all my spending money comes from, so if it goes away, I have almost no cash for "extras". It's basically a microcosm of the problems we face today...

[St. Clown]

Re: Gear Grinding 9: I Need a Wine!

29 days of PTO, carry over a max of 5. The carryover PTO must be used by March 15. My company then has 2 days of "Personal Holidays" that are essentially PTO of another name.

And then I also get the 10 federal holidays off, all paid.

I can also take up to 2 days off to work to instead work at various charities.

[wolverineTrumpet]

Re: Gear Grinding 9: I Need a Wine!

Here in New York, Paid Family Leave (aka FMLA) takes PTO to a whole new level. I am in full support of making-use of FMLA to care for a newborn or family member with a serious illness, however this system is wide-open for abuse. I have no idea how the Employees are abusing it, but I hear it regularly from the shop Foremen, especially on sunny warm-weather days.

Paid FMLA? I thought that was unpaid. Co-worker has a wheelchair bound husband and spreads her FMLA out like crazy....a couple of afternoons each week it seems.

I have no vacation 'cause I didn't qualify for FMLA and when I had the baby, I had to use up the 1 week PTO I had before short term disability kicked in (at 60% pay).

Our workplace was bought up by a larger company this year and everyone is in a tizzy about the new PTO. It will be an interesting December when just last month they announced that there will be no PTO carryover (used to be able to carryover). They will be paying out any unused vacation, but we'll see.


Anyway, I came into this thread to complain about someone grinding my gears, not PTO.

Does anyone else have someone they know or work with that has mannerisms that just make you want to get away from them, or maybe kick them? This lady licks her lips and sticks her tongue out all the time. It's icky. She rocks back and forth when standing. She never shuts up, even when she was told (and was telling other people) that during the audit don't give extra information. Ughh... don't make crap up during an audit that you can't support, and don't try to act like you know everything about this place when you've been here for 4 months, and the people that have been here longer aren't saying things, not because they don't know how to answer, but because an answer isn't necessary. Shut up, shut up, shut up! Stop moving your tongue around. gross.

[FadeToBlack&Gold]

Re: Gear Grinding 9: I Need a Wine!

21 days PTO year at my firm, career level, and less than 5 years seniority. I can rollover up to 6 weeks, but they won't pay out any excess unless state law requires it (California, basically). I also get one floating holiday that is "use it or lose it", plus all the standard paid US holidays.

Also, we have August fiscal years because we're awesome like that, which means the deadline for using any excess PTO is 8/31 each year.

[The Rube]

Re: Gear Grinding 9: I Need a Wine!

We don’t get any carryover. But I get three weeks plus five floaters. We also get nearly unlimited sick time. I would have gone unpaid without any vacation with PTO this year. All because I was sick.

**** the PTO system with a cactus. I’m glad my company doesn’t do PTO. yet.

I actually like the PTO system (we used to have 5 sick days a year and then VAC days, I maybe used 1 sick day a year, due to back issues), but were never reimbursed for the unused sick days. This combined method works for me. We also have *snicker* STD (short term disability), which I believe would cover a long illness like you had. That is separate from PTO stuff, kinda, IIRC.

[dxmnkd316]

Re: Gear Grinding 9: I Need a Wine!

Yeah, that’s great. But it encourages (or even forces) people to work sick. That’s not ok in a civilized society.

[The Rube]

Re: Gear Grinding 9: I Need a Wine!

Yeah, that’s great. But it encourages (or even forces) people to work sick. That’s not ok in a civilized society.

Not really. The formerly "sick" days were added to the PTO time at our company. So it's a PTO day no matter what, you just had more of them.

[St. Clown]

Not really. The formerly "sick" days were added to the PTO time at our company. So it's a PTO day no matter what, you just had more of them.

People will work when they’re sick in the PTO system because they budget out more vacation days for themselves. It’s proven time and again.

[The Rube]

Re: Gear Grinding 9: I Need a Wine!

People will work when they’re sick in the PTO system because they budget out more vacation days for themselves. It’s proven time and again.

I guess I work in a different environment. *shrug* Anecdotal, but truth where I work.

[MinnesotaNorthStar]

Re: Gear Grinding 9: I Need a Wine!

We don’t get any carryover. But I get three weeks plus five floaters. We also get nearly unlimited sick time. I would have gone unpaid without any vacation with PTO this year. All because I was sick.

**** the PTO system with a cactus. I’m glad my company doesn’t do PTO. yet.

I get 2 weeks vacation an 2 weeks sick time this year at my current company. Can carry over 40 hours of vacation (we also have to take a week as one week) to the first quarter and get paid out if you don't take it as long as you made an attempt to, otherwise you lose it. They recently switched over to PTO for all non-union employees (I'm union) and the feedback from the non-union people we work with has been negative. We are in contract negotiations and it sounds like the company is really pushing PTO (main reason is we switched to Workday and that doesn't handle separate sick and vacation time well)...I only have 8 working days left with them though. Have no idea what I will get at the new company, but I hear it's a pretty decent amount.

[dxmnkd316]

Re: Gear Grinding 9: I Need a Wine!

Workday handles it perfectly fine at my company. Tell them they’re full of ****.

[FadeToBlack&Gold]

Re: Gear Grinding 9: I Need a Wine!

Workday handles it perfectly fine at my company. Tell them they’re full of ****.

Or had a sh*tty implementation of Workday, which is also not his fault.

[SJHovey]

Re: Gear Grinding 9: I Need a Wine!

Yeah, that’s great. But it encourages (or even forces) people to work sick. That’s not ok in a civilized society.

We went from a system of sick days and vacation to just PTO. The PTO time given was the same as what each employee was given for sick time and for vacation time under the prior system. Under our old system it was true that you could only use the sick days if you were "sick" and not for vacation or for personal time off, so from that standpoint I suppose our new system does provide for some incentive, if you want to call it that, to come to work when you might otherwise claim a "sick day."

But the reason for the switch was I wanted to do away with the whole charade of trying to evaluate if they were "sick." We had employees who called in sick but were then seen at the grocery store that same day. I always thought it was just a farce.