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This is almost certainly ahead of layoffs. This allows them to reset already accrued PTO to 0, and then when the layoffs start to occur after January 16, they w
by Someone1234 4y ago
This is almost certainly ahead of layoffs. This allows them to reset already accrued PTO to 0, and then when the layoffs start to occur after January 16, they won't pay out that PTO (since, again, it is 0).
To give a specific example: Imagine someone has 30-days PTO as of January 15. If they were laid off the company might be contractually obligated to pay it out at whatever rate was agreed (e.g. 50% @ 200K salary is $8K, 100% is $16K). But as of January 16 with the flick of a pen they have 0 PTO and saved thousands or even millions of dollars in layoff costs.
I don't mean this disrespectfully, but people who are "pro" this move are naive. Research has shown this reduces PTO taken and regardless it reduces the cost of layoffs/takes money out of employee's pockets.
- Arnavion 4y ago>This allows them to reset already accrued PTO to 0, and then when the layoffs start to occur after January 16, they won't pay out that PTO (since, again, it is 0). Except they're paying out all the accrued PTO in the April paycheck.
- Someone1234 4y agoFair enough. My point still applies going forward though. After January 16 you'll never accrue PTO again, and it will make layoffs cheaper. Plus it all relies on the good-will of your direct manager. They don't want you taking time off or even want you to leave? You now have zero days a year.
- Arnavion 4y ago>They don't want you taking time off or even want you to leave? You now have zero days a year. That can be reported to M + 1, M + 2, or to HR as a last resort. Managers are not computers that follow a written contract as if it's a computer program. Zero days a year is a very obvious violation of conduct.